A World Without Women Why Beowulf Needs Women Characters

A World Without Women: Why Beowulf Needs Women Characters If there were no women in our world, our world would be drastically different. There would be no men born; men that are destined to be great warriors and kings would not exist. If there were no women in our world, there would be more war and less peace. There would be loneliness and less joy. Women are the heart and soul of our society. Without women, everything would fall apart. The roles of women in Beowulf are not vast: give birth, get married, serve your male counterparts, and maintain control over yourself. Women are viewed as healers, lovers, and people that can bind tough ties. It is a true disadvantage to this epic story that the women are not respected and spoken of more.†¦show more content†¦Wealhtheow was an object of beauty to the court. Throughout the epic, she graced the court with her presence, served mead, thanked warriors, and left for the bedchamber with her king. The first time Wealhtheow is mention ed, is when she enters the court to thank Beowulf for coming to save their country. She is â€Å"queenly and dignified† (621) whenever she speaks to the men; whereas Beowulf is â€Å"a daunting man, dangerous in action† (629). This comparison shows how women were viewed as fragile, when men were tough and dangerous. The character of Wealhtheow is significant because she brings light and grace into a story that is otherwise dark and monstrous. She is a sign of beauty. Her presence was a brightening point to the tale, as she was â€Å"adorned in gold† (614), and â€Å"regal and arrayed with gold† (641). If the character were to be taken out, this story would be nothing but battles. Both the unnamed woman and Wealhtheow are powerful women behind their kings. Most of the women in this novel are viewed as healers or lovers, however two of the women are claimed to be monstrous, evil women. There are several reasons why those stereotypes are bothersome. For example, the first woman, Grendel’s mother did not bother anyone until her one and only son was murdered. She was an ancestor of Cain, which automatically made society banish you. Grendel’s mother had not created any issues for â€Å"She has been forced down into fearful waters.†Show MoreRelatedBeowulf : A Pattern And Traditional Form Of Heroism1023 Words   |  5 PagesAccording to Article Myriad, Beowulf provides a pattern and traditional form of heroism, especially with respect to family. Beowulf originally was a story told from person to person, then was performed in mead halls by poets and gleemen before it was ever transcribed. While the hero in Beowulf was celebrated for his valor, he was also praised for his humility. He did not give in to the corruption and refused the kingship when it was offered to him. 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This is shown in fairytales like Cinderella, written in the 17th century and Rapunzel, written in the 19th centuryRead MoreThe Epic Of Epic Heroes2181 Words   |  9 PagesFrom King Arthur, to Beowulf, to even Achilles, characters that embody the traits of epic heroes represent an integral part of ancient literature. In fact, what would literature be without epic heroes? How different would The Odyssey be if Odysseus never went on his epic journey? Would the epic poem Beowulf still be read today if the character Beowulf never challenged Grendel and Grendel’s mother? In the story, The Epic of Gilgamesh, characters, both men and women, exhibit characteristics that couldRead MoreWhat Makes A Hero?1541 Words   |  7 Pageswealth and superhuman abilities. With time new stories and bel iefs are uncovered. In ancient times there were heroes that we can study today through books. Some of the most well known heroes are: Achilles, Odysseus, Aneius, Socrates, Gilgamesh, Beowulf, and King Arthur. 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Workplace Bullying Free Essays

string(38) " of routine organizational practices\." In this study harmful bullying behavior and harassment has been studied from the perspective of victims of this destructive act. In previous studies research has been done to find out factors that may determine why certain people are bullied more than others. For example gender, culture of the organization and sometimes the silence of the scared victim provoke these behaviors. We will write a custom essay sample on Workplace Bullying or any similar topic only for you Order Now One of these factors studied in our research is racial differences. It was investigated in our research that how and with which intensity racism triggers the incidents of bullying in low ranked employees of textile industry.Also we investigated that this behavior has what and how much impact on performance of employees. Based on this perception we hypothesized that racial bulling is negatively associated with motivation to work and satisfaction with the job of the employees which eventually deteriorates the performance level. For this purpose data was provided by selecting a sample of 30 employees from a textile factory. Analysis was done by finding and testing the significance of correlations between these behaviors (Racism, bullying, motivation, job satisfaction and performance).The analysis revealed that racism is associated with bulling and increase in racist behavior is accompanied with increased incidents of bullying. Also it was revealed that there is a strong negative relationship between racial bullying and job satisfaction. Correlation of racial bullying with motivation was also observed but that was not significant in our study. Eventually it was found that racial bulling is negatively associated with performance which gives evidence that bullying is linked with decline the performance. INTRODUCTIONThe term â€Å"workplace bullying† was initiated by the pioneering British journalist Andrea Adams in 1992, who applied bullying to adulthood misery. Andrea Adams defined bullying as â€Å"Persistent criticism or personal abuse in public or private which humiliates and demeans the person†. She believed that there were two forms of human aggression. One has the aim to