The Role of Religion in the Chinese and Indian Societies Research Paper

The Role of Religion in the Chinese and Indian Societies - Research Paper Example The individuals inside a general public all in all demonstration and offer similar interests (Carroll and Buchholtz, 2009). With this concise definition available, it very well may be surmised that social orders vary from one another. In accordance with this, this paper will recognize the distinctions and likenesses of the Indian culture from the Chinese society as far as their strict convictions, and on how these distinctions influence their way of life and their business. Indian and Chinese Society Geographically, the geographic solidarity of the Indian culture is limited by the solid social underlying foundations of the Indians. The assortment of culture and conventions of the various gatherings in the Indian culture has gotten one of the solid obligations of the individuals, which are significantly portrayed in their writing. The Indian culture had changed from Sanskrit to a Secular society; be that as it may, this didn't modify its solidarity. An Indian family has a characterist ic familial connection among guardians and youngsters. Endogamy is additionally drilled inside the family so as to keep up bloodlines inside regal families. With this close by, hypergamy additionally exists in the Indian culture, for example, on account of the position Indian framework. Â Aside from hypergamy, the Indian families likewise practice breaking down, which permits the family to be autonomous from each other. Beside this, two bases of feudalism are additionally introduced in India including the fiefs and the benefices. Then again, the essential attribute of a Chinese society is additionally primitive. Also, it has covered the social framework; nonetheless, the Chinese society despite everything kept up a portion of the attributes of a social framework so as to impact and regularize the conduct of the Chinese. In rundown, the run of the mill Chinese can be considered as a double, shut, coordinated, and stable society (Sharma, 2004; Peilin, 2012). The Effects of Religion i n the Indian and Chinese Society according to strict convictions, the Indian culture likewise endures diverse strict orders because of the wide cluster of various gatherings in India. The Indian culture regarding religion is considered as one of the Asian social orders that permits a free rivalry among strict orders. Additionally, the Hindu religion has faith in the model of guarantee in two structures. The first is the manifestation that can be improved by following the particular standards, and the second is the battle forever that must be finished through resurrection. Finally, the Hindu religion has confidence in thought and salvation. Thusly, salvation can be accomplished through the effortlessness and absolution of the rescuers who are alive. They accept of the soteriology or the demonstration of salvation all things considered, which can be accomplished through the absolution of confidence (Marx Weber, as refered to in Madan, 1979). Corresponding to the way of life and work, the Indian culture rehearses the station framework, which is one of the center attributes of the Hindu locale. One of the bases of work in the Indian culture is a religion that makes a line between the mistreated, the Dalits or the untouchables, and the rich. With the distinctions and the heterogeneous of the representatives in India, there is a trouble in arranging associations and gatherings for the assortment of workers. Likewise, their employments are regularly influenced because of the fatalistic convictions in predetermination and different offbeat convictions encompassing their religion (Prakashan, 2008). Like the Indian culture, the Chinese society permits the opportunity to pick one's strict inclination. Then again, in Chinese society, strict convictions don't forbid or influence their work as expressed and executed in their law. There are administrative assents and disciplines that can be given to businesses who use religion as a premise while recruiting or

Womenrsquo;s Rights Essay

Womenrsquo;s Rights Essay Womens Rights Essay Women's liberation and Womens Rights EssayFeminism developed right now ladies acknowledged having equivalent rights to men. The conventional acknowledgment of women's activist seemed 200 years prior, around simultaneously when the middle class upheaval expressed in France and when the American states began their battle for freedom from the British mastery. Since that time, an ever increasing number of ladies have been battling for the correspondence with men.If you need to compose womens rights exposition, you can't abstain from expounding on women's activist and sex segregation. This article will help you during the time spent womens rights exposition composing. Womens Rights Essay: Discrimination IssueA womens rights article is centered around sexual orientation segregation. You may discuss any of these points: Patriarchy and matriarchy: advantages and shortcomings.Is sexual orientation segregation a typical issue today? Feministic developments in the United States and in Europe, a re there any differences?Womens rights in immature countriesDomestic savagery and ladies as survivors of injurious relationshipsWomens option to cast a ballot: the knowledge into the historyWhy most of hirelings are ladies? Is this an indication of segregation? Men as the ace of ladies and kids: the outline of various opinions.Social position of ladies in various countriesIslamic woman's rights: does it exist in any structure? How can it contrast from customary development? Steps for Writing a Womens Rights EssayProblem. Consider the genuine issue to address in your womens right exposition. On the off chance that there is no issue, there is no reason for paper composing. Subject. In view of the picked issue, you have to characterize an unmistakable point for additional exploration and examination. Theme ought to be sufficiently tight. Data. You have to accumulate supporting proof for your womens rights paper composing; remember to refer to information appropriately and completely. F ramework. Framework is the foundation of the entire article. Each point ought to be identified with the key point. Remember about theory articulation. Draft. Draft is the primary form of your composed exposition. You should deliver a few drafts until you think of the best form. Reexamining. You have to reconsider and alter your article a few times until you are completely happy with the last composed exposition. Legitimate organization is an absolute necessity! Custom Essay Paper Writing ServicesIf you have no time or no craving to take a shot at your womens rights article, don't freeze and don't be disturbed as there is a successful arrangement: custom exposition paper composing administrations! We can keep in touch with you a decent paper for you! Also, we ensure unique article composing without any preparation! Literary theft is rejected!

