Successfulness of the canadian environmental protection act Essay

Successfulness of the canadian environmental protection act - Essay Example On October 23, 1987, the bill passed second reading. After third reading and extensive amendments by House of Commons Legislative Committee, the bill passed as an Act that respects the protection of the environment and human life and health. Introducing the Act was a legislative initiative aimed at invigorating the insipid federal Environmental Assessment and Review Process (EARP).Proposed as a bill by the then Minister of Environment, Tom McMillan, CEPA perceived as federal government of Canada’s effort to firmly establish that it is federal government’s obligation to integrate environmental safety aspects in all of its projects planning and implementation. Therefore, federal government ensured that no policy, program, project, or legislation should proceed without adequate analysis of its potential environmental consequences (UNEP, 1999, p.48). Considering the scope and complexity of changed made after review in 1990s, reviewers decided to repeat the practice in seven years. The objectives for assessment were to review the implementation process, and the extent to which it is proved effective in achieving its prime objective-protecting human health and environment. First Reading Version of 1999 mandated for review in seven years, the final version mandated a reduced time period of five years (Standing Senate Committee on Energy, 2008, p.1). In order to determine CEPA’s success, Environment Canada and health Canada considered four years of implementing CEPA and attributed it as an essential part of the complex regime of inter-related laws, policies, and institutions which guarantee adequate and comprehensive management of threats to human health, life, and environment. This complex regime incorporates federal, provincial, territorial, Aboriginal and local governments, judiciary, industry, and civil society in addition to other national or international organizations (Environment Canada and Health Canada, 2004, p.4). Despite the short time of its implementation and continuous review, in a 2005 web based public response primarily echoed the need of better implementation and enforcement of CEPA, 1999.Several practitioners across Canada and different sectors had a general perception that CEPA, 1999 is primarily a sound piece of legislation which does not require any substantial amendment in its content in order to ensure effective and continuous protection of human health, life, and environment. However, many believed that, generally there is more to be done when it comes to effectively implementing the law in order to ensure that the legislation is tapped to its full potential by taking actions swiftly and reducing risks involved (Versteeg as cited in Standing Senate Committee on Energy, 2008, p.3) According to Standing Senate Committee on Energy(2008,p.3) it is argued that the lacking will to implement and enforce the CEPA, and lacking resources for implementation and enforcement are the major areas of concern that und ermine the effectiveness of CEPA environmental protection regime. It is also argued that resources and time for legislative review of CEPA should not be taken from those allocated for implementation

Statistics Project Example | Topics and Well Written Essays - 1000 words

Statistics Project Example Therefore, financial status and depression are critical factors in determining well-being of individual hence appropriate measures to the report. The frequency histogram shows an almost normally distributed curve. However, the explicit results show a negatively skewed distribution. The frequency for males is more than that of the female gender. This shows that more males suffer from post-traumatic stress disorder as compared to male. The number of people that experience from post-traumatic disorder-from the sample-are 230. Out of the 230, 130 are males while 100 are females as per the histogram. The distribution of subjective class identification closely matches the normal curve. This shows that 68% of the observations fall within one standard deviation of the mean 2.39. On the other hand, 99.7% of the observations fall within 3 standard deviation of the mean. The normal Q-Q plots also confirms the normal distribution of the subjective class identification. The confidence interval for Posttraumatic Stress Disorder is 12.35 and 14.73 for lower bound and upper bound respectively. This means that we are 95% confident that the true mean of Posttraumatic Stress Disorder is between 12.35 and 14.74. The corresponding ÃŽ ±=0.05. When testing for normality, the normality table and the normal Q-Q plots become important as the numerical and graphical methods respectively. The normality table represents the result for Shapiro-Wilk Test and the Kolmogorov-Smirnov Test. In this case, we will use Shapiro-Wilk Test because the data is less than 2000. The sig. value (0.000) of the Shapiro-Wilk Test is less than 0.05 hence the data is not normally distributed. The data significantly deviate from a normal distribution. We have also used the Q-Q plot to determine normality graphically. The data points stray from the line in a non-linear fashion hence the data is not normally distributed. To correct the distribution of age of the respondents, I have

In Good Company Analysis

In Good Company Analysis AOTEAROA TERTIARY INSTITUTE NZIM DIPLOMA IN MANAGAMENT LEVEL 5 LEADERSHIP 630 ASSESSED TUTORIAL : FILM STUDY IN GOOD COMPANY Identify two leaders in the movie? Dan Foreman and Carter Duryea Dan Foreman a) Leadership Style Dan Foreman had charismatic leadership style. According to (Daft, 2008) charismatic leaders are those who have the ability to encourage and motivate other people to do more than there would normally do. Person with charismatic leadership styles has a great concern in scanning and reading their surrounding and are able to pick up the mood and concern of individual and big audience. According to the movie The Good Company Dan took the responsibility to inform the workers when there were fired from their job because he was really concerned about their feeling and he knew he would be able to comfort them since he was the old staff and the staff was hired by him. He also had responsibility towards his family. b) Effectiveness of a leader Dan was considered as a effective leader. He was loyal to his employee and motivate them. Workers respected and trusts him he was outspoken person and stand for his employees. He had a great responsibility towards his family. He love his wife and children lot. He was so effective as a father when he saw Alex and Carter working together at his birthday party he was really concerned about that but didnt say anything. Instead he follow Carter next day to see where he goes and then he saw Carter and Alex having coffee together he got really angry that he punched Carter. He was really concerned about his daughter since she was still in college. c) Type of Power Dan held referent power which comes from leaders personality characteristics and where people respect and admire his ability. Carter who was the new boss for the company respected him lot he also had charisma power which mean it have positive influence on workers. Also has ability to create the chance for interpersonal pressure. d) How the power was used Dan used his power in a good way since he was very effective and when he speaks people would listen to him. People respect him due to his power and leadership style. He tries hard to save his job and company. Also he used his power in good way towards his family. Carter Duryea a) Leadership Style Carter Duryea had transactional leadership style. According to (Daft, 2008) transactional leadership is a exchange process between leaders and followers. Followers needs and desires are recognise and then clarifies is made on how to satisfy it. According to the movie Carter was appointed as the head of marketing for the Sports America magazine so that he can increase the sales for his company. Transactional leader are also considered as task oriented. He didnt have much experience as the head position since he was still young and was in the stage of learning. b) Effectiveness of a Leader Carter was not effective leader since he didnt have experience in the work which he was located since he had experience in his field of work also he was outspoken and was very convincing. He was also facing lot of personal problem since he was so focussed in his professional life and as not able to give time to his wife. He just had a divorce after 7 moth of married. c) Type of Power Carter held legitimate power which means it is a authority that is granted from a well known position in the company. In the movie Carter had a position in the company he was the head of marketing. He held this power because he was very good in decision making, active, intelligent in his work and convinces people. d) How he used his power Carter also used his power in good and effective way. He power was used to motive people and identify common goal of the company. He also misuse his power to cost cut the expense for the company. He started firing the staff. Carter discuss this with Dan and he was really upset and that you cant fire then because those staff are from my time I have hire them. Dan also mention that Iam paid more wages why not fire me instead. And Carter used his power in good way saying that I can fire you but think about responsibility you have. 2) Situation from movie identified that illustrates analysis for each leader. Leadership theories referred to support discussions above. Situation that was chosen from the movie for both leaders were when Dan asked question to Teddy K when he was talking about put one section about computers in sports magazine suddenly Dan interpreted and asked Teddy K what he is trying to say which shows how effective he was while asking question and shows that he was listening to it. Leadership theories that Dan held was influence theories which refers to leadership influence based not on position or formal authority but on the qualities and charismatic personality of the leader( Daft, 2008). Dan didnt held any formal position in the company but people respect him due to his qualities. Another situation was when Carter was discussing about sacking some workers from sales department. As he was a transactional leader he had to follow his companies rules and procedures. He had behaviour theories refers to what a leader actually do on the job and which relates to the content of managerial activities role and responsibilities. Since he was a head of department he had responsibility towards his job. Dan tried to save his old workers and suggested to Carter that his salary is more than workers why not sack him instead of others. But Carter cant do much he had to listen to his boss and follow his orders. 3) Type of organisation, level of seniority and its effects on leaders behaviour? The movie Good Company is about a sports America magazine which is owned by Globecom, it is recognize as a national sports magazine where Dan had worked for 20 years as head of advertising sales department. But due to some problem company is bought by multimedia company and Carter is assign as a new boss. He had one of the most senior position in the company responsible for companies sales and managing staff. Also had power to rewards and punish anyone in the company. In the movie both the leaders are struggling to maintain their position and to get along with each other. Carter is half the age of Dan and he is still young learning the work. He thinks that he could to better for the work therefore he chose to replace Dan who is 51 years old and is a executive in his company. He feels uncomfortable to work with Carter. Carter had highest level of seniority based due to his position in the company and becomes the boss of Dan and all workers has to his instructions and listen to his ord ers (Uk essay,2014). This was due to legitimate power which Carter held. Dan didnt have any legitimate authority after the company was taken over he just had a position on wingman in the company but still he had respect from his colleagues. He was given this position since he had lots of experience in his work. 4) Leadership theories referred to support discussions above. Leadership theory that was illustrate to large extend in this movie was contingency theory. The idea behind this theories is that leaders can analyse their situation and tailor their behaviour to improve leadership effectiveness (Daft, 2008). Leader effectiveness in group is depend on two factors is change in situation and relation motivation or leader task. Leader who have high marks on scale are those people oriented than those who get less mark on scale is task oriented. According to the movie Dan had high mark in least preferred co workers because he was concern about his employees. Even he was ready to leave his job to save his co workers job. Carter had less mark on scale since he was only concern about his task. He hold a position in the company therefore he had to follows orders given by his boss and also be on management side. He doesnt think about workers and fired some employees from the company. 5) Individual culture and its effect. Culture played a very important role in Dan and Carter life. Dan is 51 year old with a very lovely family. He was happily married with two daughters he believed in honesty trustworthiness, charisma, reliability and has respect for everyone. Whereas Carter is 26 year old man newly married and is dumped by his wife just in 7 months of relationship as he had a promotion. Later he is having affair with Dans daughter. He had authority to reward and punish anyone in the company. He is always on management side and workers according to company policies and procedures. This happens in really life in many companies the management level workers are always on company side. Both leaders way of thinking was different Dan was more thinking about building and maintaining relationship. He had a good relationship with his co workers despite some workers been fired from work their still came to attend his birthday party. Dan also had better relationship with his daughter when he saw pregnancy kit in t he dustbin he was so worried and thought that it is Alex. He goes and talk with Alex and tell her that if you have any problem always come and discuss with me. Whereas Carter way of thinking was a corporate world he was thinking about bottom dollar. He didnt think about his personal life he just work hard to get promotion but as soon as he get this his wife leaves him. At the work he was just sacking the staff to reduce the cost and make profit. He was so money minded. 6) Other leadership concepts and ideologies that was identify in the movie ? i) Other leadership concepts and ideologies that was identify in the movie were building and maintaining relationship both personal and professional. Dan was able to balance his relationship both personal and professional he takes out time for his wife and kids often go out and play tennis. Dan keeps his professional life at work and does not discuss anything at home during family time. Whereas Carter was not able to keep his personal and professional life balance. Due to his professional he was not able to give time to his wife which lead to separation after 7 month of relationship. ii) Responsibility was the other concepts Dan had a great responsibility towards his family. He was the only breadwinner in the family he had to look after his wife, two teenage daughter who were in college. His older daughter Alex moved out to live on her own and Dan had to take second mortgage to meet all his expenses. On top of his wife was pregnant with their third child. He also had responsibility towards his work he tried hard to save his job and magazine towards the end of the movie he goes out and do door to door sale. Dan was so concerned towards his daughter when he saw Alex and Carter together he was so angry that he punched Carter he was so protective. iii) Set Example is the other leadership concept that was identified in the movie. Dan set good example to Carter. In the end when Carter was out of job Dan offered him a position in the company. Carter was happy and he said that I will be grateful to get the job and since I have learn so many things from you but he was not sure what he want to do. Dan set good example to Carter in regards to professional life. iv) Respectful is other concept that was identified in the movie. Dan had worked for 20 years in the company and he had lot of respect from all his co workers. Dan had demotion from his position and Carter become the new boss but still all the workers listen to Dan. He was a senior staff and Carter also respected him and was eager to learn more from him. Carter also respected Dans family when the first time he went to visited them he said this the type of family and home Iam looking for. Also other concept can be believing in what you are doing Dan had believe that he can save his job and magazine. He goes out with Carter for door to door sale to save the magazine since he was give 24 hours time. He believe that he can do it and he was able to do it. From this concept we come to know that if you believe in something and works towards it you will be successful in your life. References Daft R L Pirola-Merlo (2008). The leadership experience: Asia Pacific edition 1. Melbourne: Cengage Learning. UK essay (2014) The Whale Rider Movie Theology Religion Essay http://www.ukessays.com/essays/theology/the-whale-rider-movie-theology-religion-essay.php UK Essay (2014) The Lord of The Ring Theology Religion Essay http://www.ukessays.com/essays/theology/lord-of-the-rings-theology-religion-essay.php

