Capital Ones Organizational Structure - 2479 Words

â€Å"At capital One, diversity means seeking out and embracing differences for the richness those differences add to our lives and to our business.† (http://www.capitalone.com/about/corporatecitizenship/diversity.php) A company that opens it business to diversity has the ability to value human differences, and in return acquire beneficial relationships. Capital One has partnered with MWBE (Minority and Women Business Enterprises) and the relationship is yielding a positive reaction in terms of the communities that house Capital One and in the corporate world. Because Capital One is an information based company there diversity plan is also well thought and proven. The diversity plan includes targeted recruitment, development and†¦show more content†¦The nodes on the bottom row represent sub-organizations, while the top two rows are individuals. (Organizational Hierarchy, page 1 para. 3) Old organizational models still exist in the real world where total control is a complete requirement. These old organizational models mainly used in government and military and sometimes transplanted to the non-military public companies and would work to a certain extent, but they have great limiting effect on promoting and evolving people. The transformed organizational model is quite different and the operating process is quite different. Figure below gives us insight into why interconnecting the stovepipes is a better option. We redisplay the organization in link patterns and we see a totally new perspective. By adding the horizontal ties we have transformed a simple hierarchy into an interconnected group. Recent research by psychologist Patrick Laughlin of the University of Illinois shows that groups outperform even the best individuals in decision making. Intelligence information is rarely clear or complete -- a key reason for having many perspectives and diverse experiences for cross-pollination and sense-making. (Organizational Hierarchy, page 1 para. 10) This considered being a transformed organizational model has catapulted companies into a company that isShow MoreRelatedCapital One Financial Corp: Setting and Shaping Strategy Essay695 Words   |  3 PagesCapital One Financial Corp: Setting and Shaping Strategy Strategy Capital One Financial Corp’s strategy is to develop and market products and services to satisfy the demands of a competitive and ever-changing marketplace by utilizing information technology for mass customization which will deliver the right product to the right customer at the right time and at the right price. Such a strategy requires the employment of talented people and a flexible culture promoting innovation to helpRead MoreThe Success Factors Of Multinational Corporations1272 Words   |  6 Pagesdifferent from them. It is important to mention that a Global Mindset outline includes three known capitals: The Intellectual Capital, which denotes to one’s international knowledge, diverse attitude, and cognitive involvedness. Secondly, the Psychological Capital, this capital comprises the passion for diversity, search for adventure, and self-assurance; and the third capital is referred as Social Capital. It indicated the intercultural empathy of an individual, interpersonal impact, and lastly theirRead MoreCostco Wholesale Corporation s Organizational Structure1500 Words   |  6 PagesCostco Wholesale Corporation’s organizational structure is based on the company’s current operation and locations as well as the market. The organization structure is the shape to connect different organizational components to address the business needs. Costco’s organizational structure active enables the management of operations in different markets. Even though Costco is the biggest membership warehouse club in America, and designed it structure for success in the management of it business inRead MoreThe Leadership Theory And Practice1170 Words   |  5 Pagesthat a leader in the 21st century would want to use to meet the needs of their employees and motivate them toward success and self-actualization. Discussion Leadership is the ability to support and inspire the people who are needed to achieve organizational goals. Leading is a major part of a manager s job, but a manager also plans, organizes, and controls. Leadership is said to deal with change, motivation, inspiration, and influence. Management deals more with maintaining equilibrium and the statusRead MoreOrganizational Culture Assesment1717 Words   |  7 PagesCase Analysis B: Organizational Culture Assessment Life is stressful and the value of the healthy organization is measured by the quality of the work-life balance of the employees. Even the best-managed organizations have stressors occurring on the regular and the irregular periods. Those regular stressors, such as quarterly reports or financial tides are expected. The unplanned and often unsuspected stressors occur within the organization. These unplanned stressors will create chaos and an unhealthyRead MoreOrganizational Development : A System Wide Application And Transfer Of Behavioral Science922 Words   |  