Portrayal Of Gender Stereotypes And Expectations - 901 Words

I have chosen to focus this paper on the portrayal of gender stereotypes and expectations as seen in the book Ethan Frome written by author Edith Wharton. Before I proceed with this topic, allow me to highlight the ingenious writing style of the author and her subtle discussion of unhappiness, which opened the door to adultery in the marriages of both Wharton and her main character in the book Ethan Frome. Married to Edward â€Å"Teddy† Wharton in 1885 at the age of 23, Wharton’s marriage was described as one filled with years of unhappiness and infidelity to follow after her move to Paris in 1907. It was then that Edith met a journalist named Morton Fullerton and began an illicit affair. This affair provided Wharton with the passion and excitement she lacked in her own marriage as in comparison to Ethan Frome s marriage to Zenobia referred to as Zeena. Frome’s marriage which I will discuss more in details lacked passion and excitement all of which he began to find through his emotional infatuation with Mattie, the younger cousin and caretaker of his wife. The story of Ethan Frome was written in 1911, leaving any reader to possibly conclude that this book could be seen as a highlight of Wharton s very own marital tragedy although not spoken directly. Was there a concern by Wharton for rejection of the story if the main character were a female? The topic of adultery is one that can be traced back to the Greco-Roman times down to Puritan society. In Puritan times, any womanShow MoreRelatedGender Stereotypes In Mulan1673 Words   |  7 Pagesperceived. Instead of using the media to strengthen stereotypes among people, the media should be used to stop stereotyping once and for all. While gender stereotypes do unfortunately exist, representations of gender in pop culture can have a positive impact by allowing society to see these stereotypes being broken. In the Disney classic, Mulan, several gender stereotypes are portrayed throughout the film. Mulan, the main character, faces several expectations society puts on her as a woman, and breaks throughRead MoreVisual images Reinforce Traditional Gender and Sexuality Stereotypes948 Words   |  4 Pagesimages reinforce traditional gender and sexuality stereotypes through the manifestation of the masculine and feminine miens. An examination of print media advertisements highlights the social and cultural ideologies associated with traditional gender roles that are expected and imposed on by society. â€Å"Advertisements are deeply woven into the fabric of Western Culture, drawing on and reinforcing commonly held perceptions and beliefs† of gender and sexuality stereotypes. They have a strong role inRead MoreEffect Of Gender And Gender Representation On Media1735 Words   |  7 PagesThe effect of gender and gender representation in media has been widely researched in various academic disciplines, including anthropology and communication studies. Similar gender role expectations are not just restricted to Western culture either. A study on gender representation in East Asian advertising by Michael Prieler is a demonstration of the influence of gendered communication. The research examines the male and female representation in the advertising of East Asian countries like HongRead MoreInfluence Of The Advertising Media On Gender And Representation Of Stereotypes1173 Words   |  5 PagesAbstract The advertising media often stereotypes gender roles either for added effects or for humor. Repeated use of these role-plays reinforces the public’s perception about how men and women should behave. This also shapes the expectations that society has towards them. The manipulation of these stereotypes by the media is an unconscious byproduct of the thinking of most men and women about what roles each gender should play. Deterministic theories emphasize that men and women evolve differentlyRead MoreSocial Psychologists And The Human Information Processing System1632 Words   |  7 PagesIn addition, for two of the interviews, a feminist deconstructionist methodology was employed to pursue the underlying gender conceptions of each informant. Informants were asked whether they could imagine the women in the ads as men, or vice versa, in order to uncover traits and values so habitually defined as masculine or feminine that they are unimaginable in the other sex. (Stem, 1993) Social psychologists have argued that schema, networks of memory-based associations that organize and guideRead MoreGender Roles Of Female Characters In Disneys Frozen807 Words   |  4 PagesFrom the post-2000s to today, gender roles still remain as one of the big topics. Compared to society’s ideologies of women in 1930s, women are shown to be intelligent, active, and most importantly, independent. The portrayal of female characters with such characteristics is apparent in Disney’s contemporary film, Frozen (2013). The film portrays two female protagonists, Princess Anna and Queen Elsa. The theme of the film is family; the film starts out with childish, sisterly relationships, whichRead MoreBefore Diving Into The Current State Of Male Roles In Advertising,1322 Words   |  6 PagesBefore diving into the current state of male roles in advertising, it is necessary to review past gender stereotypes and how they have developed in the past. Looking at advertising throug h the media from a social determinist standpoint, the existing cultural and social values and progresses are what determine how gender roles are portrayed in media. This would go against the cultivation theory notion that the media used to portray men and women are what shape our cultural and social ideologiesRead MoreMisinterpreting Women in Film Preserves a Stereotypical Patriarchal Society564 Words   |  3 Pagesimperative to reinterpret and analyse the implicit psychosocial portrayal of female characters in film noir. The disregard of women’s individuality alongside males imposing their lust and anxiety on women has created the notion of the â€Å"femme fatale†. The term connotes that such women are unorthodox, through their radical desires and aspirations, has led to the emphasis of sensuality which jeopardizes traditional hierarchy. The intransigence of gender roles results in dissension of the intricacy and psychologicalRead MoreWomen And Women s Advertising962 Words   |  4 Pagesthe average person in the United States is exposed to roughly 3,000 different advertisements that contribute to shaping our society’s ‘ideal’ image of each gender (Baker 13). These images and texts typically represent and reinforce a fabrication of gender roles, expectations, and stereotypes. Examining and understanding the different portrayals of men and women in the advertisement industry is vital because we becoming so highly influenced by these unrealistic, fantasy-type images. In advertisingRead MoreAnalysis Of The Movie Dope 1730 Words   |  7 Pagescounteracts the hyper-aggressive stereotypes that some have in their head about young African-American men. In the movie Dope, numerous aspects of intersectionality are represented in each character. Director Rick Famuyiwa analyzes typical teen depictions of race, class, gender, and sexuality in a way that’s comical but also reminds the audience that this storyline goes beyond a movie screen. In terms of black femininity, Diggy’s character expands beyond the stereotypes as she plays the role of a masculine

Evolution of Gender Roles - 1706 Words

Gender roles have changed immensely in the United States throughout the last century, especially within society. Men and women were viewed differently back in the 1900s as two separate genders and having two separate roles to live by as compared to men and women in the 21st century. Women in the early 1900s were expected to stay home to cater for her husband’s needs while they went to work, or in most homes, were away to serve at war. Men had all the privileges women could not have or do. Women did not have the right to vote, limited rights to property and divorce; it was as if men and women were living segregated lives as black and white people lived. Living in a home of double standards, I disagree with the idea of patriarchy, I†¦show more content†¦Sexual liberation originally started amidst college-hippies and gradually spread out to the rest of America, this was caused by women’s change and curiosity of sexuality and the freedom for sexual expression. With people exploring sexual preferences, the birth of the lesbian and gay movement was created along with other outcomes of the sexual revolution. In conclusion, the revolution gave people two ways of viewing sexuality; first was giving the image of effort in sexual research and overture with birth control. The other side of sexual revolution was seen by the men and women, whose behaviors were out of line, expressed their sexual desires through media and sold their bodies by means of pornography. How did people manage to prevent procreation during the sexual revolution? Some did not do anything and let nature take its course thus the time â€Å"baby-boomers† came to exist. Others did not want to take the risk of conception happening so they became dependent of the birth control pill or â€Å"the pill† for short. The birth control pill was claimed to be the reason for the start of the sexual revolution. The act of having sex now is not seen as such a big deal as it was in the 1960s, everyone is doing it and birth control is saving their lives. Some women have other excuses for the use of the pill such as acne control, but I beg to differ. The birth control pill was a device conservatives feared of, they knew that using the pill womenShow MoreRelatedThe Evolution of Gender Roles and its Role in Society1505 Words   |  7 Pages When thinking of gender roles in society, stereotypes generally come to mind. Throughout history these stereotypes have only proven to be true. Major historical events have had a huge impact on the way men and women are seen and treated. In this way, women have always been secondary to males and seen as the fragile counterparts whose job is to take care of the household and most importantly, be loyal to her husband no matter the circumstance. Gender roles throughout history have greatly influencedRead MoreResearch Proposal : Gender Equality899 Words   |  4 PagesResearch Proposal: Gender Equality in America For my research project, I would like to show the evolution of gender equality that has occurred in American society in the workplace. The disparity of status and privileges between men and women has existed since the end of the World War II. Although America has made progress concerning the acceptance of social issues such as same sex relationship and marriage, people are still unwilling to acknowledge that gender inequality is still rampant among ourRead MoreMass Media And Gender In The 1950s752 Words   |  4 Pagesinfluenced gender norms in the United States since the 1950’s when television became a household phenomenon. Per Jacqueline Coombs in an article titled Gender Differences in the Influence of Television on Gender Ideology, she asserts, â€Å"television is a powerful source in disseminating information and shaping opinion, exposing people from many different social settings to the same messages† (207). These messages can influence gender norms and reinforce personal gender identity. Throughout the evolution ofRead MoreEssay on Historical Roles of Men and Women in Leadership1231 Words   |  5 Pagesleadership gender roles might actually start to make sense. The previous sentence was not an error in thought or printing. Much of modern analysis of gender perspectives in leadership and the roles of men and women seem to forget the thousands of years of history and the more recent, evolution of gender equality, which has taken place to get to where we are at present day. The key word is evolution; we are slowly but steadily evolving into a better and more efficient society through gender equalityRead MoreDeveloping Science And Technology Like Agriculture Made It915 Words   |  4 Pagesincreasing throughout the past years. Even Though society is in a risk that the earth is able to only feed so many of us, yet as we are in our altar of supremacy we are destroying earth rather than conserving it for the years to come, and for animals evo lution. First of all, by living captive to the Taker story we assume that the world belongs to man, which makes mankind feel superior to what is among earth. As result, we are destroying the world by wanting to live the â€Å"right way† which would be by Read MoreFantomina: the Manipulator of Situations1503 Words   |  7 Pagesmonastery in France. Haywood’s Fantomina represents an important moment in the evolution of gender constructions in the eighteenth century.This research essay is from short story Fantomina.Eliza Haywood Fantomina perceives that gender categories can easily be changed by showing that nothing is ever fixed.You have the power to manipulate any situation you are faced with. There are many instances where the reversal of gender categories is highlited. On page 1458,Haywood says ‘She was young,a strangerRead MoreEssay about Historical roles of men and women in leadership 1217 Words   |  5 Pagesleadership gender roles might actually start to make sense. The previous sentence was not an error in thought or printing. Much of modern analysis of gender perspectives in leadership and the roles of men and women seem to forget the thousands of years of history and the more recent, evolution of gender equality, which has taken place to get to where we are at present day. The key word is evolution; we are slowly but steadily evolving into a better and more efficient society through gender equalityRead MoreThe Role Of Roles Of The Formation And Development Of Gender Roles959 Words   |  4 Pages Although environment does play an important role in the formation and development of gender roles, it is not the only influence of gender roles. Biology also plays an important part in the determination of gender roles. In 1978, Braggio et al gathered data on the topic of cross specie observational study on the comparisons of the behavior of children, juvenile chimpanzees, and juvenile orangutans (Jarvis 269). The results showed a consistency of males performing a higher RT (physically vigorousRead MoreGender Roles And Gender Stereotypes1102 Words   |  5 PagesDefined Gender Roles Creating a Lack of Reality in Children’s Literature Distinction is a concept that is learned at a very young age. It is used as a tool to distinguish between race, religion, language, age and especially gender. Where certain topics regarding race and religion may be considered more taboo, the definition of gender is always open for discussion but it is not always depicted in all forms of the word. Children can feel isolated if they cannot relate to individuals they look up toRead MoreMen Vs. Women in Advertisements Essay741 Words   |  3 Pagesdifferently. In consideration to the evolution of man kind gender roles have evolved immensely throughout time, although advertisements have not kept up with this process of evolution. Companies to this day use their tactics and skills to reach out to specific genders such as pretty fonts with a stylish message, while advertisements towards men portray the character as strong and intimidating. The typical viewer can easily spot the difference in the portrayal of genders. Men are portrayed this way because