Interpreting commercials in todays media :: essays research papers

A good commercial is like a master chef’s recipe. Add the right ingredients and everyone will love it. By definition a commercial is, â€Å"an advertisement broadcast on radio or television.†(Merriam-Webster) I’ll pretend that I never heard that definition because to me a commercial is simply money. If effective, then the product sells. When a product sells; a company makes more money. It’s that simple. In today’s society, everything revolves around money. This is why it’s vital to put effective ads out in the media for consumers to view daily. If your ad doesn’t have the right ingredients, then send it to Emeril Lagasse so he can, â€Å"BAM, Kick it up a notch!† by adding some of the â€Å"six C’s†. For the seventh consecutive year, Anheuser-Busch’s advertising and marketing department has put out the number one rated commercial during the Superbowl. Directed toward light beer drinkers, this year’s ad specifically promotes Budlight. Set up in an airplane, anxious skydivers await for the ok to jump. The ad is connected towards younger men because younger men are doing the jump. The first man jumps without any trouble and the instructor tells the next man it’s his turn. It’s apparent that he’s very nervous because he refuses to jump. Trying to coax him even more, the instructor says, â€Å"Not even for some Budlight†, holding up a six-pack. He then throws the 6 beers out into the open sky, hoping the skydiver will follow in pursuit of the cold beer. Instead, the pilot of the plane leaves his controls, runs to the open door, and jumps without a parachute to retrieve the Budlight. The target line says, â€Å"Fresh, Smooth, Real. Budlight. It’s All Here.† The captioned tagline used here is fine. It is short and sweet, but still clear. As a whole, this advertisement works. Its clear and doesn’t beat around the bush or confuse its audience. Everyone who sees this add knows what the product is. The ad targets the credibility of the drink. Anheuser-Busch is saying hey, if a pilot will jump out of a plane for this beer, it must be pretty damn good stuff. The directed audience is younger men, like many other beers ads. This specific commercial does not contrast other beer products. They have other commercial out to combat their biggest competition, Miller Light Beer. This commercial’s main goal is to connect with its viewers, rather then to put down the competition.