4 Pages Organizational development or OD has several definitions that often times, individuals have their own opinions or ideas on what it actually means. Despite the many definitions that OD has, the overall idea of what it is supposed to do within an organization remains the same. Cumming and Worley (2015) define organizational development as â€Å"a system-wide application and transfer of behavioral science knowledge to the planned development, improvement and reinforcement of the strategies, structures,Read MoreAddressing Employee Stress Creates Sense1547 Words   |  7 Pagesaddressing employee stress makes sense. A PwC investment analysis report from 2014  found initiatives and programs that fostered a resilient and mentally healthy workplace returned $2.30 for every dollar spent. In addition to this financial capital finding, organizational research has demonstrated a positive relationship between employee resilience and performance (Luthans, Avolio, Walumbwa, Li, 2005). The results are clear: many Americans have little difficulty identifying when they are stressed, butRead MoreOrganizational Overview of Fedex923 Words   |  4 PagesQuestion 1 The competition is high in regards to transportation and logistics industries. One of the worlds top shipping companies is FedEx. Some of its organizational goals include adding high value to all shareholders, including customers and employees, as well as providing logistics needs for companies around the globe in a fast and cost effective manner. In order to meet these goals, the company must set standards to adhere to in regards to evaluating and measuring performance. There are aRead MoreHRM 560 WRITING ASSIGNMENT 2 Environmental Pressures v2a Essay1151 Words   |  5 PagesQuarter 2014 HRM 560 – Managing Organizational Change Instructor: Dr. Mary Hair Collins 1. Create a table where at least three (3) organizational pressures and at least three (3) environmental pressures in the organization are illustrated and rank those pressures according to their influence. Corporate organizational pressures describe change both negatively and positively for the company and its employees. These evaluations of environmental and organizational pressures are described using CompanyRead MoreManagement and Leadership of Organizations1008 Words   |  5 PagesDetails: The internet has created new ways to do business for organizations with much less capital planning as opposed to the high capital needs of traditional brick and mortar organizations. Based on this, how should management and leadership be addressed for each type of business? Research successful traditional and online retailers and address the following issues: Discuss the organizational structure of one traditional and one online retailer. Identify two management or leadership challenges

William Shakespeares A Midsummer Nights Dream Essay

William Shakespeares A Midsummer Nights Dream In William Shakespeare’s A Midsummer Night’s Dream, there are endless images of water and the moon. Both images lend themselves to a feeling of femininity and calm. In classical mythology, the image of water is often linked with Aphrodite, goddess of passion and love. Born of the foam of the sea, Aphrodite was revered as an unfaithful wife to her husband Hephaestus (Grant 36). This may have a direct coloration to the unfaithful nature of the four lovers, Hermia, Helena, Lysander, and Demetrius, while in the woods. Perhaps more important, however, is Aphrodite’s link to the other Olympian maiden goddesses. As Aphrodite was attributed with love and beauty, Athena was the protector of†¦show more content†¦(Shakespeare, Greenblatt Ed. 1.1.209-213) As with much of Shakespeare, this can be read several different ways. Phoebe’s mention could be simply to set the mood of the forest with a romantic shining moon glow. It seems however, to hold a larger place in the scheme of the play. Lysander’s introduction of Phoebe alludes to the serenity of the forest under the goddess who is the protector of that realm. The moon is spoken of in direct correlation with water and liquid images as if to equate the two â€Å"elements.† Perhaps a scientific correlation can be drawn here between the moon and its effects on the tides ebb and flow. Regardless, each time water is mentioned, it seems to be interchangeable with any of Phoebe’s imagery, and so from here on it shall be treated as such. It is important to realize that because of Phoebe, this entire situation has happened. As Egeus claims, Lysander has enchanted his daughter Hermia â€Å"with feigning voice verses of feigning love, and stol’n the impression of her fantasy†¦Ã¢â‚¬  (Shakespeare, Greenblatt Ed. 1.1.31-32) all while in the â€Å"moonlight of her window† (Shakespeare, Greenblatt Ed. 1.1.30). With out this dream like lighting, perhaps the romancers would not be quite as smitten. This iridescent, calming glow of the moon is starkly contrasted with the threat of punishment. In attributing a â€Å"cold fruitless moon† (Shakespeare, Greenblatt Ed. 1.1.73) toShow MoreRelatedWilliam Shakespeares A Midsummer Night’s Dream1973 Words   |  8 PagesWilliam Shakespeares