damage or to harm and the other form is a self assertive aggression for the pursuit of a goal. In bullying a person is bullied or harassed when he or she is repeatedly subjected to negative acts in a situation where the victim inds it difficult to defend himself/herself. It involves repeated unreasonable actions of individuals or a group directed towards an employee who is intended to threaten and create a risk to the health and safety of the employee. It often involves an abuse or misuse of power. It creates a feeling of defenselessness in the target and weakens an individual’s right to dignity at work. It often results due to frustration, escalated conflicts and organizational culture. It has been researched upon that most frequently victims of bullying are unassertive, conflict avoidant, and make little effort to be part of the group.Workplace bullying often occurs due to differences in language, culture, race and nationality. Bullying at workplaces can be addressed by efforts at employee as well as the organizational level. The optimal strategy for dealing with workplace bullying involves both effective organizational interventions to help prevent and address bullying incidents and strong legislative mechanisms to allow for reimbursement and compensation. There are no specific laws for the protection of work place bullying on the base of which they can be legally protected.According to researches most bullying is same-sex harassment which is ignored by laws and employer policies. In most of the cases women are bullied. In a liberal individualistic culture, people tend to blame victims for the harm they tolerate and make them responsible for solving their unprovoked problems. Most bullies are bosses where it is a zero sum game that they are getting their personal gains at the expense of others. Bullied employees are continuously harassed which results in mental stresses, poor performance, absenteeism, lower job satisfaction and to its extreme turnover occur.Our study focuses on the bullying based on race culture or identity. We would discuss that how bullying affects the performance, creativity and job satisfaction of the employees. It often has physical and mental affect on the employees and creates work- family conflict. The problem is that many studies have been conducted on workplace bullying but very few are able to give affective solutions to it and identify the main cause of it. This is also because of the fact that often bullying is nearly invisible, non-physical, and nearly always sub-lethal workplace violence.It is difficult to define the acts and limitations of a bully because of complexity in measuring the level of bullying. Our study would discuss preferred means of conflict management and alternative dispute resolution in the organizations. Consequences of racial bullying not only affect the employees but also the employer. It drastically affects the work environment and has a severe impact at the organizational level. The role of this study would be to identify the impact of workplace bullying on the employees performance, employers and the organization itself.REVIEW OF LITERATURE Workplace bullying has a well-established body of research internationally, but Pakistan has lagged behind the rest of the world in the recognition and examination of this trend. Bullying has always been part of the human condition; history is rife with references to abuse of power and unnecessary or excessive force. The classic bully story is of Joseph and his brothers, a tale of envy and hostility. This paper presents a racial perspective of bullying in organizations.The lack of attention to the concept of workplace dignity in Pakistani organizational structures has supported and even encouraged both casual and more severe forms of harassment that our workplace laws do not currently cover. The dejected victims suffer can create toxic working environments and damage organizational productivity. Some methods of protecting your organization from this blight of bullying are proposed (Vega Comer, 2005). â€Å"Wellness in organizations† should focus on the well being of individual workers.At a time when the wellness of individuals is increasingly being threatened in our workplaces, we argue that one way wellness can be sought is through careful examination of routine organizational practices. You read "Workplace Bullying" in category "Papers" To make this point, we look to the problem of bullying in organizations and, in particular, traditional organizational responses to bu llying. (Vickers, 2006) Previous research in the workplace has identified a number of factors which are associated with bullying. Up to now, researchers have identified various individual and work-related factors as potential background of workplace bullying.The aim of the present study is to integrate this line of research in view of explaining how these circumstances may develop into racial workplace bullying and how it affects the job performance. Bullying is present in every sphere of life and is perhaps the most important ethical problem in the modern world. It consists, essentially, in the abuse of power, and can involve psychological cruelty; cultural and personal insults; religious and sexual intolerance; the abuse of political and economic power, and ultimately physical force.It can ruin lives, and it can end lives. Unlike the schoolyard bully, however, the workplace bully is an adult, usually (but not always) aware of the impact of his or her behavior on others. Bullying in the workplace, often tacitly accepted by the organizational leadership, can create an environment of psychological threat that diminishes corporate productivity and inhibits individual and group commitment. (Vega Comer, 2005) This brief review of literature will address the racial/ethnic aspects of workplace bullying and organizational risks associated with it.Very exhaustive studies have been done in this perspective and research has classified bullying as a source of social stress and aggression at work (Suzy Fox, 2004). Workplace aggression is more typically defined as â€Å"behavior by an individual or individuals within or outside