Wrongful Termination

Wrongful Termination Kenneth L. Mowery BUS670: Legal Environment Prof. Alexis Hooley August 20, 2012 Wrongful Termination â€Å"Over the past 20 to 25 years courts have been carving out common law exceptions to employment at will† (Mallor, Barnes, Bowers, & Langvardt, 2010, p. 1338). One of those exceptions is that of wrongful termination or unjust dismissal. In the past three years there have been five wrongful termination suits brought against Haywood Regional Medical Center.Three cases ended positively for the plaintiffs, while the other two showed that the Medical Center had the stronger case and that the Medical Center had just cause to terminate the employee. . â€Å"The remedies in successful wrongful discharge suits depend heavily on whether the plaintiff’s claim sounds in contract or in tort, with tort remedies being more advantageous for plaintiffs† (Mallor et al. , 2010, p. 1338). If the plaintiff can prove his or her case against the employer for wron gful discharge or termination, the employee can recover damages from the employer.The burden of proof lies with the plaintiff to prove wrongful termination and remedies can be costly for the employer. The employer can avoid the liability of a wrongful termination suit by keeping up with the policies and procedures and performance evaluations of its employees. Employment at Will Let us look at different exceptions to the common-law doctrine of employment-at-will. â€Å"The rule says that either party can terminate an employment contract of indefinite duration. The termination can occur at any time; and can be for good cause or no cause† (Mallor et al. , 2010, p. 1338).However, according to Hames and his evaluation of the Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the National Labor Relations Act, and the Occupational Safety and Health Act, there must be no formal employment contract for a specified period of time and there can be no statutory prohibitions to the contrary (1991, p. 122). Hospitals hire many individuals with different backgrounds, skills, and values, so it is difficult to, as Hames states, â€Å"devise personnel policies and practices that are perceived as fair and just by the majority of their employees† (1991, p. 22). With this in mind, the cause for termination may also be a morally wrong cause. What may seem right to the employer may be wrong, morally, for the employees. Because hospitals hire such a diverse population of employees, many are â€Å"at risk† for wrongful termination suits against them. In his research, Hames noted that in many cases there has been the implication that the courts have eroded the Employment-at-will doctrine, which leave employers with little discretion regarding who they can fire and under what circumstances (1991, p. 122).This can leave employee at many hospitals little protection against wrongful termination. Exceptions to the Employment-at-will doctrine we re mentioned earlier; we will first examine the Public Policy Exception. Public Policy Exception â€Å"The public policy exception to the doctrine of employment-at-will asserts that employees may not be terminated for refusing to perform an act that is contrary to a clearly mandated public policy nor for performing an act that is consistent with such a public policy† (Hames, 1991, p. 123). Employers may not terminate the employment of an employee for morally wrong causes.This can be seen in Wagenseller v. Scottsdale Memorial Hospital (1985), where Wagenseller was fired from her job at the hospital for not engaging in morally wrong activities; mooning an audience and bathing in public being two of them (Hames, 1991, p. 123). If the employee is discharged or fired from their job for not performing morally wrong activities, the employee will be able to win a wrongful termination suit against the employer. In her case against Scottsdale Memorial Hospital, â€Å"the court conclud ed that firing someone for refusing to expose her buttocks violates public policy in Arizona† (Hames, 1991, p. 23). A doctor at Miramichi Regional Hospital won his wrongful termination suit against the hospital because the board did not explain their reasons for dismissing him (Barry, 2005). Dr. Shaikh’s attorney argued â€Å"that in the interest of fairness, Shaikh should have been given notice of his termination and a meeting to defend himself; instead of six months notice, the hospital was ordered to pay Shaikh six months’ salary† (Barry, 2005). This may not fall under public policy; however, it does fall under morality.It was morally wrong for the hospital to dismiss the services of the doctor with no reason being given. It was also morally wrong for the hospital to dismiss the doctor without giving him the right to defend himself. Implied Contract Exception â€Å"The implied contract exception to the at-will rule asserts that employers’ statem ents or actions regarding job security or termination procedures may constitute legally enforceable obligations if they are communicated to applicants/employees and if they are sufficiently specific to permit the courts to discern their intentions† (Hames, 1991, p. 25). An example given by Hames is that of Leikvold v. Valley View Community Hospital (1984). Leikvold was the director of nursing and asked to be reassigned to an available operating room supervisor position. Her job performance was exceptional if not satisfactory; however the CEO of the hospital fired her on the grounds that it was inappropriate to seek demotions (Hames, 1991, p. 125). Patient safety issues are implied at every hospital that I have worked for, and it would seem that this is implied at all hospitals.A nurse filed a wrongful termination suit against the Youville HealthCare Center alleging that he was released because of pointing out â€Å"serious patient safety issues. † (Pham, 1997). Barry Ad ams, the RN, stated that he had noted many medication errors, patients left in unclean situations, and patient that had fall precautions that were being left alone, many of these falling. â€Å"Adams said in his lawsuit that Youville administrators fired him in October after he wrote several memos to hospital officials documenting unsafe patient conditions and requesting help† (Pham, 1997).It was Adams’ implied contract of patient safety that won his wrongful termination lawsuit against the Youville HealthCare Center. One of the cases against Haywood Regional Medical Center, mentioned in the outset, was when a nurse was fired for refusing to administer a medication, which the doctor ordered, to a patient. The nurse stated that the medication consisted of an ingredient that the patient was allergic to, and this was noted in the patient’s chart. The nurse was dismissed due to insubordination; however, she won the wrongful termination lawsuit against the hospital b ecause she was doing the ob that she was hired to do; taking care of her patient. Taking safe care of patients is an implied contract by this hospital. All employees are to safely care for their patients even if it means going against a higher authority’s order. Good Faith and Fair Dealing Exception â€Å"The good faith and fair dealing exception to the at-will rule generally provides that employers may not terminate their employees in bad faith or for bad cause if doing so deprives them of the benefits of their agreement† (Hames, 1991, p. 128).For example, Hames explains, â€Å"A Bozeman Deaconess Hospital employee was fired during her probationary period for insubordination, disrupting patient care, disorderly conduct, unsatisfactory performance, violating safety and health rules, and breaching confidentiality, each of which were disputed† (Hames, 1991, p. 128). The employee sued the hospital on the grounds that her release breached the implied covenant of goo d faith and fair dealing. The administrator had told her that he would investigate the situations that had caused her termination, but he had only interviewed two individuals that had apparently seen the incidents.This employee â€Å"was allowed to join various benefit plans for which only permanent employees were eligible, her employment was not evaluated at the end of 500 hours as required by hospital policy, and there was no reference to her probationary status included in any of the hospital’s correspondence regarding her discharge† (Hames, 1991, p. 129). She had good faith that she would be an employee at the hospital for the length of her contract. She was not dealt with in a fair manner when it came to investigating the situations that resulted in her discharge from the hospital.Hospitals must be cautious of releasing their employees without rhyme or reason. Investigations should be thoroughly done in order to avoid wrongful termination suits. Investigative Proc edures In order to prevent a wrongful termination suit, an employer must investigate the situation thoroughly. Another case from Haywood Regional Hospital that ended in a wrongful termination suit was when the Director of Nursing had a nurse fired due to inadequate care given to a patient that had undergone respiratory distress during the night and later that morning was being transferred to another facility to deal with her problems.The Director of Nursing based her decision to fire the nurse based on what the CNA and another nurse had said. The CNA was caring for the said patient and the nurse that was fired was over the CNA. The CNA stated that she had mentioned to the nurse that her patient was having trouble breathing, but the nurse stated that the patient always does that to get attention. Another nurse corroborated the CNA’s statement. Upon further investigation, it was found that the CNA and the other nurse had lied to the nurse that was fired and had lied about the s ituation to the Director of Nursing.The nurse that was fired won her wrongful termination suit. Janet Michael, of Nursing Management Personnel at Mountain View Healthcare states that â€Å"when doing an investigation, one must not rely on just one or two individual’s statements; a complete investigation when firing an individual would entail an interview with all that were present on the day of the said accusation† (2004, p. 20). This is a very important step when wanting to avoid a wrongful termination suit.Michael also states that â€Å"before deciding to terminate a nurse, you must perform a complete investigation of the situation; talk to all potential witnesses and appropriately gather the necessary evidence to support your termination decision† (2004, p. 20). The Director of Nursing at Haywood Regional failed to do this and terminated the employment of a great worker and cost the hospital money on the suit that followed. Janet Michael also states that risk management, the facility’s attorney, human resources, and any person with the expertise dealing with the situation should be consulted (2004, p. 0). Policies and procedures should be reviewed as well as the state and federal laws that might affect the circumstances. Costs of Wrongful Termination â€Å"Second only to shareholder suits, wrongful termination lawsuits account for 13% of all lawsuits; further, there are strong indications that the penchant for disgruntled former employees litigating the discharge decision is on the rise, including a recent study revealing that such employees in 1997 filed more than 24,000 wrongful termination lawsuits in federal court, up 77% from 1993† (Gardner, Gomes, & Morgan, 2000, p. 8) It is going to cost an employer a great deal of funds if said employer loses a wrongful termination suit. â€Å"Successful plaintiffs are securing ever-increasing awards from judges and juries . . . the median jury award for a wrongful discharged empl oyee rose from $120,736 in 1992 to $205,794 in 1996; a 70% increase in only four years† (Gardner et al. , 2000, p. 39). Imagine what the increase would be now in 2012. Remedies to avoid wrongful termination suits can be as simple as having a written and up-to-date policies and procedure manual on hand.If this is available, directors, managers, and supervisors will have the tools necessary to avoid a wrongful termination liability. Gardner mentions that aggressive performance management is a must; in doing so, companies provide a vehicle to: (1) inform employees of management’s expectations, (2) identify problem areas, and (3) provide opportunities for improvement (2000, p. 40). Avoiding Liability for Wrongful Termination In my experience, employers have seemed to always have the upper hand when it came to the termination of an employee.I have seen people fired for good reasons, bad reasons, and for no reason, and nothing ever came of the situation. Now days, an employer must â€Å"be on their toes† in order to avoid the liability for wrongful termination. As was stated earlier, the Employment-at-Will doctrine has been eroding over a period of time. â€Å"Over time, however, court and legislators began recognizing the inequality of bargaining power between employer and employee and that the inability of employees to protect themselves from unjust actions by their employers had not just economic ramifications, but also emotional and social ramifications† (Ballam, 2000, p. 57). Tomlinson and Bockanic state that an employer’s â€Å"first line of defense is to communicate at-will employment status periodically throughout the employee’s tenure, noting such critical disclaimers in the employment application, the offer letter, and the employee handbook† (2009, p. 82). The employer must be sure to communicate, at least yearly, the at-will status of the employee. Employers must not send the message to their employees that as long as they do good work, they will be employees with the company forever.Situations may arise in which the employer must cut back on a number of employees in order to make the budget or to break even. There is always a possibility of one losing their job, whether it is for a good reason, a bad reason, or for no reason. If these items are communicated with the employee on a regular basis, the employer may be able to avoid the liability of a wrongful termination suit against them. Disciplinary policies should also be included in the communication to employees.One of the lawsuits filed against Haywood Regional Medical Center dealt with the employee stating that he had no idea of the disciplinary policies of the hospital, however after further investigation, it was noted that he had in fact received these policies on the date of hire, as well as each year of the two years that he was employed with the hospital. Fortunately for the hospital, this wrongful termination suit was not wo n by the plaintiff.Tomlinson and Bockanic also note that â€Å"performance appraisals should be conducted on a regular basis, with careful and accurate evaluations based on the essential requirements of the position as specified in the job description† (Tomlinson & Bockanic, 2009, p. 83). If an employer keeps up with the performance evaluations of their employees then if the time comes to terminate the employee, the employer will have the employee’s evaluations there for back-up as well as something to fall back on, especially if the employee’s performance had been declining throughout the years.A proper performance evaluation will let the employer know which employees are improving and which ones are declining in the duties that they are supposed to perform. Wrongful termination suits can be seen to plague employers from all over the globe. Many employers terminate their employees for good reasons, for bad reasons, and for no reason at all. Employers also may t end to fire their employees under immoral pretenses. However, what is right for one individual may not be right for another. When filing a wrongful termination suit, it is up to the plaintiff.If the plaintiff can prove his or her case against the employer for wrongful discharge or termination, the employee can recover damages from the employer. The burden of proof lies with the plaintiff to prove wrongful termination and remedies can be costly for the employer. The employer can avoid the liability of a wrongful termination suit by keeping up with the policies and procedures and performance evaluations of its employees. References: Ballam, D. A. (2000) Employment-at-will: The impending death of a doctrine.American Business Law Journal, 37(4), 653-687. Retrieved from: http://search. proquest. com/docview/203397796? accountid=32521 Barry, A. (2005, Dec. 10). Miramichi doctor wins wrongful dismissal lawsuit; judge says hospital board didn’t explain reasons for dismissing physicia n. The Times – Transcript. pp. A. 8. Retrieved from http://search. proquest. com/docview/422926221? accountid=32521 Gardner, S. , Gomes, G. M. , & Morgan, J. F. (2000). Wrongful termination and the expanding public policy exception: Implications and advice.S. A. M. Advanced Management Journal, 65(1), 38-44. Retrieved from: http://search. proquest. com/docview/231235990/? accountid=32521 Hames, D. S. (1991). Liability for wrongful terminations: Are hospitals at risk? Hospital & Health Services Administration, 36(1), 121. Retrieved from: http://search. proquest. com/docview/206719067? accountid=32521 Mallor, J. P. , Barnes, A. J. , Bowers, T. , & Langvardt, A. W. (2010) Business Law: The Ethical, Global, and E-Commerce Environment. 14th edition). Boston. McGraw-Hill Companies, Inc. References Cont. : Michael, J. E. (2004). Investigate thoroughly to avoid wrongful termination suits. Nursing Management, 35(5), 20-20, 22, 53. Retrieved from: http://search. proquest. com/docview/23 1333715? accountid=32521 Pham, A. (1997, Mar. 19). State faults youville in overdose death of patient news of probe comes as ex-nurse who alleged serious patient safety issues files wrongful termination suit against hospital.Boston Globe, pp. F. 1-F, 1:4. Retrieved from: http://search. proquest. com/docview/403833649? accountid=32521 Tomlinson, E. C. , & Bockanic, W. N. (2009). Avoiding liability for wrongful termination: â€Å"ready, aim, . . . fire! †. Employee Responsibility and Rights Journal, 21(2), 77-87. doi: 10. 1007/s10672-008-9068-0. Retrieved from: http://search. proquest. com/docview/219426148/fulltextPDF/6? accountid=32521

