Human Skills in an Organization Click Now to get Solution

Question: Select one of the accompanying combined zones related with section 2 of the Human Dimension of the program. Utilizing hypotheses and models (not Mazlow) from your exploration basically assess and assess their relationship to Organizational Behavior. Examine the effect that your chose subject will have on a representatives' inspiration grinding away (incorporate an important inspiration model or hypothesis). Answer: Presentation: This task manages the hypotheses and ideas of authoritative conduct in an association. For the initial step of this task, I have picked character and individual contrasts. In this task, I research the impact of individual just as individual contrasts in the conduct of an association. For finishing the entire task, I have gathered information from various insightful diaries from dynamic auxiliary sources. I have audited the chosen diaries with the end goal of this task. I have picked this subject of character and individual distinction as this point is extremely pertinent for now. Each individual is unique in relation to one another with respect to his brain and persona capacity. In any case, today with the developing period of worldwide business everybody is looking for towards a progressively upgraded multicultural workforce. Hence, this idea can help while understanding the part of dealing with the conduct of numerous individuals inside an association. Character and individual contrasts: As talked about by Wood et al. (2012), authoritative conduct is considered as the field of study that fuses human abilities of the association. Authoritative conduct incorporates the investigation of individual, associations and gatherings to improve the degree of execution. A chief ought to consistently concentrate on the part of viable authoritative conduct. An accomplished supervisor should focus on the basic part of human conduct to work the effective association. Character and individual contrast is vital just as a huge part of hierarchical conduct. Character alludes to the novel stable example of human conduct, feelings, and musings or feeling. Each individual has its diverse style of distinguishing proof. Everybody has its own image. As expressed by Jiang et al. (2012), the part of occupation fulfillment consistently relies upon character attributes of a person. A few people can be happy with the current idea of an occupation. There are likewise a few people who can never be satisfied with the activity in any conditions. Then again, Goetsch and Davis (2014) contended that there are some significant essentials of character and association. Fascination choice wearing down cycle portrays that the association character association is specific. Association in the end can get homogenous with the end goal of the executives. Character can be less prevailing inside difficult spots in rule-based or organized society. Then again, in an approximately organized association, a character can be increasingly predominant in the powerless position. There are bases of character for an individual. Hereditary and social parts are the fundamental components of a character of each individual. An individual is unique in relation to one another by his/her character or capacity. Each individual is diverse because of the hereditary or social conditions moreover. In the viewpoint of powerful authoritative conduct, the capacity is additionally a significant trait for an individual. Capacity is considered as the limit of conveying the arrangement of mental successions or conduct groupings to deliver a helpful outcome. There are various kinds of information; those are passionate, psychological, psychomotor and perceptual. A compelling director ought to perceive or think about the individual contrasts to advance specific culture or conduct inside the association (Miner 2015). Hypotheses: Character and individual distinction is the part of brain science. Each individual is not quite the same as one another because of some mental components. Character can be depicted as powerful and composed arrangement of qualities of an individual. The character of an individual can impact the earth, feeling, inspiration, conduct and cognizance inside various circumstances. Type hypothesis or the Personality Type Theory is extremely pertinent to pass judgment on the individual distinction and character of an individual (Arthaud-Day et al. 2012). Mental Type hypothesis alludes to the mental order of various types of individuals. One can recognize character kinds of an individual through different attributes of character. As indicated by the Type hypothesis, there are two sorts of individuals in the general public. One is thoughtful person, and other is outgoing individual. The Trait hypothesis alludes to the perspective where extraversion and self preoccupation can be considered as the piece of a nonstop element of numerous individuals. Character typology expresses that the conduct of each individual is identified with the term of inverse and individual attributes. In the part of character type hypothesis, Meyer Friedman and his associates developed the Type An and Type B character hypothesis (Robbins et al. 2013). They considered the Type An and Type B as two examples of individual contrasts and character. Type A character consistently stays persevering and faces high challenges. Then again, Type B individuals stay loose, less serious just as lower hazard. This hypothesis likewise expresses that there are consistently numerous individuals who are the blend of An and B kinds of character. In this regard, MyersBriggs Type Indicator is likewise a significant model for knowing the distinction in the character of an individual. This model shows information on various components of character that can be helpful to become familiar with the sorts of a character of a person. This model is being utilized to test character sort of a person. Models: The Five Factor model is an extremely important model in the part of character and hierarchical conduct. The intentional conduct of work coordinates higher request understood objective with various standards of Five Factor Model of character. This model additionally assists with growing the activity attributes model to clarify the impact of character qualities on the result of work. Five-Factors Model is considered as a mental model of character. Different therapists have arranged various frameworks for the separating character of each person. These five components help to group extraordinary character of a person. These five components character characteristics are identified with the development of initiative inside the association (Wagner and