Mcdonalds Expands Of Vietnam Mcdonalds Essay - 1221 Words

Running head: MCDONALDS EXPANDS TO VIETNAM 1 MCDONALDS EXPANDS TO VIETNAM 6 McDonalds Expands to Vietnam Hieu Le Columbia Southern University Contents Expansion Planning 3 International Business Expansion 3 Regional Trade Agreement 4 Affordable Foreign Taxes 4 Financial and Technological Supports 4 Labor Hiring Methods 5 Advertising Strategies 5 Strategic Locations 5 Management Advisement 6 Conclusion 6 MCDONALDS EXPANDS TO VIETNAM Expansion Planning There are various essential reasons for McDonalds expands to Vietnam, include gain market shares in the global market, long-term growth in the South-East Asia, and increase the firm?s earnings in the future. Additionally, the business expansion is suitable to the traditional operation that McDonald has been adopted for more than 60 years. In fact, several responsibilities that the firm needs to complete for this expansion, which determine as the legal agreement between McDonalds and the Vietnamese government, the capital for the project, the process of building restaurants, hiring staff, and advertising campaigns. Board director, and executive officials should be involved in this project to discuss and provide valuable feedbacks to assure the business plan, financial commitment, and operation process will be completed by January 20th, 2017. International Business ExpansionShow MoreRelatedMcdonalds Expands Into Vietnam : Mcdonalds922 Words   |  4 PagesRunning head: MCDONALDS EXPANDS INTO VIETNAM 1 MCDONALDS EXPANDS INTO VIETNAM 7 McDonalds Expands into Vietnam Hieu Le Columbia Southern University Table of Contents Establishing a Business 3 Legal Problems 3 Languages Barriers 4 Cultural Problems 4 Management Errors. 4 Business Operation Recommendations 5 Economic Situation 5 Market Research 5 Incorporation ProcedureRead MoreMcdonalds : Company Profile And Industry784 Words   |  4 Pages McDonalds Expands to Vietnam Hieu Le Columbia Southern University 3 Contents McDonalds Expands to Vietnam 3 Introduction 3 Company Profile and Industry 3 Country Description 4 Conclusion 5 McDonalds Expands to Vietnam Introduction McDonalds is one of the largest fast-food restaurants in the world, which serves burgers, soft drinks, and other type of foods and drinks as well. McDonalds was founded in 1940 by Maurice and Richard McDonald (McDonalds, 2016). The firm?s headquartersRead MoreImpact Of Globalization On Modern Profit Making Environment Essay833 Words   |  4 Pagescomprised of Myanmar (Burma), Thailand, Vietnam, Malaysia, Philippines, Indonesia, Cambodia, Lao PDR, and Brunei Darussalam, was formed in 1967 (ASEAN.org). ASEAN has had a significant breakthrough in the local economy with 600 million people and their income levels anticipated increasing; the ASEAN Economic Community makes it an appealing market for various ventures, including restaurants. (Asia.nikkei.com, 2015) Jollibee Foods Corporation (JFC), McDonald s Company (MCD), and YUM Brands (YUM)Read MoreAn Age Of Modern Marketing1596 Words   |  7 PagesWhile demands for certain products rose a the baby boomer generation grew up, the economy progressively grew worse as the decade went on. The Vietnam War had boosted manufacturing, but it created an imbalance in the consumers market when many companies shifted to mainly war production and halted domestic production. President Kennedy, in effort to expand the nation s economy, cut taxes and sought to aid unemployment that was at a record seven percent. Lyndon B. Johnson followed Kennedy s effortsRead MoreMarketing Plan of Mcdonald2838 Words   |  12 PagesUniversity of Economics and Business – Vietnam Nation University Department of Business Management * * * [pic] Group Assignment Marketing Plan of McDonald’s Hà   Ná »â„¢i - 2011 Marketing Plan of McDonald’s________________ I. Executive Summary: Aiming to be the world s best quick service restaurant, McDonald s Pakistan opened its doors in September 1998 at Lahore and presently operating in six major cities with a networkRead MoreHow Close Order Drill Prepares Us to Protect959 Words   |  4 Pagesfeet in combat. Cpl. William T. Perkins Jr., a combat photographer assigned to Company C, First Battalion, First Marines, First Marine Division, was able to respond automatically without hesitation to save three fellow Marines in the Republic of Vietnam on October 12th, 1967. During a hostile attack, Perkins, â€Å"in a valiant act of heroism, hurled himself upon the grenade absorbing the impact of the explosion with his own body thereby saving the lives of his comrades at the cost of his own. † Perkin’sRead MoreMcdonalds A Fast Food Chain1896 Words   |  8 Pagescompany. Hence, this research paper focuses on McDonald’s coffee beans; how and where it source its coffee, the impact McDonald’s has in ter ms of cost towards its suppliers, the environmental and economic impact that the suppliers has on the world. McDonalds first introduced their new product with what has brought their business to success and combines the old with the new. Introduced by Charlie Bell, the former chief executive officer of McDonald’s, McCafe became popular amongst the population withRead MoreIndustry Overview And Competitive Strategy Essay2005 Words   |  9 Pagesindustry are Dunkin Donuts, McDonalds, and Starbucks. These coffee giants have secured themselves at the top of the industry, and although they are different in many ways, they still compete directly with one another. Marketplace competition from major rivals is the strongest market force that Starbucks has to address. Although it holds a preeminent position in the coffee shop marketplace, there is fierce competition from rivals such as Dunkin Brands Group and McDonald s â€Å"McCafe†. Like its majorRead MoreDescribe some of the positive and negative roles played by Multinational Corporations (MNCs) in the contemporary world economy?1557 Words   |  7 PagesThey can be seen as a power in global politics. MNCs are important vehicle for the movement of direct foreign investment. With Direct foreign investment, a firm in the country creates or expands a subsidiary in another through the use of international capital flows. Companies such as Reebok, Nike, Mcdonalds, DeBeers, Enron, Coca-Cola, Pepsi, Toyota, Colgate, Cadbury are some of the multinational companies. Text. Positive Aspects of Multinational Corporation in an Economy -Creating CompetitiveRead MoreCompetitive Strategies And Government Policies1968 Words   |  8 Pagesregulations which are important matters for the food and beverage industry. In the past 50 years the food and beverage industry has increased from an assortment of small family owned businesses to trillion-dollar corporations. Some of these companies are McDonalds, Starbucks, KFC, and Coca-Cola to name a few. These companies operate globally but they did not start out this way. They started from the bottom like the rest business, many times when one place opens there will be competition. When new companies

Industrialization And Urbanization During The Civil War

Industrialization and urbanization that happened in America after the civil war, is a good manifestation that the country was moving along the right path. After the war, progress in terms of investments, industrialization and urbanization was inevitable. After the civil war in America, people from the south who had been displaced and the people who were free could now move to the west to work in the cattle drives, fight the Indians and also begin a new life as farmers. Social Darwinism philosophy was adopted, and everyone believed that the poor had the right to be rich. The paper will focus on the right path that the country followed in the feudalism period between 1865 and 1914 when the country became a feudal society based on the capital and not on the land. The class welfare was manifested in the county when the labor unions rose. Some of the labor unions that were developed include the American Federation of Labor in 1886, the international workers of 1905. There was also the development of the political parties that advocated for the minimum wages, reduced hours of working and the conditions of working that were very safe. They also initiated the factories that used machines instead of human labor and the hard labor done by women and children was suspended. During the same period, the federal government in America gave subsidies to the railroads through the provision of the free land. The courts became hostile to the laws on the social welfare such as the Hamer versusShow MoreRelatedHis 105 Assignment 21361 Words   |  6 Pagesï » ¿ Industrialization after the Civil War John E. Brown Strayer University HIS 105- Contemporary U. S. History Professor Anthony McCormack November 9, 2014 Industrialization after the Civil War When the Civil War was declared over, the United States became a better nation because of the Constitutional Amendments that were passed outlawing slavery and giving the government as well as the state the ability to serve and protect everyone. This paper will also show major aspects ofRead MoreAmericas Post-Civil War Growing Pains1122 Words   |  5 Pages| America’s Post-Civil War Growing Pains | Assignment 1 | Michelle Lepri | Professor Lisa Hawkins | 7/20/2012 | There were two major turning points during this period were the Reconstruction and Industrialization. The civil wars ended in 1865 and with the end of the civil war bought Reconstruction to the south from 1865 to 1877. The physical rebuilding of the southern region began quickly and progressed rapidly, but reconstructing southern