Practice Midterm Exam (Statistics)

AMS572. 01 Practice Midterm Exam Fall, 2007 Instructions: This is a close book exam. Anyone who cheats in the exam shall receive a grade of F. Please provide complete solutions for full credit. Good luck! 1 (for all students in class). In a study of hypnotic suggestion, 5 male volunteers participated in a two-phase experimental session. In the first phase, respiration was measured while the subject was awake and at rest. In the second phase, the subject was told to imagine that he was performing muscular work, and respiration was measured again. Hypnosis was induced between the first and second phases; thus, the suggestion to imagine muscular work was â€Å"hypnotic suggestion† for these subjects. The accompanying table shows the measurements of total ventilation (liters of air per minute per square meter of body area) for all 5 subjects. Experimental Group | |Subject |Rest |Work | |1 |6 |6 | |2 |7 |9 | |3 |8 |9 | |4 |7 |10 | |5 |6 |7 | (1) Use suitable test to investigate whether there is any difference between the two experimental phases in terms of total ventilation. Please state the assumption(s) of the test and report the p-value. At the significance level of 0. 05, what is your conclusion? (2) Please write up the entire SAS program necessary to answer questions raised in (a). Please include the data step as well as tests for testing for various assumptions. Solution: (1) Assume that the difference [pic]is normal. [pic] and [pic] The hypotheses are [pic] v. s [pic]. The test statistic is [pic] Since [pic] and [pic], we can not reject [pic] at [pic]. [pic] (2) The SAS code is as follows: data hypnosis; input subject rest work @@; iff=work-rest; datalines; 1 6 6 2 7 9 3 8 9 4 7 10 5 6 7 ; run; proc univariate data=hypnosis normal; var diff; run; 2 (for all students in class). John Pauzke, president of Cereals Unlimited, Inc. , wants to be very certain that the mean weight ? of packages satisfies the package label weight of 16 ounces. The packages are filled by a machine that is set to fill each package to a specified weight. However, the machine has random variability measured by ? 2. John would like to have strong evidence that the mean package weight is above 16 ounces. George Williams, quality control manager, advises him to examine a random sample of 25 packages of cereal. From his past experience, George knew that the weight of the cereal packages follows a normal distribution with standard deviation 0. 4 ounce. At the significance level ? =. 05, (1) What is the decision rule (rejection region) in terms of the sample mean [pic]? Please derive the general formula using the concept of Type I error rate. (2) What is the power of the test when ? =16. 2 ounces? Please derive the general formula for power calculation first. 3) What is the sample size necessary to ensure a power of 80% when ? =16. 2 ounces? Please derive the general formula for sample size calculation based on the Type I and II error rates first. Solution: (1) [pic] [pic]. [pic]. [pic]. [pic] Hence, the rejection region is [pic]. (2) [pic] [pic] (3) [pic] [pic][pic]. [pic] Hence, about 25 packages of cereal should be sampled to achieve a power of 80% when (=16. 2 ounces. 3a (for all exc ept AMS PhD students). Inference on one population mean when the population is normal, and the population variance is known. Let [pic], be a random sample from the given normal population. Please prove that 1) [pic]. 2) [pic]. Solution: (1) [pic] Thus, [pic] (2) [pic] Thus, [pic] 3b (for AMS PhD students ONLY). For a random sample from any population for which the mean and variance exist. Please prove that 1) The sample mean and sample variance are unbiased estimators of the population mean and variance respectively. 2) When the population is normal, we have learned that the sample mean and the sample variance, are indeed, independent. Please prove this for n = 2. That is, for a random sample of size 2 only. Solution: (1) [pic] [pic] (2) When n=2, [pic], [pic] If we can show that [pic] and [pic] are independent, then [pic]and [pic]are independent. This can be done easily using the mgf technique: [pic] 4 (extra credit for all). An expert witness in a paternity suit testifies that the length (in days) of pregnancy (that is, the time from impregnation to the delivery of the child) is approximately normally distributed with parameter [pic] and [pic]. The defendant in the suit is able to prove that he was out of the country during a period that began 290 days before the birth of the child and ended 240 days before the birth. If the defendant was, in fact, the father of the child, what is the probability that the mother could have had the very long or very short pregnancy indicated by the testimony? Solution:let [pic]~[pic] and [pic]~[pic] [pic](the woman had a very long or very short pregnancy) [pic] [pic] Happy Halloween!

George Washington’s Farewell Address Essays

George Washington’s Farewell Address Essays George Washington’s Farewell Address Essay George Washington’s Farewell Address Essay Abstract George Washington was the first president of the United States of America. He reigned for two footings after which he decided to retire. He is considered as one of the greatest leaders that America has of all time had in its history. He decided to print his celebrated address. the farewell address in the American day-to-day advertizer of September 19. 1796. In his address. he addressed a figure of issues which he felt were of import and that could assist take the state to be more comfortable even after he had retired from presidential term. This paper is traveling to look into some of the of import facet of his address and what he considered good for the state. George Washington began his address by doing it known to the people that he had no purpose of running for office for the 3rd clip and that he intended to retire because he had become of age and needed to retire from political relations. He appreciated the support that he had received from the people that far and indicated to them that he had no any other motivation of retiring other than that of a friend. He encouraged integrity in the authorities because integrity was the footing of independence. He went in front to give the common properties which could convey about unity both at place and internationally which he said were: same faith. political rules. manners and wonts ( Washington. 1970 ) . He encouraged integrity among the provinces: North and South in which he encouraged them to work together as it could convey more strength. security and resources. He suggested that authorities was indispensable through the fundamental law. He warned people against utilizing parties as deadly effects because of the effects it was likely to convey approximately. The spirit of invasion was besides supposed to be avoided as it could take to dictatorship and the powers of the authorities were to be checked to avoid such state of affairss. Harmonizing to Washington ( 1970 ) . for political prosperity. morality and faith should be encouraged. He advised the authorities to avoid acquiring into debt through avoiding state of affairss which could promote it like war. : Refering the foreign policy. he encouraged them to keep one that could be considered just and merely to them and other states. The policy he said should be free of any hatred fond regards. guard the province against foreign intervention although it could let for temporal confederations with other states. attention was to be taken to guarantee there is no intervention. In decision. he hoped that the advocate he had given. could be followed by the governments. He believed that his leading had been guided by the rules he had stated. advised against taking sides in the European war and prayed to God to rectify any unwilled mistakes his disposal might hold committed and was optimistic of basking good Torahs under a free authorities after his retirement which were his shutting comments ( Washington. 1970 ) . References Washington George. ( 1970 ) . George Washington’s Farewell Address. Bedford. Massachusetts: Applewood Books.

Free Essays on Young Offenders Act

On April 1, 2003 the YCJA was created (Youth Criminal Justice Act) this act replaced the Young Offenders Act. The change in legislation is because the federal government is trying to reform the Canadian youth. Most of the young people that are imprisioned is because of the distruction of and/or in relation to propety. Only 20% of young people in custody in Canada have actually committed some sort of violent offence. The incarcertion rate for youth is higher then the rate for adults. Young people tend to get longer sentences then adults do. The YCJA includes among all of it's provisions a "declaration of principle " This declaration says that the victim should be treated with courtesy, respect and compassion they are also given an opportunity to participate and be heard. It also says that the criminal justice department system for young people should "emphasize fair accountability of young people depending with the dependancy of young persons and lower level of maturity." The YCJA trys to divert more and more young people away from youth court through the introduction to extrajudicial measures. The YCJA requires police officers to consider a few of the extrajudicial measures before starting any judicial proccedings, it is up to the police at first to decide what they think is in the best interest of the young offender in the case of a offence these extrajudicial measures include: taking no further action, warning the young offender; administering a caution; a referral that the young person joins a group or organization that may help in assisting the offender to not commit any more offences. But the YCJA still seeks to have the young people take responsibility for their offences. The offenders that admit to doing the crime are allocated a easier extrajudicial sanction. These sanctions may include any of the following; apologies to the victim; community service; or paying restitution if crime is property related. ... Free Essays on Young Offenders Act Free Essays on Young Offenders Act On April 1, 2003 the YCJA was created (Youth Criminal Justice Act) this act replaced the Young Offenders Act. The change in legislation is because the federal government is trying to reform the Canadian youth. Most of the young people that are imprisioned is because of the distruction of and/or in relation to propety. Only 20% of young people in custody in Canada have actually committed some sort of violent offence. The incarcertion rate for youth is higher then the rate for adults. Young people tend to get longer sentences then adults do. The YCJA includes among all of it's provisions a "declaration of principle " This declaration says that the victim should be treated with courtesy, respect and compassion they are also given an opportunity to participate and be heard. It also says that the criminal justice department system for young people should "emphasize fair accountability of young people depending with the dependancy of young persons and lower level of maturity." The YCJA trys to divert more and more young people away from youth court through the introduction to extrajudicial measures. The YCJA requires police officers to consider a few of the extrajudicial measures before starting any judicial proccedings, it is up to the police at first to decide what they think is in the best interest of the young offender in the case of a offence these extrajudicial measures include: taking no further action, warning the young offender; administering a caution; a referral that the young person joins a group or organization that may help in assisting the offender to not commit any more offences. But the YCJA still seeks to have the young people take responsibility for their offences. The offenders that admit to doing the crime are allocated a easier extrajudicial sanction. These sanctions may include any of the following; apologies to the victim; community service; or paying restitution if crime is property related. ... Free Essays on Young Offenders Act ABOUT THE YOA The Young Offenders Act was proclaimed into law in Canada on April 2, 1984. It replaced the Juvenile Delinquents Act, which had been in place for the previous 75 years. The YOA brought about significant changes from that previous legislation. Many were considered controversial right from the beginning and the critics started complaining even before it was officially proclaimed. One group thought that it was too harsh and created a new "Criminal Code for Kids". Others said it was too lenient and allowed young people to avoid responsibility for their actions. Little has changed in that regard, despite amendments to the YOA over the past 15 years. The criticism continues from both sides with many looking back to the time of the Juvenile Delinquents Act. In this web page, I propose to examine that earlier Act, and then go on to discuss various aspects of the YOA. Needless to say, emphasis will be placed on those areas that have generated criticism or controversy. Comments will also be m ade about the new Youth Criminal Justice Act, which was recently passed by the Canadian Parliament but has yet to be proclaimed in force. JUVENILE DELIQUENT’S ACT The JDA was a mixture of both criminal law and child welfare ("child protection" in some provinces) law. It was a reaction to the perceived harshness of earlier laws that treated children who broke the law just like adult offenders. During the 17th and 18th centuries, the fundamental aim in criminal jurisprudence was not reformation but punishment. This applied equally to children and there were numerous reported decisions about young children who were hanged. By the late 19th century, reformers, who were incensed by the harshness of this, clamored for change. They sought to protect and redeem those who they saw to be the victims of vicious environments, unfortunate heredity and cruel treatment at the hands of parents and employers. Juvenile court reform was only ...