HR Hiring and retention Term Paper Example | Topics and Well Written Essays - 1750 words

HR Hiring and maintenance - Term Paper Example stake that a business can make is to leave an occupation opportunity abandoned as the individual keeps on trusting that the ideal individual will in the long run be found to fill in this position. As a general rule, the best competitors in the activity showcase secure positions openings inside a brief timeframe and along these lines won't be heading off to various meetings, as they will effortlessly make sure about the employments they need without experiencing various meetings. It is imperative to take note of that there are numerous others with a capacity to fill the position and may even fit into the organization in a superior manner than the apparent flawless competitor may. During the time spent recruiting administrators additionally need to submit to an exacting spending plan and this implies there is an opportunity the ideal won't concur with the terms, be that as it may, this doesn't infer that chiefs ought to subsequently make due with workers with lower capabilities. Rather , they ought to stay reasonable during the time spent looking for the most appropriate representative. Chasing for the best representative includes various advances that will guarantee that the procedure of enlistment and recruiting is done at the top level. One of the means includes building up a recruiting technique , which whether or not all the positions are full at the present, must be distinguished so as to know the way where the future workers will be found with the goal that the procedure can be smooth. A decent business ought to consistently know about the manner in which it will look for contender to fill positions and this implies it should think of an arrangement that will be set up if an opening emerges. Another progression includes concentrating more on preparing, as through preparing the laborers in the proper way, the organization won't need to stress over the enrollment of competitors later on since the greater part of the workers will be held at the organization. The laborers will likewise be more joyful and progressively roused when they have a decent comprehension of the exercises they should embrace and how they increment the efficiency of the

Art Therapy Essay - 1925 Words

Art Therapy (Essay Sample) Content: Art media ReviewNameInstitution AffiliationIntroductionArt therapy is simply defined as the form of psychotherapy that is used to improve patientsà ¢Ã¢â€š ¬ mental, physical and emotional well being by allowing them to express themselves through art such as drawing, painting and other forms of creative expression (Betts, 2006). This is especially the case when patients have a hard time expressing themselves or understanding their motions. Art provides a subconscious way of having them express these feelings or motions which could result in improved self awareness and esteem, management of feelings and behaviours and reduced stress for the patient. Acrylic painting is one of the mediums of expression used in art therapy and it basically involves painting using acrylic paints, fast drying paints that contain pigment suspension in acrylic polymer emulsion.History of Acrylic Paint in Art TherapyThe history of acrylic paint is found in the later stages of the discovery an d study of art therapy as a form of therapeutic treatment in psychology. Art therapy was explored in the late eighteenth and early twentieth centuries when doctors began to understand mental illnesses (Slayton et al., 2010). Before then mental illnesses were attributed to sorcery or demonic forces. During these periods researchers and psychologists began to view art as a medium of expression for patients who had a difficult time expressing themselves due to mental illness.Art therapy was then born as a psychotherapeutic medium alongside talk and counselling. This led to the humanization of mentally ill patients and psychoanalysts began to look into therapeutic standards of diagnosing, assessment and research. The psychic process that they focused on was the patientsà ¢Ã¢â€š ¬ placement of inner images into the outer world. While this process had been done using speech before, this group learnt that it could be done through other forms of expression such as art and thus art therapy was born. This therapeutic method of treatment has evolved over the years to include drawing and painting, including acrylic painting as a one of the artistic forms of expression. Art therapy stresses the focus on patients being interpreters of their own expressive work and bases this as one of the ways in which these patients are able to deal with their psychological issues.Uses of Acrylic Paint in Different PopulationsArt therapy was pioneered by Edith Kramer and Margaret Naumburg the United States (Reynolds, 2000). It was first referred to as art therapy in the 1940s and over time it was used on different populations depending on various demographic variances to treat mental and psychological issues. Art therapy for children has been found to be quite effective. This is especially because children and young people find it difficult to express themselves in words as clearly as adults would. This has especially been helpful in getting traumatized children to express themselves. It has also been found to be particularly helpful to patients who are too mentally ill to express themselves in speech coherently. In such cases, the patient may be trying to communicate but only managing to mumble gibberish and incoherent chatter and art therapy could be one way to allow them to express themselves.Acrylic art therapy for adults is usually aimed at helping them understand things about themselves they may not have comprehended. It is therefore considered more beneficial to the patient than it is to the therapist as it enables the patient to see themselves in a new light and probably explain some things about themselves. Acrylic art therapy has been used on mentally ill patients but can also be used on normal individuals who may be trying to understand themselves. It is certainly helpful in normal individuals as it acts as a self revelation medium.How Interventions are designed using Acrylic paint during Art TherapyOne of the adult interventions designed for adults is th e creation of masks. The patient is allowed to create a mask using acrylic paint that represents their subconscious hero or the face they do not mind showing to the world. This then allows them to relay information that they find uncomfortable relaying such as traumatic experiences. This is often the case for people who mask their feelings and experiences by taking on an acting role in real life or in their head. This intervention allows for them to deal with the issues that have been bottled up without necessarily feeling vulnerable.Collages are also used as an intervention medium for many patients. This form of intervention deals with assembling different images that creates a whole. This intervention can be used with patients whose life seems like a puzzle. It helps them sort if fit the pieces together. It is also used with patients who are uncomfortable with using other art forms such as drawing or moulding. Creating together is a form of group intervention where a group of pati ents collectively paint to create a whole. This form of intervention works for such cases as groups that need to learn how to work together such as families and in some cases in work places.Effects of Acrylic PaintingAcrylic painting impacts the patient in the form of self discovery. Often, some mental illnesses and disorders such as depression and stress could stem from an imbalanced view on what is going on. Often, the patientà ¢Ã¢â€š ¬s subconscious has the whole picture in perspective but has a hard time relaying this picture to the personà ¢Ã¢â€š ¬s mind in full (Oster et al., 2006). They end up overemphasizing some parts, underemphasizing others and not seeing others all together. Acrylic painting under art therapy can be used to show the therapist and patient the condition of their mind. It could display the jumble or the incompleteness in comprehension and therefore help them take the right direction in healing. This is usually because human beings relate with art through emotions, making art a great medium of expression.Acrylic painting also impacts other people apart from the patients or therapists. It could be used as a way of understanding others and could therefore explain away awkward situations such as are common with mental disorders. As viewers question the thoughts and mind set behind paintings they are allowed a peak into someone elseà ¢Ã¢â€š ¬s world and this creates a sort of awareness about our diverse cognitive variations. Art not only opens up the painterà ¢Ã¢â€š ¬s mind but the viewerà ¢Ã¢â€š ¬s as well. In art therapy, acrylic painting could bring something to the therapistà ¢Ã¢â€š ¬s attention that they had not known previously. It could also better direct their line of questioning and intervention bringing about more effectiveness in results.Possible Emotional Responses to Acrylic Paint in Art TherapyAcrylic art therapy has been shown according to psychologists to improve social skills. This is because it allows expression fro m people who otherwise are not very good at it. Acrylic painting in art therapy helps with people who are shy or withdrawn and who have difficulties in social functioning. Acrylic painting has also been known to affect the peacefulness that the painter experiences as some colours balance serenity and stimulate resulting in creative stress dealing. The calming effect results in better psychophysical functioning in the body, which is why this form of therapy results in the overall well being of the person applying it. Acrylic painting usually uses the effects of colour to communicate the userà ¢Ã¢â€š ¬s condition. For instance, when one is feeling blue they may choose dull colours subconsciously even in painting what they interpret as happy conditions.Acrylic painting can be used to set the mood during therapy and also outside of therapy. For instance some colours such as white, pink and brown among others have been known to result in a peaceful and serene feeling. Acrylic painting c an be used to create an atmosphere of friendship, calmness, wisdom, spirituality, comfort, warmth, agitation, fear, frustration, intensity, happiness, sadness and anger among many other emotions through the creative play of colours. Some of the emotions elicited by therapy patients during acrylic painting in art therapy include dissociation, blaming, revulsion, numbing and fascination among other feelings. These are usually important in giving the therapist a mental picture of the issues at hand especially in cases where the patient is unable to express themselves coherently.Assets and Liabilities of Acrylic PaintAcrylic painting has the advantage of diversity. The user can express their thoughts as diversely as they want to and this could be in form of known forms or abstract forms. Either way, it has so many ways of interpreting the emotion and thought process behind the painting. This can be done by studying such things as the intensity in the brush strokes, any signs of chaos, s igns of intensity and complexity, the choice of colours and the openness or how closed a painting is. This asset allows for one of the best forms of art therapy due to the ability to diversely express many different emotions. It also has the advantage of not necessarily requiring skill.However, this is often a disadvantage for patients who are uncomfortable using brushes and painting to express themselves. In such cases, insisting on painting could add to their distress. However, in...