society was much more difficult process, especiallyRead MoreThe During The Civil War875 Words   |  4 Pagesdecades that proceeded before the Civil War had taken place, Americans witnessed an abundance of trial, error, and triumph during their attempt to revise the American society. Some of the main focal points of the remaking of our society would have been the Market Revolution, Urbanization, Abolition, States Rights and Westward Expansion. Without these contributing factors, our society may not have excelled in the ways that it did prior to the Civil War. (The Pre-Civil War Era (1815–1850). SparkNotesRead MoreThe Progressive Era Essay1133 Words à ‚  |  5 Pagesby the end of the Civil war and first World war. This brought about the industrialization and massive boom in immigration experienced at this period. Urbanization became key in the history of America and it has its influence in the attractiveness of the nation. The progressive era was from 1870 to 1916 which entered the period of urbanization in the United States. In the 19th century, a lot of European immigrants came into the States and this aided the speedy industrialization, people moved awayRead MoreIndustrialization After the Civil War1789 Words   |  8 PagesAssignment 1.2: Industrialization after the Civil War Final Paper Belinda Scott History 105: Spring 2014 Prof. Michael Smith Industrialization after the Civil War After the Civil War the United States became a much more industrialized society. Between 1865 in 1920 industrialization and proved American life in many ways. However industrialization also created problems for American society. This paper willRead MoreThe American Of The United States1081 Words   |  5 PagesAlthough America was touted as a land of tolerance and prosperity, during the Civil War prejudices grew against immigrants. Heightened tensions between the North and the South caused further disunity. Many states began to start passing laws dealing with immigration. As the years passed, cities and skyscrapers popped up everywhere. The influx of workers led to lots of buildings and the urbanization rate became four times greater than during the 19th century. Immigrant desire to reinvent themselves causedRead MoreEssay about Transformation of Japan1203 Words   |  5 PagesTransformation of Japan During the time period between the 1850s and 1950s, Japan underwent massive changes politically, economically, and socially. Acknowledging the failure of isolation, Japan imitated the West in an attempt to modernize, however, still retaining its own identity. A reorganized and more centralized government allowed Japan to industrialize in half the time it took the nations of Western Europe. Industrialization provided Japan with the tools needed to transform itself fromRead MoreImpact Of The American Industrial Revolution On Modern America1273 Words   |  6 PagesModern America Introduction The Industrial Revolution started around 1750. It began in Britain and it spread throughout the World. Although full industrial development would only occur after 1815, the industrial revolution began in the United States during the 1790s and early 1800s. The Industrial Revolution was marked by three key developments specialization, mechanization, and distribution. Specialization meant the breaking down of the means of production into its component parts, allowing for moreRead More Political Change in Europe in the Modern Era Essay example1700 Words   |  7 PagesEuropean nations gained world dominance between the 15th and 19th centuries through imperialism and industrialization. European nations competed among themselves for international influence, and established by the early 20th century a very intricate balance of power, the disturbance of which ignited World War I in 1914. Over this same period, the power of monarchs within European nations declined as a larger portion of the populace demanded political rights, leading to the democratization of mostRead MoreReconstruction and Industrialization1446 Words   |  6 PagesAssignment 1: â€Å"America’s Post-Civil War Growing Pains† Reconstruction and Industrialization 1865-1900 Four years after the first shots were fired at Fort Sumter the Civil War ended with the Union’s Victory over the Confederacy. Though the war was over, there were still many problems that needed to be resolved in order to reunite the states as a nation. The time period in which steps were taken to rebuild the nation is known as reconstruction. Reconstruction lasted from 1865 until 1877. The

the effects of divorce on children and adolescents Essay...

The effects of Divorce on Children and adolescents Divorce or the parent separation is a major life change for the children and can lead to dreadful consequences. Divorce affects children and adolescents negatively, from different aspects resulting from the change in their family and the multiple stressors that they are facing. The Psychological, educational, emotional and social effects of divorce can be really devastating for both parent and children. Children and adolescents have different ways of dealing with divorce, which reveal their emotions and feelings towards their parent separation. Divorce has a negative effect on the psychological and emotional aspect. Children and†¦show more content†¦Fegan(1999) reports that Dealing with their friends as the same way before divorce is a rare, they tend to isolate themselves from people around them. Moreover their behavior within the class changes they turn to be more disobedient and also deal with their conflicts with people physically (by hitting them or throwing stuff at them†¦. etc.) . also their behavior around the people they live with change , they use inappropriate language and tend to be as stubborn as possible. The negative effect that divorce has on the social aspect regarding children and adolescents. Fegan(1999) reports that they have difficulties in socializing with their friends , parents and their relationship partners. The lack ack of trust is also a negative effect resulting from divorce which can lead to having hard time establishing an intimate relationship later on .O’Connell Corcoran (1997) reports that they feel abandoned and that their parents are not available to them any more which leads to the independent urgency. Moreover their social environment keeps on decreasing due to the fear of being left out and abandoned. They also tend to make their own decision as for challenging and competing with their parents. Patrick Fagan (1999) states â€Å"Poor social skills, characterized by aversive or coercive interaction styles, lead directly to rejection by normal peers† the fear of being left and theShow MoreRelatedThe Effects Of Divorce On Children And Adolescents1945 Words   |  8 PagesDefining the Issue Throughout this paper, the impact of divorce as it relates to delinquency among children and adolescents will be discussed at length. From the judicial perspective, divorce is the legal dissolving of a relationship, and the removal of one parent from another (Dhungana Sainju, 2016). Divorce not only effects the parents and the children, but has the ability to effect the criminal justice system as well (Dhungana Sainju, 2016). The high number of divorced familiesRead MoreThe Effects Of Divorce On Adolescent Development Essay1582 Words   |  7 Pagesof marriage by court called divorce. According to Pickhard (2009) many statistics suggest around 50% of first marriages divorce. Divorce can have tremendous impacting effects on those experiencing it. Not only does divorce effect parents, but it furthermore impacts adolescents as well. Adolescents may sometimes have a hard time dealing with the separation of their parents as they are going through crucial life changes as well. It is a key concern of the influence divorce has on adolescent’s developmentRead MoreLiterature Review On Divorce1010 Words   |  5 PagesREVIEW: Divorce is an event that can change the lives of all members involved. It is, most times, a series of negative events that eventually lead to the separation. Although it may be necessary in certain situations, separation can cause great stress and can impose harmful effects on chi ldren. As Aaron Brownlee stated in the Journal of Undergraduate Research, prior studies have shown that lack of cohesion and with no ability to express thoughts openly in the family contributed to negative effects ofRead MoreThe Effects Of Divorce On Child Development1194 Words   |  5 PagesThe Effects of Divorce on Child Development I met the love of my life in my financial accounting class. He was charming, and intelligent, and he carried himself well. Early into our relationship I realized underneath this assuring exterior, was a broken, unstable man. He had issues with trust, and he always took many health risks. He explained to me how hard it was for him to attach himself to people because he figured they would leave anyways. Nothing is forever. he seemed to believe. On topRead MoreThe Family Of A Family1373 Words   |  6 Pagesdevelop. The family culture is established by the parents and instilled in the children during their upbringing. A healthy family, is a family that follows a set of strong morals, stays loyal to one another, cooperates, and works together to avoid household differences. An environment where there is openness amongst family members is ideal because minds that are open are more liable to preventing any anger that their adolescents might express. If these challenges get the best of a family, it has the potentialRead MoreDivorce Has A Huge Impact On My Life1668 