Examples of Arrangement in Composition

Examples of Arrangement in Composition In rhetoric and composition, arrangement refers to the parts of a speech or, more broadly, the structure of a text. Arrangement (also called disposition) is one of the five traditional canons or subdivisions of classical rhetorical training. Also known as  dispositio, taxis, and organization. In classical rhetoric, students were taught the parts of an oration. Though rhetoricians did not always agree on the number of parts, Cicero and Quintilian identified these six: the exordium, the narrative (or narration), the partition (or division), the confirmation, the refutation, and the peroration. Arrangement was known as taxis in Greek and dispositio in Latin. Examples and Observations Aristotle states that...the very nature of rhetoric requires at least four components: an exordium, or introduction (prooimion), an advanced thesis (prothesis), proofs (pisteis), and a conclusion (epilogos).(Richard Leo Enos, Traditional Arrangement. Encyclopedia of Rhetoric, 2001)In A Rhetoric of Motives (1950), Kenneth Burke summarized the classical position on arrangement as rhetorical form in the large involving the following: a progression of steps that begins with an exordium designed to secure the goodwill of ones audience, next states ones position, then points up the nature of the dispute, then builds up ones own case at length, then refutes the claims of the adversary, and in a final peroration expands and reinforces all points in ones favor while seeking to discredit whatever had favored the adversary. Declining Interest in Arrangement In the place of the old rhetorics formulaic arrangement, the new rhetoric [of the 18th century] advised an arrangement that reflected the flow of thought itself. By the nineteenth century, the classical rhetorical tradition was pretty much adrift- although Richard Whately made an heroic effort to salvage it. As writing pedagogy abandoned prescribed techniques for invention, arrangement, and style (memory and delivery were already sinking as writing displaced oral literacy), teachers increasingly focused on grammar and surface features. How the student was supposed to create an essay was a mystery- as all writing came to be seen as the result of inspiration. Teaching the structure of the classical oration certainly made little sense because the form of a piece of writing should be determined by the reality the writer aimed to convey, not some static pre-ordained formula.(Steven Lynn, Rhetoric and Composition: An Introduction. Cambridge University Press, 2010) Arrangement in Modern Media Modern mass media...present special complications to the study of arrangement because the sequencing of information and arguments, the order in which certain appeals reach an audience, is very difficult to predict...Saturation and sheer quantity of exposure to a message given in single bursts may count for more than the interrelationships of parts of a single message achieved by its carefully crafted arrangement.(Jeanne Fahnestock, Modern Arrangement. Encyclopedia of Rhetoric, 2001)

NHS Health Provision Essay Example | Topics and Well Written Essays - 2000 words

NHS Health Provision - Essay Example The health service was an important aspect, so it had to exist, with reasons for its existence ranging from: Financial constrains for the hospitals which were volunteering; The 2nd world war which ensured an emergency medical service was ensured as part of the war effort; Emergence of the view that every human being had the right to health care, and it should not be something given to people charity thought they needed; The wide spread effect of war that saw it possible that the system was changed rather than modified; Mutual agreement that services that existed were in disarray, and something had to be done to sort it; and Young members who practiced medicine saw a better way of handling things hence its existence (NHS core principles, 2005). One of the major health care provisions in the national hospital service was the development of a network that would handle unplanned and emergency care services. This was an inter-organisation development criterion which was effective as a too l that would support the required changes in interrelated services. These were intensive care networks, emergency care networks and surgical service networks. The subtopic on emergency care networks is solely based on the fact that it is used by the public as a port of call which is safe for most, if not all of their problems. This is especially so if the other agencies are shut (Enthoven, 2000). Over the years as a result, services have been built in this department and also their knowledge in distinct areas such as minor injuries which accounts for 2/3 of the workload, trauma services which estimates to approximately 2% of the work in most of the departments and major injuries which accounts for work in balance. Such specialist services needed competent individuals around in a sort of shift patterns and a rota. Surgical services are becoming highly specialised, and some anaesthetists’ and surgeons’ ability to be flexible in that they can cross-over in general areas i s becoming a challenge. This in turn, creates pressure in mid-sized and smaller general district hospitals, in that their staff is small and cannot meet the new shifts and rota layered down by the existing rules. This pressure is due to concentration of staff members in areas of excellence such as cardiology, neurosurgery, cancer, urology, paediatrics and ophthalmology; increase in the percentage of daily case surgery which includes the transfer of some cases out of private sectors in east London (public policy reforms and the National Health Service strategic development agenda) (Oakley 2009, p. 13-15). The National Health Service was created out of thought that healthcare services to a person should be available regardless of wealth. This was based on these three core principles: It should not be based on a person’s ability to pay but on essential clinical needs, It should meet the needs of each and every one, At the point of delivery it should be free, The three principles have seen that the development of the national hospital service is guided for over sixty years and remaining at its pillar core. The department of health in March 2011 published the National Hospital Service. In its content were the guiding principle of the NHS and the publics’ right as an NHS patient. These rights did a wide coverage of the quality of care a NHS patient receives, an NHS patient right, confidentiality, programmes and treatments available to the patient and the patient’

Comparison Contrast essay of Foreign and domestic automobiles

Comparison Contrast of Foreign and domestic automobiles - Essay Example Nissan, Honda and Toyota are the dominant forces in Japan, they make automobiles which perform very consistently and are equipped with the latest technology. The likes of Volkswagen, BMW and Mercedes Benz are the dominant forces in Europe, they make fine cars like Audi, Mercedes and other very popular cars, there are several types of Audis, and there are luxury cars, SUVs which sell like hot cakes. â€Å"Slightly more Americans now say the United States makes better-quality vehicles than Asia does, with 38 percent saying U.S. cars are best and 33 percent preferring autos made by Asian companies, according to an Associated Press-GfK Poll.† (Foreign Cars) Toyota specifically stands out because the company follows a comprehensive system of TQM which stands for total quality management, the whole line of production can easily be stopped should any problems be discovered, this has often saved the company from launching automobiles which have had safety problems unlike Honda and a few other companies. Ford, a leading American company has been very successful because they have been making affordable cars but these cars are complete misfits when they come up against foreign cars. Quality does not come cheap is an age old clichà ©, some of the high end models of European and Asian automobiles are far better than American cars, these cars are safer equipped with airbags and other high tech safety equipment, these cars are faster but these cars are not inexpensive. ... General Motors is a big American company which has had some serious financial problems in the past, these financial problems cropped up simply because the company was not making enough profits, these problems may occur in the future considering the highly competitive nature of the automobile industry. Camry manufactured by Toyota which is a foreign automobile company has been bought by countless Americans, it has been the bestselling car in America for almost a decade now, this goes to show the increasing popularity of foreign cars in America. â€Å"Cities in Middle America — places such as St. Louis, Cleveland and, of course, Detroit — have the highest percentage of American car buyers. In Detroit, for example, 67 percent buy American.† (Austin Business Journal) This quote from a very popular journal sheds light upon how only in a few selected areas do buyers buy American cars whereas the reach of foreign cars can be seen in almost all the areas and regions, thi s goes to show the widespread reach of foreign cars and the limited reach of domestic automobiles. â€Å"Toyota averages about 50 percent, he said, and imports about a million vehicles a year into the U.S. from Japan. Domestic content may decrease gradually." (Drive Blog Journal) The increasing demand of automobiles manufactures by Toyota has been highlighted time and again in this paper, the more this car gets importer into the US, the more it will capture the market share. This would mean that domestic automobile companies like GM and others would have to face increasing difficulty and a very competitive environment in the near future. Honda also exports a lot of cars into the US and it is again a very big competitor for the domestic automobile companies. â€Å"For some buyers, the concept of buying an

Discussion broad Essay Example | Topics and Well Written Essays - 250 words - 1

Discussion broad - Essay Example The author has rightly proposed practicing and preparing as two of the important strategies to control meeting stress. I am a Chinese and was recently interviewed in Shanghai. My interview went well because I had thought about the possible questions and prepared answers for them in advance. I also practiced the interview with my friend before the actual interview which gave me a fair idea of the interview. This topic is mentioned in the course book e.g. while preparing for a meeting or an interview, an individual should at least prepare four Ps i.e. â€Å"purpose, product, participants, and probable issues† (Wilkinson, 2012, p. 590). I find this article very informative and useful. It contains very useful pieces of advice that are easily practicable. The author has not only suggested what to do in a meeting to control stress and boost performance, but has also clearly indicated what not to do e.g. not to overprepare or have a crafted and premade answer for every question. I discovered the article recently over the