Workplace Violence in the Workplace Sector A Literature Review Free Essays

string(33) " violence should be apprehended\." Workplace violence is an emerging phenomenon that should be investigated. The nature of such violence and how it is affecting the workplace. The nature of workplace violence, the different methods being used to do it and how it affects the workers and their relationship with each other should be looked into. We will write a custom essay sample on Workplace Violence in the Workplace Sector: A Literature Review or any similar topic only for you Order Now Historical Context of Workplace Violence V. Bowie provides an overview of workplace violence by looking at the history of corporations and companies in the past thirty years. The material he produced gives the researcher important insights on the development of trends, controversies and issues that occur during the past thirty years. These trends were connected with social as well as technological developments in the society. In addition to this, he also uses research data and findings on various disciplines to provide an explanatory background for these emerging trends. Bowie’s work provides an important historical context of workplace arrangements and the instances that give rise to workplace violence. Furthermore, Bowie provided a typology of workplace violence which is composed of (1) intrusive, (2) consumer, (3) relationship, and (4) organizational. His typology can be the basis of further research in the field and will give interesting insights . Probably the most important contribution of Bowie to the study under consideration is his identification of key issues in workplace violence and how it affects the whole organization and the individuals who experience such violence. Of the trends that he identified, an important component that should be investigated at this time is cyber-violence. Given the widespread use of e-mail, blogging, instant messaging and other internet platforms, workplace violence is also being perpetuated and workers are being degraded, harassed, manipulated and humiliated. Another important aspect of workplace violence that could expand on Bowie’s work is by studying the way that older employees are being treated. Given the large number of young professionals waiting to work, these older employees are being harassed so they would resign and give way to younger workers . Bowie’s work helps situate this research study being undertaken in regards to the developments in the emerging trends and issues in workplace violence. With the framework of this study, some recommendations shall be made on how to deal with these emerging trends and issues. The work of Johnson and Indvik further provides an important historical backdrop on the emergence of workplace violence as a field of study and interest in corporate culture and human relations within organizations. The nineties is of particular interest to Johnson and Indvik. They noted the rise in both intensity and number of incidences of workplace violence. The two researchers analyzed the causes of this violence, the perceived costs of workplace violence and its impact on the organization as a whole. Among the causes that they noted, emotional problems are the first on their list. These emotional problems may stem from deep-seated issues in their personalities and developmental stage or it may be related to issues of change in their lifestyles. Abuse, is most often experienced first in the family and this is then transferred to other persons in the workplace or in the family. Another important cause of violence is the perceived difficulties in the economy, the laying off of workers and the inability of workers to deal with such changes in their lives. Johnson and Indvik’s approach to dealing with their study is that they conducted first a study on the possible causes of violence in an individual worker. From that, they also describe the workplace situation and how it contributes to the development of a workplace conducive for violence. After going through this, the authors also studied the role of management and human resources officers of the organization in the emergence of workplace violence. One of the important concepts the authors put forward is that there must have been negligent hiring because persons that are emotionally and mentally disturbed. Another area of negligence would be on the supervision of employees. If there is effective supervision and regular consultation with the managers and the employees, workplace violence would be mitigated. The authors also outlined several prevention strategies by dealing with all the areas of the causes of violence that they identified. The historical context in the article of Johnson and Indvik as well as their analysis of individual workers, the workplace and the role of management in workplace violence make it a very valuable resource in understanding the aggressors, the nature and characteristics of workplace violence, and planning strategies that could significantly reduce the incidence and occurrence of workplace violence. Is there a Need for Violence? Is there a need for violence? John Keane seems to answer yes to this important question. History is replete with violence. There are wars, killing fields, concentration camps, assassinations and other forms of violence. It seems that violence is hard-wired into the consciousness of every human being. Keane therefore embarks on a journey to reflect on the meanings of such violence and their ethical and political significance. Although his work is not totally related to workplace violence, Keane’s ideas and reflections on the paradoxes of violence can have important implications on the workplace. He has a very interesting insight that might apply on the reaction of people who are always perceived as victims of workplace violence. Most of the time, keeping quiet and resignation is the usual reaction to violence in the workplace. Keane says that this kind of passive reaction to violence should be reconsidered. Naive pacifism for Keane is an anachronism and will only create a condition a cycle of violence. When no one resists senseless violence, then it will become part of the culture. It will also drive away the people who are continuously subjected to violence. He calls for a rethinking on the approach of today’s society to violence. While it may be true that peace and lack of conflict is highly desirable, those who inflict violence should be apprehended. You read "Workplace Violence in the Workplace Sector: A Literature Review" in category "Literature" That can only be done if the victims of violence who want to preserve civility will become courageous enough to stand up for their own rights and stand up against the perpetrators of violence. Although not directly related to workplace violence, Keane’s reflections have much to do in stopping violence in the workplace and helping victims speak out for themselves and even take active means to counter violence. By doing so, the organization will empower its employees so that they can stop workplace violence if they see it anywhere in the organization. Workplace violence may be looked at as an act between two people. There are instances, however, that more people may be involved. Workplace violence is essentially an interpersonal incident. The root cause of such violence needs to be identified in order for the proper intervention strategies to be devised. Cavell and Malcolm identified anger and aggression in the workplace as the leading causes of violence in the workplace. Through the collection of articles that they collected, they explore the sources of anger in the workplace and, more importantly, in the personal lives of those who go to work at their offices. In a rather interesting twist in their argument, they said that anger and aggression are but normal in the lives of people. What matters is how to manage these emotions. With good management, these emotions could also be put to good use. If left unchecked, however, they can wreak havoc at the workplace, leaving people hurting and in danger. The authors looked at psychological explanations of anger and aggression and how different people express these emotions. More than that, however, they also explored the different means of controlling anger effectively such as asking the help of anger management professionals and counselors. In the book that they authored, they also developed a helpful model in treating anger and aggression. As the contemporary workplace becomes more complex and difficult, so shall the safety and security concerns be foremost at the minds of managers and the people who enforce laws related to security. With this in mind, the volume contributed by Cavell Malcolm is a big help for professionals who are seeking to neutralize the negative effects of anger and aggression in the workplace and work towards the channeling of these emotions to creativity that in the long run will contribute to the growth of the organization. The book also offered solid guidelines on how to help employees who are suffering from bouts of anger, aggression and even depression so that they can make the best out of their situation and contribute to the improvement of organizational practices and development. Types of Workplace Violence. Physical violence is no the only criteria in determining workplace violence. The National Institute for Occupational Safety and Health (NIOSH) came up with four different types of workplace violence, which could also be helpful to this study in coming up with such typology of workplace violence. The first one is criminal intent which may be rooted in unresolved conflicts and deep-seated frustrations and emotional and mental disturbance. Additionally, criminal intent may be inflicted by people outside the workplace who do have criminal intent such as robbery, homicide or murder and rape among others Secondly, workplace violence may also emanate from customer-client relationships and vice versa. There are overbearing customers who heap abuses on the workers on duty. These customers are usually very impatient and they are passing on some violent remarks and actions onto the workers of the organization. The third type is violence that takes place within the organization through the relationships of the workers. This type of violence is inflicted by one employee to another employee. Such type of workplace violence may occur because of professional rivalry, underperformance or lackluster service, and even due to circumstances fostered by the workplace itself. The last type of workplace violence comes from personal relationships. This type of violence comes from dysfunctional relationships in and out of the office. Most of the time, however, relationship problems such as domestic problems, and frustrations problems come from outside of the organization. The NIOSH publication also identified several research needs for workplace violence. These research areas are very important to this study so that the researcher would know what gaps in the workplace violence research will it fill in and which of these research needs it fulfills. (1) The first research need is the establishment of a national agenda and strategy for workplace violence. This would help more researchers and practitioners learn about the theories and the progresses made in understanding the issue. (2) There should also be an evaluation research. This would also facilitate a better understanding on the part of organizations the intervention needs in regards to workplace violence. 