Words   |  7 Pagesto a divorce. Since I was extremely young, I cannot remember how it affected me. But once I got into grade school, I was in great knowledge that something was different. I then started to understand the affects my parents’ divorce had on me such as anger, resentment, feeling of loneliness, and prob-lems with communication. Now that I am a young adult, I still feel like I am being affected by those same problems except now I am able to control myself when I start to feel the symptoms. Divorce has hadRead MoreDivorce Argument Essay888 Words   |  4 PagesDivorce has progressively become a common procedure worldwide, affecting not only parents and their offspring, but also the communities that surround the family unit, and consequently presenting a terrifying threat for the affected child. Nonetheless, regardless of the conventionality of divorce, it persists to affect various aspects of childrens daily lives and rituals. Children and adolescents are consequently deprived of a customary and stable family upbringing and thus suffer the disadvantagesRead MoreDivorce : The Impact It Has On The Family1541 Words   |  7 PagesDivorce: The Impact It Has On the Family Introduction Marriage is a sacred communion between two people that vows to love each other until the end of time. No one gets married with the intent to divorce. Unfortunately, marriages are challenged with acts of infidelity, change in family incomes, and many other factors. These factors most likely lead to divorce. Divorce perpetually deteriorates the family and the relationship between children and parents. It can lead to negative effects of the familyRead MoreThe Effects of Unconventional Guardians on the Behavior of Adolescents900 Words   |  4 PagesThe Effects of Unconventional Guardians on the Behavior of Adolescents We live in a society in which the unconventional or non-traditional family has become more or less the social norm. More and more households are divided or consist of blended families, single parents, gay and lesbian couples, etc., and it can have a major effect on the behavior of youth of today. A predominant factor in all of this is the incidence of divorce. Two people get married too early and decide to have children, thenRead MoreEssay on Effects of Divorce on a Child1464 Words   |  6 PagesDivorce is a very common word in todays society. According to the American Heritage Dictionary, divorce is the legal dissolution of a marriage or a complete or radical severance of closely connected things(Pickett, 2000). This dissolution of marriage has increased very rapidly in the past fifty years. In 1950 the ratio of divorce to marriage was one in every four; in 1977 that statistic became one in two. Currently one in every two first marriages results in divorce. In second marriage s that

The Most Active Volcano Of The Philippines - 1179 Words

The Philippines is an area of many islands in various sizes that are grouped together to make the Philippines. It is located on The Ring of Fire which is an area where there are many volcanos and earthquakes. The most active volcano is The Mayon Volcano and is considered highly dangerous but so is another Mount Pintatubo erupted in 1991. The islands are mountainous, narrow coastal plains, and most are covered by rain forests. The Philippines has many rivers and lakes. Some rivers are Abra, Bicol, Chico, and Pampanga. Each island has its own set of important rivers. Laguna de Bay is the biggest lake in the Philippines. Lake Taal is known for being in a huge volcanic crater with an island in the middle that is also a volcano. The Philippines†¦show more content†¦A new study came out rating countries on water stress issues by the year 2040. The Philippines is at a 3 which is considered a high level for water shortage. The country is ranked 57 out of 167 mostly likely water stre ssed country. The area where the water shortage will be an issue is in the agriculture, where the Philippines economy relies on. Certain islands in the Philippines could experience more water shortage than others. Climate change is the reason why the water stress for the Philippines has gone from medium too high. The country climate takes effect from El Nino and La Nina. The past couple of years has been El Nino and the Philippines which has monsoon seasons is feeling the change in climate. If the El Nino continues for much longer with no relief could cause a drought in the Philippines. The loss of natural habitats and converting them into man made habitats is at a rating of about a 3. In 1992, there was about 482,00 ha of forest that remained and the amount has declined 55% since 1992. The rate on slowed down in 1994. ( http://www.worldwildlife.org/ecoregions/im0122) The two biggest forested areas are the montane forests in Northern Sierra Madres, and Northern Central Cordillera wi th these areas not accessible. The loss of wild foods such as fish and shrimp are becoming scarce is at a rate of 4. Since the Philippines is an island in the oceanShow MoreRelatedCauses Of Natural Disasters833 Words   |  4 PagesAmong many natural disasters in this world, there are three natural things that are responsible for natural disasters. These three are earthquakes, tsunamis, and volcanos. We humans call them Natural â€Å"Disasters† because they could destroy all of us or all our homes and important things we need to survive. Without humans, they would only be called natural events because they would not have anything to destroy. Starting with the earthquakes, they have the potential to cause harm and injury, cost lovedRead MoreEarth Science5934 Words   |  24 PagesWhile the movies have given most of us the vivid image of red-hot lava spewing out of the top of a towering volcano, they do not share the entire story of volcanoes Magma and Lava * So what exactly is a  volcano? Well, it can be defined as a vent in the earths crust through which lava, rock fragments, hot vapor and gases are ejected. In other words, a volcano is the earths way of letting off a little steam. * The super-heated particles that eject out of a volcano come from deep below theRead More The Philippines’ Geography769 Words   |  3 Pages The Philippines’ Geography Landscape The Philippines is located between 116 °40, and 126 ° 34 E. Longitude and 4 ° 40 and 21 ° 10 N. It is mostly made up of mountains, plateau and hills. Most mountains on islands are covered with tropical rainforest plants. Besides, there are a lot of live volcanoes, so earthquakes happen frequently in the Philippines. In total, there are 52 volcanoes in the Philippines. The Luzon Mayon, which located in the island of Mindanao, is the largest active volcanoRead MoreThe Most Active Area Of Our Plate Tectonics Essay1575 Words   |  7 PagesWhile tracking all of Earths major earthquakes and volcanos there became trends that developed. These trends allowed me to actually learn from our own Earth. The most active area of our plate tectonics was subduction zones. This type of plate boundary was the reason for the majority of the earthquakes documented over the semester. Most of these earthquakes were shallow, but at times had very deep focal points. Because of the old, cold pl ate being sub ducted I saw significantly more deep focus earthquakesRead MoreVolcano : A Natural Disaster1895 Words   |  8 PagesCharles Divo Granucci GEOL 112 5 November 2015 Volcano Paper The human population is rapidly increasing and we now find ourselves living is strange and sometimes dangerous areas on this planet. One of the biggest dangers humans can face is a natural disaster. We who live in California are aware of such dangers due to the high number of earthquakes produced in this area, but one of the most intense, destructive and some might say the most frightening of the natural disasters found on this planetRead MoreThe Controversy Of Yellowstone Supervolcano1506 Words   |  7 Pagesactivity of the volcano and magma chamber, when it’s predicted to erupt next, the kill radius and ash cloud devastation, and if there is anything we can do to stop, or even mitigate the effects of a massive super eruption. In most of the research I have done and completed, this supervolcano has a lot of controversy behind it. One of the things I have found is, people around the world , no matter how much evidence proves them wrong, believe this supervolcano is no longer active. I would like toRead Moreanalyse the factors that cause differences in the hazards posed by volcanoes around the world (40 marks)1347 Words   |  6 Pagesthat causes little damage, to a voilent and life threatening explosion. Most of the sixty-plus volcanoes that erupt each year are low risk, however a combination of factors can cause a volcano to be a serious hazard. The factors causing these variations will be explained in this essay. The first factor that must be considered is the viscosity of the magma. This can determine how powerful an eruption is and what shape the volcano eventually becomes. Viscosity can be affected by three main factorsRead MoreGeographic Information System1273 Words   |  6 Pagesvolcanoes. GIS use with volcanoes is broken down into a few categories. They are lava flow determination, land use, and municipal boundaries. Lava flow determination is self-explanatory. Lava flow mapping gives an idea to how the lava will flow once a volcano erupts. Although this is very accurate, it is not able to take in the account the change in geography due to the eruption. Land use mapping is knowing the topography of an area and determining what to do with it. These includes were to build specificRead MoreEssay about The Philippines1399 Words   |  6 Pages nbsp;nbsp;nbsp;nbsp;nbsp;The Philippines is bordered by the South China Sea and the Pacific Ocean. It has three major island groups which are the Luzon, the largest island and where the capital is located; Visayan, and Mindanao. Eleven islands make up 94 percent of the Philippine landmass, and two of these--Luzon and Mindanao--measure 105,000 and 95,000 square kilometers, respectively. They, together with the cluster of the Visayan Islands that separate them, represent the three principal regionsRead MoreThe Eruption of Mount Pinatubo - Case Study - Geography1999 Words   |  8 Pagesthe Philippines, 90 km northwest of the capital city Manila. It was also, by far, the largest eruption to affect a densely populated area. Mount Pinatubo, a stratovolcano, is part of a chain of volcanoes along the Luzon arc on the west coast (refer map). The arc of volcanoes is due to the subduction of the Manila trench to the west. The mountain has a very huge eruptive history. It was known to be thermally active and had been explored as possible geothermal energy resource by the Philippine National

