Tricing Pendants and Lifeboat Rigging

A tricing pendant is part of the rigging that allows lifeboats to be launched. The system to launch a lifeboat is complex and the tricing pendants play an essential role if the ship is heeling or laid over because of damage. The Mechanics of Launching a Lifeboat To launch a lifeboat the boats must first be freed from the cradle straps called Gripes. (Insert nautical gripe joke here.) Next small twin cranes called Davits are brought into the launch/recovery position. Each Davit is equipped with a powerful winch and emergency manual brake. These Davits are fitted with hoisting lines called Falls which attach to the lifeboat harness which is in turn fastened to the gunwales on opposite sides at the fore and aft of the boat. Lines attached to the bow and stern of the lifeboat are called Frapping Lines and are used to control the movement of the boat as it is lowered or raised. An additional line is attached to the bow of the lifeboat to keep it near the ship after all other rigging has been released. This line is called a Sea Painter. Under the boat, usually attached to the keel, is a device called a McCluny Hook which allows lines attached under the boat to be released remotely. The lines attached to the McCluny Hook are routed to the Tricing Pendants which are an apparatus used to pull the lifeboat to the embarkation station when the ship is at an abnormal angle. If lifeboats were lowered while the vessel is heeling over from the damage they will either slide down the side if they are on the high side or enter the water far away from the embarkation station if they are on the low side. Its very easy to be injured in a lifeboat. The Costa Concordia wreck off the coast of Italy is a prime example of the dangers of evacuating by lifeboat. At least two people died on the wreck because they attempted to swim to the rocky shore rather than risk the poorly deployed lifeboats. A tricing pendant is a device that is made up of three main components. The length of line or chain that is attached to the keel of the lifeboat via a McCluny Hook, a block and tackle system that increases mechanical force, and the lines and often winches that draw the lifeboat close enough for passengers to get aboard. Lifeboat Drills Under SOLAS There is an ongoing controversy surrounding SOLAS Conventions as they pertain to lifeboat training and drills. For safety reasons, SOLAS compliant vessels cannot have occupied lifeboats during launch or recovery. Lowering manned lifeboats is very hazardous to everyone involved and there are many deaths and injuries from lifeboat drills. Its a very different experience to lower a lifeboat with operators than it is to lower an empty lifeboat. This is true for the crew who will ride down in an emergency situation and for the crew running the Davit winches above and tricing pendant gear at the embarkation station. SOLAS is probably right to try and limit training injuries, but without realistic training that is used for emergency evacuation of the vessel, there is little hope for competent launch and recovery of lifeboats in a bad situation. Some ships continue to carry out lifeboat drills with a mix of skirting the rules and using allowed activities to replace prohibited training. This will result in some skills but not the best skills. To have the best training for your crew they must be exposed to the most realistic training available and that means manned lifeboat drills. If SOLAS is to be amended it will take many voices to overcome what is generally seen as a hindrance to safety training. Speak up directly to the IMO or email here and we will pass the comments along.

Eymp 5 Support Children’s Speech, Language and Communication.

EYMP 5 Support children’s speech, language and communication. 1.1) Explain each of the terms: †¢ Speech – The act of speaking, verbal communication. The act of expressing or describing thoughts, feelings or ideas by articulate sounds or words. †¢ Language – Method of communication either spoken or written, consisting of the use of words in a structured or conventional way. A recognised structured system of gestures, signs and symbols used to communicate. Body of words and the systems for their use common to a people who are of the same community or nation, geographical area or same cultural tradition. †¢ Communication – Transmission of thoughts, feelings or information via body language, signals, speech, writing or behaviour.†¦show more content†¦Children model their own behaviour on others and if adults can effectively communicate and exchange age or developmental appropriate information with children this can encourage them to behave in acceptable ways. Frustration at their own inability to communicate effectively can lead to behavioural problems. †¢ Social – Talking out loud helps children to work through ideas, feelings and frustrations. In doing this children start to empathise and see other peoples point of view, and gradually become able to think about other people’s needs and feelings. This helps children to develop socially acceptable behaviour and build their confidence. Communicating with other children or adults in social situations helps children to understand what is expected of them and to enjoy participating. Children that have difficulties with speech, language and communication may find that their social development is impaired and they become awkward in social situations. 1.3) Describe potential impacts of speech, language and communication difficulties on the overall development of a child, both currently and in the longer term Speech, language and communication difficulties can have a profound and lasting effect on children’s lives and development. These can affect their ability to communicate and interact with others. The impact of these difficulties will vary depending on the severity of the problems, the support they receive, the demands of the child’s environmentShow MoreRelatedLearning and Social Care Essay examples30870 Words   |  124 Pageswithin their own course materials. You may copy and paste any material from this document; however, CACHE does not accept any liability for any incomplete or inaccurate copying and subsequent use of this information. The use of PDF versions of our support materials on the CACHE website will ensure that correct and up-to-date information is provided to learners. All photographs appearing in this handbook have a signed parental release form and are the exclusive property of CACHE. They are protectedRead MoreMeeting the Needs of a Childs Speech, Comm unication, and Language2002 Words   |  8 PagesEYMP 5: Support children’s speech, language communication Introduction There are many needs that need to be met by children and one of them is speech, language and communication. LO1 1.1 Speech- To talk out loud, to express themselves and how they are feeling, such as in my placement when the older ones in he under two’s say â€Å"help please† to put their shoes on. â€Å"Verbal communication: the act of speaking. The articulation of words to express thoughts, feelings or ideas.† Meggit et al (2011:327)Read MoreChild Care Level 311778 Words   |  48 Pages promote communication in health, social care or children and young people’s settings (ShC 31) Chapter 1 aC 1.1 1.2 What you need to know the different reasons people communicate how communication affects relationships in the work setting aC What you need to do 2.1 2.2 2.3 2.4 3.1 3.2 3.3 3.4 3.5 4.1 4.2 4.3 Demonstrate how to establish the communication and language needs, wishes and preferences of individuals Describe the factors to consider when promoting effective communication DemonstrateRead MoreDuty of Care Assignment Level 3 Cache Diploma7178 Words   |  29 Pagesframe so that they don’t copy his actions and hurt themselves. It is always prudent to involve a senior member of staff or specialist area staff, i.e. Senco, when approaching parents about sensitive issues involving their children CYP CORE 3.4 SUPPORT CHILDREN AND YOUNG PEOPLE’S HEALTH AND SAFETY 3.2 Explain the dilemma between the rights and choices of children and young people and health and safety requirements Children are not always able to make safe choices as they may not be aware of dangersRead MoreChildcare: Education and Subject Code Essay43120 Words   |  173 PagesLevel 2 Certificate in Cover Supervision Subject Code: 501/1718/X Ascentis Level 3 Diploma in Specialist Support for Teaching and Learning Subject Code: 501/1719/1 Level 3 Award/Certificate/Diploma Level 3 Award in Supporting Teaching and Learning in Schools Level 3 Certificate in Supporting Teaching and Learning Level 3 Certificate in Cover Supervision Level 3 Diploma in Specialist Support for Teaching and Learning Mandatory / Optional Unit Booklet Ofqual Accreditation Start Date: Ofqual

