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Essay on The Arguments of the Gettysburg Address - 851 Words

The Gettysburg Address is one of the most famous speeches in American history. The History Place indicates that on November 19, 1863 President Abraham Lincoln went to a battle field positioned in Gettysburg, Pennsylvania where three dreadful days of battle occurred called the Battle of Gettysburg. While he was attending the battle field to dedicate it as a national cemetery, he read his speech to the public. After the main orator, Edward Everett of Massachusetts, delivered his speech that lasted about two hours, it was Lincoln’s turn. Everyone was shocked that it only lasted a little over two minutes. The speech talked about the men who fought in the Civil War to help create the nation people have today: that it is only fair to honor them†¦show more content†¦This could be trigger someone’s emotions because one person might feel one way, but the other choice might be chosen. Many people choose a side of the speech, but others will stay neutral and agree with parts of both arguments. Should people let the past be the past and not do anything else to remember how our nation became one? Or should people still celebrate the lives of the soldiers who fought in the Civil War? Some say people need to leave the land and history as it is. This means not doing anything to make people think about it. Although, people will always remember what happened at Gettysburg. In the speech it states: But, in a larger sense, we can not dedicate -- we can not consecrate -- we can not hallow -- this ground. The brave men, living and dead, who struggled here, have consecrated it, far above our poor power to add or detract. The world will little note, nor long remember what we say here, but it can never forget what they did here. Some people agree that the Gettysburg Cemetery should stay the same as it was left after the soldiers were laid to rest. They think that nothing more should be done to remake the history that was created. This relates to the ethical appeal. It states that we should leave the land alone, but still honor the men who fought. The speech talks about the men being brave and courageous and people need to remember them for it. They need to be honored.Show MoreRelatedGettysburg Address Versus Declaration of Independence Essay1472 Words   |  6 PagesLincoln’s Address Versus Jefferson’s Declaration Two of the most important, and, perhaps the two most important documents in American history are the Declaration of Independence and the Gettysburg Address. The Declaration of Independence, the document of secession written by Thomas Jefferson in 1776, called for the complete independence of the states from the British Empire. The Gettysburg Address was a document on the theory of union that stressed the need for one united country and expressedRead MoreEssay about The Gettysburg Address and American Revival1729 Words   |  7 PagesThe Gettysburg Address is without a doubt one of the most famous speeches in American history. However, at the time, it was simply an uplifting, motivational speech by the sitting president as part of a ceremony dedicating the Gettysburg Battlefield as a National Cemetery. Now, it is viewed as an historic address delivered by one of the greatest presidents and orators to ever live, Abraham Lincoln. It has also become the benchmark for speeches today and is the subject of many articles, talks,Read MoreContribution of Different Groups to the Civil War and an Analysis of the Gettysburg Address731 Words   |  3 Pagesthe arguments against blacks in the military was that they would be unable to follow complex orders; black soldiers proved the doubters were wrong. Their cause was moral and it was personal. They both influenced the Civil War and were influenced by it. Word count: 293 Question 2: The Gettysburg Address has been such an enduring text that memorizing it used to be a common exercise for elementary school students. Do you think it warrants the attention? Why or why not?   The Gettysburg Address isRead MoreThe Gettysburg Address By Johnathon Hennessey936 Words   |  4 Pagesâ€Å"Four Score and Seven Years Ago† is one of the most famously well-known statements in American History. This was the opening line to The Gettysburg Address given by Abraham Lincoln on November 9th in 1863. This speech was given during the Civil War, with the Unionists on one side and the Secessionists on the other. America was one of the very few countries in which slavery was still legal. The Unionists (northern states), were supporters of the United States federal government and wanted to abolishRead MoreAnalysis of The Gettysburg Address Essay1435 Words   |  6 PagesAnalysis of The Gettysburg Address In the early days of the United States, loyalty to one’s state often took precedence over loyalty to one’s country. The Union was considered a â€Å"voluntary compact entered into by independent, sovereign states† for as long as it served their purpose to be so joined (Encarta). Neither the North nor South had any strong sense permanence of the Union. As patterns of living diverged between North and South, their political ideas also developed marked differencesRead MoreAbraham Lincoln’s Gettysburg Address1528 Words   |  6 Pagesdiscussion of the text. The students grossly mischaracterized Abraham Lincoln’s â€Å"Gettysburg Address â€Å"as a pro-abolitionist tract; they also seemed to think that President Lincoln was some divine martyr for anti-slavery sentiment, and that he was an exemplary person with regards to American identity. They could not be further from the truth. Historical context is paramount to understanding Lincoln’s