3) The definitions of workplace violence should be consistent. This would enable organizations and practitioners to gather consensus on what workplace violence truly means and what its effects are. (4) Help ensure reporting at all levels. One of the more important challenges of workplace violence is reporting. When people start talking, then its occurrence would come to the fore and it would be dealt with more easily. (5) Lastly, economics research should also be conducted to determine the actual costs of workplace violence and the benefits of investing on this area of the organization. These items in the research agenda helps the researcher in looking at workplace violence comprehensively. Indeed, there are a number of research points that should be undertaken by organizations and by individual researchers to deal with the problems of workplace violence. Although this set of research points and agenda are arbitrary at best and may be subject to change in the coming months and years, researchers will have known what important areas of research still lack studies. When researchers put their resources together in studying these areas, workplace violence could then be best understood and prevented. A Look into the Lethal Employee’s Mind One possible way of understanding workplace violence and preventing it is looking into the mindset of violent employees and the kind of motivations and attitudes that they have. Kelleher sought to map and create a profile of the mind of the employee with the propensity for perpetuating violence. Through the case studies that he provides in his book, he will be able to give a full picture of the motivations and the tendencies of the employee who commits violence. The author takes a look at the crimes and violence committed at the workplace. He then traces back the event that happened, the experiences of the lethal employee that led to violence or homicide. The different profiles featured in the book are very useful in identifying the mindset and the propensity for violence of employees. The characteristics described by Kelleher could be used as a benchmark for looking at possible violent offenders. By bringing in behavioral science models and research findings, he creates a profile of the possible violent employee. This then helps organizations in planning and creating strategies for dealing with and preventing workplace violence. Kelleher succeeds in helping researchers, managers and practitioners in looking at the profile of the potentially lethal employee. One of the gaps in research, however, is the recent findings in research about workplace violence. Such gap will be filled by this study by looking at recent research studies and findings of practitioners in the field. Kelleher’s framework fits into a systemic view of workplace violence. The profile of the potentially lethal employee could be related to the difficulties, issues and frustrations experienced by the employee in the workplace. Such profile will also be looked into alongside the profile of potential victims and the organizational culture. With these elements of the system, a better understanding of workplace violence could be arrived at. Trends, Issues and Strategies in Workplace Violence Kelleher’s book was essential in understanding the lethal employee’s mindset and profile. The gaps in the recent trends and issues are supplied by Bowie, Fisher and Cooper . The collection they authored presents a number of relevant statistics concerning workplace violence in the United States. Since their book was released only in 2005, they offer some of the most recent statistics and findings. More than that, the authors also looked at data from different companies and organizations all over the United States to present an overview of what is going on in most organizations. They present an important picture of what is going on. They explored individual factors that contribute to workplace violence such as domestic problems, a recurring cause in most of the workplace violence literature consulted in this study. They also identified reasons and ways in which organizations can take care of workers who are in risky situations. The psychological stress and workplace frustrations should be supplemented by support groups composed of the management and fellow workers. Such a caring environment can help reform a violence-prone organization and defuse the emotions and frustrations of workers. A rather surprising topic that Bowie, Fisher and Cooper addressed is the relation of terrorism to workplace violence. As the threat of terrorism looms in the United States, organizations should always be on the lookout for means of responding effectively to terrorist attacks and violence. The collection is one of the first books to offer an in-depth analysis of cyber-harassment, how workers and managers alike use email, instant messengers and other cyber-technologies to harass and perpetuate violence in the workplace. The bullies in the workplace are looking for ways to continue displaying their bravado and their arrogance and the internet has also become their tool for this purpose. After noting the trends and issues in workplace violence statistics and research, the authors provided a synthesis and a prospectus of what will happen in the next few years and how organizations can best counter workplace violence. There are a number of technological tools available at the disposal of managers and workers. Yet, the importance of training and creating an organizational culture that does not tolerate is still one of the most important activities that organizations should undertake. A researcher and observer who has an understanding of workplace violence in the past thirty years or so will be delighted with this as they get a glimpse of recent developments in this area of research and how the next few years might yield new trends, issues and strategies in dealing with violence in the workplace. Declining Violent Crime in the Workplace The work of Duhart through the Bureau of Justice Statistics Special Report supplements the historical context provided by Bowie. Duhart’s work deals with the statistics on violent crime on the workplace in the past decade, particularly from 1993 to 1999. According to her study the number of violent crimes committed against people on work duty declined by 44% during the period covered by the study. Nonetheless, workplace violence still accounted for 18% of the total violent crimes committed during this period. This is still a rather large number of incidences. Such crimes include sexual harassment and even rape, robbery and simple and grave assault. At first glance, the work of Duhart may seem to refute the claims of Johnson and Indvik but a closer look would reveal that Duhart’s statistics concern only the violent crimes directed towards workers and employees while that of Johnson and Indvik recognize workplace violence as encompassing all forms of verbal and physical abuse directed to workers and employees alike. The statistics of Duhart provide important demographic information about the victims of workplace violence. Women, as much as men, are the subject of such violence. Among the variables she explored are the type of crime and gender, the occupations where such violence occur, the role of race on violence, and the kind of workplace where the violence occurred. In addition to providing a profile of the victims, the report also takes a look into the characteristics of the offenders, their motivation for committing violence, and in worst cases, homicide. The profiles of the victims and the offenders are of particular interest for this study. Although such profile may be incomplete, it serves as a guide in understanding the situations of victims, offenders and other factors in the workplace that contribute to violence. A contemporary study on the topic of workplace violence may build upon these description and statistics to further analyze the trends and issues that are emerging in this phenomenon. Neuman and Baron agree that the number of violent crimes directed against workers and employees have declined in the past few years. In fact, the occurrence of extremely violent acts of aggression is a rare event in the workplace. This means that physical aggression is not really the criteria for workplace violence as echoed by other writers and researchers in this field. Although extreme violent aggression is rare in the workplace, other forms of violence and abuse are present in the workplace. In this case, such violence has very important impact on the organization and the individuals working within it. Neuman and Baron presented a study on the frequency of violence in the workplace and the impact of this violence on the culture of the organization. More importantly, for this study, the authors presented a framework of analysis in understanding workplace violence. Their framework is built on contemporary theories of violence and the motivation for aggression of individuals. By doing so, they are able to update existing theories and understanding on human aggression. This makes their work relevant to the organizational culture of the twenty-first century. Through the framework that they developed, they explain different reasons and context where violence may arise in the workplace. They were concerned primarily with the motivations of individuals in committing violence, that is why they did not focus much in looking at the workplace that may give rise to violence. Nonetheless, they still looked at the impact of the workplace on the individuals and how that can affect their performance and propensity for aggression. Based on this understanding, Neuman and Baron also provided various principles and strategies in dealing with workplace violence. Perhaps the only limitation in their analysis is the way that they focused too much on the individual and did not look at the workplace as a system that can also give rise to incidences of violence. Aggression at Work and in Schools Braverman, Galasso and Marsh edited together a collection of articles dealing with the issue of violence in the workplace and in the schools. The articles in their collection probes deeply in the phenomenon of workplace violence, the nuances of its definition, the instances when and where it happens and takes a look at recent research, methodologies, frameworks and studies that are related to the topic at hand. Braverman uses the Systems Model in analyzing violence in the workplace and in the schools. This is an important idea as the systems model is a multi-disciplinary approach and looks at the relationships of different elements in the system. By developing this model, Braverman is helping researchers and human resources practitioners in understanding violence and analyzing the corporate or school system. In doing so, they can readily identify some of the factors that contribute to workplace violence. This systems-based model in looking at workplace violence can be used by this study in understanding different factors affecting such kind of violence. The individual articles in the collection also help identify the personality of victims and of aggressors. The workplace full of emotional abuse is also described as well as the different attitudes and behaviors that point to aggressive behavior. These elements of the system are then tied up together neatly into the systems-based model. Clearly, the systems-based model has very important explanatory utility, which this research project could use. Such an approach helps in the development of a framework of study that is not fragmentary and isolated. Rather, it helps look at the issue from a holistic perspective and looks at the whole organization and how it can breed violence in the workplace. Indeed, if the organization is filled always with stress, frustration and increasing pressure, then it might become a breeding ground for workplace violence. This idea of an organization that can become a breeding ground for violence is further explored by Denenberg and Braverman. By focusing on the workplace, they looked at different factors and elements that could lead people to become stressed out and commit violence. The authors point out that unresolved conflicts and frustrations due to employees who fail all contribute to stress and the potential for violence. If this is the case, then there would be a dysfunctional workplace. This concept of dysfunctional workplace is important in taking a deeper probe into the organizational culture and relationships of people within the organization. Although there may be dysfunctional employees, it is best to focus on the dysfunctional workplace that cannot deal with difficult employees. To illustrate their point, the authors used qualitative strategies by providing 14 case studies and stories of workplace violence that actually occurred. Interestingly, these 14 stories are rich source of qualitative data for the analysis of workplace violence. Through these stories, the authors identified several factors that contribute to violence in the workplace such as racial tensions, changes in the corporate culture, being laid off the worker’s pool, and other personal stress such as domestic problems. Braverman and Denenberg then analyzed these sources of violence and outlined several strategies on how to best deal with such violence. They cited the need to make changes to the organizational culture, the importance of correct and timely information dissemination and the creation of a violence prevention plan. The government regulations and guidelines can also be found in the volume, making it a comprehensive guide to understanding and preventing workplace violence. This study could benefit from the book of Braverman and Denenberg by looking at the dysfunctional workplace instead of just looking at individual workers who commit violence. Their analysis can complement the analysis of victims and offenders and will give a comprehensive view of the occurrence of workplace violence. When this comprehensive view is taken, the trouble spots and areas of concern will slowly emerge and prevention becomes more easily done. The Seriousness of Workplace Violence Workplace violence is really an important concern in organizations and companies all over the world. Yet, a proper understanding of what it is all about should be arrived at. In this regard, Vandenbos and Bulatao explore the definitions of workplace violence as well as its scope. They explored several definitions of workplace violence from