As Good As It Gets By Melvin Udall - 1518 Words

As Good as It Gets Melvin Udall is a successful author who lives the life of a recluse. He is a misogynistic, homophobic, anti-Semitic racist with an intense dislike of people and dogs. All the neighbors in his Greenwich Village apartment building avoid him. His psychotherapist diagnosed Melvin with OCD (obsessive-compulsive disorder) because he avoids stepping on sidewalk cracks and touching other people, wears gloves all the time, wipes off door handles, eats at the same restaurant every day, sits at the same table, insists on the same waitress, Carol, and always orders the same meal. Suddenly, Melvin s life takes a turn. A group of robbers beats up his artist gay neighbor, Simon. Simon s art dealer, Frank, forces†¦show more content†¦At one point, Carol and Melvin have a date at a fancy restaurant, only to discover that Melvin needs to purchase a coat and tie to meet the dress code. Challenged by these demands on him, he insults Carol, saying that she is wearing a housedr ess. She gets furious and demands a sincere compliment, or she will leave the restaurant. With anguish and many disclaimers, Melvin finally states that because of his affection for her, he decided to take medication for his OCD. When Carol wants to know why that is a compliment, he says that being with her makes him want to be a better man. When Carol responds very positively and affectionately, he tries to take it back by saying that he overshot the mark. According to the DSM-IV-TR, people with OCD suffer from recurrent obsessions and/or compulsions. Obsessions, defined as persistent ideas, thoughts, impulses, or images that are experienced as intrusive and inappropriate and that cause marked anxiety or distress (Criterion A.1), which are difficult to dismiss, despite their disturbing nature. These experiences are more intrusive than excessive worries about real-life problems, and they are unlikely related to these kinds of problems. (Criterion A.2). Persons who suffer from OCD try to ignore, suppress or neutralize their obsessions with some other thought or action (Criterion A.3) and recognize that they are a product of their own mind (Criterion A.4). Melvin Udall has repetitive thoughts about germs

Analysis of Sohini Kar´s Recovering Debts Microfinance...

How does the text circulate? Sohini Kar is an American anthropologist and a Harvard Fellow. Her primary interest of research is anthropology in regards to economy, finance, development and debt. Sohini Kar is the author of the article, Recovering debts: Microfinance loan officers and the work of †proxy-creditors† in India. One can infer this article is meant for other anthropologists who are interested in the economy and the global finance system. In Kar’s introduction she dives into the world of loan officers and their relationship to the borrowers. Throughout the text she introduces several theories of ethical practices and relationships to the lender and the borrower. In order to support her argument, she incorporates other theories from various anthropologists to solidify her thoughts. What is it about, empirically? Sohini Kar’s article revolves around the global financial market. However, her central focus is in Kolkata, India, where many who live in the slums owe microloans to private banks. The issue Kar raises is in a national platform, due to the fact that 60% of Indian population lacks formal financial services (481). This is a national issue due to fact that it traps many of their citizens in a never-ending cycle of debt, with no proper oversight. The time of her study was from 2009 to 2011, right after the financial crisis in Western countries. The author makes a comparison of the different dynamics loan officers are exposed to in terms of culture in India.