â€Å"Gettysburg Address†. The text starts off with an appeal to authority with a reference to the ConstitutionRead MoreCivil War : The United States Of The Western Hemisphere898 Words   |  4 Pagesimportant in begging the process that led to ending of slavery in the United States; emancipation proclamation. Although he received resentment and threats along his political careers, Lincoln preserved his view and goals. Many of the opposition and arguments often came from his own cabinet members. Lincoln issued the Emancipation on the first of January in the year of 1863. This was during the third year of the civil war. The proclamation declared that in the rebellious states all slaves would be consideredRead MoreAbraham Lincoln And The Abolition Of Slavery879 Words   |  4 Pagesadministration, it was not the only defining factor of Abraham Lincoln when he was president. Lincoln saw past the inequality of black and white and regarded equality and freedom above all as a basis for a united nation because he wrote the Gettysburg Address at a crucial time during the civil war to earn favor among freed slaves and to those opposed to slavery in the North and he decreed the Emancipation Proclamation as a stepping stone to achieve his ultimate goal. Lincoln had deep feelings onRead MoreA Father of the Nation: The sacrifice Abraham Lincoln Essay1114 Words   |  5 Pagesviewpoints had to grow and progress just as Lincoln had to up until his death. Lincoln’s call for a strong Union was seen when looking through his works well before the Cooper Union Address which launched him to presidency, and particularly in his â€Å"House Divided† speech (Witt). Within this speech it was also found that the argument that Lincoln was an atheist could be quickly dismissed. In his speech, Lincoln used popular Bible quotes and was known to call to his fellow countrymen to keep the nation asRead MoreAnalysis Of Allen Guelzo And Vincent Harding1102 Words   |  5 Pagesthe abolition of slavery alongside the 13th Amendment of the Constitution. Guelzo uses comparisons between the Proclamation and some of Lincolns more successful words, such as the Gettysburg Address. Right away, he states, â€Å"†¦its apparent failure to rise to the level of eloquence Lincoln achieved in the Gettysburg Address or the Second Inaugural† (352). Guelzo believed that the Proclamation was not as glamorous or quotable as other addresses were. He recognizes The Proclamation as not being profound

Workplace bullying free essay sample

Introduction Over the past 15 years in the U.S. and Canada, the phenomena of workplace bullying and mobbing (bullying by a group rather than an individual) have been widely discussed and debated. There is a growing consensus among lay people and scholars on the definition of workplace bullying, its causes, and its effects on individuals as well as on the workplace itself. At the same time, translating this consensus into effective employment policies and contract provisions is challenging: the parties need clear and enforceable language that also meets the sometimes divergent interests of employees, employers and unions. Our purpose in this paper is to provide assistance to advocates and arbitrators as they deal with this complex workplace problem. We briefly review the definitions, prevalence, impact and causes of workplace bullying and mobbing. We discuss the evolving approaches to workplace bullying by union and management representatives, providing a sampling of employer policy and contract language. We will write a custom essay sample on Workplace bullying or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Finally, we review a set of arbitration cases for insights into the grounds on which bullying and mobbing cases have been decided. Our conclusion outlines suggestions for further research. The bulk of our research focuses on cases, contracts and employers in the United States. We have tried to add Canadian examples where possible, although differences in the legal and labor relations structures of the two countries limit the applicability of our conclusions. The authors of this paper are labor educators at the Labor Education and Research Center, University of Oregon. In this capacity, among other duties, we train union staff and elected representatives in the technical aspects of labor-management relations. In the early 2000s, we began to notice increased frustration among these advocates with the problem of workplace bullying. For example, in a training class for a group of 30 stewards in a manufacturing facility we were told that bullying by co-workers was one of the most prevalent and difficult problems the stewards faced. A year or two later, we were asked to conduct a seminar for a local governmental jurisdiction – for both union stewards and first-line supervisors – on the phenomenon of bullying and how it might be handled. Since that time, we have conducted several training sessions each year on bullying and mobbing, some for union locals, some for unions and management jointly, and the rest open to a range of union participants. It has become clear that the phenomenon is persistent in both the public and private sectors, and that there is little consensus on effective approaches. What We Know About Bullying Because much has been written recently about the phenomenon of workplace bullying, this section contains only a brief summary of definitions, prevalence and causes of the problem.1 Much attention has been paid to defining the terms â€Å"bullying† and â€Å"mobbing.† The latter was first used by a Swedish psychologist, Heinz Leymann in the 1980s, to refer to â€Å"hostile behaviors that were being directed at workers.