Hollenbeck 2014). In the part of authoritative conduct, large five character characteristics are considered as convincing components. Five-Factor model of character can be seen as character characteristics of progressive association. Character attributes are incorporated with five measurements. The five measurements are Extraversion, Conscientiousness, Agreeableness, Openness to Experience and Neuroticism. These elements are associated with the part of the successful conduct of an association. Each individual has these five qualities of character. Along these lines, each organization ought to think about these variables while making condition and culture for the association. Transparency: This character characteristic shows innovation and distinction in each circumstance. They look to give the imagination. They likewise take unmistakable fascination to attempt new things. They can likewise develop as a viable pioneer in a place of administration. Good faith: According to Wright et al. (2012), this character attribute is likewise identified with the part of administration inside an association. Reliability individuals remain composed inside various circumstances of initiative. Principles looks to step up and duty inside the gathering. These kinds of individuals likewise rise as pioneers. They are exceptionally powerful in the job of pioneers. Extraversion: It can be expressed that outgoing individuals are enthusiastic just as confident and socially dynamic. Extraverts appreciate cooperating with others inside the social condition. Outgoing people likewise show fearlessness in various circumstances. Extraversion can be identified with the part of initiative. The representative consistently acknowledges an extravert head. Outgoing people are both amiable and predominant inside the business condition. Extraverts can develop as a successful pioneer in the wide assortment of circumstances (Cerasoli et al. 2014). Pleasantness: It is a positive quality when accord is basic. This character is dynamic when shared choice is compensated. Then again, Michel et al. (2013) expressed that Agreeableness can turn into the impediment when the basic achievement factor of the specific association is rivalry. In any case, a successful chief ought to have the option to utilize extraversion and pleasantness both to make the strong group in the gathering. The pioneer can make solid relationship inside the group of the association. Neuroticism: It alludes to the degree of the enthusiastic capacity of a person. It alludes to the pioneer who is on edge, ill humored and touchy (Bell 2013). From numerous kinds of examination, it very well may be expressed that extraversion and good faith are two valuable character qualities those can be identified with authority. Extravert character can give better direction to the individuals from a group. Relationship of character and individual contrasts with authoritative conduct: As expressed by Mitchell et al. (2012), each individual is unique in relation to one another utilizing his/her character. Human conduct is an extremely mind boggling wonder. In this manner, it is a test to each association to coordinate each assignment with the subordinate worker to the administrator of the gathering. Each individual is the down to earth just as the important asset for each group. Each director ought to consider the inner just as outside upgrades of the oblivious psyche of each individual (Parker 2014). Each organization ought to analyze the speculations of authoritative conduct while dealing with the gathering of worker inside a specific organiz

Decomposition Lab Report Example | Topics and Well Written Essays - 1250 words

Disintegration - Lab Report Example Supplement is hamburger stock in addition to yeast. Beech (fagus): - has a place with the family fagaceae. Leaves are completely or meagerly toothed, 5 - 15 cms in length and 4-10 cm expansive. Pace of deterioration is quicker because of low lignin content, which is a rot safe. Rot of leaves can be assessed by the change in 1. Their mass 2. Quality (which is determined as proportion of C: N of rotted dry material. 3. Their substance content. 4. Changes in soil or water, which go about as medium. 5. Straight wave condition Wt = Wo - Kt where Wt = mass saw after explicit timespan, Wo = starting weight, K = rot steady. PAGE 2PREDICTION Pace of disintegration will increment with increment in temperature and will be unimportant at extremely high and exceptionally low temperatures. METHODAgar jam and small scale petri dishes were utilized. The agar had no feed in it. It was just utilized as a Base to keep the leaf hovers set up. The leaf circles would go about as nourishment for the microorganisms to Develop on. To test various temperatures 5C, 20C, 30C and 65C were utilized. In each dish 10 leafcircles were put . Each leaf circle had a breadth of 5mm. To ensure that thisexperiment was sheltered, the cover was cello taped and wasn't opened till the investigation was finished .The leaf circles were then seen during a 4-week time frame. Any adjustment in size of the leafMaterial could be measured.Graph paper was put behind each petri dish when measuring....an ideal temperature for microbial action is between 35 to 45 degree C. Agar: - it is a phycocolloid separated from red purple marine green growth, which have a place with class rhodophyceae. Agar is a gel at room temperature and stays firm at as high as 65 degree C. Supplement agar will become the biggest number of various kinds of organisms growths and microorganisms. Supplement is meat stock in addition to yeast. Beech (fagus): - has a place with the family fagaceae. Leaves are altogether or inadequately toothed, 5 - 15 cms in length and 4-10 cm wide. Pace of disintegration is quicker because of low lignin content, which is a rot safe. In light of the outcomes above it very well may be said that disintegration at extraordinary high and outrageous low temperatures is zero and the rot procedure increments with increment in temperature as portrayed in the temperature versus mean measurement chart. There is insignificant or no microbial movement at outrageous temperatures. There fore the procedure of rot is delayed at such temperatures. Rotting process will in general be quicker at hotter temperatures as it encourages microbial development along these lines as the temperature expands the decayi9ng procedure additionally increments. 7. NUMBER OF OBSERVATIONS: Adequate quantities of perceptions were not made. Rather than expanding the quantity of dishes to 10, less number of dishes ought to have been utilized and perceptions made at increasingly visit temperatures with the goal that ideal temperature could be determined, 8.