an organization that is intended to physically or psychologically harm a worker or workers and occurs in a work-related context† (LaVan, 2010) In foreign countries such as United States, race is a particularly salient group membership category, with powerful implications for social identity (Suzy Fox, 2004).For marginal individuals who work for masses, racial identity can be an acute factor in self-esteem, performance, resistance to stress, and health. These marginal individuals victimize by presenting themselves as anxious, unhappy, insecure, or socially withdrawn. Some persons make themselves appear vulnerable to being victimized. Others are victimized because they provoke attacks in response to their hostile or threatening behaviors (Bradfield, 2000) The impacts of bullying and harassment on the organization and the individual are striking.Organizational costs have included people leaving as a result of bullying, reduced productivity, and a loss of creativity and innovation. Efficiency is likely to decline as extra sick days taken. These costs tend to have a domino effect, creating additional organizational impact (Vega Comer, 2005). According to a research study emotional abuse is evaluated as the most severe type of bullying (Suzy Fox, 2004) . It can have damaging effect on the physical and psychological health of the target person.Bullying behaviors such as humiliating someone, treating someone with disrespect or ridiculing them cold-heartedly, summarized as ‘‘emotional abuse’’ (Escartin, 2008)outcomes of which include depression (Heugten, 2009); burnout (Guy Notelaers, 2010); p ost-traumatic stress disorder (Riittakerttu Kaltiala-Heino, 1999); prolonged-duress stress disorder (Brian McAvoy, 2003); alcohol abuse (Richmann 2001; Rospenda 2002), and suicide (Moayed, 2006)describe workplace bullying as a risk factor for maintaining mental health. Mentally disturbed employee cannot perform the way he is supposed to so it leads to decreased productivity.Research findings indicate that, with reasonable statistical confidence, men and women of various races and ethnicities experience increasing inequality in workplace power, relative to White men, but they experience it to different degrees and via different mechanisms (Elliott Smith, 2004). It is important to understand the typical personality makeup of a bully in order to understand what motivates such people to victimize their victims. The analysis of several litigated cases can be found in this context because many of the organizations do not have any anti-bullying policies and when litigated the employer prevails.Understanding how increasing racial diversity relates to turnover is relevant to society as a whole and employment relations in particular. Because job attainment strongly determines socioeconomic status, achieving equality in the workplace. Policies affect the hi ring and promotion of minority employees, but not so much their retention a necessary step to increase workplace integration. The push for a more racially diverse organization begins with recruiting and selection, but the key to lasting diversity is retaining employees from all racial backgrounds (Zatzick, Elvira, Cohen, 2003).In most of the organizations bullying at managerial level is legitimate. If the victim of the bully is really unlucky they may find that the personnel department is powerless to deal with the bully as the bully is senior to the Personnel department. This is particularly likely in smaller companies and in organizations it may also be that the organization has been run in an authoritarian style for so long that bullies have amassed in a gang to support each other against complaints.One policy recommendation might be to improve human capital among these groups, in hopes that greater similarity in education and experience will bring greater similarity in workplace power attainment (Elliott Smith, 2004). Organizations may be able to go some way towards resolving or at least minimizing t he problem of bullying by reducing and controlling stress at work (Cooper, 2000). Research also indicates that iverse work groups eventually produce higher quality of ideas, but it takes time for such groups to perform effectively by overcoming the early difficulties of group dynamics that arise from diversity (Zatzick, Elvira, Cohen, 2003). Race discrimination in employment hiring decisions may not be as prevalent as in the past. However, more insidious forms of prejudice seem to exist (Perlow, 2001). The paradox is clear: policies professing to protect targets may actually be in place to protect the institution from the gaze of external parties, such as lawyers, insurance and human rights agencies, police and the media (Vickers, 2006).While the focus of our study is the examination of the racial difference of the bully and the victim which leads to workplace bullying and how it impacts the job performance the analysis of the additional litigated cases and anti-bullying policies would be the area for future research. Thus even beyond theoretical contributions, from a practical stand point we need to continue studying how racial diversity affects actual career outcomes for minorities. For this mask to be lifted and the paradox addressed: What cannot be talked about must be talked about.What must not be talked about must be talked about openly. What cannot and must not be felt must be given its hearing. We must have the courage to break the spell of our cherished workplace self protectiveness (Vickers, 2006) RESEARCH OBJECTIVE The purpose of the study is to see the effects of racial bullying on the workplace behaviors and the employee performance. In our study we will observe the basis of bullying, we will investigate that whether race which includes issues related to different skin tone, geographic origin, culture or language become a cause behind the bullying behavior.It is difficult to know what initiates the bullying behavior in the bullies and on what basis bullies select their targets. Bullying has a very negative impact on the physical health as well as the mental health of the employees and when the person is not physically or mentally fit it is very difficult to perform the job well. It increases the turnover rates and reduces motivation associated with the work. These factors lead to increased costs for the emplo yers. So it has an increased risk at both ends for employees as well as for employers.The basic question which is behind the purpose of conducting this study is whether racial bullying affects the performance of the employees negatively RESEARCH QUESTIONS Following research questions were addressed in the study 1-How bullies select their target at work place? Is racism a vital reason for workplace bullying? 