†2 By the time U.S. researchers began to pay attention in the 1990s, the more popular term had become â€Å"bullying,† and â€Å"mobbing† was increasingly used to refer to bullying by a group rather than an individual.3 By this time attention to workplace bullying was already developed in the U.K., Canada, Australia and many European countries.4 The Campaign Against Workplace Bullying, created by Drs. Gary and Ruth Namie, popularized the phenomenon in the U.S. beyond academic circles and into mainstream media as well as political action . Most definitions today refer to workplace bullying as hostile behavior directed at employees that affects their ability to do their jobs. Bullying can come from supervisors, co-workers, customers, patients or clients, and it is presumed that the hostile behavior occurs repeatedly, rather than as an isolated event. The specific behaviors that have been documented range from social ostracism to overt aggression (spreading rumors, harsh criticism, even violence). The ultimate consequence of bullying is generally to force the targeted employee out of his or her position.5 A widely accepted definition of bullying can be found in the Healthy Workplace Bill. The proposed language describes an abusive work environment as: Conduct, including acts, omissions, or both, that a reasonable person would find hostile, based on the severity, nature, and frequency of the defendants conduct. Abusive conduct may include, but is not limited to: repeated infliction of verbal abuse such as the use of derogatory remarks, insults, and epithets; verbal or physical conduct of a threatening, intimidating, or humiliating nature; the sabotage or undermining of an employees work performance; or attempts to exploit employees known psychological or physical vulnerability. A single act normally will not constitute abusive conduct, but an especially severe act may meet this standard.6 The key terms in this definition are â€Å"that a reasonable person would find hostile† and â€Å"severity, nature and frequency†. The reasonable person standard attempts to add some level of objectivity to what can seem a very subjective process. Some less severe behaviors, which may be borderline bullying, are very hard to prevent and correct, although they can have a cumulative effect that can result in negative outcomes.7 A single act of anger or hostility – for example, yelling at someone – might or might not be considered bullying, depending on the nature of the incident and the severity. â€Å"Target† is the term used most often to refer to the person being bullied and avoids the negative connotations of the other common term, â€Å"victim.† The literature emphasizes that there are no â€Å"typical† targets – they might be outspoken or vulnerable, â€Å"nice,† or â€Å"unfriendly†, ethical or not – al l employees can be targeted by bullies.8 Bullying behavior falls roughly into two categories: chronic and opportunistic. Chronic bullies have a pathological need to control and harass others. When they succeed in forcing their target to quit or move on, they move to another target. Opportunistic bullies take advantage of a workplace culture that tolerates abuse.9 We know that bullying takes a toll on the target. It affects work performance; it also affects the target’s health and can lead to severe illness and even suicide. The effects on the workplace and on co-workers have also been documented: increased absenteeism, rising healthcare and disability costs, low morale, decreased productivity, and increased turnover.10 A 2010 Zogby poll commissioned by the Workplace Bullying Institute showed that 35 percent of Americans reported being bullied at work and another 15 percent reported having witnessed it (approximately the same percentage (37 percent) of those who responded to a similar Zogby poll in 2007). 68 percent of the reported bullying in the 2010 poll was same-gender.11 Anecdotally, there is a perceived increase in the number of bullying cases over the last te n years. Some argue that the uptick in reported incidences of bullying is an outgrowth of increased attention to the problem. And, certainly, finding a label for a problem that has doubtless always existed, and drawing attention to it, can lead to increased reporting of the phenomenon by those affected. Also, we know it is not uncommon for behavior that is not technically bullying (tough management, lost tempers, personality clashes, etc.) to be misunderstood or mislabeled by affected employees. However, incidents of bullying appear to increase in workplaces that are unstable, poorly managed, stressful, understaffed, undergoing major demographic changes or otherwise in turmoil.12 Where global competition has undermined traditional patterns of employment stability, where recession has been long-lasting, where unionization rates have declined and turnover rates have increased, and where economic restructuring is widespread, it is not surprising that bullying has become a much more widespread concern. I. How Unions and Management Approach Workplace Bullying Bullying and mobbing behavior poses a daunting challenge for labor relations practitioners. The problem is complex and there is little in the way of legal or contractual guidance for handling problems. In this paper we analyze strategies that unions and employers are using to deal with bullying in a collective bargaining environment. Unfortunately, it is difficult to recommend specific best practices for stopping bullying, because there is little evidence-based research on what actually works.13 With that disclaimer, it is still worthwhile to examine trends in how practitioners approach the problem, which include: Employer policies that specifically