Political Equality Essays - Egalitarianism, Social Inequality

Political Equality The beginnings of political balance were diminish. America was simply starting to set up a political framework when thoughts of balance started to emerge. Questions concerning citizenship, rights, and common freedoms made arrangements for the American political framework appear to be overwhelmingly entangled. The possibility of political fairness itself was a hypothesis of extremely constrained degree - an establishment as opposed to a structure. Various feelings regarding the commitments of government were covered in it from the earliest starting point, and no reasonable unique purpose could be removed. (Shaft 45) But the originators of this nation were certain that America would be a country made out of qualities and equivalent rights. There was some discussion over how the states were to be spoken to. Strangely enough, the possibility of correspondence, on a political scale, was just inferred by the Constitution, instead of apparently expressed. The guideline of uniformity of political people, which converts into that of small time, one vote - and at last into one individual, one vote - in roughly equivalent constituent divisions, was certain in the Constitution of the United States, as opposed to being explicitly announced by it. (Shaft 47) One vote for each individual: this made some debate, however was later acknowledged as the most equivalent strategy for casting a ballot. During the making of the Constitution, there were numerous debates and differences with respect to different techniques for making correspondence among American residents, however generally speaking, the Federal Constitution accomplished more than some other instrument to characterize political equity as a basic rule of American government. (Shaft 50) The structure of the Constitution was maybe as important to the perfect of correspondence than the words themselves. The political idea encompassing the Constitution combined on this guideline; nothing in the content drove some other way. In this sense the Constitution might be said to have contained arrangements related all the more unequivocally to the declaration of these certain qualities. (Post 63) The utilization of language, statements, and some other ramifications the archive may involve, make the Constitution itself an image of correspondence. The words order it, yet the report represents it. The inquiry concerning various sorts of uniformity came to fruition in South Carolina when a board of trustees joined to examine this issue. They imagined that equivalent rights would appropriately create inconsistent outcomes, which could be spoken to by an examination of the lower and high societies. Uniformity, its individuals announced, was the common state of man, the premise of his ethical greatness and political joy, not the measure of cash one had. (Shaft 154) This gathering contemplated that the high society would be given more rights and favorable circumstances due to their economic wellbeing... that political correspondence didn't concur with fairness of chance. They imagined that in light of the fact that the privileged had more cash, in this manner they had increasingly political weight. Furthermore, in like manner, the lower-class would not have as much draw on the American political framework. It was a contention that would have significant reverberation in the altoget her different setting of American Reconstruction, when uniformity of political rights for the freedmen (together with fairness under the watchful eye of the law) became, for a period, the way in to all others. (Shaft 155) Another occasion that helped shape correspondence in America's political framework started with a land crash in 1819. This occasion crushed numerous individuals' desires for ever possessing any noteworthy measure of property throughout everyday life. American financial matters were in a state of chaos, yet individuals didn't scrutinize the establishments of the nation... on which they could have accused the whole episode. Americans just sought after the best as the economy slowly recouped. The impacts of this occasion were exceptional. Laborers composed into political organizations and mobilized not to let this shocking event occur later on. They made laws securing themselves and their families and utilized the American political framework to keep up what little they had left in the fallout of this catastrophe. Political equity has been a piece of America since the time the authors of this nation made the Constitution. It has made some amazing progress since the eighteenth century, presumably still has far to go. America has accomplished political uniformity, be that as it may, there are a few parts of that thought that can be enhanced, but others that will stay a steady token of

Organic farming - Free Essay Example

Since the beginning of human history, humanity has been concerned with the food they eat and where it comes from. Early humans carefully selected the plants and animals that were safe to eat as humans today select food from the grocery stores to fit their nutritional needs. There are thousands of products that are offered in grocery stores today, ranging from conventional to organic and everything in between. People are left to wonder, is organic food actually better than conventional? Although it is more expensive than conventional foods, buying and eating organic food is more than worth it, offering both health and environmental benefits. What is organic food? It is food that is grown or raised without use of conventional pesticides, synthetic fertilizers, sewage, irradiation, genetically modified organisms, or antibiotics and hormones in meat. The United States Department of Agriculture released their standards and regulations for producing organic food in 2002. According to the USDA, Organic is a labeling term that indicates that the food or other agricultural product has been produced through approved methods.(USDA Organic Standards). There are strict standards for organically grown foods and they must first be certified by a third party before becoming USDA certified. Though it didnt officially enter the mainstream of society until the early 2000s, organic farming practices have been around for over a century. In 1840, a German chemist discovered the primary elements (Nitrogen, Phosphorus, and Potassium) that are needed for plant growth and it resulted in farming becoming an industrialized machine (Pollan, 146-147). There were some people who felt this discovery was not a breakthrough but the mechanizing of nature and ultimate destruction of the soil. Sir Albert Howard, an englishman and agronomist, is credited with many of the ideas behind organic farming, though he never actually used the term organic, and he believed the soil should be treated like a living organism (145). He reasoned that the health of produce, livestock and humans was dependent upon the health of the soil and the addition of synthetic chemicals destroyed the nutrients in the soil (148). His ideas about natural and sustainable farming practices were the foundation for the orga nic movement to build upon. First, eating healthy and balanced meals, no matter if they are conventional or organic, is most important. In a society dominated by the ease of processed foods, it must be pointed out that although consuming organic products is optimal for overall health, eating a healthy diet in general is key. It should also be understood that organic food is not necessarily more nutritious than conventional. The nutritional value of any produce depends on the health of the soil. For example, produce grown in sandy soil wont develop as many nutrients in the plant as produce grown in rich, healthy soil. Because many of the chemicals used in conventional farming strip the soil of its nutrients, organic foods can have higher nutrient content than that of conventionally grown products because of the soil health. By far the most common reason for eating organically