Workplace Bullying: Literature Review

Workplace Bullying: Literature Review Workplace Bullying Table of Contents Introduction: Aim of This Study: Background for this Study: The Research Problem 1. Defining the effects of bullying 2. Sensitivity of the subject 3. Categories of bullying behaviour Methodology Literature Review: Does Workplace Violence Encompass Physical as well as Emotional Violence? How Bullied Persons Are Seen: What is a Bully Like? What Does Bullying Do to An Organization? Bullying and Workplace Violence: Fundamental Features and Categories of Bullying: Features of bullies: Types of Bullying: Bullying at Schools: Bullying at Workplaces: Cyberspace: Effects of bullying: Analysis: Negative Behaviors: Nature of Bullying: Causes of Bullying: Workplace Environments: Personality of an Individual in Relation to his or her Workplace: Bullying Negates Productivity at the Workplace: Can A Manager Be A Bully? Dictatorial Management Cannot Achieve the Best Results: Survey Results: Conclusion: References: Appendix: People in this modern world have generally become more aware of their surroundings and the ways that they should be treated. They are generally more aware of their self-esteem and their value in society than they were in the past. One reason for this may be because in recent decades there has been more emphasis on things like human rights and equality of all individuals. With particular emphasis on working conditions, people are generally aware of how they should be treated and what sorts of conditions they should be allowed to work in. From a general viewpoint, one may think that this only refers to working conditions such as the physical environment that should not have any hazards in it. The reason for this thought is due to the fact that there have been several cases in the past in which employees were given hazardous conditions to work under. In contrast to this, people are more aware of these past problems, and probably would not hesitate to object to any hazards in workplaces today. In contrast to having asserted the awareness that people might have regarding workplaces hazards, there are several individuals who may not realize that they are still facing workplace problems and end up not objecting to problems around them. Also, some individuals who are aware may not be able to oppose these forces, and thus, are compelled to work under these conditions. Some working conditions may not necessarily be hazardous in the conventional sense, but they may be considered as inappropriate for employees if they suffer stress because of them. One particular type of workplace hazard is known as ‘bullying’, and may be carried out by superiors as well as colleagues[1]. Statistics reflect more than 2 million people at work feeling bullied (Andrea Adams Trust 2005). One in four people say that they have been bullied at least once in the past 5 years. With these statistics, it is further said that workplace bullying results in a loss of 18.9 million working days and à ‚ £4 billion[2]. This is because those being bullied tend to be absent from work more often. In addition to loss experienced in industries in terms of days and revenue, there is evidence of high levels of stress in individuals being bullied. Yet, it is not easy to evaluate workplace bullying, and this is because of the difficulty in precisely defining what workplace bullying is. There are several definitions of ‘bullying’, but none are agreed on. However, some of these are interesting and do help to gain significant insight to the problem. According to Stale Einarsen (1999), it is suggested that †¦Ã¢â‚¬Å"bullying occurs when someone at work is systematically subjected to aggressive behaviour from one or more colleagues or superiors over a long period of time, in a situation where the targets finds it difficult to defend himself or herself or to escape the situation†¦Ã¢â‚¬ [3] According to the above definition, bullying might be described as a process through which individuals feel intimidated by someone who uses their strength and power to hurt and frighten them. The presence of this person makes them feel vulnerable and uncomfortable to the extent that it stresses or de-motivates people at their work. In other words, it is a systematic approach through which an individual corners another, and there is no escape unless one escapes the system. Recent research in the UK conducted in the form of surveys and UK cases have highlighted the importance of exposing ‘bullying’. This is because there is significant evidence to prove that it causes anxiety that leads people to suffer physical and mental distress. These are believed to be direct results of bullying in the workplace. It is estimated that in the UK, six million working days are lost annually due to stress caused by bullying, job insecurity, shift work and long hours[4]. According to Cary Cooper (2000), people that reported being bullied had the poorest health, the lowest work motivation, the highest absenteeism figures as well as the lowest productivity compared with those who were not bullied. In addition to this, based on research in Sweden, Heinz Leyman (1993,1996) firstly introduced the concept of mobbing (bullying) as a relentless form of harassment in organisations. Theoretically, it could be asserted that bullying is an extreme type of social stressor at work that works in a system. It may be then said that bullying is a long lasting harassment, systematically aimed at a target person.[5] Having acknowledged the tremendous loss that bullying causes an industry, the UK Government believes that employees should have the rights to work in an environment without being bullied and harassed. In order to combat bullying in the workplace, the UK legal framework gives employees the rights, which protect them from any form of unreasonable treatment wit hin the work place. Keeping the above statistics in mind, this project is concerned with the effects of bullying in workplaces on individuals. It will also explore the nature and causes of bullying at work. Most studies regard bullying as a unified phenomenon, in spite of the fact that different kinds of behaviours are involved.