2-What are the physical and psychological effects of hostile behavior associated with bullying? 3-What are the risks associated with work place bullying? i-e Effect on employee motivation, job satisfaction and performance HYPOTHESIS STATEMENTHo: Racism is not correlated with the incidents of bullying H1: Racism is correlated with the incidents of bullying Ho: Racial bullying is not correlated with employee motivation H1: Racial bullying is correlated with employee motivation Ho: Racial bullying is not correlated with job satisfaction H1: Racial bullying is correlated with job satisfact ion Ho: Racial bullying is not correlated with performance H1: Racial bullying is correlated with performance CONCEPTUAL FRAMEWORK Independent variablesIntervening variablesDependent variables ? OPERATIONALIZATION Dimensions and Elements of the concepts . Bullying: Bullying is a form of abuse. It involves repeated acts over time attempting to create or enforce one person’s (or group’s) power over another person (or group) , thus an â€Å"imbalance of power†. 2. Motivation Motivation is the driving force which causes us to achieve goals. 3. Job Satisfaction Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. 4. Performance Accomplishment of a given task measured against preset standards of accuracy, completeness, cost, and speed.METHODOLOGY Data Types and Scales VariableData TypeScale EducationNominal Scale DataOpen Ended Question (Converted into category scale) GenderNominal Scale DataDichotomous scale DesignationNominal Scale DataOpen Ended Question (Converted into category scale) AgeRatio ScaleOpen Ended Question (Converted into category scale) RacismInterval Scale DataLikert Scale PerformanceInterval Scale DataLikert Scale Motivation Interval Scale DataLikert Scale BullyingInterval Scale DataLikert Scale Job SatisfactionInterval Scale DataLikert Scale DATA COLLECTION METHOD Questionnaire Based SurveyBefore investigating the effect of racial bullying on employee motivation, job satisfaction and eventually on emp loyee performance data were needed on the frequency of bullying, type of bullying and its impact on employees. To take this research further an instrument was needed to collect the data. Usually interviews do not work well for bullying because respondents hesitate to tell the truth and hence interview method does not bring new cases of bullying to open. So, an anonymous questionnaire is the best method to go further in investigation of bullying.Type of Questionnaire Survey As the research was based on workplace so organization survey was conducted for collecting information about the employees. The organizations selected for this purpose was Textile industry. Convenience Sampling To analyze the research problem it was necessary to select a sample from the whole population to do the research in minimum cost and time. It was decided to select a sample through non probability sampling because of the time and cost consideration. The sampling technique used for this purpose was Convenience Sampling.The reason behind selecting this technique was that the sampling frame (list of all Textile industry employees) was not available to us and it was time consuming to select a random sample so it was easier and more feasible to select respondents which were conveniently available. All the textile factories comprised the whole population. Sample Size A sample of 30 employees was selected for the analysis of data. Ethical Requirements As racial bullying is a very sensitive topic so while addressing the questions related to this issue it was necessary to keep in mind the ethical considerations related to the topic.The respondents name was kept anonymous because bringing such information in to open could cause psychological and in some cases physical harm to the respondents (in case the respondent give an answer against his supervisor or colleagues). Secondly the purpose of the research was clearly explained to the respondents and they were asked to take part in the research with their free choice. ANALYSIS Handling of Data To Measure the concepts scores to all the questions related to the same concept were added and averaged below Variable: Bullying ItemScore Attempts to belittle and undermine my work1-5Verbal and non ­verbal threats1-5 Attempts to demoralize me1-5 Humiliate in front of colleagues 1-5 Persistent unjustified criticism and monitoring 1-5 Physical violence 1-5 Total6-30 Mean1. 2-6 Total Score Range Bullying 6-13Very low or no bullying 14-22Moderate 23-30Severe Variable: Racism ItemScore Discrimination based on skin color 1-5 Discrimination based on geographic origin1-5 Discrimination based on culture1-5 Discrimination based on language1-5 Discrimination based on other racial differences1-5 Total 5-25 Mean Mean1-5 Total Score Range Racism 5-11Very low or no racism 10-18Moderate 9-25Severe Variable: Motivation ItemScore Enjoy doing work1-5 Cope with time pressure1-5 Arrive at the office on time and do not leave early1-5 Energized by opportunities to work in teams 1-5 Tough and challenging assignments motivates1-5 Total 5-25 Mean Mean1-5 Total Score Range Motivation 5-11Low 10-18Moderate 19-25High Variable: Job Satisfaction ItemScore For the work I do, the pay is good. 1-5 Ample opportunities for advancement in this profession. 1-5 I feel that I am valued by my co-workers. 