is the ability to avoid ingesting harmful chemicals thats effects on humans have not been fully studied (Haspel). These chemicals are synthetic fertilizers and pesticides, which encompass a wide array of compounds like insecticides, fungicides, herbicides, rodenticides, plant growth regulators and more. The use of these chemicals allows for farmers to harvest higher yields from their crops, ensure that they dont become overrun by weeds, and to protect the crops from diseases (Aktar, Sengupta, Chowdhury 2009). The USDA and Environmental Protection Agency assure the public that the concentration of pesticides consumed through food are too low level to cause harm but there has been little testing conducted that show the effects that long term exposure could have (Aktar, Sengupta, Chowdhury). Consuming pesticides even at low level concentrations is thought to be linked to numerous health issues in humans ranging from respiratory iss ues and food allergies to more serious illnesses like cancer. Another problem is that an individual chemical, even if deemed safe, can be enhanced or changed if it is combined with other pollutants and substances in the body. Every day we are exposed to a cocktail of chemicals and because little testing has been done on this aspect, who can say what effects consistent low level exposure to such a mixture of chemicals can cause. (Aktar). In an article by Tamar Haspel, a food-policy writer and oyster farmer, she talks about the findings of 2016 Pesticide Data Program, which reports the pesticide levels on different foods for the year in both conventional and organic food. Haspel explains that the problem with the data is many of the most commonly used pesticides in both conventional and organic farming arent even tested for. Some of the most used pesticides are just beginning to be tested and others arent tested for at all (Haspel). There are millions of people in the world that are facing malnourishment with 1 out of every 7 people going hungry. With the environment in an increasingly unstable state, many areas of the world are experiencing record breaking droughts and massive flooding leading to crop failure. Since pesticides can basically guarantee a harvest, they are widely used in developing or highly populated countries where a crop failure could be catastrophic. With high quantities of pesticides being used globally, the fact that in certain regions pesticide poisoning is not only common but is a public health issue comes at no big surprise. Not only are people being unintentionally poisoned from spray or ingesting food with residue but pesticides are also often purposefully ingested to commit suicide, demonstrating how hazardous these chemicals can actually be. Pesticides are just as toxic for the environment as they are for health. They contaminate water systems, the soil, the air, and other non-targets (unintentional recipients). There are three different ways pesticides contaminate the water system. 1. Pesticides can drift outside the area they were sprayed through the wind and physical carriers. 2. They leech into the groundwater through direct absorption. And 3. Pesticides can be carried into other water systems through run off. It is almost impossible to keep chemicals contained to one area so naturally pesticide concentrations show up in a variety of places besides the fields. Pesticides can ruin the structural integrity of the top soil and obliterate biodiversity that is essential for plant growth. When applied to plants that have already flowered, it can kill pollinators like bees and reduce the reproductive qualities of the crop. Many of these pesticides are very harmful to flora and fauna and have the potential to disrupt entire ecosystem. A book written by Rachel Carson talks about the impact of pesticide use on the animals that unintentionally ingest these chemicals. She discusses the loss of several bird species due to accumulation of pesticides in their tissues. Types of fungicides used in farming are only slightly toxic to birds and mammals, but may kill off earthworms, which can in turn reduce populations of the birds and mammals that feed on them. Additionally, as some pesticides come in granular form, birds and other wildlife may eat the granules, mistaking them for grains of food. Besides pesticides, there are also the hormones and antibiotics that are pumped into conventional livestock. Chickens are given hormone rich food to expedite their growth and cause them to form abnormally large breast muscles. Many chickens are grown to butchering weight in 40 days or less. Antibiotics that were fed to livestock to cure and prevent infections were also used as growth boosters until people started understanding the effects of overuse. Although the FDA attempted to cut back on antibiotic use, livestock are still fed about 80% of the antibiotics used in the U.S (fda.com). The rampant overuse has created strains of bacteria that are now resistant to antibiotics and pose a serious threat for peoples health (Pig Out). If chemicals and antibiotic laden animals werent bad enough, irradiation was introduced to the food industry. An article written by Curt Anderson in the Missoulian in 1997 talks about consumers worries concerning the then recent FDA approval of irradiating red meats. Irradiation uses gamma radiation to kill some (not all) bacteria and diseased organisms to make the product safe to eat (Anderson). Irradiation had already been widely used before this point for spices, fresh produce, chickens, and pork. Another Missoulian article by Michael Colby points out that again, the USDA has not done adequate testing on this subject. Most alarming is that when irradiation was approved by the FDA, the studies that were supposed to prove its safety ended up being less than convincing and the then chair of the FDA committee felt the tests were flawed and lacking (Colby). Again, the USDA insists that irradiation is a tool to keep produce fresh for longer and reduce chances of catching a food related illness (USDA.com). Because the radiation can only kill up to 90-99% of bacteria and pathogens, what remains has been altered by the radiation and can have unknown effects (Colby). Organic foods on the other hand are, according to USDA standards, free of irradiation of any kind.The many health benefits of organic food allow the consumer to avoid pesticides, antibiotics and irradiation but the benefits dont end with health. Organic farming is rooted in sustainability. Many of the practices of organic farming are from simply observing nature. Sir Albert Howard, credited with the ideas that founded the organic movement wrote, Mother earth never attempts to farm without livestock; she always raises mixed crops; great pains are taken to preserve the soil and to prevent erosion; the mixed vegetable and animal wastes are converted into humus; there is no waste; [and] the processes of growth and the processes of decay balance one another. (Howard). It takes a lot of time and energy to synthesize the chemical nutrients needed for conventional chemical farming and with climate change and the environment in an increasingly unstable state, it is time to start looking into alternative sources like organic farming. Similarly, the antibiotics excreted by livestock are integrated into the soil, polluting the ground and water even further. Livestock themselves are one of the largest contributors to greenhouse gases. America is ranked second for most meat consumed in the world with 200.6 lbs per person, per year. Cattle that are raised conventionally are indoors almost their entire lives and are fed diets of low quality grain. This diet creates very unhealthy cows that produce unhealthy meat. Conventional red meat has high fat content, contains properties that cause prostate cancer and it is generally considered and unhealthy meat. The opposite has been found in cows raised organically and fed a grass based diet. There are far higher levels of Omega 3 and Omega 6, lower fat content, cancer fighting properties and more.