[6] It may be asserted here that these behaviours make individuals feel intimidated and occur in different situations and cross gender, age, and race of individuals. The intimidation and anxiety caused by bullying creates stress and stress related illnesses. The aims of the proposed study are outlined below: What type of negative behaviours that makes individuals feel bullied at their workplace? Explore the nature and causes of workplace bullying. Examine the effects of bullying on individuals. According to Andrea Adams in â€Å"Bullying at work† published in 1992 bullying at work is like â€Å"a malignant cancer and the disturbing manifestations of adult bullying†Ã¢â‚¬ ¦ (Adams et al 2000, p.9) Andrea Adams, broadcaster and journalist, was the first person to recognise the significance of workplace bullying, and her book â€Å"Bullying at Work†, remains a landmark in this field. Adams suggests that bullying occurs when â€Å"professional abrasiveness becomes tainted with an element of personal vindictiveness† (Adams et al 2000, p32). Bullying is a sustained form of psychological abuse and often radiates from a senior person taking what they feel is strong management. However, bullying may not always come from a senior person in the workplace. It is thought that individuals may be singled out by a number of colleagues for various reasons. Debrah Lee (1998), who has been researching workplace bullying, argues the emergence of workplace bullying as being a problem or whether it should be considered to be an interpretation for an existing problem. She demonstrates that workplace bullying is an interpretation for a range of unfair work practices. She identifies workplace bullying as: †¦Ã¢â‚¬ Persistent, offensive, abusive, intimidating, malicious or insulting behaviours, abuse of power or unfair penal sanctions which makes the recipient feel upset, threatened or humiliated or vulnerable, which undermines their self confidence and which may cause them to suffer stress†¦taking credits for another persons idea, ignoring or excluding an individual by talking only to a third party to isolate another, spreading malicious rumours, persistent criticisms†¦[7]. Therefore, it could be said that bullying encompasses various kinds of negative behaviors. There have been a range of debates around the nature and causes of workplace bullying. Stale Einarsen (1999) suggests that bullying may be used in a joking manner describing good natured horseplay or refer to minor events of aggressive behaviour that tend to be easily accepted and tolerated. In this scientific study, the concept refers to rather specific phenomenon where hostile or aggressive behaviour, whether physical or non-physical, are factors of stigmatisation and victimisation of the recipient.[8] However, Dieter Zapf (1999) categorises five different types of bullying behaviour. They are: Work related bullying which may include changing your work tasks or making them difficult to perform; social isolation personal attacks on your private life by ridicule, insulting remarks, gossip or the like; verbal threats of such violence Physical violence or threats of such violence. (Adopted for use quoted in Zapf 1999; source Stale Einarsen 1999) Zapf (1999) argues theoretically that bullying is an extreme type of social stressor at work. It is a long lasting escalating practice aimed at a target person. There is inadequate research and it is difficult to prove the causes and effect of bullying. It emerges that multiple causes of bullying have to be taken into consideration, and that bullying can be caused for various reasons. 1. Defining the effects of bullying One of the main problems of finding out the effects of bullying is â€Å"stress†. Estimates of the cost of stress and stress related illnesses range from  £5 billion (TUC) to  £7 billion (IPD) to  £12 billion (CBI) each year. Stress can be caused from a variety of reasons. (www.bullyonline.co.uk) (11/11/05) Christine Hudson (2001) defines stress as: †¦Ã¢â‚¬ literally a pressure of force exerted on an object. The emotional state that occurs when an individual believes that they do not have the resources to deal with a situation or series of events†Ã¢â‚¬ ¦ (Hodson 2001, p: 144). Beehr Franz (1987) suggest that â€Å"stress† has commonly been defined in three ways: as an environmental stimulus often described as a force applied to the individual, as an individual’s psychological or physical response to such an environmental force (Warr 2002, ch: 8 p: 204). If the cause of stress could actually be pinpointed to an individual’s workplace, it would be convenient to study how s/he may have been bullied. 2. Sensitivity of the subject Bullying is a sensitive topic and people may be in denial or embarrassed because of the fact that they are being bullied. Not everyone will admit that they have a problem and some may not be aware that they are being bullied. Hence, it is a very sensitive area. Precautions must be taken when research is carried out. 3. Categories of bullying behaviour Different theorists have different perceptions of categories of bullying behaviours. Also, individuals have different perceptions of defining what negative behaviour is. The literature review and analysis will help to reveal what authors have to say about different categories of bullying. The method selected for this research paper consists of a quantitative as well as a qualitative approach. Both approaches will help to collect as much data as possible. Qualitative data will be obtained though pertinent journals, books, studies, magazines and newspapers, all presented in a literature review that will be analysed. Quantitative data will be obtained through a survey consisting of 50 participants. A range of questions will be presented to them, and the accumulative answers to these questions will be analysed. In addition to this, the quantitative data will be discussed with regard to the literature review as well. This quantitative method has been selected because a questionnaire will provide the opportunity to seek answers to questions in a larger quantity. Advantages: Questions are designed so that answers from the individuals’ interviews can be added together to produce results, which apply to the whole sample. The research is based on interviews with a representative sample of respondents. The questions are designed to be unbiased Large survey can often be broken down Surveys lend themselves to future replication. Disadvantage: Data becomes the main focus of the research issues. The data provide snapshots of points in time rather than a focus on the underlying process processes and changes. The researcher is often not in a position to check first hand the understandings of the respondents to the questions asked. Issues of truthfulness and accuracy are thereby raised. The survey relies on breadth rather than depth for its validity. This is crucial issue for small-scale researchers.