prohibit bullying or bullying behaviors; Anti-violence policies and/or policies that are broader in their scope, incorporating ideas such as â€Å"mutual respect†, â€Å"civil communication† or â€Å"professional conduct† standards; Contract language and the grievance procedure; Health and safety policies and law.14 A. Employer Policy in the Absence of Effective Statutory Remedies When workplace bullying is directed at a member of a protected class covered by federal, state or local anti-discrimination statutes, it may be dealt with as illegal harassment. But when there is no protected class issue, neither is there a statutory remedy in most jurisdictions. Over the last decade there have been multiple attempts in the United States to pass legislation that would make bullying in the workplace illegal. The Healthy Workplace Bill was introduced in 13 states, including Oregon, Kansas, Missouri and Hawaii, but failed in all.15 The effort to enact legislation continues in the United States, spurred by the fact that attention to bullying has increased greatly. Canada is further along in this effort to enact legislation. Quebec has language in its safety and health statute prohibiting â€Å"psychological harassment,† and in 2010 Ontario enacted changes to its Workplace Safety and Health Act, adding a definition of workplace harassment to the anti-violence language in the statute: â€Å"Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.†16 Meanwhile, efforts to prevent bullying behavior have become more widespread in both countries. Many employers have implemented policies (which may or may not be mutually agreed upon) that deal with bullying or similar hostile behaviors. Employer policies vary in how they handle bullying. Some take a broad approach, addressing workplace interactions between employees, mandating professional conduct or civility. Some have anti-violence or anti-harassment policies calling for a safe environment that is free of threats, intimidation and physical harm, and these may or may not have a specific reference to bullying. The Oregon Nurses Associations (ONA) 2011 publication, â€Å"Nurses and Bullying in the Workplace: A Resource Guide† elaborates on the elements of a model employer policy: A statement that reflects the values of the hospital with regard to bullying, what the hospital will do in response, and a description of the consequences for bullying behavior.17 One challenge to employers is how to define exactly what constitutes bullying. This used to be one of the most difficult steps in coming up with an anti-bullying policy, however the definition outlined in the proposed Healthy Workplace Bill may provide a template to aid the process. Some employers go further and add caveats spelling out what will not be considered bullying. For example, the City of Portland, Oregon discipline policy cites bullying as a reason for which an employee can be disciplined, and offers a very detailed guideline as to what would be considered bullying, versus what is not necessarily bullying.18 In addition, the policy specifies the consequences for bullying behavior, how to report instances of bullying, the steps for investigating claims of bullying, and finally, a prohibition against retaliation. This kind of specificity can narrow the room for disagreement among the union, the employer, and ultimately, if the issue is arbitrable, the arbitrator. Another example comes from the State of Oregon’s Department of Environmental Quality (DEQ), one of the earliest public agencies in Oregon to enact an anti-bullying policy, after being pushed vigorously to do so by the union representing its employees, the American Federation of State, County and Municipal Employee (AFSCME), Local 3336.19 The DEQ’s Anti-Mobbing Policy defined mobbing as follows: Workplace mobbing is a form of harassment that is not based on an individuals protected class status (i.e. gender, race, sexual orientation, religion, age, disability, national origin etc.) and is perpetrated by any employee against another employeeMobbing is intentional verbal or nonverbal conduct by one or more individuals against another individual over a period of time.20 The DEQ policy listed the types of behavior and the various ways bullying could occur: †¦among co-workers; among co-workers with a manager siding against one of the co-workers The DEQ policy also allowed, if requested by the target, a dispute resolution procedure with a mediator. One noteworthy element of the policy was its specification that the steps for resolving the bullying might include removing the targeted employee from the situation. The DEQ policy allowed an employee to report the issue to the union steward or supervisor, but the investigation would be conducted by the Human Resources Department; and corrective action would not preclude the requirement that management follow state policy regarding disciplinary actions or that the union provide fair representation to represented employees.21 The requirement to follow â€Å"existing guidelines for discipline† is a key consideration in formulating an employer policy in a union setting. Most of the literature on bullying recommends a zero tolerance policy as a best practice. However, in spite of the frequency of this recommendation in the literature, zero tolerance language can be problematic for both sides. Managers enforcing zero tolerance policies might feel empowered to ignore factors that an arbitrator might consider crucial to establishing an argument of just cause for discipline, such as the use of progressive discipline, whether the punishment fits the offense, or mitigating circumstances. In Part II we give examples of arbitration cases where, in spite of