Level 3 Awards In Assessing Competence In The Work Environment

Questions: Assignment 11. Explain the importance of involving the learners and others in the assessment process.2. Summarise types of information that should be available to learners and others involved in the assessment process3. Explain how peer and self-assessment can be used effectively to promote learner involvement and personal responsibility in the assessment of learning.4. Explain how assessment arrangements can be adapted to meet the needs of individual learners.Assignment 21. Explain how to judge whether evidence is:a) Sufficient b) Authentic c) Current2. Explain how to ensure that assessment decisions are:a) Made against specified criteria b) Validà ¢Ã¢â€š ¬Ã‚ ¨c) Reliableà ¢Ã¢â€š ¬Ã‚ ¨d) FairAssignment 31. Evaluate the importance of quality assurance in the assessment process2. Summarise quality assurance and standardised procedures in own area of practice3. Summarise the procedures to follow when there are disputes concerning assessment in own area of practice.Assignment 41. Expl ain the importance of following procedures for the management of information relating to assessment.2. Explain how feedback and questioning contribute to the assessment process.Assignment 51. Explain legal issues, policies and procedures relevant to assessment, including those for confidentiality, health, safety and welfare.2. Explain the contribution that technology can make to the assessment process.3. Evaluate requirements for quality and diversity, and where appropriate, bilingualism in relation to assessment.4. Explain the value of reflective practice and continuing professional development in the assessment process. Answers: Assignment 1 1. While doing an assessment, involving the learners is an important way of supporting them so that they can deal and take ownership of those things which they are learning, thinking, achieving and planning how to go ahead with them. The things which they are learning in these assessments they can apply in their work place and it will help them in growing individually too. This type of assessment will motivate them to do better in their work place this will be a great experience and help them in understanding the matters under the guidance of experts. The assessments will help the learners to reach their goals easily. These assessments help them to learn the way of delivering which they are learning and also in negotiating. The involvement of others in the assessment help the learners to work as a team with the peer groups, colleagues etc by sharing their feedbacks (Wandersman, Chien and Katz, 2012).2. The types of information are available to the learners are-a. Understanding the ro les and their responsibilities.b. Assessing the peer members.c. Working together with everyone in the organization.d. Sharing targets.e. Knowing about the risks and challenging them.f. Witnessing the assessment procedure.g. Receiving and giving feedbacks.h. The policies and procedures of the organization are available to them.i. The skills which the learners are learning can be applied and they can see the outcomes.3. Self assessment and peer assessment helps a learner a lot in their individual and professional growth. The learners can ask about the views of their peer members both formally and informally. The peer members help in boosting up the self confidence. When a assessment is done in a team and the feedback is taken from their peer group then they can easily assess them and can easily ask them where the learner need to improve in their skills (Lambert, and Lines, 2013).. Peer members helps in indentifying and achieving targets. While working in an organization what changes a learner need to make in their work can be easily accessed by their peer members and also by their leaders and they asks the learner what changes they should bring in their work. When a self assessment is done the learner himself can understand what changes need to be done with themselves. With the given time they tries to bring change in their work style and see the change that is giving better results in their work . (Tsimillis and Michael,2014)..4. Arrangements need to be done for the learners so that they can easily adapt with the arrangements like changing the time schedules, working in different shifts etc. By working at different timings the learners will get to know that at what timings and in which shift they are comfortable (Johnson, Miller and Boyle, A. 2013). Learners working under experts can increase their confidence level which will work as a positive factor for them and this will be benefitting in improving their work style and these changes will bring a positive cha nge within themselves and also in their work environment. The usage of qualified assessment with the organizational policies and procedures according to the organizational context helps the learners in negotiating and assessing (Kidney Cummings and Boehm 2014). Assignment 2 1. The evidence on the assessments which are being made are sufficient or not that decisions can be made by seen that the requirements which were needed were fulfilled or not and that can be done by reviewing those evidences that the given matters are enough or not . The work is sufficient or not can also be checked after checking the feedbacks after applying them on the learners. (Heacox,2012). The authenticity of those evidences can be checked by getting to know that those are done with 100% seriousness or not. While doing the work whether there was any manipulation done or not can be checked with the accurate facts and figures which is present with the concerned person. Authenticity of the work can be checked by not only checking the facts and figures but also by taking feedbacks from the peer members, colleagues, managers etc and checking them with the evidences of the assessments. After checking the authenticity then come the next stage that the evidences which are being used ar e of current scenario or not. The authenticity of the work can be 100% true but the references which have been taken should not be an old one. The evidences which have been used need to be current because people mainly relate their views with the current scenarios and they do not go with the old traditional views. As the organization is growing with the evidences of the present scenario so the facts and figures of the current generation maters a lot for the organization and also for their employees (Wandersman, Chien and Katz 2012). 2. The evidences and the references which are being used need to be related with the criteria which have been specified. The reference used in the process are valid or not can be checked when the assessment will be done with the learners. (Hall, Griffiths, Haslam and Wilkin, 2012). When the output of the assessment will be positive and will be going with the current scenario then it can be said that the assessment is valid. The validity of the assessment also matters when it is easily approachable by the learners and will be giving positive results to the organization. When the output will be a valid one then only it will be reliable and the learners can apply in their work life. The evidences which are used are reliable or not can be easily identified when they will be used with the current scenario and will be giving proper and appropriate results. The reliable assessments can be repeated in other assessments also if needed and like this the leanings can be transferred from one to another.The assessment which is applied by the learner is fair or not can be determined by seeing the result after doing the assessment. If the result is not fair then changes has to be done so that fair assessment can be done. The learners preparing their individual assessments and designing them helps both the organization and the individual to get authentic, reliable and fair facts. This helps the learners to achieve their own targets both personally and professionally. The decisions made for the assessments are fair or not can be decided by doing without any biasness and identifying them with the related criteria. If the criterias are met then it can be decided that the decision made is fair (Tomlinson, 2014). Assignment 3 1. The assurance of the quality that is being used is very important. The steps taken to measure the quality of these assessments can be done by observing the learners that the evidences they are using are giving proper results or not. If the evidences of these assessments are giving positive results then it can be understood that the level of these evidences are quiet high (Cook, and Polgar, 2014).. It can be checked in some other ways also like interviewing the candidate on whom this assessments are done and also examining the products with which the assessments are done. The standards of these evidences are also checked to see that these assessments which are being used are matching the standards of the organization or not. Awarding the organization by the external bodies and maintaining the laws and regulations helps the organizations to reach their goals. (Brookhart, Moss and Long, 2010). 