A Midsummer Night’s Dream The focus of this discussion will be upon the language and performance possibilities of this extract from the Dream[1], following brief consideration of the manner in which the extract relates to the rest of the play in terms of plot development and the reflection of certain of the play’s themes. Performance aspects are considered alongside the distinctive features of the language, as it is suggested that the natureRead More William Shakespeares A Midsummer Nights Dream Essay935 Words   |  4 PagesWilliam Shakespeares A Midsummer Nights Dream A Midsummer Night’s Dream could have easily been a light-hearted, whimsical comedy. Complete with a magic forest and a kingdom of fairies, it is an iconic setting for amorous escapades and scenes of lovers. But Shakespeare’s writing is never so shallow; through this romantic comedy, Shakespeare postulates an extremely cynical view of love. A Midsummer Night’s Dream becomes a commentary on the mystery of love, and lovers in general emerge shamedRead MoreEssay William Shakespeares A Midsummer Nights Dream974 Words   |  4 PagesWilliam Shakespeares A Midsummer Nights Dream Shakespeare’s A Midsummer Night’s Dream can be considered an archetypal comedy due in large part to the ill-defined characters. Part of what makes this play work so well is that rather than becoming too invested in any one character’s hopes and fears or desires and struggles, the audience is simply rooting for things to work out well in general. If the audience became too attached to any one character, they might lose sight of the bigger pictureRead MoreThe Supernatural in William Shakespeares A Midsummer Nights Dream1550 Words   |  7 PagesSupernatural in William Shakespeares A Midsummer Nights Dream Consider the presentation of the supernatural in A Midsummer Nights dream. In what way does it reveal Shakespeares moral and philosophical concerns? How does Shakespeares stagecraft (setting, Characterisation, language, verse form etc) facilitate the consideration of his concerns? and how do we as a modern audience respond to the play as a piece of theatre? The main themes of A Midsummers Night Dream areRead MoreWilliam Shakespeares A Midsummer Nights Dream Essays3973 Words   |  16 PagesWilliam Shakespeares A Midsummer Nights Dream In the following essay I am aiming to show how Lysanders claim that the course of true love never did run smooth is supported by other events in the play. A Midsummer Nights Dream was written by William Shakespeare. No one knows the exact date it was written but we know it was between 1589 and 1595. He combines romance with comedy to produce this popular story. When he was writing the play superstition aboutRead More Night in William Shakespeares A Midsummer Nights Dream Essay1379 Words   |  6 PagesNight in William Shakespeares A Midsummer Nights Dream One of the recurring themes throughout Shakespeare’s A Midsummer Night’s Dream is the time of day during which the play’s major action takes place: night. This being the case, there are certain words that are directly linked to this theme that appear numerous times throughout the script. Four such words are â€Å"moon,† â€Å"moonlight,† â€Å"moonshine,† and â€Å"lunatic.† Each comes from a feminine root that serves to identify the women in the play asRead MoreEssay on Women in William Shakespeares A Midsummer Nights Dream780 Words   |  4 PagesWomen in William Shakespeares A Midsummer Nights Dream A Midsummer Night’s Dream, by William Shakespeare, is a play that illustrates a good picture of woman’s lack of freedom. It is a story of several couples, among which there is a fairy king, Oberon, who proves his sovereignty over the queen of the fairies, Titania. The two have an ongoing conflict about who should keep the Indian boy, whose mother had recently died. Titania doesn’t want to give him up because she and the boy’s mother knewRead MoreEssay about William Shakespeares A Midsummer Nights Dream1283 Words   |  6 PagesWilliam Shakespeares A Midsummer Nights Dream Shakespeare, in his A Midsummer Night’s Dream, uses his characters to cast a sense of derision over the use of the imagination. â€Å"The lunatic, the lover and the poet† are thrown together all on one line, and it is implied that the latter two are as crazy as the first. (Midsummer Night’s Dream, V.1.7) Despite this seeming scorn for plays and their ilk, Shakespeare is implementing a strong irony. Characters who scorn the imagination are no moreRead MoreEssay about William Shakespeares A Midsummer Nights Dream 1648 Words   |  7 PagesWilliam Shakespeares A Midsummer Nights Dream  Ã‚  Ã‚   There are so many references to the eyes in A Midsummer Nights Dream that one would expect there to be a solid and consistent reason for their appearance. However, this does not seem to be the case. Indeed, the images associated with the eyes are so varied, and shift so frequently, that it is practically impossible to define what it is they represent. This difficulty reflects the problem of distinguishing between what is real and whatRead MoreTrue Love in William Shakespeares A Midsummer Nights Dream1928 Words   |  8 PagesTrue Love in William Shakespeares A Midsummer Nights Dream I have been studying A Midsummer Night’s Dream and exploring how the characters within this play deal with love and the consequences resulting from falling in love. I will be answering the question asked by providing quotes and examples of Shakespeare’s technique in showing that ‘The course of true love never did run smooth’ as well as providing answers as to why Shakespeare made this the case in the play