Biography of Wilbur Wright, Aviation Pioneer

Wilbur Wright (1867-1912) was one half of the aviation pioneering duo known as the Wright Brothers. Together with his brother Orville Wright, Wilbur Wright invented the first airplane to make the first manned and powered flight possible. Wilbur Wrights Early Life Wilbur Wright was born on April 16, 1867, in Millville, Indiana. He was the third child of Bishop Milton Wright and Susan Wright. After his birth, the family moved to Dayton, Ohio. Bishop Wright has in the habit of bringing his sons souvenirs from his church travels. One such souvenir was a whirling top toy, that sparked the Wright Brothers lifelong interest in flying machines. In 1884, Wilbur completed high school and the next year he attended special classes in Greek and trigonometry, however, a hockey accident and his mothers illness and death kept Wilbur Wright from finishing his college education. The Wright Brothers Early Career Ventures   On March 1, 1889, Orville Wright began publishing the short-lived West Side News, a weekly newspaper for West Dayton. Wilbur Wright was the editor and Orville was the printer and publisher. All his life, Wilbur Wright teamed with his brother Orville to develop various businesses and enterprises. Among the Wright Brothers various enterprises were a printing firm and a bicycle shop. Both of these ventures showcased their mechanical aptitude, business sense, and originality. The Pursuit of Flight Wilbur Wright was inspired by the work of German glider Otto Lilienthal, which  led to his desire to fly and his belief that manned flight was possible. Wilbur Wright read everything available on the then-new science of aviation—including all the Smithsonians technical papers on aviation—to study the projects of other aviators. Wilbur Wright thought of a novel solution to the problem of flight, which he described as a simple system that twisted, or warped the wings of a biplane, causing it to roll right and left. Wilbur Wright made history with the first-ever heavier-than-air, manned, powered flight in 1903. Wilbur Wrights Writings In 1901, Wilbur Wrights article, Angle of Incidence, was published in the Aeronautical Journal, and Die Wagerechte Lage Wahrend des Gleitfluges, was published in Ilustrierte Aeronautische Mitteilungen. These were the Wright Brothers first published writings on aviation. The same year, Wilbur Wright gave a speech to the Western Society of Engineers on the Wright Brothers gliding experiments. The Wrights First Flight On December 17, 1903,  Wilbur and Orville Wright made the first free, controlled, and sustained flights in a power-driven, heavier-than-air machine. The first flight was piloted by Orville Wright at 10:35 a.m., the plane stayed twelve seconds in the air and flew 120 feet. Wilbur Wright piloted the longest flight that day in the fourth test, fifty-nine seconds in the air and 852 feet. Wilbur Wrights Death In 1912 Wilbur Wright died after suffering from typhoid fever.

Pudd’nhead Wilson and the Question of Identity - 3195 Words

Pudd’nhead Wilson and the Question of Identity 1. Introduction The most difficult thing in life is to know yourself. - Thales The role of identity and is related to various other themes in Mark Twain’s â€Å"Pudd’nhead Wilson† and therefore functions as the main focus in this paper. Basically every major theme in the book somewhat emerges from the question of identity. The first part of the paper deals with the switching of identities and can be considered as a starting point for the development of the novel. Secondly, it leads to the question of nature and nurture and tries to examine the impact of values and upbringing as well as skin color in the formation of character. Another aspect dealing with the issue of identity is honor and†¦show more content†¦Tom discovers his real identity which changes his life drastically. He is finally aware of the fact that he is not white and it become noticeable in various ways. â€Å"It was the ‘nigger’ in him asserting its humility, and he blushed and was abashed. And the ‘nigger’ in him was surprised when the w hite friend put out his hand for a shake with him† P.56 Tom’s behavior is innate and raises the question of nature and nurture, and racial heritage. Even though Tom is now aware of his origin it does not ultimately change all of his behavior and attitude or as it is described in the book â€Å"In several ways his opinions were totally changed,†¦, but the main structure of his character was not changed and could not be changed†. This condition only lasted for a certain period of time until he â€Å"dropped gradually back into his old frivolous and easy-going ways†¦Ã¢â‚¬  p.57 A similar thing happens to Chambers by the end of the story after Tom has gotten convicted to murder and Pudd’nhead Wilson has found out about the real identities of Tom and Chambers. Being a free man, the original Tom does not know how to deal with this situation because â€Å"his manners were the manners of a slave†. He did not learn how to write or to read, nor did he spend much time somewhere else but in the kitchen. In terms of education and manners, it is more likely that Tom has been able to make a step forward than it was for the fake Tom who was supposed to make a stepShow MoreRelated Law and Slave Identity in Dred and Puddnhead Wilson Essay3376 Words   |  14 PagesLaw and Slave Identity in Dred and Puddnhead Wilson What is a slave? A slave, according to many of the laws in the individual slave states during the 19th century, was an article of property, a thing, and an object not human. However, according to another, the 3/5 Compromise of 1787, a slave was worth 3/5 of a white man. 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Workplace bullying free essay sample

Introduction Over the past 15 years in the U.S. and Canada, the phenomena of workplace bullying and mobbing (bullying by a group rather than an individual) have been widely discussed and debated. There is a growing consensus among lay people and scholars on the definition of workplace bullying, its causes, and its effects on individuals as well as on the workplace itself. At the same time, translating this consensus into effective employment policies and contract provisions is challenging: the parties need clear and enforceable language that also meets the sometimes divergent interests of employees, employers and unions. Our purpose in this paper is to provide assistance to advocates and arbitrators as they deal with this complex workplace problem. We briefly review the definitions, prevalence, impact and causes of workplace bullying and mobbing. We discuss the evolving approaches to workplace bullying by union and management representatives, providing a sampling of employer policy and contract language. We will write a custom essay sample on Workplace bullying or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Finally, we review a set of arbitration cases for insights into the grounds on which bullying and mobbing cases have been decided. Our conclusion outlines suggestions for further research. The bulk of our research focuses on cases, contracts and employers in the United States. We have tried to add Canadian examples where possible, although differences in the legal and labor relations structures of the two countries limit the applicability of our conclusions. The authors of this paper are labor educators at the Labor Education and Research Center, University of Oregon. In this capacity, among other duties, we train union staff and elected representatives in the technical aspects of labor-management relations. In the early 2000s, we began to notice increased frustration among these advocates with the problem of workplace bullying. For example, in a training class for a group of 30 stewards in a manufacturing facility we were told that bullying by co-workers was one of the most prevalent and difficult problems the stewards faced. A year or two later, we were asked to conduct a seminar for a local governmental jurisdiction – for both union stewards and first-line supervisors – on the phenomenon of bullying and how it might be handled. Since that time, we have conducted several training sessions each year on bullying and mobbing, some for union locals, some for unions and management jointly, and the rest open to a range of union participants. It has become clear that the phenomenon is persistent in both the public and private sectors, and that there is little consensus on effective approaches. What We Know About Bullying Because much has been written recently about the phenomenon of workplace bullying, this section contains only a brief summary of definitions, prevalence and causes of the problem.1 Much attention has been paid to defining the terms â€Å"bullying† and â€Å"mobbing.