[9] Making use of primary data (Surveys, focus group interviews) and secondary data (journals, databases, case studies, books, newspapers etc.), the clients aim is to find out what types of negative behaviours make people feel bullied at the workplace. This data will also help to reveal the nature and causes of workplace bullying. Analyzing the survey data against the reviewed literature and the analysis will prove interesting. It is through this comparison that one will be able to tell whether the literature reviewed has any similarities shared with the results of the survey. It is expected that there would be similarities, and it is interesting to observe how significant these similarities are. Bullying at a workplace can very easily be likened to bullying in schools. The difference between the two types of bullying is that each of them takes place in different age brackets. Bullying at a workplace is similar to bullying at school because it takes place within an institution that works as an arena within which bullying can be sustained. It is often thought that bullies at schools tend to do the same thing at workplaces when they grow up. This is perhaps because their behaviors may have been ignored by superiors and cheered on by classmates. As a result, the will to dominate continues as they grow up. Some bullies target their victims because they feel the need to control a situation or an environment while others have a natural urge to dominate without any specific reason. Whether bullying takes place at the school level or in a workplace, it has often been noted that insecure individuals exemplify these behaviors. Does Workplace Violence Encompass Physical as well as Emotional Violence? According to the International Labour Organization (ILO) (1999), one of the severest problems being faced at workplaces is physical as well as emotional violence. The ILO defines workplace violence as: â€Å"any incident in which a person is abused, threatened or assaulted in circumstances relating to their work. These behaviors would originate from customers, co-workers at any level of the organization. This definition would include all forms or harassment, bullying, intimidation, physical threats/assaults, robbery and other intrusive behaviors.†[10] This definition is also said to encompass bullying. According to CUPEs National Health and Safety Survey of Aggression Against Staff (1994) a similar definition to the previous one is observed, verbal aggression and harassment in its definition of violence is: â€Å"Any incident in which an employee is abused, threatened or assaulted during the course of his/her employment. This includes the application of force, threats with or without weapons, severe verbal abuse and persistent sexual and racial harassment.†[11] Definitions such as this one may also encompass bullying. In order to establish a connection between these definitions of physical and emotional violence, and bullying, the following case is important. An employee of OC Transpo in Ottawa (April 6 1999) shot 4 employees dead, after which he shot himself. It was said that the employee had suffered from workplace harassment. The definition of workplace violence that had to be included in the coroner’s examination had to include definitions of physical violence as well as psychological violence[12]. Psychological violence or emotional violence includes acts such as bullying, mobbing, teasing, ridicule or any word or deed that could psychologically harm or single out an individual person in the workplace. From the inclusion of emotional violence in the definition of workplace violence, it can be asserted that definition is very broad. Such a definition has helped to encompass several behaviors that are objectionable and are recognized as harmful to employees (Einarsen, 2002, 25-30). How Bullied Persons Are Seen: Usually, those who are bullied are seen as weak individuals or individuals that are different and singled-out. As opposed to the way that bullied person might be seen generally, s/he might well be a capable person, and one that handles his or her work independently. Quite often, such individuals are also well liked by their co-workers. However, bullies may pick on such individuals who may have a non-confrontative interpersonal style. Bullies may see the target as a threat, and set out to cut the target down. A bully of this kind may be a superior or even a co-worker. A co-worker may bully another worker because the target is considered one that is capable of excelling in his or her duties. A superior on the other hand may want to bully an employee in order to keep the target’s personality in check. This may be done in order to create or reinforce an impression of the superior being in control. Some superiors do take pleasure in bullying their employees in order to, in typical terms, show them who is the boss. What is a Bully Like? Bullies are usually insecure individuals, lacking social skills. The have little compassion for individuals in general, but tend to be harsh on individuals whom they decide to target. Bullies generally try to turn their insecurity outwards by targeting others. They take pleasure in knowing that they can throw their weight around. They use their positions to attack fully capable individuals around them by subjecting them to undue criticism. A bully may also tend to humiliate, ignore and isolate a target in front of others[13]. If the bully is in a senior position, s/he may make things difficult for the target or victim to work through. This would include setting up tasks that cannot realistically be achieved[14]. A bully may also take away important tasks from a target and replace them with demeaning ones. No matter what a bully does to intimidate a target, the basic idea is to control situations and environments. What Does Bullying Do to An Organization? Bullied employees tend to waste anywhere between 10 to 52 % of their work time. Many of them spend time preparing themselves against bullies, searching for support, thinking over the situation, and suffering stress and demotivation[15]. Many of them also do not show up for work regularly due to stress and stress-related illnesses caused. A work environment in which employees are bullied is poisoned with lack of morale, anger, fear, depression, and related feelings. All this results in an employer suffering: loss of efficiency, absenteeism, high turnover of staff, and lawsuits[16]. Not only does an employer suffer because of bullying in a workplace, but bullying has an impact on the target’s family and friends as well. The daily stress that an individual suffers is carried to relatives and friends. A target’s marriage is also likely to suffer as well with long-term stress. Friendships too come under strain because a target may become possessive (Badzmierowski Dufresne, 2005). The damages caused by bullying also impact the healthcare system. This is because those who suffer stress through bullying tend to receive medication and counseling for coping with the problem, and these could last for significant periods. Bullying and Workplace Violence: Workplace violence is a practice that might be physical or emotional. This means that the tactics used in the process may be physical or emotional. Bullying is one of the tactics considered under workplace violence. Encompassing the