Learning and Development Department to Demonstrate Value Added Practis

Question: How can a Learning Development Department demonstrate Value Added/ value for money within an organization? Answer: Abstract This paper will clarify what value added training and development is, and in which way it can be accomplished inside an organization. Today, human resources have advanced from what it was from the past ten years prior. Beforehand, HR offices were seen as and section and passageway, implying that workers just saw their HR experts when they were employed and when they had been leaving the organization. With value added HR, it changes the human resources office to aid chiefs at all levels to help attain to one normal objective, and are in charge of more things, for example, representative preparing and advancement, impetus programs, enrolment, correspondence, resourcing, and concoct imaginative approaches to enhance worker maintenance and rewards. Learning and development department to demonstrate value added practises Human resources today are under compelling weight to stay aware of changing innovation and industry. The part of HR is to create imaginative individuals systems to guarantee business achievement. Today, there are various organizations that still utilize the conventional HR model, and cut off the part of the HR office to managerial suppliers (ILO 2004). This is not added value, and HR is seen as essential however not exceptionally significant. The part of HR would be based on drafting up organization approaches, training, learning, and support in keeping up organization benefits. In basic terms, human resource administration concentrates on the organization's central goal, and helps in the arranging methodology of getting to that objective. HR is a key division to each administrator, and can either represent the moment of truth an organization (UNECE 2007). As per to make esteem and convey results, HR experts must start by not concentrating on the work exercises or work of HR yet by characterizing the deliverables of that work. HR's parts in building an aggressive association incorporate administration of key human assets, administration of change and change, administration of firm foundation and administration of representative commitment (MOE.gov 2010). A few things that an organization can do to make quality added to the human resource division are to first concoct an arrangement that is adjusted to the organization's general vision and mission. At the point when executing new plans, you need to begin little and relying upon the span of your organization, execute approaches and strategies that will permit them to take it abate and screen the advancement. Communication is an imperative and critical part of HR offices (Knust.edu 2009). All data and changes ought to reflect the organization's picture, and imparted to faculty at differen t levels that is straightforward. Human Resource Human resource development is the procedure of helping representatives in a certain association to enhance their individual and authoritative aptitudes, their capacities and utilization of learning. This incorporates helping them through taking them for preparing, vocation advancement t courses, authoritative and execution administration. The primary point of human resource development is to build up a propelled workforce that will empower the association to attain to its objectives and offer the best to its clients. Human resource could be possible structure inside the association or from outside the association (HRS 2009). It can likewise be carried out formally, for example, an arranged association change, offering classroom preparing to workers or taking them through a certain school course, or casually where a chief may choose to mentor the representatives on a specific issue. Human resource development in any association is the part of human asset administration (ISU.edu 2002). This paper accordingly takes a gander at the vital parts of human asset administration and routes in which a key methodology to human asset improvement can assume a key part inside an association. Difficulties and impediments to compelling human resource management are likewise examined in the paper. Training Training is the methodology of making mediations that are gone for enhancing the abilities, information and the capacities of the representatives in the association. Before choosing the training to attempt, it is imperative for the administration to direct an evaluation of the training needs, planning the project to embrace in preparing and the usage transform, lastly how to assess the training process (West East institute 2013). Appraisal of the training needs helps to uncover the workers needs that are in accordance with the objectives of the association. This is on account of vital preparing ought to be carried out to prepare the representatives on matters concerning the association's objectives (UCD 2010). The configuration of preparing ought to likewise include distinguishing proof of the objectives of the association so that the themes secured in the preparation project are additionally in accordance with the hierarchical objectives. In the wake of preparing has been done, it i s critical to assess it in order to gauge its prosperity. This aide in figuring out if whatever has been a put resource into preparing is paid back (Sagepub 2007). Viability of training is gaged relying upon the degree to which the already set targets have been fulfilled. Criticism from the understudies can be obtained and this is additionally a measure of adequacy of training system. An alternate measure of viability of training incorporates appraisal of conduct change and its effect to the association (UWStout n.d.). This includes checking whether the training program has had effect on the conduct of the representatives after the procurement of new aptitudes and capacities. Conduct change can be watched when the workers are doing their obligations applying the new aptitudes. The effect of training on the association includes measuring its effect in the specific units where the representatives work. This ought to likewise be reflected in the whole association. Perspectives, for example, level of gainfulness, volume of offers, benefits picked up and the level at which clients are fulfilled can likewise reflect the effect of preparing in the ass ociation (Le.ac 2010). Learning A learning organization gives associations the conceivable outcomes to find who they are, the place they need to go, and characterize the personal satisfaction they wish to seek after. A Learning Organization is an association that spotlights on persistently developing and changing through the securing of information. Such an association cultivates a domain of learning imparting and urges workers to increase new information. Such information builds the association's productivity and consumer loyalty (Human resources n.d.). It is generally perceived that development is determined by new information, and there is clear relationship in the middle of learning and information, however it is this harmony in the middle of learning and development that is so basic to effective information administration and advancement (CSB.gov 1995). To attain to a feasible game changer where new information brings about discriminating development it is important to create both a prevalent learning capacity adjusted by a predominant learning ability. Those associations who are capable at information abilities but on the other hand are less adroit at learning capacities will probably see their focused position disintegrated by those associations with less information however a more prominent ability to learn and after that get up to speed. Furthermore hence it is basic for any learning association to increase new information from which learning can happen, and to gain from application of flow learning and to utilize this adapt ing as a driver to get new information (SHRM 2009). The learning association concentrates on its frameworks as a component of the greater picture to distinguish chances to utilize information and figuring out how to expand information and educated limit and enhance execution (Sosyalarastirmalar 2009). The way of nature has changed significantly because of huge financial, social and innovative changes over the previous decades. Associations today are defied with expanding natural turbulence emerging from worldwide rivalry; the presentation of new innovations abbreviated item lifecycles and political and social weights. Associations, today must be adaptable and figure out