Organizational Structure Presentation Communication Methods Essay - 1

Organizational Structure Presentation Communication Methods - Essay Example There must be effective communication at different levels in order for medical practitioners and other health care providers to operate efficiently. The managers should support open communication within the organization. In addition, the managers in the organization will be responsible for communicating to the junior workers, telling them what they are expected to do and the issues concerning the new strategy to be introduced (long-term care services). Communication should easily flow from one department to the other or from one person to another. Subordinates should have the feeling that they are authorized to ask questions and raise issues about processes and advancements involved in this new strategy. Similarly, all employees should communicate efficiently with the patient and family (Buchbinder & Shanks, 2012). Poor communication always threatens the life of patients. Communication with the patient or family is important because it will provide information concerning the conditio n of the patient. Apart from communicating treatment instructions, workplace communication also delivers information concerning the condition of the patient and diagnosis. Open communication and the generosity of sharing information create greater action and improved efficiency. Through collaborative leadership, the manager will always concentrate on building consensus and upright interpersonal associations. This will happen through participation and communication. The main importance of open communication is its ability to increase the level of transparency in an organization. The process improves trust between different levels of workers. Lack of effective communication in an organization can lead to anger, pressure and feelings of insecurity at the workplace. Good communication allows workers to feel as part of the organization. They will also feel

Argument paper -- Obamacare Essay Example | Topics and Well Written Essays - 1500 words

Argument paper -- Obamacare - Essay Example However, Obama care is not a good option in our society at this moment due the cost involved, biases and high operating costs (Fact 1). Despite its help towards average earners in the American society, it has created havoc and high operational costs to the rich and big businesses. The Obama care affects the American negatively by increasing taxes, causing unfairness in society, straining the economy and changing the cost of operating businesses. First, for the government to get funds to insure millions of American citizens, obviously the money has to come from taxes. Moreover, this can negatively affect the high-income earners thus causing bias in the society. Because of high taxation rates on the rich people, this can in turn affect their employees as a result of the reduction of working hours. The Obamacare is not a good solution, as it seems to be a punishment towards the rich people and big businesses (Investors Business Daily 1). Moreover, due to high taxation on rich businesses might lower the investors confidence, and this might negatively affect the local economy. Another negative situation on the Obama care is its ultimatums towards all American citizens. This law is forceful in that it requires that by January 2014 everybody was to have registered in this programme and those who fail a fee was to apply. Additionally, this Medicaid can only be achieved through the State and the federal funding. Unfortunately, not all states have the capability of fully funding this plan (Obama care facts 1). Thus, about 5.7 million people from the poor backgrounds will be without an insurance cover exposing their lives to danger. Furthermore, the state and the federal governments also provide fund for the plan making matters even more badly. A classic example is the Children Health Insurance Fund (CHIP). As a result, the operation cost of health insurance gets higher than the growth of the economy. This phenomenon strains the available resources in

Comparison of the Ideas of Jane Jacobs and Oscar Newman in Their Essay

Comparison of the Ideas of Jane Jacobs and Oscar Newman in Their Approach to Safety and Security in Urban Neighborhoods and City Centers - Essay Example The idea of defensible space originated out of the ideas of Jane Jacobs in 1961 and was further developed by Oscar Newman in 1973 (Greenberg et al, 1982). Both Jacobs and Newman ultimately argued in favor of creating boundaries in urban neighborhoods for crime prevention strategies, although in slightly different ways. Jacobs is largely credited with articulating the â€Å"eyes on the street† theory of crime prevention in urban neighborhoods, while Newman is credited with expanding upon Jacob’s theory and developing what has come to be known as defensible space (Carmona, et al, 2010, p. 151). Essentially, Jacobs argued that keeping our eyes on the street provides a significant remedy for keeping our streets and neighborhoods safer and more secure. Newman used the term defensible space to expound upon Jacob’s theory and argued that the infrastructure of urban areas with high-rise buildings created danger because people who occupied these places were helpless to defend, identify, see their entire property. Eradicating fear of crime and prevention crime was therefore solved by creating boundaries that segregated the streets from the streets (Carmona, et al, 2010). Thus both Jacobs and Newman contributed to the theory that urban design is a valuable method for reducing the fear of crime and preventing crime in urban neighborhoods by recognizing and responding to the idea of creating boundaries between areas that were in close proximity to high crime areas: the city. Jacobs (1961) proposed that by increasing neighborhood participation at the street level would help residents to control their surrounding streets. The rationale for this theory was that the more eyes directed toward the streets would act as a deterrent to crime. Jacobs (1961) argued that placing bright lights on streets is not enough unless there are eyes trained on the area.

Argument paper -- Obamacare Essay Example | Topics and Well Written Essays - 1500 words

Argument paper -- Obamacare - Essay Example However, Obama care is not a good option in our society at this moment due the cost involved, biases and high operating costs (Fact 1). Despite its help towards average earners in the American society, it has created havoc and high operational costs to the rich and big businesses. The Obama care affects the American negatively by increasing taxes, causing unfairness in society, straining the economy and changing the cost of operating businesses. First, for the government to get funds to insure millions of American citizens, obviously the money has to come from taxes. Moreover, this can negatively affect the high-income earners thus causing bias in the society. Because of high taxation rates on the rich people, this can in turn affect their employees as a result of the reduction of working hours. The Obamacare is not a good solution, as it seems to be a punishment towards the rich people and big businesses (Investors Business Daily 1). Moreover, due to high taxation on rich businesses might lower the investors confidence, and this might negatively affect the local economy. Another negative situation on the Obama care is its ultimatums towards all American citizens. This law is forceful in that it requires that by January 2014 everybody was to have registered in this programme and those who fail a fee was to apply. Additionally, this Medicaid can only be achieved through the State and the federal funding. Unfortunately, not all states have the capability of fully funding this plan (Obama care facts 1). Thus, about 5.7 million people from the poor backgrounds will be without an insurance cover exposing their lives to danger. Furthermore, the state and the federal governments also provide fund for the plan making matters even more badly. A classic example is the Children Health Insurance Fund (CHIP). As a result, the operation cost of health insurance gets higher than the growth of the economy. This phenomenon strains the available resources in

Reconstruction’s Failure Essay Example for Free

Reconstruction’s Failure Essay Congress Reconstruction efforts to ensure equal right to freedom failed because the enforcement acts that was giving in Document 2, Prejudice in the south giving Benjamin Boyer’s speech and from the book â€Å"Black Reconstruction in America† in document 6, another reason was the Compromise of 1877. In the exert from the New York times, it states the Ku Klux Klan purpose was to establish a nucleus around which the adherents of the late rebellion might safely rally. The whites thought that it threatened individual freedom because it allowed the government to punish the Ku Klux Klan and banned disguises. The kkk wonted to enforce the fourteenth amendment which is to â€Å"make slaves citizens† to the constitution of the U.S. They believed in the innate inferiority of blacks. The Ku Klux Klan and other terrorist groups tried to keep African Americans from making economic process They killed there livestock, attacked the African Americans who owned land and forced them to work for previous slaveholders. Many southerners were opposed to African Americans gaining equal right and voting in elections so they formed terrorist groups. They were very prejudice in the south. Benjamin Boyer’s wrote a speech that stated† It is common for the advocates of negro suffrage to assume that the color of the negro is the main obstacle to his political quality† meaning its common for people to see black as people who shouldn’t have the right to vote. He also said Negros are not equal of white Americans and are not entitled. In the book Black reconstruction in America he said the American Negro was compelled to give up his political power. What he was saying if Negros wonted to work or wonted to increase the income they couldn’t handle politics to. Another reason was the Compromise of 1877. After the southerners made great changes affecting the lives of freed African Americans, restricting the right of freed slaves. Hayes got the 20 disputed electoral votes. They were unlimitedly awarded to him after a bitter legal and political battle. The south accepts republican, Hayes becomes President and the North agrees to end reconstruction and withdraw troops. They also agreed to build a railroad from Texas to the West Coast and also agreed to appoint southerners to the cabinet. Reconstruction failed for many different reasons. Reconstruction was suppose to be the period of rebuilding after the Civil war in which all the confederate states returned to the union. Like  may things everything doesn’t always go as planned.