those who claim that only physical assault may be considered as violence to those who are more comprehensive in their view. By taking a look at the violence directed against workers, they were drawn to look at the definition of a workplace and what characterizes it. The focus of Vandenbos and Bulatao, however, is workplace homicide. The occurrence of this extreme form of workplace violence is indeed alarming and should be addressed immediately. Even though that is the case, the work of Bulatao and Vandenbos provide an important insight into the nature and definition of violence and a description of the workplace. The definitions of workplace violence that they provided help keep the debates in the research topic alive. Each definition has its own strengths and weaknesses. As they proceeded to synthesize the definitions, an understanding of the workplace becomes clearer. It is the venue where people with different backgrounds, emotional makeup and stress levels interact together. There are certain factors and elements that contribute to the eruption of conflicts and violence. They resonated the idea of Braverman and Denenberg that the workplace could become dysfunctional and will create a situation favorable for violence. The rest of the collection that the Bulatao and Vandenbos edited also deals with various details of workplace violence. The various risk factors and attitude problems in the workplace are explored in the articles found in the collection. They also enumerated several high-risk occupations that tend to create a situation of violence. These occupations such as nursing, the police, social workers in depressed areas and slums, in federal agencies, construction industries and even in jail, are good places to start looking for further research and developments in workplace violence. The stories found in these occupations are also good sources of first-hand examples of workplace violence. These stories could then serve to bolster arguments and plans concerning the prevention of workplace violence, which should be the aim of any well-meaning organization. The nature of workplace violence is further explored by Raymond B. Flannery Jr. in Workplace Violence . His book is an introductory course on workplace violence. He discusses the nature of workplace violence and the different sources where it might originate. He starts with a description of the victim and the ordeal that he or she goes through. Violence is always an uncomfortable affair for the victim and responding to it is difficult. He then provides a description of the workplace and cites factors that contribute to the development of violence in the workplace. A description of aggressors then follows and how the inflict violence on their co-workers. Such descriptions follow the description of other authors dealing with workplace violence. Most of the time, stress, personality disorders, and the level of frustration are some of the causes of violence and aggression. The work of Flannery is neatly divided into two parts. The first one deals with the workplace, the victim, the aggressors and the different conditions that affect violence in the workplace. The second one deals with strategies and mechanisms towards the prevention of violence in the workplace. This book is an important introductory work on the importance of dealing with workplace violence. As a reference book for this study, however, it would be best used in conjunction with other introductory work on the subject so that the researcher would get a deeper understanding of workplace violence and its occurrence. Violence in the Workplace: Telling and Reporting Violence in the workplace is a sensitive matter. That is why a lot of people choose not to confess and tell anyone about their experiences at work. This poses a serious threat in the organization because violence continues with or without reporting. If no action is done to correct this matter, then eventually such workplace violence will become a part of the corporate culture and the overall situation of the organization will worsen. On the part of employees who experience violence, the tendency for them is to resign, especially if the perpetrator of violence belongs to the management. Bryant and Cox conducted a study in Australia concerning the occurrence of violence. They found out that in times of organizational change, some violence may be committed to the employees. Such violence may come from fellow workers or from the management. The researchers found a link between violence and resignation and say that resignation is usually seen as a way to get away from the discomfort and difficulties brought about by the violence. The researchers used a qualitative approach in dealing with their subject matter and sought to understand the thought processes and the decisions that employees who experience violence go through. Resignation is clearly a choice for most of them yet they are forced into it because of the experience of violence in the workplace. If violence became a means of forcing an employee to resign, then there is something totally wrong with the culture of the organization. The stories that Bryant and Cox portrayed in their study are a rich source of anecdotal evidence concerning violence in the workplace and how employees and workers deal with the difficulties it brings. An important component of their study is the recommendation that organizational change should make provisions with the management of conflict and of violence in the workplace. Management of Workplace Violence After understanding the nature of workplace violence, the factors affecting it and the conditions in the workplace and the society that contribute to its proliferation, it would be necessary for supervisors and members of the senior management to work towards the effective management and prevention of violence in the workplace. Without such knowledge and awareness, the workplace might just degenerate into the playground of workplace bullies and aggressors. Managers, by training, are concerned with productivity, efficiency and effectiveness at work. Most of them are not truly trained to be counselors. Most of the time, they do not know how to deal with aggression and causes of trauma in the workplace. This makes workplace violence more difficult. Although workplace violence is not the only cause of trauma in the workplace, managers and supervisors should be equipped with the basic knowledge and skills in handling traumatic stress in the workplace. After all, the most valuable resource of the organization is its people. If their well-being is compromised, then the production and service process will be compromised, too. The United States Office of Personnel Management came up with a Manager’s Handbook on handling trauma in the workplace. The handbook makes use of recent researchers in the field and the proven best practices on dealing with traumatic stress in the workplace. The guide is very practical. It provides a brief introduction of traumatic situations whether they are caused by natural disasters, accidents, crime or aggression in the workplace. Although counseling is not really part of the job description of a manager, listening to hurting officemate is very important because such hurts and frustrations may affect the morale of the workplace and the overall productivity of the organization. In addition to this, the guidebook also addresses suicidal concerns and those employees who are victims of workplace assault. The tips offered in the document are very practical and can be easily implemented by managers across different industries. Although the guide book does not dwell too much on workplace violence, what it provides is the human side of dealing with trauma in the workplace. Dealing with workplace aggression is difficult enough. With the support of the manager and colleagues, at least, individuals can more easily deal with their trauma. Management is indeed becoming a big part in ensuring that the workplace is safe and free from violence. This is why Chenier argued that the workplace is becoming a battleground for violence in the society. This is the reason why the author believes that employers should implement effective means of protecting their employees against violence on the job. Such strategy for preventing and protecting from violence includes the establishment of clear guidelines and policies, a crisis management team and the Employee Assistance Programs where people can report any incident without fear. It would also be necessary to modify hiring practices to ensure the emotional and mental health of prospective employees. Chenier also argues for the identification of possible sources of violence in the workplace such as firings, downsizing of the company, stress, longer hours of work and even domestic violence. He also enumerated occupations with high incidence of violence. This is why managers and workers alike should be involved together in preventing the occurrence of violence in the workplace. Even if managers have the major responsibility in ensuring safety and prevention of violence, employees should be involved so as to more effectively recognize sources of violence at their level. Chenier’s approach however seems to resemble the more reactive response in the spectrum because he argues for heightened security in the workplace, better background checking and assessment of prospective applicants. This is an important move to ensure that offenders are kept at bay. Yet, a more important strategy would be the cultivation of a corporate culture that does not tolerate workplace violence. When the employees have an excellent grasp of the importance of maintaining safety in the workplace, then the need for intense security might not arise. Resonating the idea of Chenier, Rew and Ferns, tested the government-sponsored NHS Zero Tolerance Zone Campaign, which mandates employers to provide safety measures to employees so that risks related to work can be mitigated. Health care practitioners tend to be affected by workplace violence yet they are not alone. As such, both employers and workers and even customers have roles to play in promoting safety and preventing violence in the workplace. Although the measures to prevent violence are important, Rew and Ferns highlighted the importance of training employees on how to deal with workplace violence. Such training should include conflict management and how to deal with stress. They also pointed out the importance of self-esteem and confidence in dealing with conflict and violence. The two researchers say that long before a conflict escalates into a potential violent confrontation, there should be intervention from management so that the conflict could be properly resolved. Without such conflict-resolution strategy, the safety of the workplace will be compromised and violence may become common occurrence. The Center for Mental Health Services prepared a report on the prevention of workplace violation, putting emphasis on several ways of prevention and the role of the government in prevention. The report identified several areas of concern where prevention efforts should be centered. The first one is the workplace culture and the overall way that they conduct operations and relate with each other. Another area is training and how the organization develops consciousness about safety and workplace violence prevention. Established rules and performance reviews are also important areas in preventing workplace violence. With established rules, people would know where they stand and how they should perform within the organization. In addition to rules, clear policy on layoff and terminating employees would also help defuse negative emotions and frustrations. Prohibiting drugs and alcohol for the employees is of course part of the safety measures of any organization. When there are indications that an employee is a potential dangerous worker, then the help of mental health specialists and counselors should be involved. Since racial and ethnic issues also tend to be a source of violence and conflict, then diversity is another important matter in ensuring safety and cultivating a culture of safety. In all cases, there should always be security measures because of uncertainty in the workplace. The government is also deeply involved in ensuring workplace safety and private organizations should engage their assistance in their efforts to curb workplace violence. The government helps organizations with opportunities and resources in creating policies and training in violence. Furthermore, government agencies are always working on studies and descriptions on what constitute a safe and secure workplace. The government can also release legislations and other policies governing the security of the workplace. As such, organizations should comply with these requirements. With effective government intervention, organizations can help their employees and the overall situation of their workplace in order for workplace violence to be prevented. More than just