how to envision changes and react quickly. Today, learning has the discriminating effect among associations (Facta 2007). Learning can scarcely be depicted as another normal for associations. Hierarchical learning is as old as associations themselves. What is new, is an expanded attention to the associations in the middle of learning and focused capacity and also better understanding into the conditions for powerful learning. In the long haul it is said that learning will just give game changer to associations that learn quicker and better than their rivals (Cefims 2015). Development functions Development functions are one of the numerous capacities in human resource administration. Vital HRD is the particular case that is intended to offer a progressive capability among the workers. With the current changes in innovation, HRD can be utilized to backing different exercises of the association in which ability is needed (HRDF n.d.). The current business environment obliges that HRD to assume a principal part authorizing the authoritative methodology. Human resource advancement is keeping on assuming a basic part in plan of association's system. This is on account of authoritative that have the capacity attain to a quality level of representative skill stand a superior risk in the current aggressive business environment (UTAS 2011). Capacities of key human resource advancement incorporate training and development, hierarchical improvement and profession advancement. Training and development is the demonstration of passing on particular learning, abilities and capacities to the workers. It endeavours to enhance their present and future execution by the procedure of learning (Ymcdn n.d.). Inadequacy in the execution of the representatives manages the requirement for preparing and improvement. Advancement is the part of making open doors that may encourage the workers to develop. This does not so much spotlight on enhancing the abilities however on offering general information and changing the disposition of the representatives so they can deal with higher positions (Nearyou n.d.). The majority of formative exercises are not offered on obligatory by the administration however are by and large on intentional premise. The primary point of preparing and advancement is to increase the value of its human assets so that the association can accomplish its motivation. As such, it is contributing on the workers in the interest of the association so that the representatives can feel persuaded to utilize their common capacities. Inputs in preparing and improvement incorporate abilities, training, and morals (Sagepub 2011). Abilities are vital in zones, for example, operation of hardware, and different supplies so as not to cause harm or damage. These are the fundamental aptitudes that one can't work gears in the association without them. Training includes offering hypothetical thoughts and imparting rationale in the representatives. This helps them in settling on normal choices. This is generally vital for the directors and the administration group since it helps them in choosing matters concerning the association. Morals includes rehearses that are adequate to the association (Niscair 2007). It is vital for the human asset director to illuminate the representatives on the moral practices in promoting, account and different divisions in the association. This is on the grounds that whatever is worthy in one division may be unique in relation to what is satisfactory in an alternate. Training and Development helps the association to increase upper hand. This is on account of they kill lacks in the executi on of the worker which may be either because of absence of abilities or practices that may keep the workers from fitting execution. Training and Development helps in enhancing association's steadiness empowering it to withstand focused powers. Conclusion The preparation work in many associations is a consistent and ceaseless request on time. Not just must associations manage new workers having no aptitudes, additionally with old representatives having old abilities. Preparing is an expense focus, in this manner, it is critical that any preparation attempted meets individual, departmental and authoritative destinations (GIZ n.d.). This is likewise valid for long term improvement of staff, which ought to be in accordance with the association's human asset arrangement. Preparing ought to be integral to this methodology; it ought to help to test thoughts, empower change, and search out the issues of tomorrow. Training is basically info; in any case, it is not utilized as a measuring stick for estimation of past execution of the individual or of their administration of staff. References ILO 2004, Human resources development and training, accessed on 12th February 2015, https://www.ilo.org/public/english/standards/relm/ilc/ilc92/pdf/rep-iv-2a.pdf UNECE 2007, HUMAN RESOURCES AND TRAINING, accessed on 12th February 2015, https://www.unece.org/fileadmin/DAM/stats/publications/Human_resources_and_training.pdf MOE.gov 2010, Employee Training and Development, accessed on 12th February 2015, https://serverlib.moe.gov.ir/documents/10157/42675/Employee+Training+and+Development.pdf Knust.edu 2009, TRAINING AND DEVELOPMENT OF HUMAN RESOURCE, accessed on 12th February 2015, https://ir.knust.edu.gh/bitstream/123456789/587/1/Frank%20Yawson.pdf HRS 2009, TRAINING AND DEVELOPMENT PLAN, accessed on 12th February 2015, https://hrs.wsu.edu/File/Training%20and%20Development%20Plan.pdf ISU.edu 2002, HUMAN RESOURCE MANAGEMENT/DEVELOPMENT, accessed on 12th February 2015, https://www.isu.edu/career/majors/pdf/humanresources.pdf West East institute 2013, REVIEW OF THEORY OF HUMAN RESOURCES DEVELOPMENT TRAINING, accessed on 12th February 2015, https://www.westeastinstitute.com/wp-content/uploads/2013/02/ANT13-246-MOHAMMED-ALYAHYA-Norsiah-and-Alharbi.pdf UCD 2010, HR Training Development Policy, accessed on 12th February 2015, https://www.ucd.ie/hr/t4cms/HR_Training_Development_Policy.pdf Sagepub 2007, Training and Developing Employees, accessed on 12th February 2015, https://www.sagepub.in/upm-data/26858_7.pdf UWStout n.d., Training and Human Resource Development, accessed on 12th February 2015, https://www.uwstout.edu/programs/sp/thrd/ Le.ac 2010, Training and Development (T D): Introduction and Overview, accessed on 12th February 2015, https://www2.le.ac.uk/projects/oer/oers/psychology/oers/Training%20and%20Development%20Introduction%20and%20Overview/Training%20and%20Development%20Introduction%20and%20Overview%20-%20TRF.pdf Human resources n.d., Training and Development, accessed on 12th February 2015, https://humanresources.vermont.gov/training CSB.gov 1995, HUMAN RESOURCE MANAGEMENT, accessed on 12th February 2015, https://www.csb.gov.hk/english/publication/files/e-hrmguide.pdf SHRM 2009, Training Design, Development and Implementation, accessed on 12th February 2015, https://www.shrm.org/Education/hreducation/Documents/09-0171%20Gusdorf_T%20and%20D%20FINAL.pdf Sosyalarastirmalar 2009, MAJOR CHALLENGES TO THE EFFECTIVE MANAGEMENT OF HUMAN RESOURCE TRAINING AND DEVELOPMENT ACTIVITIES, accessed on 12th February 2015, https://www.sosyalarastirmalar.com/cilt2/sayi8pdf/abdullah_haslinda1.pdf Facta 2007, EMPLOYEE TRAINING AND DEVELOPMENT AND THE LEARNING ORGANIZATION, accessed on 12th February 2015, https://facta.junis.ni.ac.rs/eao/eao200702/eao200702-13.pdf Cefims 2015, Human Resource Management and Development, accessed on 12th February 2015, https://www.cefims.ac.uk/documents/sample-31.pdf HRDF n.d., Human Resources Development Fund - The Guide Book, accessed on 12th February 2015, https://www.hrdf.org.sa/downloads/GuideBookEng.pdf UTAS 2011, Human Resource Development, accessed on 12th February 2015, https://www.utas.edu.au/__data/assets/pdf_file/0008/272186/BMA324-Unit-Outline.pdf Ymcdn n.d., The Evolution of HR: Developing HR as an Internal Consulting Organization, accessed on 12th February 2015, https://c.ymcdn.com/sites/www.hrps.org/resource/resmgr/p_s_article_preview/hrps_issue30.3_evolutionofhr.pdf Nearyou n.d., Leadership Development, accessed on 12th February 2015, https://nearyou.gwu.edu/hrdl-hr/hrd-ld-hr_brochure.pdf Sagepub 2011, Advances in Developing Human Resources, accessed on 12th February 2015, https://www.sagepub.com/upm-data/2666_11adhr01.pdf Niscair 2007, Human Resource Development, accessed on 12th February 2015, https://www.niscair.res.in/aboutus/annrep07/ettd.pdf GIZ n.d., Human Resources Management Development, accessed on 12th February 2015, https://www.giz.de/en/downloads/en-lesotho-human-resources-policy-manual.pdf