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.

Walt Whitman Essays (2311 words) - Assassination Of Abraham Lincoln

Walt Whitman Walt Whitman was looked upon as the forerunner of 20th Century poetry, praising democracy, and becoming a proclaimed poet of American democracy. He was known as the ?Son of Long Island,? and he loved his country and everything about it. (Current, Williams, Freidel- page 292-293). Whitman lived during the time of the Civil War; a fact that increased his patriotism. Whitman was considered one of the most important American Poets of the 19th Century. (Encyclopedia of World Biography- page 249). He influenced the direction of 20th Century poets such as Erza Pound, William Carlos Williams, Carlos Sandberg, and Allen Ginsberg. Whitman praised democracy and spoke of the flesh as well as the spirit. (Encyclopedia of Biography- page 249). He rejected the normal rhyme and meter of poetry and wrote in free verse, relying on Native American language. In general, Whitman's poetry is idealistic and romantic. Whitman identified strongly with the outcasts of society. He said to one outcast, ?Not till the sun excludes you do I exclude you.? (Lowen, Nancy- page 11) People hailed him as the most authentic voice of the United States of America. Edgar Allen Poe had said, ?The vitality and variety of his life was the mere reflection of the vitality and variety of the United States of America.? Walter Whitman was born into a family of nine children and he had a rough childhood. The Whitman family first settled in the Huntington area by the middle of the seventeenth century. This helped him to write two of the world's greatest literary works, ?There was a Child Went Forth? and ?Song to Myself.? (Lowen, Nancy- page 6). ?There was a Child Went Forth? was about his siblings and his childhood. Out of nine children, only four survived to live to old age. He spoke of how his siblings died and how it affected his family. Whitman had one sibling who was insane, one who was severely retarded, one who died at infancy, one who died of alcoholism, one who died of tuberculosis, and one who fought and almost died in the Civil War. These things directly effected the writing of this poem. (Lowen, Nancy- page 6). ?Song to Myself? spoke of his childhood and how it directly affected the fact that he was going to reject the norm, how he did not care about what people thought about him, and his work. Song of Myself, was considered Whitman's greatest. It was a lyric poem told through the joyful experiences of the narrator. Sometimes the narrator was the poet himself. (Lowen, Nancy- page 6). In other passages, I speaks for the human race, the universe, or a specific character, which was dramatized. Like all Whitman's major poems, Song of Myself contained symbols. For example, in the poem he described grass as a symbol of life the babe of vegetation, the handkerchief of the Lord. Whitman praised God and nature. He exposed his gentle nature to his fellow man, and in doing so expressed his love of the world. This was a love he grew up with and carried with him everywhere he went. Whitman loved Long Island and it became a major part of his works. (Webster, Orville III- page 122). He held various jobs throughout his life. He was a printing apprentice, journalist, editor, and school teacher. Walt Whitman sold his first story to The Democratic Review shortly after leaving his teaching job. This publication was known to pirate literature from Europe to save money, but it also printed the works of Poe, Lowell, Whittier, Hawthorne, as well as other well-known American lyricists. (Webster Orville III- page 123). It was this publication which gave Whitman his first break as a professional writer. The editor of The Democratic Review, John L. O'Sullivan, was so impressed with Whitman and his work, he bought at least three more stories from Whitman that very same autumn for the magazine. He also gave Whitman a job writing political speeches for Tammany Hall Democrats. When Whitman turned 19, he took an apprenticeship at a local paper. Later he founded the weekly newspaper, the Long-Islander. He wrote, printed, and delivered his paper himself. Then, he became a school teacher. These factors would later aid him in publishing his own work,