prevention, there should also be a move to establish a culture of tolerance and communication within the organization. Workplace violence could not be dealt with only by an effective strategy created by the management in consultation with the workers who are the first ones to feel the brunt of workplace violence. With the assistance of the government, they will be able to effectively combat workplace violence. Prevention is Still Better than Cure Averting violence in the workplace is definitely better than waiting for it to happen. Prevention is still the best solution in dealing with workplace violence. Managing the occurrence of violence is complicated and might lead to a number of inconveniences for both management and the workers. Prevention therefore is still the best policy. With this mind, Braverman authored a book on Preventing Workplace Violence that would provide guidance to employers and practitioners in the field. His guidebook is similar to the one released by the United States Office of Personnel Management but it has a more in-depth analysis of workplace violence and what the different elements of this violence are. Although prevention is the main concern of Braverman, he still provides a basic understanding of what workplace violence is, what its causes are, and how to spot possible violent employees. He also asks managers and practitioners to be cautious in labeling people because it might turn into a self-fulfilling prophecy. The strength of Braverman’s book is that he relies less on theory and more on practical experiences and case studies of violence in the workplace. In doing so, he succeeds in presenting the seriousness of the matter and that managers should move towards preventing it to save time, resources and emotional trauma in the workplace. Braverman also dealt with the dilemma of most managers who have to confront workplace violence. Most of them feel afraid and unable to deal with the situation. That is why he offers good, solid advice to them on how to deal with it. The situations he cited such as a person with domestic violence who comes to work, as well as frustrated persons with lots of emotional baggage. As he asks manager to prevent workplace violence, he also highlights the legal duties of managers to their employees in ensuring safety and security. Surprisingly, Braverman did not subscribe to the importance of the profile of a potentially violent worker. He argues that such profiling might just degenerate to witch hunts within the organization, which would be counter-productive and would only destroy the organizational culture further. Although there are instances that management and the workers do not agree with each other especially in benefits and workplace practices, workplace violence transcends these issues and collaboration and participation between management and workers are essential to dealing with it. What the management and the workers need to understand is that they are all affected by workplace violence and they could not afford to be antagonistic to each other when the safety and security of everyone is at stake. He concludes his book by outlining seven practical steps in preventing workplace violence. These steps are rooted on partnership between management and workers, on a good understanding of workplace violence and its implications on the organization, on a sense of community in the workplace; on the systems in place within the organization; and a sensitivity on the welfare of people—both the victim, the perpetrator and everyone else in the workplace. His book is very useful in constructing a comprehensive plan and strategy in dealing with workplace violence. Another author who dealt with the prevention of workplace violence is Marianne Minor . She dwelt briefly with a basic understanding of what workplace violence is but she did not present a sweeping overview. Such sweeping overview of what workplace violence is may be provided by the other books on this literature review. Of great significance are the practical tips that she offers for the management of organizations. She outlined several elements of violence prevention in the workplace. It is important for the management to assemble a team task to handle and manage crisis situations in the workplace. Moreover, the management should have a steady stream of professional advisors. This helps the advisors and the management team to create a crisis management plan, anticipate different situations where violence may arise. A violence protection policy is also essential so as to protect the workers and the organization. The management should also keep a ready reference of the applicable laws and rules that can help the organization in preventing violence. She also wrote about the importance of ensuring that the employment and hiring practices of the organization encourage the selection of the best candidates on the job. In preventing violence in the workplace, she gave pointers on recognizing the early signs of violence so that they can be solved. In these cases, counseling and coaching may be provided. But if such intervention practices do not work, then disciplinary action may be implemented, provided that this is within the policy of the organization on workplace violence. Minor’s set of strategies in preventing and dealing with workplace violence is solid and very practical. She does not dwell so much on theory but on practice. This can then help organizations and management to establish concrete strategies. The only danger, however, is that management may see this as a one-size-fits-all policy, which may become more detrimental to the organization. Nonetheless, the strategies are a good starting point for any organization intent on protecting the safety and the security of their workplace. The organization should look, however, for the right fit of policies and strategies in coping with workplace violence. A Summary of the Major Points of the Literature Review Workplace violence is indeed a growing problem in the United States and elsewhere in the world. Through the literature reviewed in this study, the various elements of workplace violence were investigated, the importance of profiling the perpetrators was undertaken, and the workplace as a system where violence may arise were looked into. The following elements were identified as the main participants in understanding and preventing workplace violence. Management Needless to say, the management is the first on the list to truly understand the nature of workplace violence, what are the different matters that make it complicated. Who are the workers with the potential to inflict violence on the workplace? What kinds of plans should be in place to prevent violence? Ironically, managers can also serve as the source of violence against workers. Management therefore should be strong enough and flexible enough to deal with workplace violence whenever it occurs. Management takes the lead in creating an organizational culture that does not tolerate workplace violence. If violence emanates from the management, then for sure, a culture of fear, anxiety and less productivity would be the order of the day. If the management works with the government, the employees, and other stakeholders, it can create a comprehensive plan and strategy in dealing with workplace violence. Although some researchers report a decline of violent crimes in the workplace, most of the time, the workers have to deal with subtle expressions of harassment and violence. This is an area of concern that management should not neglect. After all, a safe and happy workforce will help the organization achieve its goals. The Violent Worker There are a number of causes for a worker to lash out and unleash violence in the workplace. It could be because of mental and emotional disturbance, frustrations with their personal and professional lives, as well as specific events in the office that could â€Å"tip them over the edge† and give way to their violent impulses. Some authors have attempted to provide a profile of the potentially violent worker. However, there are also those who believe that this obsession with profile is an exercise in futility and would be inimical to the interests of the organizations. It might even precipitate a paranoia-filled workplace if the external characteristics of a person fit the mold of the profile. The management and the workers, too can help the potentially violent colleague by establishing support groups and coaching sessions in the workplace. Although this may not be part of the overall strategy and business model of the organization, yet the overall well-being of the workers would eventually contribute to productivity and efficiency. Through these human resources practices, the organization can also develop an organizational culture of excellence and zero tolerance of workplace violence. In the long run, such policy will not only help prevent workplace violence but it can also enhance the organization as a whole. The Workers and the Victims The victims of workplace violence can be any worker or employee. The perpetrator may be from the management, a customer or client, or a co-worker. It is therefore in their best interests if they knew what workplace violence is and how they are affected by this menace. Most of the time, the response of victims is to keep quiet and allow the violence to be unreported. This is a cause of concern for everyone in the organization because this is inimical to the organizational culture and productivity. There should be training and resources available to the workers so that they can readily deal with instances of violence in the workplace. Management is particularly The Workplace One important lesson that the literature review yielded is the way that the workplace can also contribute to the emergence of violence. The concept of organizational culture has been put forward as an explanatory variable of what makes workers become violent and inflict it on others in the organization. The workplace is a melting pot of personalities, ideas and different authority levels. When violence becomes a regular fare in the workplace, then it becomes a way of life in the workplace and the workers will be in fear and anxiety over the events in the workplace. Government The government has a number of resources that could help organizations deal with workplace violence. There are online resources and guides on dealing with trauma in the workplace. In addition to this, the government is also actively pursuing partnerships with the private sector in order to stop workplace violence. This way, organizations and companies can seek the help of government agencies and officials in preventing workplace violence. In extreme cases of violence, the government will also intervene with its resources so as to mediate and mitigate the damages of the violence. A Systems-Based approach to Workplace Violence Although it would be good to look individually at these elements of workplace violence, a better approach would be to analyze it as a system. In such a system, all of the elements interact with each other, helps each other, or give rise to the occurrence of violence. The workplace as the melting pot of workers and managers and even government has strong analytical potentials and will help researchers understand better the phenomenon of workplace violence. A worker without a natural potential for violence may become violent due to stress in his personal life confounded by the rude treatment of a manager. Transitions due to economic conditions may also create stress and frustrations that may become the source of violence. The workplace as a system may also help a researcher look at workplace violence more comprehensively. While some authors favor profiling the victims, the potentially violent worker, and the workplace individually, taking them together and analyzing how they work together and how violence arises would be a better goal for theories and research undertakings in the field. Such a holistic perspective would yield better information and practical guidance on how to deal with the issue of workplace violence. With the advent of information technology and the emergence of internet and new communication tools, these channels of communication may also become significant in the study of workplace violence. With the changes in technology and in the modes of working, so shall the analysis of workplace violence change. As part of the emerging trends and issues in dealing with workplace violence, the interaction between the workplace, the workers, other social forces and violence would yield more interesting insights. In dealing with workplace violence, prevention is still better than cure. This is why organizations should work towards a business model and human resources strategy that could prevent workplace violence and keep the marketplace a busy venue for work yet safe, secure and even satisfying for everyone involved. How to cite Workplace Violence in the Workplace Sector: A Literature Review, Essays