Light Waves Essays - Electromagnetic Spectrum,

Light Waves In this universe there are many thing that we cannot explain. Among these many things is light. Light, as far as we know, come in different wavelengths and the size of the wavelength determine what type of light it is. The middle wavelength lights are what gives us the seven basic colors of red, orange, yellow, green, blue, indigo and violet. Beside these visible lights there are the lights that cannot be seen by the human eye. These invisible lights can be grouped into two other groups the long waves and short waves. The first group of waves is the longer wavelength of light including infrared and radio waves. Radio waves, the longest wavelengths, alternate and can be volatile. Arthur C. Clarke said in the essay "The Light of Common Day" that since radio waves fluctuate so much no animal has ever been able to sense them. He goes on to say that if you had an eye big enough to see radio waves your eyes would be millions of times larger than a normal eye. The next longest wave is the infrared light waves. Infrared light is used nowadays to see in the night. Special goggles are designed to pick up infrared light making it possible to see at night. The next group of light waves are the shorter waves of ultraviolet and x-rays. Ultraviolet light, sometimes referred to as UV, is right next to violet and is just beyond sight. UV light is what causes sunburns and can be very painful. In Arthur C. Clarks essay it states that even though UV light is not visible the retina of the human eye reacts powerfully to it. He compare the human eye to a camera and says that a good camera need may types of lenses made out of different types of glass to take a good picture. The human eye has only one lens and cannot possible see UV light. The last type of light is the x-ray. The x-ray is the smallest wave and is used in the medical field greatly to take pictures through flesh of bones. Even though x-rays are very useful they can be very dangerous. They have been know to disrupt radio waves and can poison a human body to the point of death. In summary, the invisible lights can be broken down into large wavelength and short wavelength groups. The large wavelength group consists of radio waves and infrared light. Radio waves are sometimes volatile and infrared light is use to see at night among other things. The other set of invisible light, the short wavelength, include ultraviolet light and x-rays. Ultraviolet light is not visible but affects the retina in the human eye. X-rays are helpful in hospitals but are lethal in large quantities.