the existence of zero tolerance language, the union filed a grievance alleging a violation of the just cause standard. With a zero tolerance policy the arbitrator might give the employer more leeway in choosing the level of discipline, but in the cases we a nalyzed, the arbitrator considered the overall situation and extenuating circumstances before making a decision.22 There are other problems with zero tolerance language. For example, there is both anecdotal information and evidence-based research that describes situations where the bullied employee snaps and becomes the perpetrator.23 The zero tolerance policy could easily have the effect of capturing the behavior of the bullied employee, but not the bully’s. This does not meet the interest of management or the union. The ONA guide cited above cautions against zero tolerance policies, noting that: †¦while the organization may be trying to ‘signal their commitment to a bully-free workplace’†¦ The unintended consequence may be a mandatory firing of an employee who should not have been.†24 To be effective and credible, of course, any employer policy on bullying must be implemented consistently and energetically, and at all levels of management.25 Recent research in healthcare settings indicates that front-line supervisory intervention is an effective way to change behavior.26 Enforcement of anti-bullying policy can be difficult, of course, especially when management must take action against a perpetrator who is in a position of power, a high producer or strategically important. And if the work environment is unhealthy in other ways (unrealistic expectations, unclear job roles, job insecurity, and perceived injustices), bullying can be even more difficult to isolate and eradicate.27 B. Negotiated Contract Language For many unions trying to address workplace bullying, having language in the collective bargaining agreement that deals with the issue is preferred over employer policy. Negotiating contract language can give unions more control over the process, including access to the grievance procedure. The process of negotiating the language can provide a means for internal discussion and debate among elected leaders and members as to the correct strategy to use. Bullying can be a particularly difficult issue for unions, especially in member against member situations. â€Å"Bully boss† situations, in which the bully is a supervisor or other management representative, while possibly more damaging to the target(s) due to the inherent power of supervisors and other management,28 are in some ways more straightforward for unions to address. While dealing with a bullying supervisor is not in any way an easy process, at least unions can use their usual tools to try to correct the behavior. When the bully is a co-worker/union member the situation is a bit trickier. Traditionally, unions have been averse to playing a role in member-on-member disputes, unless they have a legal mandate to do so, such as in discrimination and sexual harassment cases. After all, discipline is the responsibility of the employer. However, bullying is such a widespread issue, impacting so many members, that in the last decade many unions have pushed for contract language as well as employer policies that prohibit bullying, even if it has meant that they have had to represent the employees disciplined under the very policy for which they advocated. Even if the employer has a policy on bullying, it makes sense, from the union’s perspective, to negotiate contract language. The language may make it possible to use the grievance procedure to pursue perpetrators; and while it may provide alternative resolution processes rather than access to the grievance and arbitration process; at least the process provides a label and visibility to the problem and thus a way to engage management in discussions of solutions. The most basic type of contract provision is that which names disrespect, incivility and/or bullying specifically as unacceptable in the workplace but provides no specific resolution process. Some contract language provides that bullying behavior may be subject to discipline under a just cause provision.29 Some anti-bullying provisions are grievable or even arbitrable.30 Some are not, but are subject to an alternative resolution procedure. An example of such language can be found in the 2012-2013 bargaining agreement between Western Washington University and the Washington Federation of State Employees, AFSCME Council 28, Article 3 – Workplace Behavior: 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Universitys business, employee well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employees union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employees representative is encouraged to report this behavior to the employees supervisor, a manager in the employees chain of command and/or the Human Resources Office. The University will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion. 3.3 This Article is not subject to the grievance procedure in Article 30.31 Workplace Bullying free essay sample Workplace bulling is abusive behavior that creates an intimidating and uncomfortable work environment that affects another person or persons safety or well-being (Qualia Soup, 2014). The article Workplace Bullying: Costly and Preventable by Wiedmer, T. L. (2011) discusses work place bullying and its effects on productivity and the work environment. Workplace bulling is malicious behavior by a person or group of people that causes others to be uncomfortable, fearful, and sometimes threatened. Ultimately, it affects the person’s ability to be productive. As stated in the article, bullying can