emotional tactics used in workplace violence are: bullying, incivility, disrespect, psychological abuse, and emotional harassment. All these tactics may also be referred to as ‘psycho terror. Whichever way one chooses to define and describe these various aspects of workplace violence, they all have the same impact. This is to say that they all result in work time being lost, demotivated employees, medical claims, legal fees, and ultimately, company decline. Quite obviously, there are tremendous losses experienced in terms of both financial loss and in quality of life (Badzmierowski Dufresne, 2005). Focusing more on bullying as a tactic of emotional workplace violence, it can be asserted that bullying is any form of negative behavior that shows disregard for other workers. It might be asserted here that along with there being several definitions for bullying presented by various scholars, there are also several behaviors that may coincide or overlap bullying behaviors. However, it can also be asserted that bullying and other overlapping practices are emotional workplace violence. Bullying is thought to consist of some of the following negative behaviors: Harassment Incivility Teasing Gossiping Purposely withholding business information Overruling decisions without a rationale Sabotaging team efforts Demeaning others Verbal intimidation (Badzmierowski Dufresne, 2005) In addition to the above types of bullying, there are several more that may be included. The different types of bullying that can occur do so in an organization that tolerates incivility. Though organizations may be aware of the damages that bullying does to an organization, responses to the problem are insufficient. Many managers ignore incivility because they either do not want to get involved or they simply believe that it is too much of a waste of time getting involved. Managers sometimes like to keep their slates as clean as possible. So they would rather avoid getting themselves into any interpersonal conflict. In addition to managers not wanting to get into interpersonal conflicts, many of them may not even hear of any problems in the workplace. This could be for various reasons. Perhaps their co-ordination is insufficient and the opportunity for employees to bring up these kinds of problems does not arise. Some employees might feel that they would be going way beyond expected territory if they were to take complaints forward (Badzmierowski Dufresne, 2005). Another reason why managers may not hear about bullying at the workplace is because employees are afraid to bring these issues up even if the opportunities do arise. Employees may be afraid to bring bullying matters up because there are organizations that would regard these complaints as personal disputes and they may not be seen as the concern of the management. It might be asserted here that this could occur because managers know that employees would not take these matters too far even if they were to get serious. However, targeted employees have been known to bring lawsuits against companies for bullying. In the UK, there is legal support for employees that feel bullied, as the UK suffers a loss of several working days and revenue due to workplace bullying. The matter is a serious one, and so is the legal protection of targeted employees in the UK. Though there is legal protection available for targeted employees, there are organizations that permit or even reward blatant confrontation among employees. This is done in the name of competition within organizations. However, there are lines that need to be drawn and if rude language and negative behaviors are overlooked, an organization can suffer intensely. â€Å"Research shows that when targets believe that someone at work has treated them disrespectfully, half will lose work time worrying about future interactions with the instigator, and half will contemplate changing jobs to avoid a recurrence. One-fourth of research respondents who feel that they have been treated uncivilly will intentionally cut back their work efforts. A few will steal from their instigators or their organizations. Some will sabotage equipment. Most will tell friends, family and colleagues about how badly they have been treated†¦in the worst case, some targets of incivility will exit† (Pearson and Porath 2005). Fundamental Features and Categories of Bullying: According to common terms, bullying is known as a type of harassment, carried out by one child over another who is seen as weaker. With this common view of bullying in mind, there are three common features in this form of behavior: It is aggressive and negative, both The behavior is sustained There is in inequality in power of the bully and the target, with the bully having more power (Einarsen, 2002, 25-30) There are also two main categories into which bullying falls. These are: Direct and Indirect bullying, which may also be called aggression Direct bullying is common among males. Indirect bullying is common among females and children. Indirect bullying usually results in the target becoming socially isolated. There are several ways through which this may be achieved. Some of the ways include: gossip, ignoring the target in public, treating those who mix with the target in the same manner, and finding fault with the target’s style of dressing and various other social belonging that the target may have, such as his or her religion, race, disability, etc. Bullying can take place in almost any type of set up. It is known to commonly take place in schools, colleges, universities, workplaces, in neighborhoods, and even between countries. No matter where bullying takes place, it must be noted that the element of power has an important role to play, and the power structure seems to be of great importance (Einarsen, 2002, 25-30). To observers of a relationship in which bullying takes place, the power a bully has is dependant on the perception a target has of the bully. The target usually is afraid to defend him or herself effectively. In many cases, a target has reason to be intimidated. S/he may fear the bully may carry out threatened actions such as physical/sexual violence, or loss of livelihood. Features of bullies: There are few notable characteristics of bullying, particularly in male bullies. These include the need for a bully to feel in control and be powerful, sadism, which is a situation where a bully gets satisfaction at watching another person suffer, complete lack of consideration for others, and a particular pattern according to which they work in order to blame the target (Einarsen, 2002, 25-30). Quite commonly, an individual’s upbringing is blamed for the way that a bully behaves. It is thought that a bully may have been brought up in an abusive environment where s/he might have been exposed to physical forms