† The latter was first used by a Swedish psychologist, Heinz Leymann in the 1980s, to refer to â€Å"hostile behaviors that were being directed at workers.†2 By the time U.S. researchers began to pay attention in the 1990s, the more popular term had become â€Å"bullying,† and â€Å"mobbing† was increasingly used to refer to bullying by a group rather than an individual.3 By this time attention to workplace bullying was already developed in the U.K., Canada, Australia and many European countries.4 The Campaign Against Workplace Bullying, created by Drs. Gary and Ruth Namie, popularized the phenomenon in the U.S. beyond academic circles and into mainstream media as well as political action . Most definitions today refer to workplace bullying as hostile behavior directed at employees that affects their ability to do their jobs. Bullying can come from supervisors, co-workers, customers, patients or clients, and it is presumed that the hostile behavior occurs repeatedly, rather than as an isolated event. The specific behaviors that have been documented range from social ostracism to overt aggression (spreading rumors, harsh criticism, even violence). The ultimate consequence of bullying is generally to force the targeted employee out of his or her position.5 A widely accepted definition of bullying can be found in the Healthy Workplace Bill. The proposed language describes an abusive work environment as: Conduct, including acts, omissions, or both, that a reasonable person would find hostile, based on the severity, nature, and frequency of the defendants conduct. Abusive conduct may include, but is not limited to: repeated infliction of verbal abuse such as the use of derogatory remarks, insults, and epithets; verbal or physical conduct of a threatening, intimidating, or humiliating nature; the sabotage or undermining of an employees work performance; or attempts to exploit employees known psychological or physical vulnerability. A single act normally will not constitute abusive conduct, but an especially severe act may meet this standard.6 The key terms in this definition are â€Å"that a reasonable person would find hostile† and â€Å"severity, nature and frequency†. The reasonable person standard attempts to add some level of objectivity to what can seem a very subjective process. Some less severe behaviors, which may be borderline bullying, are very hard to prevent and correct, although they can have a cumulative effect that can result in negative outcomes.7 A single act of anger or hostility – for example, yelling at someone – might or might not be considered bullying, depending on the nature of the incident and the severity. â€Å"Target† is the term used most often to refer to the person being bullied and avoids the negative connotations of the other common term, â€Å"victim.† The literature emphasizes that there are no â€Å"typical† targets – they might be outspoken or vulnerable, â€Å"nice,† or â€Å"unfriendly†, ethical or not – al l employees can be targeted by bullies.8 Bullying behavior falls roughly into two categories: chronic and opportunistic. Chronic bullies have a pathological need to control and harass others. When they succeed in forcing their target to quit or move on, they move to another target. Opportunistic bullies take advantage of a workplace culture that tolerates abuse.9 We know that bullying takes a toll on the target. It affects work performance; it also affects the target’s health and can lead to severe illness and even suicide. The effects on the workplace and on co-workers have also been documented: increased absenteeism, rising healthcare and disability costs, low morale, decreased productivity, and increased turnover.10 A 2010 Zogby poll commissioned by the Workplace Bullying Institute showed that 35 percent of Americans reported being bullied at work and another 15 percent reported having witnessed it (approximately the same percentage (37 percent) of those who responded to a similar Zogby poll in 2007). 68 percent of the reported bullying in the 2010 poll was same-gender.11 Anecdotally, there is a perceived increase in the number of bullying cases over the last te n years. Some argue that the uptick in reported incidences of bullying is an outgrowth of increased attention to the problem. And, certainly, finding a label for a problem that has doubtless always existed, and drawing attention to it, can lead to increased reporting of the phenomenon by those affected. Also, we know it is not uncommon for behavior that is not technically bullying (tough management, lost tempers, personality clashes, etc.) to be misunderstood or mislabeled by affected employees. However, incidents of bullying appear to increase in workplaces that are unstable, poorly managed, stressful, understaffed, undergoing major demographic changes or otherwise in turmoil.12 Where global competition has undermined traditional patterns of employment stability, where recession has been long-lasting, where unionization rates have declined and turnover rates have increased, and where economic restructuring is widespread, it is not surprising that bullying has become a much more widespread concern. I. How Unions and Management Approach Workplace Bullying Bullying and mobbing behavior poses a daunting challenge for labor relations practitioners. The problem is complex and there is little in the way of legal or contractual guidance for handling problems. In this paper we analyze strategies that unions and employers are using to deal with bullying in a collective bargaining environment. Unfortunately, it is difficult to recommend specific best practices for stopping bullying, because there is little evidence-based research on what actually works.13 With that disclaimer, it is still worthwhile to examine trends in how practitioners approach the problem, which include: Employer policies that specifically prohibit bullying or bullying behaviors; Anti-violence policies and/or policies that are broader in their scope, incorporating ideas such as â€Å"mutual respect†, â€Å"civil communication† or â€Å"professional conduct† standards; Contract language and the grievance procedure; Health and safety policies and law.14 A. Employer Policy in the Absence of Effective Statutory Remedies When workplace bullying is directed at a member of a protected class covered by federal, state or local anti-discrimination statutes, it may be dealt with as illegal harassment. But when there is no protected class issue, neither is there a statutory remedy in most jurisdictions. Over the last decade there have been multiple attempts in the United States to pass legislation that would make bullying in the workplace illegal. The Healthy Workplace Bill was introduced in 13 states, including Oregon, Kansas, Missouri and Hawaii, but failed in all.15 The effort to enact legislation continues in the United States, spurred by the fact that attention to bullying has increased greatly. Canada is further along in this effort to enact legislation. Quebec has language in its safety and health statute prohibiting â€Å"psychological harassment,† and in 2010 Ontario enacted changes to its Workplace Safety and Health Act, adding a definition of workplace harassment to the anti-violence language in the statute: â€Å"Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.