2. The assurance of these assessment qualities which are being used and the standards can b e maintained by applying those assessments in the organization and also on the learners, who will be bringing change in the organization by using those assessments in their work structure(Ollin, and Tucker,2012). When the learners will be applying those evidences in their daily work life then it will be bringing a change in the learners work style and these will also bring a positive change for the organization (Fung and Yip, 2014).The learners who are bringing positive changes in their work style, in their working environment and also in the internal environment of the organization in a positive way then they can be rewarded by the organization for giving a positive contribution to the organization (Brown, , Bull and Pendlebury 2013). A feedback method can be implemented so that it can also be understood that the assessments which are being done are giving positive response or not (Leekitchwatana, Pimdee and Moto, 2013). 3. While conducting an assessment certain disputes can take p lace in the practice area and those can be solved by awarding the organization for the good work which has been done to take the organization in the next level (Beaven,2012). To avoid the disputes the experts have to make sure that they are covering the procedures both internally and externally so that it does not get influenced by any external being. The policies and the procedures all need to be documented and confidentially kept so that whenever there is any problem it can be solved. It has to be made sure that no disputes should take place due to discrimination. The results of the assessments procedures need to be transparent so that it is easily understandable and already a trail run has been done before applying it on the learner (Pershing, 2006). Assignment 4 1. The importance of the procedures which is being followed while managing the information during assessment is that whether the action plans which are being taken are accurately reflecting on the activities done in the organization or not. The assessments are being documented so that in the future whenever it is needed it can be referred. The assessments which are already completed are documented or not. When the assessments are being done then those procedures i.e. the methods taken to complete the assessments need to be recorded for future use. Feedbacks need to be taken after the completion of the assessments both in written and orally and those also need to be recorded. The assessments, polices and the procedures which are being used and making a huge impact for the betterment of the organization needs to be awarded (Ahmed, 2008).2. After conducting the assessment process the feedbacks are collected from the learners and then the decisions are made on the basis of those feedback s (Yu and Jin, 2014).The feedbacks are collected and thoroughly checked to see that whether the assessments applied are making good impacts on the learners and also on the organization or not. Whether the assessments are motivating the learners to do better in their work areas. While checking the feedbacks it is also seen that if there is any need of organizing further assessment programs or not. Feedbacks gives are result that whether there is any need to doing assessments on the individual learner or not. These feedbacks gives a overall view about the organization that in which areas of the organization there is any need of development and what more targets should the organization need to achieve (Baird, 2014). Assignment 5 1. From the organizations point of view the policies and the procedures are under the regulatory bodies which are including Ofqual, Ofsted and other awarding firms which are including the health and safety issues, diversity and equality issues etc. The policies, procedures and the legal issues related with the assessments checks that the standardization is maintained or not. Whether the sharing of good practices, views from the peer members , shadowing the works , cascading training, are all maintained by the organization or not. Whether the professional developments which are done continuously are being identified by the exterior influences in spite they are being mentioned internally (Stalmeijer et al., 2014).2. Contribution of the technologies while doing the assessments is maintained by selecting the suitable software which will be used for online and initial testing. Assessments are done on the audio visual reports, and feedbacks are taken on those though technology media only. Statistical data are easily obtained with the help of technologies. Information technology helps in distance learning and online exams are taken. The authenticities of these assessments are checked and it is known that the sources are reliable or not. The records are kept confidentially in the systems with backups so that if the data are tampered then it can be easily recovered. The data are kept safeguarded under high security so that they are not misplaced. The softwares are updated regularly to keep up with the new generation (Moodysson, 2008). 3. Within the legal framework evaluating the assessments on the basis of equality and diversification is done by applying the Equality Act in the organization. These act need to be applied in every organization so that the equality and the diversification is maintained. The work environment gets affected when the diversification and equality is not maintained. Conflicts within the peer group occurs which badly affects the organizational en vironment (Ollin and Tucker, 2012). Organization uses policies and procedures to maintain the balance and actions are taken if any person goes against the policies. Codes of practices are maintained which are related with this types of issues. In organizations people with different types of physical problems work together. It is seen that in an organization with the medically fit people many people with physical problems works with same speed and giving better results to the company in comparison to the normal people. The organizations need to find out the strengths of these disabled people (problem like- audio and visually disabled) and make them work and they will giving the organization outstanding results. But to get best results the organization has to compromise with them in certain sectors like flexible timings, providing additional facilities whenever needed. Encouraging them by giving them awards and rewards so that they can work better (Dubuisson-Quellier, 2013). 4. Reflec tive practices for continuous professional development need to become a habit. Using of tools like describing, revising and analyzing need to be done while doing the self -assessment. For reaching the goals the individual need to do the SWOT analysis so that by himself only he will get to understand his positive and negative aspects (Martin, 2007).Other than individual view about himself he can also take feedbacks from his colleagues, other learners, managers, peer members etc who will be giving their views so that the individual can change his weakness into his strengths. By doing the analysis by himself also taking views from others and also the organizational reports helps the individual to predict his skills and knowledge. Based on the analysis from the expertise the individual can boost his self confidence, monitoring his knowledge and can do the modifications wherever needed. This analysis helps the individual to grow his skills, knowledge and self confidence which will benefi t both the individual and the organization (Whitty, 2013). References Ahmed, N. (2008). Emerging systems of educational quality assessment in developing countries Quality Assurance in Education, 16(2)Baird, J. (2014). Teachers views on assessment practices Assessment in Education: Principles, Policy Practice, 21(4), pp.361-364.Brookhart, S., Moss, C. and Long, B (2010) Teacher inquiry into formative assessment practices in remedial reading classrooms. Assessment in Education: Principles, Policy Practice, 17(1), pp.41-58.Dubuisson-Quellier, S. (2013) A Market Mediation Strategy: How Social Movements Seek to Change Firms' Practices by Promoting New Principles of Product Valuation. Organization Studies, 34(5-6), pp.683-703Fung, D. and Yip, V. (2014) The effects of the medium of instruction in certificate-level physics on achievement and motivation to learn. J Res Sci Teach, 51(10), pp.1219-1245Martin, D. (2007). Principles and Practices of Case Management in Rehabilitation Counseling Springfield: Charles C Thomas Publisher, LTD.Moodysson, J. (2008). Pri nciples and Practices of Knowledge Creation: On the Organization of Buzz and Pipelines in Life Science Communities. Economic Geography, 84(4), pp.449-469Ollin, R. and Tucker, J. (2012) The vocational assessor handbook London: Kogan Page.Pershing, J. (2006). Handbook