1-5 Satisfied with the kind of work I do in this job. 1-5 I believe that my supervisors care for me -5 Total 5-25 Mean Mean1-5 Total Score Range Job Satisfaction 5-11Low 10-18Moderate 19-25High Variable: Performance ItemScore Meet the established productivity standards 1-5 Use company resources efficiently and economically1-5 It’s hard for me to meet the needs and expectations ocustomers and supervisors 1-5 Demonstrate creativity and contribute new ideas 1-5 Total 4-20 Mean Mean0. 8-4 Total Score Range Performance 4-18Low 9-15Moderate 16-20High Note: Question â€Å"It’s hard for me to meet the needs and expectations† decoded as follows for analysis purpose Strongly disagree 6Disagree 5 Neither Agree nor Disagree 3 Agree 2 Strongly agree 1 DATA ANALYSIS TECHNIQUES Descriptive Statistics According to the survey 40% of employees in textile industry suffer from moderate level of bullying and 30% face severe kind of bullying behaviors which is a quite alarming situation for the industry. Bullying FrequencyPercentValid PercentCumulative Percent Validlittle or no bullying930. 030. 030. 0 Moderate1240. 040. 070. 0 Severe930. 030. 0100. Total30100. 0100. 0 Also data shows that 43% of employees face moderate level of racial bullying Racial bullying FrequencyPercentValid PercentCumulative Percent Validlittle or no racism930. 030. 030. 0 moderate1343. 343. 373. 3 Severe826. 726. 7100. 0 Total30100. 0100. 0 Although there is a high level of bullying in this sector yet 43% of the employees have a high level of performance. But 33% of employees face deterioration in performance and 23% have a very low performance score. Performance FrequencyPercentValid PercentCumulative Percent ValidLow723. 23. 323. 3 Medium1033. 333. 356. 7 High1343. 343. 3100. 0 Total30100. 0100. 0 ? TESTING OF HYPOTHESIS As the research was conducted to investigate behavioral data and to find relationships among different employee behaviors such as racial bullying, employee motivation, employee’s job satisfaction and performance so a test for equality of the population correlation was most appropriate. Hypothesis#1: Ho: Racism is not correlated with the incidents of bullying H1: Racism is correlated with the incidents of bullying Level of significance: . 05 CorrelationsBullyingRacism BullyingPearson Correlation1. 401* Sig. (2-tailed). 028 N3030 RacismPearson Correlation. 401*1 Sig. (2-tailed). 028 N3030 *. Correlation is significant at the 0. 05 level (2-tailed). Interpretation: The correlation between racism and bullying is . 401 which is moderate positive correlation. The p-value (. 028) is less than level of significance (. 05) hence we reject Ho and conclude that there exist a positive correlation between racism and incidents of bullying. Hypothesis#2: Ho: Racial bullying is not correlated with job satisfactionH1: Racial bullying is correlated with job satisfaction Level of Significance: . 05 Correlations Racial bullyingJob Satisfaction Racial bullyingPearson Correlation1-. 825** Sig. (2-tailed). 000 N3030 Job SatisfactionPearson Correlation-. 825**1 Sig. (2-tailed). 000 N3030 **. Correlation is significant at the 0. 01 level (2-tailed). Interpretation: The correlation between job satisfaction and racial bullying is -. 825 which is strong negative correlation. The p-value (. 000) is less than level of significance (. 05) therefore we reject Ho and conclude that here exist a negative correlation between racial bullying and job satisfaction. Hence we may say that racial bulling can have a strong negative impact on job satisfaction of workers but it will further need to run a regression analysis to prove that. Hypothesis#3: Ho: Racial bullying is not correlated with employee motivation H1: Racial bullying is correlated with employee motivation Level of significance: . 05 Correlations Racial bullyingMotivation Racial bullyingPearson Correlation1-. 335 Sig. (2-tailed). 070 N3030 MotivationPearson Correlation-. 3351 Sig. 2-tailed). 070 N3030 Interpretation: The correlation between employee motivation and bullying is -. 335 which is moderate negative correlation. The p-value (. 070) is greater than level of significance (. 05) hence we accept Ho and conclude that there exists no linear relationship between racial bullying and employee motivation. Although it is proved from previous researches that bullying negatively impacts workers motivation but may be due to sampling error (because the sample size was very small due to economic considerations) we fail to confirm the previous studies.Hypothesis#4: Ho: Racial bullying is not correlated with performance H1: Racial bullying is correlated with performance Level of significance: . 05 Correlations Racial bullyingPerformance Racial bullyingPearson Correlation1-. 773** Sig. (2-tailed). 000 N3030 PerformancePearson Correlation-. 773**1 Sig. (2-tailed). 000 N3030 **. Correlation is significant at the 0. 01 level (2-tailed). Interpretation: The correlation between racism and bullying is -. 773 which is strong negative correlation. The p-value (. 000) is less than level of significance (. 5) hence we reject Ho and conclude that there exist a negative correlation between racial bullying and performance. PROJECT MANAGEMENT Our study focuses on workplace bullying and we used questionnaires surveys to measure the affect of racial bullying on the performance of employees and their job satisfaction. We distributed questionnaires among the employees of different organizations and we concluded that discrimination on the base of race or language exists significantly in our working sector. Favourism is common among bosses and their favorite employees.Favourism based on same background location or language exists. We completed our report in a span of two months. Our focus was on how bullying affects the workers personality, job satisfaction and performance. We took help from online journals, books, websites and primary data from our survey. From our analysis we concluded that it is very common practice in all of the workplaces. And because of its invisibility there are not many remedies to tackle with this problem. Organizational culture and individual mentality leads to bullying.We spend considerable time doing this report and collecting data for this study. ActivitiesStart DateCompletedRemaining Project Definition10-Sep-1050 Selecting Research Methodology15-Sep-10100 Questionnaire design20-Oct-1060 Sample selection25-Oct-1090 