Introduction of Management Construct Management

Question: Discuss about The Introduction of management for Construct Management. Answer: Introduction The objective of the assignment is to evaluate all the findings of the selected company in a proper manner. The CSL and Macquarie are the two-selected organization in the study. The study will focus towards comparing and contrasting the all the important aspect of both the organizations. CLS Limited is one of the Australian Medical Company, which mainly deals in many serious, and life saving medical products around the world. On the other hand, Macquarie group is one of the global financial and investment-banking sectors, which is diversified towards providing different kinds of financial services as well as funds management services. The assignment will focus on some of the key factors, which will evaluate the key objectives of the organizations. Background of the company CLS is one of the major Australian Organization, which operates its business in the medical sector. The objective of the company is to develop major medical facility in Australia, Germany, Switzerland, the United Kingdom and United States are some of the major countries which this particular organization develops its business proceedings. It is nearly 16000 employees working in more than 30 countries (Csl.com.au, 2016). The objective of the company is to invest towards developing new medical product, which will improve and expand the medical use of the existing products. Macquarie is one of the global financial organizations, which started its business in the year 1969. Previously, the organization operates its business only in Australia. At present, it is a global business and operates its business operations in 28 major countries of the globe. Macquarie has differentiated itself by focusing on new opportunities. ("Macquarie Group", 2016) The company invests many funds in different kinds of research as well as development activities, which will focus towards the betterment of different kinds of financial activities. Values of the organization The selected organizations in the study operate its business in different sector. However based on the objectives of the business there are certain organizational goals and activities, which needs to be analyzed. The objective of CLS is to develop a good organizational platform, which will bring certain positive impacts in the business (Hitt, Black, Porter, 2012). The popularity of selected organization CLS, is very much in different countries. However, the organization, Macquarie is one of the global financial institutions across 28 countries and with expertise in areas includes resources, agriculture and commodities, energy and infrastructure ("Macquarie Group", 2016). Vision and mission statement The vision and mission of both the company varies from each other. However, there are certain organizational goals and organizational activities which majority of the organization follows in the business operations (Robbins Coulter, 2012). One of the major vision and mission of both the organizations is to increase the organizational sales and profit. The mission and vision of CSL is to develop different kinds of research activities will being certain a continuous improvement in all the products. The organization invests a lot of money towards developing a continuous research process. CSL established, and continues to maintain strong as well as long-standing strategic partnership with different kinds of global as institutions (Csl.com.au, 2016). These collaborative partnerships support a range of the innovative research programs in biotechnologies. The mission and vision of Macquarie is to focus on the key activities, which includes advisory, and capital market, Asset Finance, Financing, Asset Management, Research and Trading and hedging are some of the key activities which this organization performs in the organization. At present, the organization operates its business in 28 major countries and the ultimate objective of the firm is to expand its business operations in more than 28 countries. Corporate social responsibility of the organizations Corporate social responsibility is about conducting the business in an ethical manner. The process of contributing to the economic, social and environmental well being of the society will conclude the impact of corporate social responsibility of the organization (Robbins Coulter, 2012). The key areas which this particular organization, CSL focus on about researching and developing new as well as important medicines for unmet needs of the society. Ensuring the society that all the developed therapies of the organization are safe and of the best quality. Providing a positive working environment for the people provide is the ultimate objective of the organization. Unlike different kinds of manufacturing industry the banking, industry does not naturally cause emissions (Gond Moon, 2012). The banking and the financial institution influence on different kinds of environmental, society and communities with a different lens. The overall CSR model of the banking as the financial institution will focus towards providing economic support to the remote and the backwards sections of different countries. Sustainability of the organization Sustainability is one of the key challenge which majority of the business organization faces in the operations. There are different steps which majority of the business firms irrespective of its objectives needs to follow in the organizational operations (Robinson, 2012). The sustainability factor of the organization depends of certain global drivers. In order to increase the sustainability factor of the organization some of the common features include increase in industrialization, emerging new and modern technology and most importantly the effects of globalization. CLS believes towards meeting the needs of the present market wants, without compromising the ability of the future generations. In the era of globalization, the primary job of the organization is to perform an overall environment analysis towards concluding the requirements of the market. However, the Macquarie believes that meeting the requirements of the customers will conclude towards maintaining the sustainability of the business. In the financial and in the banking sector, the trend of performing different kinds of transactions has changed. Majority of the customers in modern era prefers the notion of the online banking and online transactions. Towards developing a proper sustainability in the business, the organization need to develop proper e based marketing plan. Stakeholders of the organization Stakeholders of the organization might be investors, customers, government employees and partners. The role of the stakeholders contributes one of the significant aspects in the organizational operations. Depending upon the nature of the organization different stakeholders contributes different significant parts. Stakeholders engagement covers the different activities from the provisions of informations. Some of the key stakeholders of CLS include patient groups, employees, investors,and various academic and scientific communities. Stakeholders engagement covers different activities from the provisions of information. CLS includes different mechanisms for stakeholder engagement according to the objectives. As compared with CLS, Macquarie maintains a strong stakeholders background. As it covers a diversified business operations in different major countries of the globe the organization maintains a strong as well as proper stakeholders group. Different kinds of multinational companies are the stakeholders of this particular business firm. Some of the key stakeholders include government, employees and customers. Both of the companies maintain a different business platform. Comparing and contrasting the objective of the organization There are certain parameters, which needs to be fulfilled in order to compare and contrast the objectives of the organization. The ultimate objective of CLS is to organize a proper research and development process, which will include the betterment of the medical products and equipments. On the other hand, Macquarie develops all the business activities for the betterment of the customer service. In order to fulfill this particular objective the organization invests many funds in the business operations. SMART Objective Analysis There are five important characters, which completes the smart objective analysis. Specific, measurable, achievable, and realistic and timeliness are the key factors, which will conclude the objectives of the organization. CLS Macquarie Objectives The objective of the company is to develop a research and development process of the medical products and equipments. The objective of Macquarie is to improve the overall service. Specific There are certain steps, which are influential for accomplishing these objectives. Therefore, this particular objective can be defined as specific. The company needs to develop and focus on the online banking services. Therefore, it is one of the specific objectives. Measurable The progression of the research and development can be measured properly by following certain parameters. The objective can be measurable, as the progressions can be measured. Achievable The organization focuses more on improvement of the product quality, which can be achieved through proper research and development. The organization focuses on different customer service initiatives, which includes online banking and different kinds of e services. It can be achieved with the proper implementation of technology in the overall service. Realistic All the outputs has some proper benefits, therefore it is realistic. The output have a proper benefit, therefore it is realistic. Timely It can be achieved within a specific time in between a time frame of 6 months It can be achieved within a year. Conclusion The concluding part of the study will analyze all the crucial factors, which will evaluate both the compare and construct of the selected organizations. The two companies in the organization operate its business in different platforms. However, some of the key characteristics of both the organizations are highlighted by analyzing some specific points. All the important points are analyzing in a proper a proper manner with real facts and findings. The study will evaluate all the factors, which will highlight the objectives of both the companies. Reference List Aras, G. Crowther, D. (2012).Business strategy and sustainability. Bingley, U.K.: Emerald. Cabezas, H. Diwekar, U. (2012).Sustainability. Sharjah: Bentham Science Publishers. Coombs, W. Holladay, S. (2012).Managing corporate social responsibility. Malden, MA: Wiley-Blackwell. Csl.com.au,. (2016).CSL Limited is a global biotherapy industry leader..Csl.com.au. Retrieved 9 August 2016, from https://www.csl.com.au/home Daft, R. (2012).Management. Australia: South-Western. Gond, J. Moon, J. (2012).Corporate social responsibility. London: Routledge. Hitt, M., Black, S., Porter, L. (2012).Management. Upper Saddle River, N.J.: Pearson Prentice Hall. Macquarie Group. (2016).Macquarie.com. Retrieved 9 August 2016, from https://www.macquarie.com/in/corporate Robbins, S. Coulter, M. (2012).Management. Boston: Prentice Hall. Robinson, Z. (2012).Sustainability. Singapore: Marshall Cavendish Editions.

hk Essays - Benchmark, Ashley, Global Benchmarks,

The vertical analysis deals with questions like: How has Laura Ashley Holdings plc asset structure varied compared to global benchmarks for the Women Clothing Stores industry? Does it generally hold more cash and other short-term assets, or does it tend to concentrate its assets in physical plant and equipment? On the liability side, does Laura Ashley Holdings plc typically have a higher percent of payables compared to the benchmarks, or does it hold a higher concentration of long-term debt? Does Laura Ashley Holdings plc have a relatively higher cost of goods sold, operating costs, or income taxes compared to global benchmarks? Have Laura Ashley Holdings plc returns on equity been higher or its profit margins greater? While the labor productivity analysis answers the following: What has been the ratio of short-term and long-term assets to employee? What are typical capital-labor ratios? What are the average sales and net profits per employee compared to global benchmarks?