of human performance technology San Francisco, CA: Pfeiffer.Stalmeijer, R., Whittingham, J., de Grave, W and Dolmans, D (2014) Strengthening internal quality assurance processes: facilitating student evaluation committees to contribute Assessment Evaluation in Higher Education, pp.1-14Wandersman, A., Chien, V. H., and Katz, J. (2012) toward an evidence-based system for innovation support for implementing innovations with quality: tools, training, technical assistance, and quality assurance/quality improvement.American journal of community psychology, 50(3-4), 445-459.Tsimillis, K. C., and Michael, S. (2014). Quality management and quality assurance in medical laboratories Laboratory management information systems: curre nt requirements and future perspectives, IGI Global, 136-153.Kidney, G., Cummings, L., and Boehm, A. (2014) Toward a quality assurance approach to e-learning coursesWandersman, A., Chien, V. H., and Katz, J (2012) Toward An Evidence-Based System for Innovation Support (Tools, Training, Technical Assistance, Quality Improvement/Quality Assurance) for Implementing Innovations with Quality to Achieve Desired Outcomes American Journal of Community Psychology, 50, 445-459Tomlinson, C. A. (2014). Differentiated classroom: Responding to the needs of all learners. Ascd.Hall, D., Griffiths, D., Haslam, L., and Wilkin, Y. (2012) Assessing the needs of bilingual pupils: Living in two languages. Routledge.Heacox, D. (2012). Differentiating Instruction in the Regular Classroom: How to Reach and Teach All Learners (Updated Anniversary Edition). Free Spirit PublishingCook, A. M., and Polgar, J. M. (2014). Assistive technologies: Principles and practice. Elsevier Health SciencesLambert, D., and Lin es, D (2013) Understanding assessment: Purposes, perceptions, practice. Routledge.Johnson, S., Johnson, R., Miller, L. and Boyle, A (2013) Reliability of Vocational Assessment: An evaluation of level 3 electro-technical qualificationsOllin, R. and Tucker, J. (2012) The Vocational Assessor Handbook: Including a Guide to the QCF Units for Assessment and Internal Quality Assurance (IQA). Kogan Page Publishers.Beaven, D. F (2012) U.S Patent No. 8,095,413 Washington, DC: U.S. Patent and Trademark Office.Liang, D., Pedrycz, W., Liu, D., and Hu, P. (2015). Three-way Decisions Based on Decision-theoretic Rough Sets Under Linguistic Assessment with The Aid of Group Decision Making. Applied Soft ComputingLiang, D., Pedrycz, W., Liu, D., and Hu, P. (2015). Three-way Decisions Based on Decision-theoretic Rough Sets Under Linguistic Assessment with The Aid of Group Decision Making. Applied Soft ComputingClemen, R., and Reilly, T (2013) Making hard decisions with Decision Tools engage LearningGui on, R. M. (2011). Assessment, measurement, and prediction for personnel decisions Taylor and FrancisTherivel, R., and Paridario, M. R (2013) The practice of strategic environmental assessment. RoutledgeBoud, D. (2013). Enhancing learning through self-assessment RoutledgeRace, P (2014) The lecturer's toolkit: a practical guide to assessment, learning and teaching. Routledge.Falchikov, N. (2013). Improving assessment through student involvement: Practical solutions for aiding learning in higher and further education. Routledge.

Bullying in the workplace free essay sample

Separates bullying from harassment and will provide some high level tactics that a Human Resources Manager (HRM) may engage to strategically minimise bullying. The essay does not cover the drivers of bullies, why bullying may take place, the effects of bullying nor does it seek to provide a detailed checklist to refer to when bullying is encountered. As prescribed by the Health and Safety in Employment Act (1992), every person in the workplace has a responsibility to create and maintain a safe and secure work environment. Often, the ownership of health and safety is part of the Human Resources (HR) portfolio. Having been ‘delegated’ such responsibility, the HRM must develop their competency to ensure that the organisation has effective structures, culture, policies and programmes to ensure legal compliance thereby enhancing the health, safety, well-being and support of employees. The HR function must also create an environment that ensures managers monitor compliance with safety practises and procedures in the organisation (Rudman, 2007). We will write a custom essay sample on Bullying in the workplace or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A competent HRM recognises that stress is a workplace hazard. It is interesting to note that in the Health and Safety in Employment Act (1992) the word ‘stress’ appears just three times, ‘harm’ 121 times and the word ‘bullying’ does not even feature. Much research has gone into establishing the link between bullying contributing to work-related stress though this essay does not investigate that link. Compellingly, bullying is recognised as a significant workplace hazard in New Zealand (Bentley et al, 2009) which affects employee health and, also importantly, business productivity. While the costs of bullying in New Zealand are unknown, in Australia bullying has been estimated to cost the economy at least $4 billion per annum (Bentley 2013). 114. 350 3 The singular expressions of ‘bullying’ and ‘harassment’ are frequently used interchangeably and can be mistaken to be synonymous. Both expressions are often linked inextricably together, for example in a Bullying and Harassment Policy. Bullying and harassment both involve behaviours which, among other things can harm, intimidate, threaten, victimise, undermine, offend, degradeor humiliate. The University of Sussex delineates the two expressions well: Harassment is linked to Human Rights legislation, specifically the Human Rights Act 1993. Therefore harassment tends to focus on discriminatory aspects such as gender, race, ethnic background, colour, religion, sexual orientation or disability. Harassment may be a single incident or a series of incidents. Bullying is repeated inappropriate b ehaviour, directly or indirectly, by one or more persons that could be reasonably regarded as undermining an individual’s right to dignity. It is not explicitly covered in legislation as illegal though this of course does not make it condonable. Workplace bullying can take a number of forms and none are mutually exclusive. It may be verbal, for example name calling, insults, teasing or verbal abuse. It may be physical such as touching, pushing, hitting, (Richards and Freeman, 2010), or damaging property. The possibility of violence, whether it is oral, visual, written or physical is considered a hazard and therefore should be managed accordingly. The rise of drugs, particularly amphetamine and ‘legal highs,’ can make for potentially volatile situations in the workplace. Violence is at the extreme end of the bullying spectrum and if the assault is with a weapon or creates serious harm to someone this is regarded as criminal behaviour (Sullivan, 2000). Best practice is for any Bullying Policy to include such possibilities so that they are preferably avoided or dealt with effectively if they do occur. Ideally the organisation would have a robust Drug and Alcohol Policy to support and be congruent with the Bullying Policy. 114. 350 4 Bullying may also be covert and this is typically more difficult to distinguish. Covert bullying may include lying and spreading rumours, negative facial or physical gestures, playing jokes to humiliate or embarrass, mimicking, and encouraging others to socially exclude someone. HRM Online (March 2014), a dedicated HR website, reported that in Perth, the Melville City Council are introducing a code of conduct to prohibit negative body language such as shrugging or rolling one’s eyes. While these behaviours may be linked to bullying; the behaviours on their own would unlikely be enough to issue a warning on. Comparatively, WorkSafe New Zealand ‘Preventing and responding to workplace bullying’ (2014, p7) has a comprehensive list of covert bullying behaviours. The final type of bullying to be reviewed is likely to present a considerable challenge for HRM given rapidly advancing technology. Cyber-bullying is either overt or covert behaviours or actions using digital technologies. Examples include harassment via a mobile phone, setting up a defamatory website or intentionally excluding someone from social networking platforms. Cyber-bullying can happen at any time, can be in public or in private, and sometimes is only known to the victim and the person bullying. Instant messaging, texting, social network sites have all played a part in the increase of victims as they provide another medium for bullies to target the victim rather than just face to face (Privitera and Campbell, 2009). Martin Cocker, Executive Director of NetSafe, an independent non-profit organisation promoting confident, safe, and responsible use of online technologies says online bullying is getting worse. People are seeing that you can sustain an online attack against somebody without a response. Theres no clear action taken against [cyber-bullies], so its encouraging them to see that as the vector to release their frustrations. (Bay of Plenty Times, March 05, 2014). The interconnectedness of the workplace and, by extension employees, adds another dimension to managing bullying. For example, an employee may bring their personal smart-phone into the workplace, use it in their personal time and make derogatory comments to a colleague about another employee. Any Internet, Email 114. 