Free Essays on Napoleon

Napoleon Bonaparte Napoleon Bonaparte was born in Ajaccio, Corsica on August 15, 1769. He was the second child of Carlo and Letizia Bonaparte. Napoleon’s family was of noble rank because his father was a lawyer and one of the greatest leaders of the pro-French party in Corsica. Napoleon had seven brothers and sisters – Joseph, Lucien, Elisa, Louis, Pauline, yeah they Caroline, and Jerome. Through his father’s influence Napoleon received an education at military schools in Brienne and Paris, all paid for by King Louis XVI. Napoleon graduated at 16 and became a second lieutenant in the artillery. As a result of his short stature (he stood 5 foot 2 inches tall) Napoleon was known as the Little Corporal. Soon after Napoleon graduated the French Revolution started and Napoleon’s family was condemned because they did not support Corsica’s independence from France. For their stance, the family fled Corsica to France shortly after the start of civil war in April 1793. When Napoleon came to France he returned to military duty and became associated with the Jacobins, a political party in France. Napoleon became associated with them because he defeated the British in Toulon in 1793. Because of his role in that battle, Napoleon was promoted to brigadier general and sent to Italy. When Napoleon came back to France in 1794 he was arrested because of a political problem that included the Jacobins. Napoleon was released shortly after he was arrested but he was not very popular with the majority of the French people. In October 1795, Napoleon regained his popularity and opened the biggest opportunities for his career. When a mob started attacking the French Revolutionary Convention Napoleon was sent to command the troops. Napoleon ended the uprising by killing about 100 rioters. When Napoleon was asked how he stopped the mob he replied it was with â€Å"a whiff of grapeshot†. After that incident, Napoleon was given control of the French ar... Free Essays on Napoleon Free Essays on Napoleon NAPOLEON I; A GREAT LIFE IN BRIEF By: Albert Guerard Translated by: Dylan Croslin FORWARD: A LITTLE ABOUT THE AUTHOR Albert Leon Guerard was born in Paris and served with the Office of War Information from 1942 to 1945. He became professor emeritus at Stanford in 1946 and since then has taught comparative literature and French civilization at San Diego State College, the University of Hawaii, the New School for Social Research, and Radcliffe. From 1950 to 1953 he was professor of comparative literature at Brandeis University. â€Å"Destiny, the coincidence of luck and genius, had served Napoleon marvelously well: in 1802 he was without question first in war, first in peace, first in the hearts of his countrymen†. ACCORDING TO MR. ALBERT GUERARD: Napoleon Bounaparte was born on August 15, 1769. He was born to Mme Letizia Buonaparte and Carlo Bounaparte in the city of Corsica, â€Å"the isle of Beauty†. His father was a lawyer, but along side of that he was a soldier who helped give Corsica independence. The Bounaparte family was poor, but Carlo received noble rank which entitle his children to receive education at the king’s expense. So Carlo immediately took Napoleon and his brother Joseph to the College of Autun in France. Joseph was said to be tall and handsome while Napoleon was short and gawky. Months later, Napoleon transferred to Brienne, a military academy for young noblemen. At Brienne, Napoleon was not welcomed by the Frenchman because of his size and gawky appearance. After his schooling in Brienne, Napoleon was sent to the navy but was moved to the French army and chose artillery as a major. After examination, he and four others where chosen to attend an elite military school in Paris. Aft er one year he was qualified to graduate at the age of 16. After his graduation he was ranked 2nd lieutenant in the regiment of La Fere. In 1785, Carlo Bounaparte died of cancer. After his father’... Free Essays on Napoleon Napoleon Bonaparte Napoleon Bonaparte was born in Ajaccio, Corsica on August 15, 1769. He was the second child of Carlo and Letizia Bonaparte. Napoleon’s family was of noble rank because his father was a lawyer and one of the greatest leaders of the pro-French party in Corsica. Napoleon had seven brothers and sisters – Joseph, Lucien, Elisa, Louis, Pauline, yeah they Caroline, and Jerome. Through his father’s influence Napoleon received an education at military schools in Brienne and Paris, all paid for by King Louis XVI. Napoleon graduated at 16 and became a second lieutenant in the artillery. As a result of his short stature (he stood 5 foot 2 inches tall) Napoleon was known as the Little Corporal. Soon after Napoleon graduated the French Revolution started and Napoleon’s family was condemned because they did not support Corsica’s independence from France. For their stance, the family fled Corsica to France shortly after the start of civil war in April 1793. When Napoleon came to France he returned to military duty and became associated with the Jacobins, a political party in France. Napoleon became associated with them because he defeated the British in Toulon in 1793. Because of his role in that battle, Napoleon was promoted to brigadier general and sent to Italy. When Napoleon came back to France in 1794 he was arrested because of a political problem that included the Jacobins. Napoleon was released shortly after he was arrested but he was not very popular with the majority of the French people. In October 1795, Napoleon regained his popularity and opened the biggest opportunities for his career. When a mob started attacking the French Revolutionary Convention Napoleon was sent to command the troops. Napoleon ended the uprising by killing about 100 rioters. When Napoleon was asked how he stopped the mob he replied it was with â€Å"a whiff of grapeshot†. After that incident, Napoleon was given control of the French ar...

Analysing the strategic situation of a company Essay

Analysing the strategic situation of a company - Essay Example The main strengths of the company are strong management, loyal customers, acquisitions and financial position. The analysis has identified lack of diversification and failure to embrace technology in management as some of the weaknesses of BAT. The company faces threats from competitors. The corporate strategies adopted by BAT include acquisitions, manufacturing of products that meet the purchasing power of diverse customers and taking initiative to develop voluntary standards. The main strategic issues BAT are on forecasting demand as this varies greatly and restrictive legislations. The recommended actions include adaption of technology in the supply chain and invest more resources in research and development. In almost all parts of the world, tobacco is consumed and cigarettes are the most iconic of tobacco consumption (Moerman and Van, 2005, p. 375). According to Moerman and Van (2005, p. 375), cigarette smokers always strive to satisfy their craving for them as they do in case of hunger. This makes the industry post high annual revenues. Cigarette is a simple object made from shredded tobacco rolled on a paper and it was invented in the nineteenth century. Cigarettes emerged in first half of the nineteenth century in France and Spain. By 1830s, France was producing hand rolled cigarettes but this was later overtaken by pipe tobacco and snuffs that was being consumed US (Thompson, 2004, p. 21). This was followed by various developments in the industry that eventually led to the formation of a well-organized tobacco industry with several players. One of the major companies in the tobacco industry is the British American Tobacco (BAT). Tobacco industry contributes significantly to the eco nomic development of countries globally through employment and tax. However, the industry faces huge opposition from health organization given that smoking causes

Morrison Supermarket LTD Essay Example | Topics and Well Written Essays - 750 words

Morrison Supermarket LTD - Essay Example All these and many other distinguishing features have helped the Morrisons to grow over the years (Morrisons, 2010). As the scale of operations continue to grow bigger for the Morrisons, the stakes tend to get higher; with such an expanded business setup, the decision makers at the company believe that they are exposed to certain degree of risks as well. According to them, if there is some incident that interrupts their manufacturing or distribution units, it might overall affect the flow of business (Morrisons, 2010). Further, the operating systems used by most of the company members are at the verge of completing their age, in this way the company will have to devise a new IT policy along with replacement of old systems, with the new ones (Morrisons, 2010). With respect to the exceptional growth attained by the Morrisons in the last five years, the company has decided to expand its business. Some of the future goals that the company has set for itself include establishing of a nation-wide distribution chain all over UK; an increase of 1.5 million square foot of selling space; improved access for the customers (Morrisons, 2010). Keeping these growth objectives intact, the company wants to maintain a highly skilled operating team that could ensure corporate social framework. The company wants to maximize its profits by establishing cost effective production units, and gaining direct access to agricultural produce. Moreover, the use of environmental friendly operations is among the key objectives for the success of the company in future. Expansion of the business by devising sound IT policy has become inevitable, so the company considers E-marketing as opportunity for enhancement of services (Morrisons, 2010). The perception of customers about a particular brand evolves with the experience they gain after using or consuming products/services offered by a