Questionnaire filling10-Nov-1050 Pre-testing15-Nov-1050 Coding/Data entry19-Nov-1020 Statistical analysis20-Nov-1050 GANTT CHART CONCLUSION Racism appears to play a role behind bullying behavior and results in undermining the motivation to work and satisfaction with job which consequently deteriorate the performance level of the Textile industry employees. It was revealed that differences in skin color, language and absence of common culture among workers triggered hostile behavior against each other. This shows that there is high level of ignorance about workplace ethics in low rank employees of textile industry which is an important cause of growing bullying behavior in this sector. To address this problem we either have to wait for a radical change in general cultural norms in Pakistan or the organizations should understand the massive personal and financial consequences associated with workplace bullying.Apart from that this study makes several important contributions. It supports previous research and also brings out different kinds of basis for racism among which skin color and language are most important. Specifically we found that verbal and nonverbal threats and persistent attempt to humiliate in front of colleagues are very common among workers. .   How to cite Workplace Bullying, Papers Workplace Bullying Free Essays Patricia Nantume AP Language Composition/ D1P4 The Bully at Work January 3, 2012 Mainly focused on prevention methods, situational examples and coping mechanisms with the bully, The Bully at Work by Ruth and Gary Namie, is an astonishing resource on workplace bullying. Gary introduces the main themes of the book by giving an example of his former boss, a bully. He also defines the victims of this social epidemic as Targets. We will write a custom essay sample on Workplace Bullying or any similar topic only for you Order Now Workplace bullying, like  childhood  bullying, is the tendency of individuals or groups to use persistent aggressive or unreasonable behavior against a co-worker or subordinate. Workplace bullying can include such tactics as  verbal,  nonverbal,  psychological,  physical abuse  and  humiliation. This type of  aggression  is particularly difficult because, unlike the typical forms of  school bullying, workplace bullies often operate within the established rules and policies of their  organization  and their society. Ruth on the other hand didn’t have any previous experience as a Target or Bully but from fellow work-mates’ experiences, she bases her arguments on the topic. â€Å"Bullying is the scourge of the contemporary workplace but is too easily ignored by the people who could eradicate it if they were motivated,† says Ruth. Referred to as an epidemic as of society’s ignorance of the issue, workplace bullying has slowly risen to media attention. Other countries like the United Kingdom and China have implausibly low workplace bullying cases in comparison to the United States. Despite the rising cases of victims according to statistical data, employers haven’t paid serious attention to reports given by victims. Nevertheless the accentuating cases of victims, society’s attention to the issue is rather ironic than Patricia Nantume 02. 03. 12 AP BIOLOGY THE SELFISH GENE CHAPTER 6/ GENEMANSHIP Quote: CHAPTER 7/ FAMILY PLANNING Quote: CHAPTER 8/BATTLE OF GENERATIONS. Quote: CHAPTER9/ BATTLE OF SEXES Quote: Each individual CHAPTER 10. Quote: CHAPTER 11. Quote: How to cite Workplace Bullying, Papers

Corporate Financial Management for Defined Plan- myassignmenthelp

Question: Discuss about theCorporate Financial Management for Defined Benefit Plan. Answer: Services are being provided by the employees working in the tertiary sector and the service sector. In tertiary as well as service sectors there are three types of sectors available in the same. Choice of the superannuation funds depends upon the will of the employees working in the tertiary sector because employers do not have any control over the decisions of the employees in relation with the superannuation funds (Bacon, 2010). There are two types of superannuation funds from which anyone could be chosen by the employees. These two types of superannuation plans are defined benefit plan and investment choice plan. While selecting the plan it is required that in depth knowledge regarding both the plans there are various set of factors which are required to be taken into consideration while selecting the superannuation fund. Hence, further information related with both the plans will help in making appropriate decisions regarding selection of the most effective superannuation fund (A slan, 2015). Defined Benefit Plan Defined benefit plans are the plans in which the amount which will be received by the employee at the time of the maturity or retirement is being decided well in advance (Arnold, 2013). Defined benefit plan have low risk as it is not directly linked with the market. The amount is being decided on the basis of the requirement of the employee. Contribution of the amount investment is being made by both employers as well as employee as certain amount of the salary of the employee is being invested and rest is being invested by the employer. This contribution is being bifurcated on the basis of various factors like salary of the employee, number of year he has worked and the number of year he will provide the service (Ferson, 2012). Employers also use the defined benefit plan as the tool of increment. It is also termed as the final salary plan as the pension which will be received by the employee after the retirement is also being decided in the defined benefit plan (Nguyen, Nguyen and Y in, 2014). There are three variables which are attached with the defined benefit plan these are: Defined benefit plan include pensionable services, it includes the number of years fir which the pension will paid to the employee Pensionable earnings are another variable which represents the amount that will be drawn by the employees when he will retire. Accrual Rate is the portion of the total amount which will be provided to the employee when the scheme will end (Paramasivan and Subramanian, 