Lack Of Group Cohesiveness Psychology Essay

Lack Of Group Cohesiveness Psychology Essay Teams and groups have a great impact on the behavior of employees. Good working and interactions with peers, subordinates, and superiors and crucial aspects of organizational life, helping employees achieve personal and organizational goals. When relationships are poor, they can become sources of stress. Moreover, incivility at work and elsewhere has become a major problem. Incivility implies rudeness and disregard of others. It includes the violation of workplace norms for mutual respect. A high level of political behavior or office politics also may create stress for managers and employees. The nature of relationships with others may influence how employees react to other stressors. In other words, interpersonal relationships can be either a source of stress or the social support that helps employees cope with stressors. The group can also be a potential source of stress. The group stressors can be categorized into following areas: Lack of group cohesiveness Starting with the historically famous hawthrone studies, it has become very clear that cohesiveness or togetherness is very important to employees, especially at the lower levels of organizations. If an employee is denied the opportunity for this cohesiveness because the other member of the group shut the person out, the resulting lack of cohesiveness can be very stress-producing. Lack of social support Employees are greatly affected by the support of one or more members of a cohesive group. By sharing their problems and joys with others, they are much better off. If this type of social support is lacking for an individual, the situation can be very stressful. There is even research indicating that the lack of social support is so stressful that it accounts for some health care costs. Intraindividual, interpersonal and intergroup conflict. Conflict is conceptually very closely linked to stress. Conflict is normally associated with incompatible or hostile acts between intraindividual dimensions such as personal goals or motivational needs/values, between individuals with in a group, and between groups. Conflict can hence lead to considerable stress for individuals. In addition to the group per se, group-level dynamics may become stressors, for example a recent study found that organizational politics was a potential source of stress in the work environment. Aggressive behavior : A frightening category of work stressors is overly aggressive behavior in the workplace, often taking the form of violence or sexual harassment. Aggressive behavior that intentionally threatens or causes physical harm to an employee is classified as workplace violence. Work place violence tops the security threats employee face at their organization. Homicide is second only to transportation accidents as the most common cause of workplace fatalities. A second form of overly aggressive behavior in the workplace is sexual harassment. Sexual harassment is unwanted contact or communication of a sexual nature. Many female employees have been object of unwanted sexual advances, propositions or discussions at work. As with workplace violence, sexual harassment is a serious problem. Management clearly has a strong responsibility to do everything in its power to prevent sexual harassment from occurring. When it does occur, it needs to be dealt with quickly and firmly. INDIVIDUAL STRESSORS: In a sense, the stressors discussed so far eventually get down to the individual level. There is also more research and agreement on possible situational dimensions and individual dispositions that may affect stress outcomes. For example, individual dispositions such as type a personality patterns, personal control. Learned helplessness, self efficacy and psychological hardiness may all affect the level of stress someone experiences. Conflict between work and other roles : A person has many roles in life (e.g., breadwinner, family member, little league coach, and/or social workers, to name a few), only one of which is typically associated with work (although some individuals may hold more than one job at a time) these roles may present conflicting demands that become sources of stress. Furthermore, work typically meets only some of persons goals and needs. Other goals and needs may conflict with career goals, presenting an additional source of stress. For example, employees personal desires to spend time with their families may conflict with the extra hours they must work to advance their careers. Current demographic trends, such as the increasingly large number of dual-career couples, have brought work and family role conflicts into sharp focus. Career development: Major stressors related to career planning and development involves job security, promotions, transfers, and developmental opportunities. An employee can feel stress by under promotion (failure to advance as rapidly as desired0 or over promotion (promotion to a job that exceeds the individuals competencies). The current wave of reorganization and downsizing may seriously threaten careers and cause stress. When jobs, teams, departments, or entire organizations are restructured, employees often have numerous career-related concerns: can I perform competently in the new situation? Is my new job secure? Typically, employees find these concerns stressful. Differences between company and employee values A further cause of stress lies in differences between company values and ethical practices, as often reflected in the organizations culture, and employee ethics and values. Substantial differences can lead to significant mental stress as an effort is made to balance the requirements of both sets of values. Personality characteristics The personality characteristics points out the complexity of, and individual differences in, personality dispositions and traits. Personality traits such as authoritarianism, rigidity, masculinity, femininity, extroversion, supportiveness, spontaneity, emotionality, tolerance for ambiguity, anxiety, and the need for achievement have been uncovered by research as being particularly relevant to individual stress. Most attention has centered on the type A personality. Friedman and rosenman define the type a personality as an action-emotion complex that can be observed in any person who is aggressively involved in a chronic, increscent struggle to achieve more and more in less and less time, and if required to do so, against the opposing efforts of other things or other persons. Type A 00employees experience considerable stress. They are the ones who: Work long, hard hours under constant deadline pressures and conditions for overload. Often take work home at night or on weekends and are unable to relax. Constantly compete with them, setting high standards of productivity that they seem driven to maintain. Tend to become frustrated by the work situation, to be irritated with the work efforts of others, and to be misunderstood by supervisors. Type B people appear more relaxed and easygoing. They accept situations and work with them rather than fight them competitively. Type B people are especially relaxed regarding time pressures, so they are less prone to have problems associated with stress. Still, type B individuals can be highly productive workers who meet schedule expectations; they simply obtain results in a different manner. The research on type A and type B people is still accumulating. For example, some of the type A behavior patterns, such as competitiveness and a drive for career success, appear to be consistent with societys values. At the same time, the hostility and aggression these people exhibit may make it difficult for many employees to work with them. Some studies also suggest that there may be different forms of type a personalities. As a result, the type As who are more expressive and less hostile may be less prone to heat disease. Other type As apparently enjoy their success so much that they disregard the surrounding stress and do not suffer from heart attacks or other physical consequences. Besides the debate surrounding the impact of type a personality on health is the question of the success of type As versus type Bs. It is pretty clear that type As are typically on a fast track to the top. They are more successful than type Ba. however, at the very top they do not tend to be as successful as type Bs, who are not very ambitious, are more patient, and take a broader view of things. The key may be to shift form type A to type B behavior, but, of course, most type As are unable and unwilling to make the shift and/or to cope with their type A characteristics. Personal control The second internal factor affecting employee stress is the amount of perceived control they have over their work and working conditions. Employees who have a substantial degree of independence, autonomy, and freedom to make decision seem to handle work pressures better. Since two employees may have the same actual control and flexibility, it is clearly their relative perception of that freedom that counts. Managers can respond to this need for control through a variety of measures such as allowing flexible work schedules, enriching jobs, placing individuals on self-managing teams, or empowering employees by using participative leadership styles. Peoples feelings about their ability to control the situation are important in determining their level of stress. In particular, if employees feel that they have little control over the work environment and over their own job, they will experience stress. Studies have shown that if employees are given a sense of control over their work environment, such as being given a chance to be involved in the decision-making process that affects them; this will reduce their work stress. A large study by Cornell university medical researchers found that those workers who experience loss of control, especially in relatively how-level jobs, have tripled the risk of developing high blood pressure. The researchers concluded that lack of control turns stress into physical problems. They also found that employee perceptions of the amount of control they experience at work relate to stress, which in turn affects physiological outcomes such as blood pressure as well as psychological outcomes such as job satisfaction. Learned helplessness: The feeling of loss of control goes back to come of the classic research on learned helplessness conducted by Seligman. In conducting experiments on dogs who could not escape shock, he found that they eventually accepted it and did not they have learned to be helpless. Other studies found that people, too, can learn to be helpless, which helps explain why some employees just seem to have given up and seem to accept stressors in their work environment, even when a change for the better is possible. Most recently, Seligman and his colleagues have concentrated on peoples explanations for their lack of control. Specifically, they suggest that people are most apt to experience helplessness when they perceive the cause of the lack of control: To be related to something about their own personal characteristics (as opposed to outside, environmental forces) As stable and enduring (rather than just temporary) To be global and universal (cutting across many situations, rather than in joint one sphere of life) Further study and research on the sense of control in general and learned helplessness in particular will provide much insight into stress and how to cope with it. Perception: Perception is a process whereby a person selects and organizes environmental information into a concept of reality. Employee perceptions of a situation can influence how (or whether) they experience stress. For example, two employees have their hob duties substantially changed-a situation likely to be stressful for many people. The first employee view the new duties as an opportunity to learn new competencies and thinks that the change is a vote of confidence from management in her ability to be flexible and take on new challenges. In contrast, the second employee perceives the same situation to be extremely threatening and concludes that management is unhappy with his performance. Past experience: A person may perceive a situation as more or less stressful. Depending on how familiar that person is with the situation and his prior experience with the particular stressors involved. Past practice or training may allow some employees to deal calmly and competently with stressors that would greatly intimidate less experienced or inadequately trained employees. The relationship between experience and stress is based on reinforcement. Positive reinforcement or previous success in a similar situation can reduce the level of stress that a person experiences under certain circumstances; punishment or past failure under similar conditions can increase stress under the same circumstances. The evidence indicates that experience on the job tends to be negatively related to work stress. The two explanations have been offered. First is the idea of selective withdrawal. Voluntary turnover is more probably among people who experience more stress. Therefore, people who remain with the organization longer are those with more stress-resistant traits or those who are more resistant to the stress characteristics of their organization. Second, people eventually develop coping mechanisms to deal with stress. Social support: The presence or absence of other people influences how individuals in the workplace experience stress and respond to stressors. The presence of coworker may increase an individuals confidence, allowing that person to cope more effectively with stress. For example, working alongside someone who performs confidently competently in a stressful situation may help an employee behave similarly. Conversely, the presence of fellow workers may irritate some people or make them anxious, reducing their ability to cope with stress. Locus of control: Those with internal locus of control believe they control their own destiny. Those with external locus believe their lives are controlled by outside forces. Evidence indicates that internals perceive their jobs are less stressful than do externals. When internals and externals confront a similar stressful situation, the internals are likely to believe that they can have a significant effect on the results. They, therefore, act to take control of events. In contrast, externals are more likely to be passive Self efficacy: Self efficacy has also been found to influence stress outcomes. Self efficacy refers to an individuals belief that he or she is capable of performing a task. Evidence indicates that individuals with strong self efficacy reacted less negatively to the strain created by long work hours and work overload that did those with low levels of self efficacy. That is, confidence in ones own abilities appears to decrease stress. As with an internal locus of control strong efficacy confirms the power of self beliefs in moderating the effect of high strain situation. There is increasing evidence that peoples self-perception of their capacity to be effective and bring about change may be an important disposition in the ability to withstand stress. For example, those with high self-efficacy have a relatively low level of physiological arousal (for example, they