350 5 or Mobile Device Policy is unlikely to cover such a scenario in a proactive manner; rather the existing policy will be updated after the event. Arguably this is too late for the victim and the workplace has failed in its responsibility to provide a safe and secure environment. Adding to this, globalisation creating an exposure to different cultures is a potential risk and any multinational company ought to have localised policies to deal with bullying effectively. The New Zealand Government is proposing legislation to criminalise cyber-bullying behaviour with the Harmful Digital Communications Bill. While not specifically designed for workplace bullying, the purpose of the Bill is to make it easier for authorities to deal with cyber-bullies. The legislation will make it an offence to send or post harmful messages (punishable by a $2000 fine or three months jail) and create a specialised enforcement agency to deal with cyber-bullying complaints. For bullying to be deemed as workplace bullying it must be at the place of work and/or in the course of employment. Largely because of advancing technologies and the ability of employees to engage in flexible work arrangements, this is a rapidly changing field and adds another layer of complexity for the HRM. ‘Course of employment’ includes situations such as remote working, travelling for work-related purposes, off-site work meetings or occasions like team building events or supplier functions. Any policy or procedure that the workplace has needs to be adapted and reflect these changing conditions. As mentioned previously, best practice demands that these policies are proactive and communicated before any situation occurs. Data from Statistics New Zealand supports Bentley’s (2009) finding that bullying is recognised as a significant workplace hazard. The December Quarter 2012 Survey of Working Life Report found that 11. 3 percent of 1844 respondents had experienced discrimination, harassment, or bullying at work in the previous 12 months. This is up from the previous survey of 1743 respondents in the March Quarter 2008 reporting 114. 350 6 that 9. 8 percent of respondents had experienced the same in the previous 12 months. Intriguingly, the 2008 survey details that females were more likely to report the experience than males (12.6 percent of females compared with 7. 4 percent of males). This presents a strategic opportunity for HRM to plan for and create an environment to encourage male employees to be more forthcoming regarding bullying. The rise from 9. 8 to 11. 3 percent across two surveys is cause for alarm though cannot yet be presented as a trend. The survey is designed to run every three years and the 2015 survey results will be telling. We now have an understanding that bullying is a repetition of destructive targeted behaviours but is not considered criminal behaviour (Sullivan, 2000). Notably, a one-off incident is not defined as bullying (Wiedmer, 2011). Bullying is not a single episode of rejection, dislike or a mutual argument or disagreement. Performance management or a performance improvement plan by a manager for the employee is not considered as bullying though the employee may deem it so and wish to raise the matter with HR. This is sufficient reason for HR be involved in the formulation, implementation and monitoring of any such plans. Reputational impact is important (Bentley, 2013) as the organisation too can be considered a bully. Countdown, for example is the focus of a current Commerce Commission investigation for alleged bullying of suppliers. The NZ Wheel Clamp Company was also accused of bullying behaviour after clamping and charging people $100 for parking for under two minutes in a car park. The NZ Herald on 13 March 2014 reported that they have gone into liquidation. Within the community there is unlikely to be any concern, though working for such a company is unlikely to be satisfying and would give rise to major challenges to a HRM in regards to culture. Conversely, there are ways where a company can strategically and publicly signify its zero tolerance to bullying other than a declaration of such on the corporate website. One action is to embrace Pink Shirt Day as supported by the Mental Health Foundation. Pink Shirt Day is a national campaign aimed to raise awareness about 114. 350 7 the power to prevent bullying and aims to reduce bullying by celebrating diversity and promoting the development of positive relationships. Having a clear concise Bullying Policy is vital as it sets the tone for how the company deals with the issue. The Policy needs to set out what employees and the employer are responsible for, and how to behave. Atkins (2010) states that a HRM could consider adding in real life examples (with the identifying details removed) into the policy order to make it more ‘real’. The company code of conduct should be linked to the Bullying Policy as should the individual or collective employment agreement and the company values. These will directly influence the company culture and environment particularly if the code of conduct makes it obvious what is acceptable and what is not (Adams and Crawford, 2000). The Bullying Policy must be up to date, be reviewed regularly and the company must take responsibility for enforcement of the policy. It integral that managers follow the procedures and processes set out in the HR manual when dealing with a sensitive situation as bullying (Needham, 2003). The most effective policies are often drafted in consultation with staff as this increases the sense of ownership. Employees have to read, understand and sign compliance to the policy which ideally includes an overview of bullying incorporating a non-exhaustive list of desired and undesirable behaviours. Tactically this makes it easier for a HRM to deal with bullying and any potential dismissal as the policy is now a tool. Training the organisation’s leaders in bullying awareness is critical; they must know what it looks like and what to do about it. Prevention is better than cure and the selection process can often avert the issue by hiring the right person. Interviews and screening need to get to the core of the prospective employee; what are their values? This is important as values drive emotions, emotions drive behaviour and behaviour influences the workplace. From 114. 350 8 this perspective the recruitment, selection and induction processes strongly influence workplace culture. In conclusion, employers are obligated to create a safe and secure working environment for their employees, and take all practicable steps to manage hazards and avoid exposing employees to unnecessary risk of physical injury or psychological harm. Additionally, the Health and Safety Reform Bill aims to increase the personal liability of managers and directors for breaches. While the Ministry of Business, Innovation and Employment (August 2009) states that it can sometimes be difficult to distinguish workplace bullying from a mere personality clash, bullying is recognised as a human rights issue and is a problem for everyone. Awareness of workplace bullying appears to be emerging (Bentley, 2013) and it is in everyone’s best interest to do as much as they can to support a colleague before bullying becomes entrenched in the organisation (Richards Freeman, 2010). HR adds value to the business by recruiting, motivating and retaining talent and building capacity for tomorrow’s goals. The HR function is to plan, organise and advise on how to get the best out of people to deliver business results. Having people agitated by bullying detracts from this aim and therefore reduces the value HR creates. As Needham asserted, courage from those in leadership positions is crucial in creating a bully-free organisation. Bullying in the Workplace free essay sample Bullying in the Workplace Introduction For this paper I will be discussing work place bullying. I will address what work place bullying is, why people bully, the effects bullying has on the individual as well as the organization, what you can do if you are being bullied, as well as offer suggestions for organizations to become bully free. What is Workplace Bullying? Workplace bullying involves unwelcome behaviors that can cause emotional harm or make a person feel isolated in their workplace. Workplace bullying might also involve unwanted physical contact as well. These behaviors are considered bullying when they make up a pattern of behavior in which the bully intends to threaten, insult, shame or demean a specific individual or group of people. Bullying can also be described as the use of aggression in order to control or hurt another person. According to the Canadian Center for Health and Occupational Safety (2005), examples of bullying can include: †¢ spreading rumors, gossip, or innuendo rejecting someone or isolating someone from other workers †¢ withholding necessary information or purposefully giving the wrong information †¢ making offensive jokes or sexually inappropriate jokes †¢ tampering with personal belongings or work equipment. We will write a custom essay sample on Bullying in the Workplace or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page †¢ intimidation, criticizing or threatening a person consistently over time According to a study conducted by Careerbuilder, bullying affects the life of 27% of American adults. The most harsh forms can lead to a number of stress-related health complications that include high blood pressure, immune system diseases, depression, and post-traumatic stress disorder. Being bullied at work can disrupt a persons productivity