†16 Meanwhile, efforts to prevent bullying behavior have become more widespread in both countries. Many employers have implemented policies (which may or may not be mutually agreed upon) that deal with bullying or similar hostile behaviors. Employer policies vary in how they handle bullying. Some take a broad approach, addressing workplace interactions between employees, mandating professional conduct or civility. Some have anti-violence or anti-harassment policies calling for a safe environment that is free of threats, intimidation and physical harm, and these may or may not have a specific reference to bullying. The Oregon Nurses Associations (ONA) 2011 publication, â€Å"Nurses and Bullying in the Workplace: A Resource Guide† elaborates on the elements of a model employer policy: A statement that reflects the values of the hospital with regard to bullying, what the hospital will do in response, and a description of the consequences for bullying behavior.17 One challenge to employers is how to define exactly what constitutes bullying. This used to be one of the most difficult steps in coming up with an anti-bullying policy, however the definition outlined in the proposed Healthy Workplace Bill may provide a template to aid the process. Some employers go further and add caveats spelling out what will not be considered bullying. For example, the City of Portland, Oregon discipline policy cites bullying as a reason for which an employee can be disciplined, and offers a very detailed guideline as to what would be considered bullying, versus what is not necessarily bullying.18 In addition, the policy specifies the consequences for bullying behavior, how to report instances of bullying, the steps for investigating claims of bullying, and finally, a prohibition against retaliation. This kind of specificity can narrow the room for disagreement among the union, the employer, and ultimately, if the issue is arbitrable, the arbitrator. Another example comes from the State of Oregon’s Department of Environmental Quality (DEQ), one of the earliest public agencies in Oregon to enact an anti-bullying policy, after being pushed vigorously to do so by the union representing its employees, the American Federation of State, County and Municipal Employee (AFSCME), Local 3336.19 The DEQ’s Anti-Mobbing Policy defined mobbing as follows: Workplace mobbing is a form of harassment that is not based on an individuals protected class status (i.e. gender, race, sexual orientation, religion, age, disability, national origin etc.) and is perpetrated by any employee against another employeeMobbing is intentional verbal or nonverbal conduct by one or more individuals against another individual over a period of time.20 The DEQ policy listed the types of behavior and the various ways bullying could occur: †¦among co-workers; among co-workers with a manager siding against one of the co-workers The DEQ policy also allowed, if requested by the target, a dispute resolution procedure with a mediator. One noteworthy element of the policy was its specification that the steps for resolving the bullying might include removing the targeted employee from the situation. The DEQ policy allowed an employee to report the issue to the union steward or supervisor, but the investigation would be conducted by the Human Resources Department; and corrective action would not preclude the requirement that management follow state policy regarding disciplinary actions or that the union provide fair representation to represented employees.21 The requirement to follow â€Å"existing guidelines for discipline† is a key consideration in formulating an employer policy in a union setting. Most of the literature on bullying recommends a zero tolerance policy as a best practice. However, in spite of the frequency of this recommendation in the literature, zero tolerance language can be problematic for both sides. Managers enforcing zero tolerance policies might feel empowered to ignore factors that an arbitrator might consider crucial to establishing an argument of just cause for discipline, such as the use of progressive discipline, whether the punishment fits the offense, or mitigating circumstances. In Part II we give examples of arbitration cases where, in spite of the existence of zero tolerance language, the union filed a grievance alleging a violation of the just cause standard. With a zero tolerance policy the arbitrator might give the employer more leeway in choosing the level of discipline, but in the cases we a nalyzed, the arbitrator considered the overall situation and extenuating circumstances before making a decision.22 There are other problems with zero tolerance language. For example, there is both anecdotal information and evidence-based research that describes situations where the bullied employee snaps and becomes the perpetrator.23 The zero tolerance policy could easily have the effect of capturing the behavior of the bullied employee, but not the bully’s. This does not meet the interest of management or the union. The ONA guide cited above cautions against zero tolerance policies, noting that: †¦while the organization may be trying to ‘signal their commitment to a bully-free workplace’†¦ The unintended consequence may be a mandatory firing of an employee who should not have been.†24 To be effective and credible, of course, any employer policy on bullying must be implemented consistently and energetically, and at all levels of management.25 Recent research in healthcare settings indicates that front-line supervisory intervention is an effective way to change behavior.26 Enforcement of anti-bullying policy can be difficult, of course, especially when management must take action against a perpetrator who is in a position of power, a high producer or strategically important. And if the work environment is unhealthy in other ways (unrealistic expectations, unclear job roles, job insecurity, and perceived injustices), bullying can be even more difficult to isolate and eradicate.27 B. Negotiated Contract Language For many unions trying to address workplace bullying, having language in the collective bargaining agreement that deals with the issue is preferred over employer policy. Negotiating contract language can give unions more control over the process, including access to the grievance procedure. The process of negotiating the language can provide a means for internal discussion and debate among elected leaders and members as to the correct strategy to use. Bullying can be a particularly difficult issue for unions, especially in member against member situations. â€Å"Bully boss† situations, in which the bully is a supervisor or other management representative, while possibly more damaging to the target(s) due to the inherent power of supervisors and other management,28 are in some ways more straightforward for unions to address. While dealing with a bullying supervisor is not in any way an easy process, at least unions can use their usual tools to try to correct the behavior. When the bully is a co-worker/union member the situation is a bit trickier. Traditionally, unions have been averse to playing a role in member-on-member disputes, unless they have a legal mandate to do so, such as in discrimination and sexual harassment cases. After all, discipline is the responsibility of the employer. However, bullying is such a widespread issue, impacting so many members, that in the last decade many unions have pushed for contract language as well as employer policies that prohibit bullying, even if it has meant that they have had to represent the employees disciplined under the very policy for which they advocated. Even if the employer has a policy on bullying, it