Factors responsible for Industrial-Economic Revolution in America Essay Example for Free

Factors responsible for Industrial-Economic Revolution in America Essay The last decades of the nineteenth century saw tremendous development ion the industrial and economic sectors. The boundless economic expansion was triggered and augmented by the entrepreneurs like Carnegie, Rockefeller, J. P. Morgan etc. the innovations of the Thomas Edison. This scientific and technological adventures coupled with entrepreneurial risks and innovations introduced by great businessmen pushed America toward a new industrial era and helped it develop as an industrial-economic power. The history fabricated by many historians illustrates that late 19th century of American history is marked with the economic exploitations of robber barons† that deprived American citizens of the potential benefits of industrialization and collected huge profits for themselves. But some of the great industrialist and businessmen of the 19th century America like Carnegie, Vanderbilt, and Rockefeller helped America to establish itself on sound economic footings and constructed huge infrastructures of banks, railroads, steel mills and cities etc. Although these entrepreneurs were market oriented businessmen but whatever their ambitions and objectives were, they contributed in the industrial and business sector. Andrew Carnegie remained the greatest industrialist in American history. His entrepreneurial competencies and his business acumen were the foremost qualities that capacitated him to grasp every opportunity to build a well-advanced business empire. Livesays (1975) manifests that his ability â€Å"to recognize the potential of a new service or product and to seize upon an auspicious moment to associate himself with it. Time and again he manifested this acumen, shifting his talents from factory to telegraph, from telegraph to railroad, from railroad to iron and then steel, meanwhile investing his money in express companies, oil fields, sleeping cars, and telegraphs before he finally fused his energies and capital in Carnegie Steel† (19). Rockefeller and Morgan were the other businessmen who set an impetus for heavy industry; mass production and merger of small industries. They further capitalized on the new ideas, activities of scientist and technologists like Edison whose experimentation revolutionized the industrial world. Mergers and acquisitions were an important phenomenon that capacitated the American industry to grow by leaps and bounds. Morgan arranged the merger of Edison General Electric and Thompson-Houston Electric Company in 1892 and hence the great industrial conglomerate i. e. General Electric came into being. Morgan further established Federal Steel Company and later on merged it with Carnegie Steel Company. In 1901, he further assimilated many small steel and iron mills to establish the United States Steel Corporation. In this perspective, life of the laborers in this industrial domain was subject to long working hours and dangerous working settings. Several of the policies of the industries had only obligations for the workers but there rights were never recognized and granted. This resulted in the low production output as workers were not satisfied. This background led many labourers to try to institute the rights of the workers in the form of labor unions regardless of well-organized resistance from entrepreneurs and the courts. After the recognition of these labor unions, collective bargaining resulted in much improved wages and working conditions for the laborers as well the productivity. So the industrial development further progressed. So it is quite clear from the above-mentioned facts and supported arguments that American industrial and economic development in the last decades of the 19th century was primarily due to the endeavours of the great entrepreneurs, scientific and technological innovations and the emergence of labor unions.

A Lady of Letters and Cream Cracker under the Settee by Alan Bennett Es

"A Lady of Letters" and "Cream Cracker under the Settee" by Alan Bennett The two monologues I am going to be writing about are two elderly women who are lonely and trapped in their own homes. I will be talking about how Doris, one lady from 'Cream cracker under the settee' and Irene, the other lady in 'Lady of letters' are suffering from loneliness. Doris and Irene both live alone. They don't seem to have any special friends. For example, Irene doesn't like being people calling her Irene. People who come across Irene must call her Miss.Ruddock; nobody has called her Irene since her mother died. Only real friends may call 'Miss Ruddock' Irene. But both Doris and Irene have people who do you look out for them like the policeman who calls in to check on Doris from time to time. Both monologues are talking, and looking directly into the camera, at many different angles. This gives a great effect, as the person talking in the monologue seems to be talking to 'YOU', in the audience. In the monologues the women mainly talk about the past and by comparing the day they were 'kiddies' to the days of today. This is how monologues are a lot different to dramas. Monologues are an interesting way for the people in the audience to see the opinions and thoughts of another person, maybe older or maybe younger. Both these monologues don't have a grouped name such as, action, horror or comedy but if I had to catorgise these monologues, I would say they are 'real life tragedy's'. There are the little side comments which the author for both monologues, Bennett, has made to make the make the audience giggle but the whereas the individuals in the monologue, in this case Doris or Irene, aren't aware that whate... ...the Settee' my emotions stayed practically the same all the way through the monologue, as for 'Lady of Letter' I felt a number of emotions for Irene, Happy, angry, sad. I felt a lot of sympathy for Doris when she was talking about her family but i feel no sympathy for Irene. As I said, my feelings stayed the same for Doris but I did feel frustrated at times, as it is frustrating when 'you' know what's best for someone but that someone doesn't understand. My feelings varied a huge amount for Irene mainly because Irene's feelings varied an amount. Both monologue were encouraging in there own ways. 'Cream cracker under the settee' did get a bit tedious at times and sometimes made me want to fall asleep due to the same tone of voice droning on and on. I had a lot more to write about for Lady of Letters because I thought there was a much better story line.

Workplace Violence in the Workplace Sector: A Literature Review

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