of punishment at home, little or no parental concern, and an environment in which violence has been used as a way of sorting out problems. Other research reveals that aggressiveness and forceful behaviors, perceiving other’s behaviors as aggressive, a drive to preserve one’s image, and demonstration of obsessive actions are also observed[17]. Types of Bullying: Bullying, whether a male or a female carries it out, may be considered to be an obsessive and compulsive behavior. This behavior has repeated actions or verbal insults that are used in order to have power over a target (Einarsen, 2002, 25-30). There is also a mixture of intimidation and humiliation used against targets. Some examples of bullying techniques are given below: Name-calling often using the target’s or victim’s names; commonly, the target is accused of being useless in all s/he does Gossiping about the target Stealing items that belong to the victim Unjustly demoting a victim Use of threats to get a victim to do what a bully wants Cyberbullying; this includes making use of various information technologies to bully a victim Physically assaulting a person or his or her property Blackmail Framing a victim before an authority figure Use of insulting remarks against a victims family, about ones home, personal appearance, sexual orientation, religion, race, income level, or nationality Ignoring or Isolating a victim Interfering with a victims personal belongings, and damaging them or using them to mock a victim Dominating a victim by staring Insulting graffiti[18] When bullying occurs in school

Civil Disobedience Essay -- History Luther Kind Thoreau Gandhi

All throughout world history, human beings have participated in acts of civil disobedience. However, in the last two centuries the belief and practice of it has been in full swing and has even brought on major historical events, especially concerning equal rights and just laws. Three major firm believers and activists in civil disobedience were Henry David Thoreau, Martin Luther King Jr., and Gandhi. All three of these men participated in acts of civil disobedience but each in his own way and for different reasons. Henry David Thoreau believed that a certain war tax was unjust during the Mexican War and he refused to pay it. This then lead to his arrest and one day in jail where he wrote the essay "Civil Disobedience." Martin Luther King Jr. on the other hand participated in an act of civil disobedience for a much larger and important reason. He was fighting against segregation in America and for equal rights for all American citizens, including black that had been oppressed i n America for over 300 years. Loved and followed by thousands, King sought equal rights for both himself and for others through non-violent marches and demonstrations, which in turn led to equal rights for all American citizens including blacks. Gandhi's participation in civil disobedience was by far the most effective and led to one of the most eventful periods in time; the independence of India from British rule. However, even though these men all believed in civil disobedience and equal rights for all, they all achieved their goals through different means and methods, as seen in the three quotes involving different forms of civil disobedience. The three quotes will then be discussed and compared to the works of King, Gandhi, and Thoreau. ... ...r them. This situation was also explained when King said, " We know through painful experience that freedom is never voluntarily given by the oppressor; it must be demanded by the oppressed." Therefore, all three quotes represent acts of civil disobedience and relate in some way, shape, or form to the philosophies of Henry David Thoreau, Martin Luther King Jr., and Gandhi. The philosophies of these three men show that there is no one way to participate in an act of civil disobedience and that there are certain rules and regulations that a disobeyer must follow in order to achieve their goal. And in addition, that goal could range from anywhere from the elimination of an unfair tax, independence from the rule of another country, or equal rights and opportunities for all.

Does CSR Work? Essays -- Business Essays

Does CSR Work? Adam Smith founded the modern study of economics on the premise that all businesses are driven by the invisible hand to seek as much profit as possible while society will take care of itself. However, as the public’s opinion of big business has steadily declined in the recent decades, big business has developed a social conscience to improve all aspects of society from worker compensation to protecting the environment to helping the needy. As Stephen Cook indicates in the January 2003 edition of Management Today: â€Å"Everyone cares these days. You can hardly walk through the door of a major company in the western world without tripping over stacks of glossy reports telling you how they care for the environment, their community, their stakeholders.† John G. Ruggie believes that the increase in corporate social responsibility (CSR) stems from three reasons: 1) companies have made themselves targets by doing â€Å"bad† things in the past (Shell in Nigeria; N ike in Indonesia), 2)public perception that the global marketplace is more police-able and international rules and standards are more enforceable, 3) companies large growth as made them the only ones capable of policing themselves in a global capacity. However, two questions arise from this new branch of the corporate hierarchy: 1) does CSR produce results? And 2) does the public care about CSR. Gereffi et al. and John G. Ruggie both indicate that the social pressure has pushed corporations to act: Under increasing pressure from environmental and labor activists, multilateral organizations, and regulatory agencies in their home countries, multinational firms are implementing â€Å"certification† arrangements—codes of conduct, production guidelines, and monit... ...ally responsible, only a minority will punish socially irresponsible companies. Cook indicates similar trends in the UK where only 20% of the people would be prepared to boycott a product on social grounds. Cook, goes on to indicate, however, that the number of people who care is steadily increasing: â€Å"there’s been a 40% surge in UK purchases of ‘fair trade’ products giving a better deal to third world farmers.† As more and more of the world’s population becomes aware of the growing need for corporations to maintain a strong sense of social responsibility, corporations are adopting self-regulatory policies to please the public and enhance their own reputation. All this benefits both the consumers and corporations until a company makes another Enron-like blunder. Then all the good credentials these pacesetting companies have accumulated disappears instantly.