take many forms. Verbal abuse and offensive conduct can cause employees to feel less confident, humiliated, threatened, and alienated. These feelings will cause employees to be less productive, eventually affecting organizational productivity and profits (Wiemer, T. L. , 2011). The bully tends to act in this manner to gain control, destroy a person’s credibility, and cause harm to the individual and the working environment. Workplace bullying activities resulted in the targets reporting stress related health problems such as anxiety, panic attacks, depression, and even posttraumatic stress (Workplace Bullying Institute, n. We will write a custom essay sample on Workplace Bullying or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page d. ) The article describes surveys that were done to measure the extent of bullying that happens in the workplace. The WBI-Zogby survey is the largest scientific study of bullying in the United States. The survey was an online survey conducted in August of 2007 and had 7,740 responses (Workplace Bullying Institute, 2007). Some of the startling results of the survey were: Most bullies are bosses (72%), 57% of targets are women, 62% of employers ignore or worsen the problem, 45% of targets suffer stress-related health problems, 40% of bullied individuals never tell their employers, and only 3% of bullied people file lawsuits (Workplace Bullying Institute, 2007). Because bullying affects an organizations ability to run a healthy environment, institutions such as the Workplace Bullying Institute (WBI) were created. The WBI is the first and only U. S.  organization dedicated to the eradication of workplace bullying that combines help for individuals, research, books, public education, training for professionals-unions-employers, legislative advocacy, and consulting solutions for organizations. (Workplace Bullying Institute, 2014). The institute has helped through thousands of interviews to confirm what types of employees bullies usually target. The bully usually focuses on skilled employees that have the ability to be successful and who are usually brighter than the bullies. The principal weapons that bullying bosses and coworkers employ were alienating the targets from social interaction and withholding validation forcing other coworkers to separate themselves for fear they will become targets (Workplace Bullying Institute, n. d. ). A situation that was observed several years ago was an example of a male employee by the name of Mike being bullied by his female employer, Susan. Her dislike for Mike was evident to the rest of the team. She would use nonverbal cues when he spoke in meetings to show her distaste for him. He would work harder than anyone else would on her team, yet he had the worst performance appraisals and rarely received a merit increase. Susan followed many of the behaviors descried in the article such as consciously undermine Mike’s position, set unrealistic timelines, and misrepresent or distort anything Mike said or did (Wiemer, T. L. , 2011). Finally, Mike became depressed and developed high blood pressure. The lack of respect he felt and the way his health was declining forced him to speak to Susan’s superiors regarding her behavior. Unfortunately, her superiors chose to make excuses for her behavior and ignored the proof that Mike provided. Mike’s productivity and health continued to decline. Eventually, Mike decided that his well-being was more important than a paycheck and he resigned from his position. It was a loss to the company because Mike was a valuable employee that had to be replaced by two people to perform his same job functions. Hiring the replacement employees ended up costing the organization double the amount of Mike’s salary and they are less productive. Because bullying can have effects on both employees and a company’s return on investment, organizations must have policies in place that describe what an acceptable work environment is and what behaviors will and will not be tolerated. Polices must be put in place regarding punishment of intolerable behavior. Disciplinary and legal consequences should be clearly stated. Documentation of workplace policy and procedures should be defined and accessible to all employees. It should be part of training i. e. new employee orientation to ensure all employees are given the policies to review (Wiemer, T. L. , 2011). Another tool employers can put in place is a resource where bulling activities can be reported. The resource should be available for employees to be able to report when they are being harassed or bullied (EHow, 2014). The awareness of workplace bullying has increased dramatically. As statistics show, 56% of companies now have anti-bullying polices because more than 1/3 of U. S. workers have experienced bullying by their boss or Coworkers. Eight states are working to pass anti-bullying legislation but many companies fear the laws are too broad and invite frivolous claims from poor performing employees that are appropriately disciplined (Fox News, 2014). Employees can take action to ensure their accusations are taken seriously. The first step is understanding the definition of workplace bullying. They should research and use sources i. e. The WBI to understand their rights. The employee should take note of each incident, gather evidence and documentation, and report the incident to the appropriate individual or department. If necessary, the employee may need to take legal action. Employees have a responsibility to report incidents of workplace bullying. Employers are responsible to ensure the workplace environment is a healthy, positive, bully free place for employees to work and be productive.