Brave New World essays

Brave New World essays In Aldous Huxleys novel Brave New World, Mustapha Mond believes that every person lives their life inside of a bottle (223). Plato used a similar line of thinking as Mustapha Mond in his Simile of the Cave. The cave in this case is considered the bottle. Monds statement is valid for the rest of the citizens in the Brave New Worlds World State, as well. One of the main themes in Brave New World is how human conditioning creates a bottle, or glass box, and although some bottles are, as Mond says, ...relatively speaking, enormous... (223), all people do live in some sort of a metaphorical bottle. This bottle controls what they believe and how they react to different situations in life. By bottle, Mond means certain surroundings as well as personal thoughts that remain somewhat constant. Constants can be broad, such as weather conditions that we are used to, or much more introverted like what time of day a person always goes to sleep. In a sense the bottle is our own individual culture that determines how one acts or thinks. Constants within the bottle can be sociological, such as what is considered acceptable, and what aspects of life in the society are considered normal. What is considered normal and acceptable is learned since birth, from observing and obeying parents, friends, and the rest of a given society. What is normal and acceptable are different for every culture that ever existed. These differences can sometimes be completely opposite and sometimes result in conflicts of racism, murder and sometimes even as extreme as war. Each persons bottle is created by different experiences along with different influences. Different people in the same society will have similar enough backgrounds that they will likely react in similar fashions to the same circumstances. As Professor Erchak wrote in his essay on culture...

How does films Crash, The Amistad and American History X describe and Essay

How does films Crash, The Amistad and American History X describe and debate integration in America today - Essay Example Naturally, racism itself is a complex term due to the fact that it is not one-sided or attributable to a singular group. The fact remains, as will be mentioned within this analysis, that racism easily crosses lines of color and can exhibit itself in a number of situations. As a means of analyzing such question, the author of this brief essay will analyze the way that three films represent the issues associated with racism: â€Å"Crash†, â€Å"Amistad†, and â€Å"American History X†. The first of the films which will be analyzed, entitled â€Å"Crash†, is perhaps the most complex analysis of racial issues within society. This is affected by the fact that rather than merely introducing the issue of race and expounding upon it within the story line, the filmmaker uses race and its interpretation between the various groups represented as vehicle of plot development and exploration. Moreover, by seeking to defined race and racism within the context of each of the different groups represented, white, black, and Latino, the viewer is made distinctly aware of the fact that a simple and convenient understanding of racism as being one-dimensional is not sufficient to comprehend the realities that are represented. This multidimensional representation of racism is useful due to the fact that society and filmmakers have traditionally only represented the issue from a given perspective (Sharma 2010). However, by representing the issue in a way that shows the give and take nature of race and racism within the society, the viewer is able to notice how traditional understandings of racism are ultimately encouraged and propagated by the views that â€Å"others† hold with relation to the topic. Accordingly, the second film that will be discussed, â€Å"Amistad†, relates the story of a slave uprising aboard a slave ship bound for the United States. This particular film represents well represents the moral bankruptcy of the practice of slavery as well as

Argumentation Essay Example | Topics and Well Written Essays - 750 words - 3

Argumentation - Essay Example While many experts decry the negative effects of global warming, it is in fact turning out that global warming is a good phenomenon going by its numerous positive benefits. Scientists note that the earth’s temperature is rising undoubtedly as a result of the greenhouse effect. The atmosphere is saturated with carbon dioxide that traps heat leading to a steady increase in the earth’s temperature and consequently, changes in climate. This carbon dioxide does not come from outer space but from burnt fossil fuels such as oil, natural gas, and coal. The other factor contributing to global warming and climate change is the rate at which forests are lost, especially within the tropics as a result of deforestation. Scientists are overwhelmingly in agreement that global warming is a reality and that human activities are its main causes. (Union of Concerned Scientist par 6-7). According to scientists, each year, for the past 37 years, has been warmer than the average temperature of all the years in the 20th century. In the United States, the 12 warmest years have occurred since 1998 with 2012 standing out as the hottest years. Since the late 1800s there has been an increase of more than one degree Fahrenheit on the average surface temperature of the earth. The past three decades have experienced the lion’s share of this increase (Union of Concerned Scientist par 4-6). The current decade has been the warmest since 1880. Scientists note that the earth could experience a 7.2 degree Fahrenheit increase in temperature in the 21 century if nothing is done to curb global warming. This would be the case if emissions from fossil fuels such as oil and coal, which are the main culprits, not reduced. Scientists are worried that a number of negative consequences in relation to global warming are quite evident (Natural Resource Defence Council par1). For one, weather

Cyber-bullying Research Paper Example | Topics and Well Written Essays - 1500 words

Cyber-bullying - Research Paper Example This is also done through text messages and emails which are forwarded throughout the social circuit. Another form of cyber bullying is sexting which is getting popular with the increase in use of mobiles phones that have imbedded cameras in them. Generally this is common with girlfriends sending pictures to their boyfriends via multimedia messages. But what these teenage girls do not realize is that there are legal implications to this. After break ups these boyfriends can use these pictures to blackmail or embarrass the sender. Cyber bullying is a psychological disturbing form of social cruelty among young people (Jaishankar 2011). Cyber bullying is increasing at a high rate with the increase in the use of technology like cell phones and computers. The ways in which bullying can take place are also increasing because young children who have access to technology invent various ways to harass other young children. Social networking sites also give a forum to these cyber bullies as it is a safe medium through which they can easily commit the crime of cyber bullying without the fear of being caught by the other person. In spite of all this social networking websites cannot be held accountable for any kind of hate speech that is posted on their websites. Cyber bullying has increased the number of suicides committed by teenage boys and girls. Some of these youngsters cannot take in the embarrassments and harassments they are being subjected to and hence fall prey to this act. The mention of cyber bullying now brings about a debate of how strongly governments should act against cyber bullying and whether new acts of laws be implemented against it or not as most of the culprits involved are juvenile. Many states in America have already implemented laws against cyber bullying. The state of Missouri had no made against the crime of cyber bullying until the suicide of a 13 year old girl Megan Meier in 2006. It was then that the state realized that it cannot persecute th e culprit because cyber bullying was not against the law at that time. It was after this incident that Missouri legislature and governor passed a new law that cyber bullying is unlawful harassment by electronic means of communication. This new law also requires the schools and colleges to make a written policy to report any such harassment, which includes not only cyber bullying but other kinds of felonies as well like stalking, to the local police. Now this crime is a class A misdemeanor. According to this new law the act of cyber bullying remains a class A misdemeanor unless 1) committed by a person twenty-one years of age or older against a person seventeen years of age or younger; or 2) the person has previously committed the crime of harassment (â€Å"Internet law-Missouri Governor signs cyber-bullying bill into law†. Web. 2008). After the case of Megan Meier, Missouri was not the only state that took this under consideration and made new laws in order to prevent people from getting harassed in this way. Under this law the offender is penalized if he or she is caught harassing or recklessly frightening an underage. Cyber bullying is a crime which is generally committed by young people mostly teenagers, and are committed against teenagers as well. The under eighteen children come under the juvenile category so are tried more leniently then the adults. The laws for juvenile offenders are much