makes sense, from the union’s perspective, to negotiate contract language. The language may make it possible to use the grievance procedure to pursue perpetrators; and while it may provide alternative resolution processes rather than access to the grievance and arbitration process; at least the process provides a label and visibility to the problem and thus a way to engage management in discussions of solutions. The most basic type of contract provision is that which names disrespect, incivility and/or bullying specifically as unacceptable in the workplace but provides no specific resolution process. Some contract language provides that bullying behavior may be subject to discipline under a just cause provision.29 Some anti-bullying provisions are grievable or even arbitrable.30 Some are not, but are subject to an alternative resolution procedure. An example of such language can be found in the 2012-2013 bargaining agreement between Western Washington University and the Washington Federation of State Employees, AFSCME Council 28, Article 3 – Workplace Behavior: 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Universitys business, employee well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employees union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employees representative is encouraged to report this behavior to the employees supervisor, a manager in the employees chain of command and/or the Human Resources Office. The University will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion. 3.3 This Article is not subject to the grievance procedure in Article 30.31 Workplace Bullying free essay sample Workplace bulling is abusive behavior that creates an intimidating and uncomfortable work environment that affects another person or persons safety or well-being (Qualia Soup, 2014). The article Workplace Bullying: Costly and Preventable by Wiedmer, T. L. (2011) discusses work place bullying and its effects on productivity and the work environment. Workplace bulling is malicious behavior by a person or group of people that causes others to be uncomfortable, fearful, and sometimes threatened. Ultimately, it affects the person’s ability to be productive. As stated in the article, bullying can take many forms. Verbal abuse and offensive conduct can cause employees to feel less confident, humiliated, threatened, and alienated. These feelings will cause employees to be less productive, eventually affecting organizational productivity and profits (Wiemer, T. L. , 2011). The bully tends to act in this manner to gain control, destroy a person’s credibility, and cause harm to the individual and the working environment. Workplace bullying activities resulted in the targets reporting stress related health problems such as anxiety, panic attacks, depression, and even posttraumatic stress (Workplace Bullying Institute, n. We will write a custom essay sample on Workplace Bullying or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page d. ) The article describes surveys that were done to measure the extent of bullying that happens in the workplace. The WBI-Zogby survey is the largest scientific study of bullying in the United States. The survey was an online survey conducted in August of 2007 and had 7,740 responses (Workplace Bullying Institute, 2007). Some of the startling results of the survey were: Most bullies are bosses (72%), 57% of targets are women, 62% of employers ignore or worsen the problem, 45% of targets suffer stress-related health problems, 40% of bullied individuals never tell their employers, and only 3% of bullied people file lawsuits (Workplace Bullying Institute, 2007). Because bullying affects an organizations ability to run a healthy environment, institutions such as the Workplace Bullying Institute (WBI) were created. The WBI is the first and only U. S.  organization dedicated to the eradication of workplace bullying that combines help for individuals, research, books, public education, training for professionals-unions-employers, legislative advocacy, and consulting solutions for organizations. (Workplace Bullying Institute, 2014). The institute has helped through thousands of interviews to confirm what types of employees bullies usually target. The bully usually focuses on skilled employees that have the ability to be successful and who are usually brighter than the bullies. The principal weapons that bullying bosses and coworkers employ were alienating the targets from social interaction and withholding validation forcing other coworkers to separate themselves for fear they will become targets (Workplace Bullying Institute, n. d. ). A situation that was observed several years ago was an example of a male employee by the name of Mike being bullied by his female employer, Susan. Her dislike for Mike was evident to the rest of the team. She would use nonverbal cues when he spoke in meetings to show her distaste for him. He would work harder than anyone else would on her team, yet he had the worst performance appraisals and rarely received a merit increase. Susan followed many of the behaviors descried in the article such as consciously undermine Mike’s position, set unrealistic timelines, and misrepresent or distort anything Mike said or did (Wiemer, T. L. , 2011). Finally, Mike became depressed and developed high blood pressure. The lack of respect he felt and the way his health was declining forced him to speak to Susan’s superiors regarding her behavior. Unfortunately, her superiors chose to make excuses for her behavior and ignored the proof that Mike provided. Mike’s productivity and health continued to decline. Eventually, Mike decided that his well-being was more important than a paycheck and he resigned from his position. It was a loss to the company because Mike was a valuable employee that had to be replaced by two people to perform his same job functions. Hiring the replacement employees ended up costing the organization double the amount of Mike’s salary and they are less productive. Because bullying can have effects on both employees and a company’s return on investment, organizations must have policies in place that describe what an acceptable work environment is and what behaviors will and will not be tolerated. Polices must be put in place regarding punishment of intolerable behavior. Disciplinary and legal consequences should be clearly stated. Documentation of workplace policy and procedures should be defined and accessible to all employees. It should be part of training i. e. new employee orientation to ensure all employees are given the policies to review (Wiemer, T. L. , 2011). Another tool employers can put in place is a resource where bulling activities can be reported. The resource should be available for employees to be able to report when they are being harassed or bullied (EHow, 2014). The awareness of workplace bullying has increased dramatically. As statistics show, 56% of companies now have anti-bullying polices because more than 1/3 of U. S. workers have experienced bullying by their boss or Coworkers. Eight states are working to pass anti-bullying legislation but many companies fear the laws are too broad and invite frivolous claims from poor performing employees that are appropriately disciplined (Fox News, 2014). Employees can take action to ensure their accusations are taken seriously. The first step is understanding the definition of workplace bullying. They should research and use sources i. e. The WBI to understand their rights. The employee should take note of each incident, gather evidence and documentation, and report the incident to the appropriate individual or department. If necessary, the employee may need to take legal action. Employees have a responsibility to report incidents of workplace bullying. Employers are responsible to ensure the workplace environment is a healthy, positive, bully free place for employees to work and be productive.