have less adrenaline in the bloodstream). Yet those under stress tend to have high physiological arousal. Thus, those with high self-efficacy tend to remain clamer when faced with a stressful situation. Over arousal can impair our ability to solve compels stress-related problems by elevating out motivation well beyond optimal levels and distracting us from task at hand. So people with higher self-efficacy expectations have biological as well as psychological reasons for remaining calmer. Personality: Some peoples personality includes a high degree of hostility and anger. These people are chronically suspicious and mistrustful of others. Evidence indicates that this hostility significantly increases a persons stress and risk for heart diseases. More specifically, people who are quick to anger maintain a persistently hostile outlook, and project a cynical mistrust of others are more likely to experience stress in situation. Psychological hardiness: Everyone has observed individual differences of people faced with stressors. Some people seem to go to pieces at the slightest provocations, while others seem unflappable in the face of extremely stressful situations. Those able to cope stressfully with extreme stressors seem to have a hardiness disposition. Personality traits that seem to counter the effects of stress are known collectively as hardy personality. As a personality type, hardiness is defined as a cluster of characteristics that includes feeling a sense of commitment, responding to each diffulty as representing a challenge and an opportunity, and perceiving that one has control over ones own life. The hardy personality is characterized by: A sense of positive involvement with others in social situation; A tendency to attribute ones own behavior to internal causes A tendency to perceive or welcome significant changes in life with interest, curiosity, and optimism. A high degree of hardiness reduces the negative effects of stressful events. Hardiness seems to reduce stress by altering the way people perceive stressors. The concept of the hardy personality provides a useful insight into the role of individual differences in reaction to environmental stressors. An individual having a low level of hardiness perceives many events as stressful; an individual having a high level of hardiness perceives fewer events as stressful. A person with high level of hardiness isnt overwhelmed by challenging or difficult situation. Rather, faced with a stressor, the hardy personality copes or responds constructively by trying to find a solution-to control or influence events. This behavioral response typically reduces stress reactions, lowers blood pressure, and reduces the probability of illness. Frustration: Another cause of stress is frustration. It is a result of motivation (drive0 being blocked to prevent one from reaching a desired goal. It is a felling of insecurity and dissatisfaction arising from unresolved problems or unsatisfied needs and wants. The mind, either consciously or subconsciously, generally attempts to cause behavior designed to help the frustrated person adjust to an unresolved situation, a type of behavior termed an adjustive reaction of defense mechanism. Some adjustive reactions are positively directed while others may be negative. Some frustrations may result in mild adjustive ` reactions; other reactions may be extreme and emotional. The intensity of a particular adjustment generally depends on two factors: the type of frustration activity and the previous experience of the frustrated person. Psychologists have developed a variety of terms to describe the numerous types of adjustive reactions to frustration. Symptoms of stress:Â   Stress affects different people in different ways, and everyone has a different method of dealing with it. Psychological symptoms Anger, Depression, Anxiety, Changes in behavior, Food cravings, Lack of appetite, Frequent crying, Difficulty sleeping (mental), Feeling tired, and Difficulty concentrating. Physical symptoms Chest pains, Constipation or diarrhea, Cramps or muscle spasms, Dizziness, Fainting spells, Nail biting, Nervous twitches, Pins and needles, Feeling restless, A tendency to sweat, Sexual difficulties such as erectile dysfunction or a loss of sexual desire, Breathlessness, Muscular aches, and Difficulty sleeping (physical). Data Analysis and Interpretation The research for the project is objected at identifying the stressors existing in the banking sector. This purpose is extended to identifying the different stressors faced by the employees of public sector banks and private sector banks. The focus was basically on the employees of state bank of India (a leading public sector bank) and ICICI (one of the leading private sector bank). Various stressors are identified and comparison between the stress levels existing in the employees of these banks is done on various significant grounds. A sample size of 46 respondents is selected that includes 23 respondents of both the banks. The questionnaires projected various questions concerning the individual, group, and organizational stressors. The respondents were asked to tick the appropriate option (yes, no or not applicable for all except 2 questions). The responses, expressed in terms of yes, no or not applicable are analyzed in terms of their repercussion on stress generating capacity. A yes answer to a statement could not necessarily mean positive answer. The statements were so formed that a yes could indicate a negative answer as well. Same is the case for no. Each no does not mean something negative. Considering this and since the purpose is to understand the level of stress each question is marked 1 (one) on the negative answer give and 0 (zero) on every positive reply, irrespective of whether it is yes or no. the interpretation of the scores is done on the following basis: Questions are divided on the basis of three stressors: Individual level: there are 18 questions to understand the impact of this stressor. Negatively answering one statement can give 1 point and in all these statement can yield a maximum score of 18 points. Group level: there are 6 questions to understand the impact of this stressor. Negatively answering one statement can give 3 and in all these statement can yield a maximum score of 18 points. Organizational level: there are 18 questions to understand the impact of this stressor. Negatively answering one statement can give 1 point and in all these statements can yield a maximum score of 18 points. Analyzing these stressors independently, the following is base: Less than 4: This score presents that the respondents are not prone to stress and are not likely to have and suffer from a stress related illness. 4 to 8: This score presents that the respondents are prone to stress and likely to suffer from the negative effects of stress. They may possibly be open to stress related illnesses. More than 8: This score presents that the respondents are very prone to the negative effects of stress and may be open to stress related illness. They must not delay in doing something about it and seek professional stress management counseling and consult medical doctor. After analyzing these stressors independently, they are summed up to find the total stress faced by an employee. The following base is taken: Less than 10: This score presents that the respondents are not prone to stress and are not likely to have and suffer from a stress- related illness. 10 to 20: This score presents that the respondent are prone to stress and are likely to suffer from the negative effects of stress. They may possibly be open to stress related illnesses. More than 20: This score presents that the respondents are very prone to the negative effects of stress and may be open to stress related illness. They must not delay in doing something about it and seek professional stress management counseling and consult medical doctor. The comparative study of the stressors affecting the employees of both the banks- SBI and ICICI is done keeping the above base in focus. The comparison is presented through pie charts. Various dimensions affecting the stress level and the personal characteristics of the respondents are presented and compared to understand to organizational environment and culture. FINDING From the data presentation and interpretation of various level of stressors presented above, as analyzed from the information collected from various respondents, the following findings can be chalked out: Comparative analysis: While comparing the stress level of female employees of both the banks, it is clear that female respondents of icici feel extreme stress, while female respondents of SBI are easy going and feel stressed. Of all the stressors, 26% of the female employees of ICICI feel extremely stressed by the organizational stressors. One of the reasons for this lies in the fact that the female employees of SBI have been with the bank for many years; hence they have developed the coping mechanisms to deal with the organizational stressors. While comparing the stress levels of the employees of SBI with the stress levels of the male employees of ICICI, it is found that 44% of the male employees of SBI face extreme stress and 16% of male employees of ICICI face extreme stress. While comparing the male versus female employee stress levels of ICICI, it is Evident, that female employee suffers more stress as compared to male employees. 26% of female employees suffer from extreme stress. While comparing the male versus female stress levels at SBI, it is found that male employees (approximately 44% of male employees feel extreme stress) of SBI feel more stress as compared to female employees (only 29% of female employees feel extreme stress). One of the reasons worth mentioning is that in SBI; most of the key positions are occupied by male employees. Hence female employees are in charge of such positions that do not cause much stress. Stress level of SBI is high as compared to icici, since 39% of total respondents of SBI face extreme stress and only 17% of the total respondents of ICICI face extreme stress. The analysis presented a surprising result. The stress level of the employees working in public sector bank i.e., SBI is higher than the stress level of employees working in the private sector bank i.e., ICICI. I would now like to present the findings that indicate this difference. First, I am presenting the reasons that are responsible for high stress among employees of SBI: First of all, irrespective of their hierarchical positions, there is little autonomy provided to the employees. All employees are required to consult their concerned manager for taking decisions. Moreover, the managers themselves do not have ultimate authority. They are also required to consult regional managers to take certain decision. Secondly, there exists bureaucracy in public sector banks. There are very long procedures framed for conduct of any activity. Any task that can be otherwise conducted easily requires long procedures to be followed for accomplishing it. This leads to wastage of time and resources. Much of employees energy is diverted towards these activities that actually require less attention. The decision making process of the bank is very long. It takes much time to take decisions. The permissions of top management are required to be taken before finalizing a decision and implementing it. These certainly prove to restrict quick decision making, and hence leads to delay in activities and stress. The restrictions posed by the rules and regulations of the banks are also one of the essential factors causing stress. Employees feel suppressed and pressurized owning to these. Many employees of SBI are currently finding themselves fixed amidst banks rules and regulations and their desire of freedom of working. Most of the employees working in SBI have reached the maintenance stage of their career development. Owing to this, they face much mid-career crises. These employees are currently suffering the Mid Career Crises. To add to this, of late, there were many technological changes implemented in bank. No doubt, the employees were provided adequate training regarding the use of the technology and software, there still exists some level of dissatisfaction among employees concerning the technological area. The employees of SBI feel that there is partiality existing in the treatment of employees in the bank. They perceive that the managers do have hard corner for few employees. This perception of employees affects their ability to accept any decision taken by manager. There is lack of motivation among the employees of SBI. There are no incentives provided to improve their performance. There is only one incentive given (in terms of bonus) at the time of Diwali. Lack of incentives proves to be a demotivating factor. As it is, the income received by the employees of SBI or for that matter any public sector bank is lower than what is earned by employees in private sector. The manager of icici, despite of less experience as compared to manager of SBI, enjoys a pay package of rs.8,00,000 to rs.9,00,000 On other hand, manager of SBI, with more experience receives a pay package of around rs.4,00,000 to rs.5,00,000. Many respondents (especially branch managers) feel that there is no proper grievance handling system. Though all employees of bank (working under the branch managers) are satisfied with assistance and support of manager for addressing and solving their grievance, there is not much support provided by top management to branch managers to consider and solve their grievances. Many branch managers have agreed to the fact that their personal goals are not in line with organizational goals. This demotivates the employees to work willingly and productively. It imposes a compulsion on employees to accept, a Learned Helplessness, (a feeling that they cannot do much) which leads to stress. Recently, various sister concern banks of SBI were merged with SBI (SBS merged with SBI). Many employees of SBS who now work as employees of SBI feel that they are step children of SBI. There is lack of a feeling of belongingness and togetherness. They feel insecure and restricted in the new working environment. Few of the respondents felt stressful because of over-direction provided to them by their branch managers. They felt that their work is constantly watched and scrutinized more that necessary. They feel interfered and mistrusted. This is the cause of their stress. There exists a constant fear of punitive action among the employees of SBI. They are criticized severely for their mistakes. This makes them feel over cautious in performing any task and restricts their creativity and learning. Many branch managers feel that their branch members i.e., employees of his or her branch are not adequately trained to deal with customers. They feel that they require training of professional etiquettes, and for managing customers. Due to lack of patience and empathy shown by the employees to the customers, managers are required to interfere in small matters that at the end can result in havoc if not addressed properly. When managers spend more time in clearing these petty issues, they are unable to give required time to their actual work. Sometimes, this, also leads to work overlapping since managers are required to multi-task for sometimes