at work and can derail a person’s career. Careerbuilder (2011) surveyed more than 5,000 workers and found that about 15% of their sample reported feeling bullied by one of their supervisors, and 12% believed they had been bullied by someone they worked with. Another seven percent identified their bully as someone in the organization than their immediate boss. Surprisingly, seven percent said they had been bullied by a customer. These statistics mean that about 41% of employees had been bullied by someone while at work. Why do people bully? The reasons people bully others are similar to causes of bullying at school. These reasons include things such as personality, experience in early childhood, underdeveloped communication skills, and intolerant believes about ethnic or other minority groups (Einarsen, Hoel, Zapf, Cooper, 2003). Although some of the research on workplace bullying finds that males and females are equally likely to bully, some other studies find that women are not reported as bullies as often as men are (Rayner, Hoel, Cooper, 2002). Studies on bullies have shown that these individuals have strong sociopathic tendencies, which ascertain their targets with persistent intent and employ in ‘serial bullying’ (Zapf, Einarsen, Hoel, Vartia, 2003). There is also evidence that the victims of office bullies have personality differences between those who get bullied and those who do not. Studies suggest that victims of bullying are less independent, less extraverted, less emotionally stable and more concerned about their job (Coyne, Seigne, Randall, 2000). Personality traits may contribute to workplace bullying, however studies have shown that there are strong links between bullying and the workplace environment (Salin, 2003). Research has shown that high occurrences of bullying are often linked to highly stressful and unpredictable work environments as well as those that are overworked. Peyton (2003) also highlights the importance of workplace influences and describes the type of organizational culture that promotes bullying as: †¢ a fiercely competitive environment †¢ a major change in the organization †¢ a climate of uncertainty †¢ a strong autocratic of management an authoritarian organizational structure †¢ low levels of staff contribution or discussion †¢ disproportionate workloads †¢ a lack of procedures to keep bullying from occurring According to Peyton (2003), most people are capable of becoming an office bully and may display those behaviors in arenas when they become intolerant and aggrava ted by the actions of others. Accidental or unintentional bullying may occur when individuals are facing excessive organizational metrics. These individuals’ response may be to micro-managing and be over-controlling in their behavior towards others in an attempt to meet organizational goals. Heightened anxiety and uncertainty about job security can occur from downsizing, restructuring and organizational change that can increase the amount of work a person is responsible for, increased ambiguity in role, and heightened anxiety. Consequently, people may become more concerned about their own job status, causing them to become jealous about others work assignments or overly harsh in their criticism about the work of others. Additionally Peyton (2003) says bullying is partly caused by the strong individualism inherent to Western culture and its organizations that are driven by winner-take-all competition among employees. Salin (2003) likewise asserts that promoting an autocratic style of management in organizations can openly or covertly encourage bullying. Research by Hoel and Cooper (2000) found a significant and strong correlation between an autocratic managed environment and the occurrence of bullying. Organizations with rigid, top-down structures that stress positional power and autocratic leadership, can directly or indirectly reward some forms of bullying by either rewarding the bullies for high performance of their employees, or by preventing bullied members from challenging the authority of the supervisors. The Effects of Bullying on Workers and the Workplace Workplace bullying is a form of emotional sadism. The targeted employee begins to feel belittled and powerless, especially if employers do not have operational policies in place to deal with these situations. Bullied employees may experience greater and greater frustration and anxiety. They may start to suppress rage. Or they may begin to avoid the workplace as much as possible (Canadian Center for Occupational Health and Safety, 2005). Some possible symptoms of being bullied are headaches, nausea, and lack of sleep (Canadian Center for Occupational Health and Safety, 2005; Zapf et al. 2003). The target’s ability to concentrate or be productive at work properly may become an issue. There have been advanced cases of bullying, where employees needed to be placed on short-term or long-term disability leave. Not only is the targeted employee affected, the workplace as whole can suffer (Zapf et al. , 2003). The company my experie nce increased absenteeism, reduced morale and productivity, increased risk of accidents, and greater employee turnover can result if the company does not intervene. How Workers can Handle Bullying There are some tips for employees that are the targets of bullying at work (Peyton, 2003). It is suggested that those who are being bullied should keep a detailed written account of every time it occurs. The log should include specific information like who, where, when and how the bullying occurred. By doing this, it will demonstrate that these are not isolated incidents and that this harassment has been ongoing. These details help people report bullying in an objective way making it harder to question the seriousness or the accuracy of the report. If a person is just going by memory, it could be easy to make a mistake about a detail that is proven incorrect making the entire report look false or made-up. It is important to report the bullying to an immediate supervisor. If a supervisor is the bully, report the bullying to the supervisor’s boss. Another suggestion is to avoid the bully when possible. You may want to sit away from the bully in the meetings and eat your lunch at a different time and place. This may help the target to be bullied less if the opportunity doesn’t present itself. When avoiding the bully is not possible, do what you can to walk with a friend to meetings, lunch and other workplace settings. You are less likely to be bullied when you are with someone else. Bullies target those they think are weaker than themselves, so walk confidently, with your head up, to convey self-confidence. If the bully thinks you are equals, she or he is less likely to target you. Ways the Workplace Can Reduce/Prevent Bullying Because an organization cannot always look over the shoulder of every employee at all times, it is probably impossible to eliminate workplace bullying totally. However, there are several things that the experts suggest might help create conditions that reduce the prevalence of bullying in organizations. 1. Promote a supportive culture, and promote open communication with both peers and leaders. Research by Law, Dollard, Tuckey, and Dormann (2011) found that a work climate in which managers show concern for the health and safety of employees reduces the incidence of bullying. 2. Companies need to develop specific, zero-tolerance anti-bullying policies increasing awareness of appropriate work behavior. The content of the policy is very important. It should cover the definition of what bullying is, who bullying should be reported to, explain procedures for investigating complaints, as well as a statement of consequences of not complying your company’s standards. Include staff from all areas of your company to help design your policy, and increase awareness and acceptance of it throughout the organization. Law et al. (2011) found that bullying is reduced when employees have a role in designing and implementing anti-bullying policies and procedures. The policy will not only be for the potential victim of workplace bullying, but are also for managers, to give them the appropriate cause of action about how to deal with bullying. 3. The company should include training sessions with managers on how to identify and deal with bullying behavior. 4. Companies need to create a sense of trust and collaboration among employees. Having some kind of conflict mediation or conflict resolution procedure for employees is one of the keys to developing this climate. Reducing conflict and employees’ believing that everyone is treated fairly helps reduce bullying (Salin, 2003). 5. Bullying in organizations may start with poorly trained leaders, so leadership training in ethics and assertive instead of authoritarian style can help a lot. According to Hague, Skogstad, Einarsen (2007), workplace bullying is linked to the management style of high-level managers. Submissive, distant, and indifferent senior managers lead to increased reports of bullying in the workplace. In contrast, employees who see their managers to be more ethical tend to report less bullying. Conclusion In conclusion, workplace bullying is increasingly recognized as a threat to the well-being of employees and management, and to the profitability of the organization as a whole. The identification the problem of workplace bullying is now motivating workers and organizations to find solutions to this problem. These changes include increasing awareness of bullying in both supervisors and their supervisees.