Resistance to Change Essay

Change they say is the only constant thing. It is however a big wonder why many people still resist change even in large institutions. Resistance to change has therefore had a negative connotation because it portrays people avoiding the inevitable and not wanting to improve or face challenges. The essence of this paper is to peel the outward negative layer of resistance to change and dig deeper to reveal how it can be managed and transformed into a positive thing which may avail managers the opportunity to better their employees and refine their approach to change management. Although it was once accepted that †everyone resists change†, this paper will show that how people are treated and how change is implemented can have considerable influence on employee resistance to change. 2. 0AN OVERVIEW OF RESISTANCE TO CHANGE Perren (1996) described resistance as a behavioural reaction or symptom of distress intended to reduce distress level. Change may be described as the creation of something new or ending of something we are familiar with. (Huc and Buc 2010) describes resistance to change as an unwillingness or inability to accept or discuss changes that are perceived to be damaging or threatening to the individual. Large institutions often fail in their ability to manage change well and a major reason is the inability to create new business culture from the existing organisations. (Atkinson 2005) it is for this reason that resistance to change is seen negatively as organisational change is more often than not unsuccessful. The nature of resistance is that we do not experience it actively and publicly. Its presence is often displayed covertly or passively and shows up in unexpected ways. Perhaps if it were displayed in an obvious manner, we could deal with it logically. Atkinson 2005 Resistance to Change as a Negative Force Resistance is most commonly linked with negative employee attitudes with counter- productive behaviours. (Waddell and Sohal 1998) Negativity is a misconception that there are so many times when resistance is the most effective response available. (Hultman 1979). Early human resource theory also cast resistance in a negative light by perceiving it as a form of conflict that was indicative of a breakdown in the normal and healthy interactions that can exist between individuals or groups. And of course the answer was to avoid resistance in order to restore harmony. (Milton 1984). 2. 2 Why do people Resist Change? Having an in-depth knowledge as to why employees resist change might be a first step to realising that resistance is not a bad thing and to helping the manager deal with it. Among the causes of resistance to change listed by Kreitner (1999) are: Surprise, inertia, misunderstanding, emotional side effects, lack of trust, fear of failure, personal conflicts, poor training or threat to job status/security. Four common causes of resistance to change as cited by Huc and Buc (2010), Bedeian (1980) and Kotter and Schlesinger (2008) are: a. Parochial Self Interest. Which could mean leaving your comfort zone, inconveniences or disturbance of relationships. Like Atkinson (2005) said, the first reaction when people hear of an imminent change is to personalise it to self and ask, †how is this going to affect me? † b. Misunderstanding or lack of Trust. That is communication gap. People want to know the reason for the change that is being proposed. If they feel you are hiding information from them, it could lead to lack of trust and they will automatically resist. c. Contradictory Assessments. Managers should be as explicit as possible when driving change because employees tend to see more costs than benefits. d. Low tolerance for change. Some people have difficulty in coping with change and may result in self doubt and uncertainty. According to Kotter (2008) people might also resist change because of peer pressure or a supervisor’s attitude. Drucker argued that the major obstacle to organisational growth is manager’s inability to change their attitudes and behaviour as rapidly as their organisations require. Eccles (1994) lists 13 possible sources of resistance: ignorance, comparison, disbelief, loss, inadequacy, anxiety, demolition, power cut, contamination, inhibition, mistrust, alienation and frustration. 2. 3 Managing Resistance to Change. Negative reactions to change may be motivated by positive intentions. (Piderit 2000)There aren’t any clear cut strategies as to how to manage esistance. Managing people stems from experience and depends on each unique situation. To lead change, managers need to tailor strategies to the types of resistance that may be encountered. (Kotter and Schlesinger 2008) Huc and Buc (2004) came up with the theory of †Stakeholder Analysis† . They describe the stakeholder as any person who will be directly or indirectly affected by the change in an organisation. The theory states that anticipating the different reactions of the stakeholders is a useful first step in managing resistance. Using the Stakeholder analysis, managers can first draw up the list of the stakeholders, establish what each will lose or gain if the change goes ahead, use the potential benefits to strengthen support for proposals, and finally, find ways to address the concerns of those who feel they will lose by altering the nature of the changes proposed or offering to reduce losses in other ways. Kotter and Schlesinger (1979), came up with six techniques to managing resistance: * Education and Commitment * Participation and Involvement * Facilitation and Support * Negotiation and Agreement Manipulation and Co-optation * Implicit and Explicit Coercion As said earlier, these strategies or techniques have to be tailored to each individual situation. The biggest mistake any manager or change agent can make is to assume that resistance to change can be handled using textbook methods. However, these methods can be used in combination. The choice depends on the likely reactions of those involved and on the long term implications of solving the immediate problems in that way. Johnson and Scholes (1999) also used these as appropriate styles of management for those faced with managing change.