2009). Formula for calculating defined benefit plan No. of the year employee worked*salary of the employee at the time of retirement*accrual rate There are certain set of factors which helps in deciding the pension funds these factors are the years for which the service is being provided by the tertiary sector employee, the number of years he will provide the services, his salary and the accrual rate of interest on which the decision will be made (Wang and Zhao, 2015). Defined benefit plan also provides certain set of benefits to the employees like a fixed and bulk amount is being received by the employees at the time of maturity. There are various other benefits also which are being provided to the employees when the investments are made by the employee. Several tax benefits are also being provided to the employees who make the investment in defined benefit plans (Babalos, Kostakis and Philippas, 2009). Unfunded Benefit Plan There are two types of defined benefit plans, funded and unfunded benefit plans (Darst, Ebrary, 2013). Unfunded benefit plans are the plans in which investment in the assets is not be taken into consideration on the other hand investment done on assets and the stocks are being taken into consideration in the funded defined plan. One of the drawbacks attached with the funded benefit plan is that the certain amount is not being provided to the employee at the time of maturity because this set of amount cannot be estimated in the beginning of the investment (Jefferson, Therese, 2012). Investment Choice Plan The investment choice plan is the plan in which all set of plans related with the superannuation can be processed with the help of the investment account for which is to be activated with the investment company. The amount with which the account will be activated depends upon the will of the employee (Most, Wadia, 2015). In investment choice plans all set of earnings, gains and interests are being contributed together by the employer as well as employee. In this investment plan employee has the choice to make the modifications in the investment procedures as well as plans. It is the positive aspect which is being attached with the investment choice plan as employee has the decision making right in this plan. Another beneficial aspect is the employee has the choice to make the portfolio for the investment which is being made by him. Investment choice plan includes certain funds in which investment could be made these are secured funds, stable funds, trustees funds and share funds (Co rreia, 2015). Factors that will help Tertiary Sector Employee in Decision Making Risk Profile: Defined benefit plan has low risk involved in it as it is not directly linked with the market (Schreiber, 2016). Defined funds are safe to make the investment because any fluctuation in the market cannot impact the amount invested and the amount that will be availed at the time of maturity of the same. On the other hand investment choice plan has high risk involved with it as these are the funds which are directly attached with the market. Any fluctuation in the market has a direct impact on the investment choice plan as well as on the amount that will be received at the time of maturity (Basu, Drew, 2010). As choice plan includes shares, trustees funds, etch which gets impacted with the fluctuation in the market and various activities of the market. Inflation Rate: Inflation is the situation of the market in which the cost of dearness as well as living cost gets increased (Drakos and Konstantinou, 2012). Superannuation contributions should be taken into consideration while making any choice of the investment plans. Defined benefit plans gets proper support at the time of inflation because these are the long time period investment plans. In defined benefit plan the money is being invested for the long period of time die to which the value of the same declines with the passing time, due to this reason it is required that the more contribution should be provided by the employee if he decides to choose the defined benefit plan for investment purpose (Bai, Hsu and Krishnan, 2014). Time Frame of Investment: Time for which the investment is being made should be taken into consideration by the employee who is planning to make the investments (Bacon, 2010). Time plays a very vital role in deciding the amount that will be received in return by the employee. Investment choice plans include short term investment plans so if employee is willing to invest the money for short period of time then he should choose investment choice plans on the other hand for long period investment plans defined benefit plans should be chosen by the employees. Financial Goals: Financial goals are other important aspects that should be taken into consideration by the employees while making the investment decisions (Aslan, 2015). Different people have different set of financial goals. Like some people wants to generate the effective amount of profit from the investments then it is required that they should invest in investment choice plan. On the other hand if employees want to make the investment to secure their future and receive certain amount as the direct payment and certain as a pension after the retirement then they should invest in the defined benefit plan (Arnold, 2013). Issues With Time Value For Money It is required that the concept of time value for the money should be taken into consideration because it helps in developing the understanding with the fact that with the passage of time value for the money declines (Ferson, 2012). Different investment plans have different set of aspects; in the same manner both investment choice plan as well as defined benefit plans has different set of treatments as well as mitigation processes. Time value for money is the concept which helps in making the right choices as well as decisions in making the choice of investment. This also helps in providing the direction to analyze the pension of the employees which they will get at the time of retirement. Inflation and market conditions that play a vital role in time value for money (Nguyen, Nguyen and Yin, 2014). Time