Stalinism and Stalins Ideology Essays - Film, Time, Politics, Rambo

Stalinism and Stalin's Ideology There are 3 separate ways that Stalin's ideologies will improve the state of the USSR. The first is through the idea of class based violence. Based off the concept of 17 th century France and the idea of class based revolution. The idea is that you take the Agricultural sector (The Majority) and you turn them against the Nobility (Minority ). You play the numbers game pretty much and overwhelm the upper-class with sheer force . This will work in the USSR because make up less than 1% of the population so if you mount up the other classes then you can run the country. Mass Executions are the next ideology of Stalin If you look at Stalin's ideologies and strategies he was an advent studier of tactics imposed by Robespierre and the French Revolution. Basically, the tactics he imposed were wiping people out of the record books literally. They literally wiped people out. It's a wonderful way to get rid of adversaries and to develop how you want too. His Economic policy was the most brilliant tactic throughout this whole thing. He did something that was unthinkable at the time to push his own agenda. He flooded the market with money thus caving it in. This seems like it's not a smart move but it's brilliant . Through flooding the market, he tore down the old system thus pushing in communism as a viable option. Stalin is the best thing that could ever happen to this country. Cold War Movies Rocky IV: Rocky IV the fourth installment of the Rocky Series that released in 1985, is a movie that showcases not only good drama that satisfies the audiences expectation of action and adventure, but also subtly depicts the Cold War and the idea of the "Us against Them", that is, the United States against the U.S.S.R. The movie is well recognized as one that propagates the Cold War agenda that it is popularly known as: Rocky IV "the one with the Russian". The day After: Basically about the Warsaw pact and how it was almost broken on the West Berlin/East Berlin boundary line. Made in 1983 the movie depicts what it would be like after a nuclear explosion. It depicts the before, during and after of the nuclear in a midland Kansas small town. It really gives a realization to the affects that the cold war could have. WarGames : War Games was released three years into the first term of Ronald Reagan's presidency, and four years after the Soviet invasion of Afghanistan. Under Reagan, the US adopted a much more belligerent stance towards the Soviet Union. War Games thus tapped into renewed fears in the early 1980s about the prospect of a global nuclear war. Because of the increased tension between the United States and the Soviet Union, this period is often referred to as the Second World War. And most historian refer to the cold war as a game Red Dawn: The release of the remake of "Red Dawn" (1984) takes us back to the Reagan era when the Cold War still dominated American culture. Amazingly, an entire generation of Americans has come of age with no memory of this period when the battle with Soviet communism animated American life and politics. Indeed, the original "Red Dawn" remains an artifact of a time of heightened tensions when wareither conventional or nuclear--between the United States and the Soviet Union seemed a real possibility. Fire Fox: The film's sluggish 136-minute running time will defeat anyone hoping to discover a little-known gem among Eastwood's work. But the surprise here is the middle third of the movie, an unexpectedly tense, dourly effective Cold War thriller that feels like a conscious stretch for Eastwood, him trying his hand at John Le Carre or Len Deighton-type material. His fondness for shooting close-ups of faces obscured in shadow is well suited to an espionage story that stresses the peril facing the dissidents who help Gant get to the Firefox. Rambo 2 first blood: John Rambo (Sylvester Stallone) is doing hard time in jail when his former boss, Col. Troutman (Richard Crenna ), offers him a deal. If Rambo travels to Vietnam