Relativistic Theory of Ethics Essay

One relativistic hypothesis of moral philosophy is situationism. Situationism ( withal known as situation ethics) was devised by Joseph Fletcher, who was strongly against absolutist theories for interpreter legalism and also disliked how religions were taught implying there were approximately sees that could never be broken, as he thought these rules argon too demanding and restrictive. He then created this theory of situation ethics which is seen as the mid way because it lies mingled with antinomianism and legalism. Antinomianism is precise anti law whilst legalism emphasises the primal of law.However, situationism lies between the two as Fletcher was very enthused by making a ending on individual situations. Situation ethics maintains that its the consequences of executions which determine whether an action is set or wrong, so it is very practically a consequentialist position. Situationists enter each end making situation with ethical maxims of their community an d culture, each they treat with respect. Fletcher proposed that non and the situation guides an individual on what they should do but also the principle of gaping ( live).In Fletchers book he suggests that Christians should make the unspoiled choices without blindly adjacent rules but rather by mentation for themselves. Decisions should be made on the touch on basis of one rule agape. such(prenominal) bed involves doing the best social function becomeable for the other party involved. So maxims could be ignored if they dont work on agape, for example if a priest is presented by a young brothel keeper who is having venial promiscuous sex, the right thing to do would be to insist the young lady uses contraception.This is because the most loving thing to do for the other person is to ensure she is safe. For the situationist the rule of agape is always right. Fletcher created 4 running(a) principles which outlined how situation ethics works. The outset one is pragmatism , which states that what you propose mustiness(prenominal) work in practice. Second is relativism, so Fletcher eliminates speech communication like always, never, and despotic. He states there are no objective rules but all decisions must be relative to agape. Thirdly is positivism, which states a value judgement needs to be made, giving the first place to drive in. ultimately in-personism, people are put in first place theology is personal and not centred on laws, this emphasises the idea that morality is relative to situations. Fletcher put forward 6 suggests which also aid the theory. The first proposition is only one thing is intrinsically good namely love postal code else at all Thus, only love is good in itself action arent intrinsically good or abomination. or else they are good or evil dependent on whether they promote the most loving run.Fletcher rejects any statements like criminal conversation is wrong as the circumstances are always different, and sometimes it may be right for adultery to take place. The irregular proposition is the ruling norm of Christian decision is love, nothing else Fletcher claims Jesus replaced the Torah with love, also the Ten Commandments are not unquestioning even Jesus broke them when love demanded it. Love replaces law. The third proposition is that arbitrator will follow from love, because justice is love distributed. If love is put into practice it finish only result in justice.quartern is that love has no favourites and does not yield whom we like preferential treatment. Love wills the lives whether we like him or not The fifth fundamental principle, love must be the final end, not a means to an end. For Fletcher, the end must be the most loving result. Finally the sixth proposition is that the most loving thing to do will depend on the situation and since situations differ, you cant severalize an action will be right in every situation. Fletcher, the good result is that which serves agape love best. Any action that leads to that end is right.

Is It Love? Essay

Jazmine M Hawkins Georgia Perimeter College Abstract This report explores the findings of four-fold researchers theories of delight in? It breaks down what we goat be classified advertisement as aflame fanaticness and gentle con hunt? What does dearest have to do with your attention mates? Some researches define mania scientific tout ensembley saying that bang is a production of a alloy of horm whizs and chemical reactants bit former(a)s say have sex is self-defined and rear only be Judged by a soul. every consecrately what type of volume does recognise effect? This paper will break down the findings of these questions.Also what atomic number 18 the psychological effects on non organism fill in and what elation does the topic have upon me. We lead our lives craving it, searching for it, and talking ab extinct it. Its nub is matte up more than it is cl primeval expressed. Its called the superlative virtue. Its what we call tell apart. So what exactly is applaud? In scientific terms making love is a mixture of cozy hormones and chemical re attains. Everyone else whitethorn position love as difficult intimacy or fond regard to somebody. Either way love is a phenomenon that continues to get researched today. What should you look for in defining love?My interest arose to this subject when I started to question myself with bypast relationships. Ill fall head over heels for a guy and the first thought that came to mind was that Im in love. When that doesnt work out I would move on to the near guy, things all go father up and all of sudden I feel that sense of love again? I begin to question myself? Is this Just a repeat of petty young feelings? Can love be so simple that it can happen over and over again? How do I have a go at it if its in truth love, and what is the behavior of falling or being in love.How would we characterize love today, well its simple. Like vs. Loving. As you know the nature of love has been explored by a number of theorists. Social psychologist Zick Rubin was one of the first researchers to develop and instrument designed to specifically to measure love. According to Rubin, romantic love is make up of three segments one of them being attachment. attachment is the need to be cared for and be with the other person. physical contact and approval are besides serious components of attachment.This is a feeling that I always felt when Im in one of my relationships. I was always finding myself wanting to be with my important other all the time, nothing or no one could interfere