Pigovian Tax: Analysis and Overview

Pigovian Tax: Analysis and Overview Neo-classicals uphold perfect competition as the ideal state of the market. But in truth, the economy is fraught with market failures. Therefore, we need government interference to correct many of these market failures. Pigovian Tax imposed by the government is one such course of intervention. It helps to curb negative externalities (e.g. pollution) and reduce the burden on the society caused by the externalities (social costs of production and consumption). Moreover, it attacks over-consumption, bringing it closer to the socially optimal level of production and/or consumption. The paper examines the effects of Pigovian tax and analyses its degree of effectiveness on an economy. What is Pigovian Tax? Pigovian tax is a kind of tax, which is levied to correct a negative cost that is created by the actions of any business firm, but that is not considered in a firms private costs or profits. Also known as sin tax, it is a tax placed on an action with a  negative externality,  to correct market failure (Mankiw, 2010). In the presence of negative externalities, the  social cost  Ã‚  of a market activity is not covered by the private cost of the activity. In such a case, the market outcome is not  efficient  Ã‚  and may lead to over-consumption of the product. A Pigovian tax equal to the negative externality is thought to correct the market outcome back to the level of efficiency. For example, a factory does not financially take into consideration the damages caused to the environment by their emissions. By imposing Pigovian Tax, the government can artificially make the firms bear the cost of the damages, which will ideally be equal to what the price would have been if a market for such an activity existed. In a country like Canada with a publicly funded health care system, that is, where the medical service of every patient is funded from government revenues, the cigarette tax acts as a Pigovian tax it raises the revenue necessary to offset the expenses towards the health care system, as a consequence of smoking. Pigovian Tax in Implementation This idea was first put forward by Arthur Cecil Pigou in the year 1912. In his book, The Economics of Welfare, he argued that industrialists seek their own marginal private interest, while not taking into account the social costs of their activities. Pigovian tax is the difference between marginal social cost and the marginal private cost, which is equal to the marginal external cost, shown as Tax in the diagram. The tax level may not equal the marginal external cost at quantities other than the socially optimum equilibrium level. The diagram indicates that marginal external cost increases with increase in quantity produced or consumed. After imposition of the Pigovian Tax, the new supply curve intersects demand (the marginal benefit) at the socially efficient quantity. As a result, the new competitive equilibrium, taking into account the amount of the tax, is efficient. Although this tax works perfectly in theory, its practical implementation is very difficult due to a lack of complete information on the cost of the damages to the environment. When Arthur Pigou first came up with the concept, he laid down a set of assumptions, one of which is a perfectly competitive market. Yet, perfect competition is an unrealistic situation. Monopoly, monopsony and oligopoly markets are commonplace. To internalize the external cost, the government needs to intervene by way of imposing taxes. Pigovian tax can be applied to all spheres of production, be it production of a good (automobile) or service (transportation, banking etc). Baumol and Oates (1975) argue that if Pigovian tax is set equal to the level of marginal damage (external cost) at the Pareto-optimal level of pollution, the industry will move towards its optimal pollution level. The tax is applied to the production of a good that has an externality. Overhead: Pigovian Tax Anatomy from Diagram 2- i. Unregulated result (Q, P) ii. Socially efficient level of production = Q iii. Efficient Pigovian tax = P-P iv. Tax payment to government (shared by consumer and producers = PACP v. Gross benefit from decrease in externality = ADBC vi. Foregone consumption benefits i.e., the social cost of abatement = ABC vii. Net benefit to society = ADB Pigovian tax enhances welfare of the society; restricting over-consumption. It also generates additional revenue for the government. Roland Coase (1960) propounded that if markets may not secure the optimal amount of externality, they can be very gently nudged in that direction without the necessity for full-scale regulatory activity. Yet again, the coarse theorem faces criticism. Property rights are not as strictly defined as required by the coarse theorem. Coarse argued that social costs are even worse if only the offender pays for the social harm and not the consumers for whom the goods and services are produced. Under the Pigovian Tax, it is only the firms who pay for the externalities. Moreover, it is difficult to calculate the right tax in a world of imperfect Coarsian bargains. The concept has evolved through time and many similar ideas were developed such as the Coarse theorem, emission trading i.e. cap and trade (Europe), Environmental Protection agencies (U.S.) formed with the idea of command and control, carbon tax, and tradable permits. The principal problem remains that of quantifying the externality. There is some debate about whether to quantify externalities if the methods are imperfect. The usual response is that as long as we are honest about the flaws in the numbers, it is better to have some numbers than none (Phillips, Carl V, 1999). The benefits accrued by taxing externalities are more than that without taxing the externalities as shown with the game theory approach. The co-ordination game consists of two players, Company A and Company B, with two strategies: Subject to Pigovian Tax and Not Subject to Pigovian Tax. The payoffs of each player are given in the matrix. Nash equilibrium occurs at 2 points, when both companies are subject to Pigovian taxes and when both companies are not subject to Pigovian taxes. If both the companies are ready to bear the social costs, the benefits of sustainability accrued to the companies and society as a whole are more than if the costs are not borne by either company. The many forms of Pigovian Tax Since players dont always come to a socially efficient negotiation, there is a traditional way of limiting externalities command and control. This approach sets quantity limits on activities that have external effects. However, the method is cumbersome. While this method has been undertaken by the US government, the economies of Europe consider cap and trade as a better solution. It causes the least polluting firms to do the majority of the production since their social cost of production is the lowest. Rajeev K. Goel and Edward W. T. Hsieh laid down a two-period model in their research (Durable Emissions and Optimal Pigovian Taxes) where a social planner minimizes social damage by setting the per-unit Pigovian tax on a polluting monopolist. Results show that for a given level of production, the durability of emissions and the socially optimal Pigovian tax are negatively related. Mike Moffatt, in his article named Pigovian Taxes Joining the Pigou  Club; Promoting Economic Growth and Reducing  Externalities, wrote in favor of Pigovian Tax, stating, One of the uses of taxes is to discourage activity that has negative externalities, or we believe is otherwise economically/socially harmful. The benefits accrued versus the inherent failings In addition to correcting social disequilibrium, these taxes also raise revenue for the state. In 2004-2005, the Canadian government collected $16.7 billion in other taxes, which were largely Pigovian taxes such as energy taxes and excise taxes on cigarettes and alcohol (Moffat, 2006). In theory, using Pigovian taxes to correct what economists call market failures is simple. But in practice, its not so. The important problem often ignored by advocates of Pigovian taxes is what might be called the measurement problem or the Knowledge Problem. Pigou himself also declared that it must be confessed, however, that we seldom know enough to decide in what fields and to what extent the State, on account of [the gaps between private and public costs] could interfere with individual choice (Pigou, 1954). Pigou and  Friedrich Hayek  point out that the assumption that the government can determine the marginal social cost of a negative externality and convert that amount into a monetary value is a key weakness in the framework of the Pigovian tax. The economists blackboard model assumes knowledge we dont possess its a model with assumed givens, which are in contrast with real-world happenings.  Friedrich Hayek  would argue that this is knowledge which could not be prov ided as a given by any method, yet could be discovered, due to insuperable cognitive limits. However, the key difficulty with this tax is calculating what level of applied tax would counterbalance the negative externalities. Even when a Pigovian tax is charged to correct the market imperfection in a world with regulations and efficient transfers, the observed amount of the externality (e.g., pollution) is unlikely to be zero since we will still observe some externalities as a consequence of the exchanges and transfers. The rate of tax best set should be equal to the per-unit external cost that spills over into the society. A tax imposed without such calculations may well be inefficient and redundant. There is also political influence on the levied tax, in such a way that lobbying of government by the polluters may tend to reduce the level of the tax levied and which would ultimately reduce the mitigating effect of tax and lead to increase in production. Instead of accomplishing the goal of the tax imposed, the burden shifts to the society. Thomas A. Barthold (1994) argued that in the US in the year 1994, the actual policy decisions often came from budget requirements, and not concern for the environment. The taxes do not always comply with economic theory because social benefits and costs are hard to measure. He uses the 1989 Montreal Protocol as an example. President George H. W. Bush signed this protocol that allowed either a permit auction or a tax on ozone-depleting chemicals. Barthold attributes the decision to implement the tax to the pressure on the Ways and Means committee to come up with more consistent revenue. Like the other taxes imposed by the government, Pigovian tax gives air to malpractices like black marketing, smuggling and child labour, especially if they create large differences in the prices of products, which are popular, and if the demand for the product increases in spite of the increase in production. Pigovian Tax imposed by the government is a complex mechanism. It has its societal merits and elementary de-merits. While it covers the cost of negative externalities and eliminates the burden of society, on the same page, it may also hamper the growth of industries leading to inefficiency of small industries. In a monopsony market, where there is only one buyer, it is difficult to impose Pigovian tax since the burden of the tax will be borne by one entity. This may consequently lead to rise in the prices of the commodity. When Pigovian tax is imposed, in a monopolistic competitive market, the tax will be borne by a large number of consumers and hence, the burden of tax is divided. While it can be said that imposing Pigovian tax would lead to a reduction in the level of quantity produced of a commodity by an industry, it can also cause the industries to look upon to new advancements in technologies. This will open doors to research and innovation in the field. For example, the company AkzoNobel Industrial Chemicals is always trying to innovate and make a leap forward in its development to achieve its target to reduce CO2 emissions. Its production facility in Mariager in Denmark uses wood to generate electricity. Wood and other plant-based materials are also used to produce chemical building blocks. Moreover, this shift in technology by commodity producers will cause the externality to be automatically internalised. Whatever benefits Pigovian taxes might be able to provide, it will usually give diminishing returns past a certain point, where the government might fail to achieve their objectives of meaningfully reducing the excess social costs. Instead, these kinds of taxes would appear to simply become a vehicle by which politicians may raise tax revenue by imposing a discriminatory tax policy aimed at an undesirable minority. Therefore, only where  institutional and trade solutions are not efficient, the government should consider whether specific  interventions, regulation or specific  taxes are appropriate to address externalities. These measures are preferable when the net efficiency gains from the  intervention are larger than the associated administrative and compliance costs. This suggests that intervention is desirable when externalities are reasonably large.