value for money helps in calculating the net present value of the superannuation and the pension amount which is required to be paid to the employee at the time of maturity. Therefore the issue that occurs with such type of investments is maintaining the track record of the cash inflows as well as cash outflows. Maintaining such type of aspects in a proper way is one of the biggest issues faced by the employers (Paramasivan and Subramanian, 2009). Efficient Market Hypothesis Efficient market situation is the market situation in the commodity price as well as the price of the stock and assets works as the reflectors of the organization (Wang and Zhao, 2015). In other words it could be said that the efficient market situation is the situation in which the price of the commodity, price of the stocks of the organization as well as price of the assets helps in determining the actual position of the organization in the market. In this market situation the implication of the price of the asset as well s price of the stock is being done in a proper as well as fair way (Babalos, Kostakis and Philippas, 2009). This market situation is being opposed by the value of the assets and the price of various other things which keeps on changing depending upon the market conditions. In efficient market situation the stocks as well as shares of the organization are being purchased for the purpose of investment. While making the investment in this market situation the past in formation related with value of assets, and shares of the company is not being taken into consideration because decisions in this are made on the basis of present position of the company in market (Darst, Ebrary, 2013). Pension Fund Manager in Portfolio Management Efficient market hypothesis is the situation in which pension fund manager does not plays a very vital role as all the aspects as well as decisions are dependent upon the current situation of the company hence decisions could be easily made by the individuals without taking help of the pension fund managers (Jefferson, Therese, 2012). Track record of old date of the company is not required in this situation, in case if record were required to be tracked then only the help of fund manager was required in such type of market situation. In case efficient market situation occurs then the role of the pension fund manager will get hampered and it could also be possible that his role could get diluted in such type of market situation. Pension fund manager could provide their services in the investments such as investment choice plan because in these investment plans proper set of track record is being kept for the past activities of the company in the market in behalf of which investment d ecisions are being made by the individuals (Most, Wadia, 2015). Hence, it could be analyzed that the pension fund manager does not play effective set of role in the efficient market hypothesis as the decision of the investment could be made on the current activities of the company in the market. But in reality possibility of occurrence of such type of market situation are very minimal. Hence in such type of situations the individuals will have to take the help of pension fund managers to as to manage their portfolios (Schreiber, 2016). Pension fund manager also helps in making the decisions related with the investment plans and provides the information related with investment decisions that in which aspect the investment are required to be made and in which it not beneficial to invest the money. Hence, analyzing all the aspects it could be evaluated that in the efficient market hypothesis pension fund manager does not play effective set of role as investment decisions in such market are taken on the basis of the present situations rather than the situations which are based on the past aspects (Basu, Drew, 2010). References Arnold, G. (2013).Essentials of corporate financial management. Harlow, England: Pearson. Aslan, H. (2015). Do Lending Relationships Affect Corporate Financial Policies?.Financial Management, 45(1), pp.141-173. Babalos, V., Kostakis, A. and Philippas, N. (2009). Managing mutual funds or managing expense ratios? Evidence from the Greek fund industry.Journal of Multinational Financial Management, 19(4), pp.256-272. Bacon, F. (2010).Corporate financial management. Acton, MA: Copley Custom Textbooks. Bai, G., Hsu, S. and Krishnan, R. (2014). Accounting Performance and Capacity Investment Decisions: Evidence from California Hospitals.Decision Sciences, 45(2), pp.309-339. Basu, Drew. (2010). The appropriateness of default investment options in defined contribution plans: Australian evidence. Pacific-Basin Finance Journal, vol 18, n0 3, pp 290-305. Correia, C. (2005).Corporate financial management. Cottesloe, W.A.: Skystone Investments. Darst, D., Ebrary, Inc Content Provider., 2013, Portfolio Investment Opportunities in China (Wiley RealTime Finance). Hoboken: Wiley. Drakos, K. and Konstantinou, P. (2012). Investment decisions in manufacturing: assessing the effects of real oil prices and their uncertainty.Journal of Applied Econometrics, 28(1), pp.151-165. Ferson, W. (2012). Ruminations on Investment Performance Measurement.European Financial Management, 19(1), pp.4-13. Jefferson, Therese. (2012). Private retirement savings in Australia: Current policy initiatives and gender equity implications.(Contributed Article)(Report). Australian Bulletin of Labour, vol 38, no 3, pp 234-250. Most, W., Wadia, Z. (2015). Longevity plans: An answer to the decline of the defined benefit plan. Benefits Law Journal, vol 28, no 1, p 23. Nguyen, T., Nguyen, H. and Yin, X. (2014). Corporate Governance and Corporate Financing and Investment during the 2007-2008 Financial Crisis.Financial Management, 44(1), pp.115-146. Paramasivan, C. and Subramanian, T. (2009).Financial management. New Delhi: New Age International (P) Ltd., Publishers. Schreiber, S. (2016). Defined benefit plan participants can receive lump sum and annuity under new rules. Journal of Accountancy, vol 222, no 6, p 68. Wang, Y. and Zhao, J. (2015). Hedge Funds and Corporate Innovation.Financial Management, 44(2), pp.353-385.