with that. The question that may agitate ere is it that a sign of attachment or obsession, can this be a sign of love. The adjacent element is caring, which is valuing the other persons hap freezeess and take as much as your own. This too was also a factor of my past relationships. I cute to see y other smile as much as me, but isnt this something that a lot of people want?Is this really a main factor of being in love? The third element is intimacy, Sharing private thoughts, feelings, and desires with the other person. In my relationships this is one thing that I lacked. Although I have no occupation with sharing deep thoughts and intimacy I felt that my partner did. Is this why I question the thought of love so much, because I felt I was receiving what I was fully grown? Other theories have also been put into place Psychologist Elaine Hatfield has described two different types of love, compassionate love and passionate love.Compassionate love involves feelings of mutual respect, organized religion and moveion, small-arm passionate love involves intense feelings and sexual attraction. Hatfield describes passionate love as such A state of intense longing for union with another. hot love is a complex functional totally including appraisals or appreciations, subjective eelings, expressions, patterned physiological work ones, action tendencies, and instrumental behaviors. Recipro cated love (union with the other) is associated with fulfillment and ecstasy.Unrequited love ( dissolution) with emptiness, anxiety, or despair. In other speech passionate love can sometimes imposture whats really there in a relationship. For example when my and my ex would argue over the shout it would get really intense, I would say I hate you , he would say he hates me and things come crashing down. at one time, however when we unite again all that goes away. A simple hug, iss or anything can make those blameless rash feelings go away completely. Having a passionate love connection may not be as emotional as compassionate love but in fact it still is love. in that location are a view factors that affect passionate and compassionate love. One being Timing, you have to be ready to fall in love that is essential. Its been many situations where I had to pass up a relationship simple cause I wasnt ready to fall in love again. The next is early attachment fashions. Secure attachm ent individuals normally have a deeper love connection while those who are anxious lovers tend to all in and out of love quickly. After finding this I quickly discovered a main problem with my love patterns. Im anxiousOnce I start a relationship Im always anticipating what would happen in my next relationship or how can I do things differently in another relationship. We will converse more of this later. The third factor is Similarity. This basically essence that we tend to fall deeper in love with someone who is as good looking personable or affectionate as we are. A since of completion is what I like to call it. When falling in love with someone you want it to be a person that completes you. I find myself not feeling finish in my relationships which is why I may tend to move on quickly.While passionate love is intense, researchers have looked at how relationships grow among new couples, newlyweds and those marry for a longer time noticed that while passionate love is more inte nse at the beginning of relationships, it tends to fade way to compassionate love which focuses on intimacy and commitment. Passionate love may be quick to fade, but compassionate love is forever. There are some contradictions that may obscure your Judgments on love. Can passionate Judgments cloud your compassionate Judgments? Those feelings that you think you have may not really be there.You may be so physically attracted to your lover that you may settle for unacceptable behaviors in your relationship. Another contradiction is attention. Attention refers to how we actively process specific information present in our environment. Youre attention span can deeply affect your judgment on love. It also has something to do with anxiousness, its a close relation. Lastly is your attachment style which I mentioned before. As you know attachment is a special emotional relationship that involves an exchange of comfort, care, and pleasure. earth-closet Bowlby devoted extensive research to th e concept of attachment, describing it as a lasting psychological connectedness in the midst of human beings. Bowlby shared the psychoanalytic that early experiences in kidskinhood have an important influence on development and behavior later in life. Our early attachment styles are established in childhood through the infant relationship. Characteristics of attachment include propinquity maintenance which is the desire to be near people that we are attached to. Safe haven, which is lessening to the attachment fgure for comfort and safety in the face of a fear or threat.Secure base which is how the ttachment visit acts as a base of security from which the child can explore the surrounding environment. And lastly separation distress, anxiety that occurs in the absence of the attachment fgure.http//www.kristiross.com/why-love-important-7-simple-love-steps/https//www.pinterest.com/pin/566468459355233699/Flesh and Blood GodPage not found St. Michael and All Angelswindow._wpemojiS ettings = baseUrlhttps//s.w.org/images/ load/emoji/11/72x72/,ext.png,svgUrlhttps//s.w.org/images/core/emoji/11/svg/,svgExt.svg,sourceconcatemojihttp//saintmichaelepiscopal.org/wp-includes/js/wp-emoji-release.min.js?ver=4.9.8function(a,b,c)function d(a,b)var c=String.fromCharCodel.clearRect(0,0,k.width,k.height),l.fillText(c.apply(this,a),0,0)var d=k.toDataURL()l.clearRect(0,0,k.width,k.height),l.fillText(c.apply(this,b),0,0)var e=k.toDataURL()return d===efunction e(a)var bif(ll.fillText)return1switch(l.textBaseline=top,l.font=600 32px Arial,a)case ease offreturn(b=d(55356,56826,55356,56819,55356,56826,8203,55356,56819))&&(b=d(55356,57332,56128,56423,56128,56418,56128,56421,56128,56430,56128,56423,56128,56447,55356,57332,8203,56128,56423,8203,56128,56418,8203,56128,56421,8203,56128,56430,8203,56128,56423,8203,56128,56447),b)caseemojireturn b=d(55358,56760,9792,65039,55358,56760,8203,9792,65039),breturn1function f(a)var c=b.createElement(script)c.src=a,c.defer=c.type=text/javascript,b .getElementsByTagName(head)0.appendChild(c)var g,h,i,j,k=b.createElement( learn),l=k.getContext&&k.getContext(2d)for(j=Array(flag,emoji),c.supports=everything0,everythingExceptFlag0,i=0i

Cellphone Addiction