HRM Employment Relations

Question: Discuss about theHRMfor Employment Relations. Answer: Introduction Workplace conflict has been one of the emerging causes of pressure at workplace. It has emerged due to individuals or groups having conflict with respect to their perceived goals, values and opinions. This leads to conflicts when such individuals or groups need to work together for a common goal. Workplace conflict has emerged in every dimension and every level of any organization. The focus of this report is to look at the vices of this conflict in the context of cost to the organization. This has led to IR becoming a revenue function from being a cost function for several years. The use of several works of literature in this context has been used to understand the challenges and legislative situations that can drive this. We will also look the type of conflicts and the type of conflicts that benefit an organization. We will look at the details about the type of conflicts that threaten the very existence of the firm. There are several examples of work life conflict due to multicultu ral and multidimensional mixtures in Australia. There are also racial issues that have engulfed the Australian organizations in some ways. The Virtues and Vices of Workplace Conflict There are several pitfalls of having conflict at workplace. But there are several ways in which this conflict can lead to better delivery of results for the company. These could be related to some limited circumstances. These circumstances can be task related conflicts wherein parties may agree and disagree solely based on a task. This should never be mixed with personal and opiated views that clash for two individuals. This leads to conflicts when such individuals or groups need to work together for a common goal (Roche, Teague Colvin 2014). There should never be clashed due to religious and cultural issues. There should always be strict guidelines within the firm to avoid these. Other most hazardous conflicts are due to race and gender. These conflicts can create havoc for the organization especially after the proliferation of social media in this space. Nothing can ever be kept under wraps if some conflicts are out in the public domain. The new form of conflict is related to sexual orientation. Thus sex, race, color, community and religion must never become a source of organizational conflict (Roeters Craig 2014). Workplace conflict has emerged in every dimension and every level of any organization. The conflicts must also be of moderate intensity. There should not be conflict due to some preferential treatment. There should be a preference for a priori, suboptimal instead of optimum decision options. There should be trust within the team and there should be psychological safety when employees bring out opinions on th e table. There should be no retaliation in case there are opinions on the table that might not serve good to the management at large but benefits the productivity of the organization. Thus any form of innovation and diversity in opinion must never be curtailed within the team. Management must ensure that such decisions are in place. The use of several works of literature in this context has been used to understand the challenges and legislative situations that can drive this. The community must identify its efforts that lead to a generation of nonlinearities and a complete threshold of responses in the complete ecosystem that can lead to changes. The collaboration must be from local and national levels and must ensure that changes in policies are made according to the changes in corporate structure and IR. There should be restrictions on the export and import of legal materials that damage DNA of organizations and alter it in certain ways (Dollard, Bailey, McLinton, Richards, McTern an, Taylor Bond 2012). The problem faced in my organization is similar to the one depicted here. It originated because there is a cultural difference. Such issues lie in the most avoidable ones. Conflict Issues and Conflict Management The conflict issues have several causes one of them being scarce resources. These resources could be one or many of the following like, time, division of work and type of work, budgeting issues and status issues. There could be other reasons like value based conflicts. These could be due to political affiliations, religious and social conventions and deep rooted moral issues. There could also be differences with respect to insights and facts. Thus judgmental issues will arise. Thus there could be a single issue of conflict or a combination of conflict. These conflicts can also be termed as task related conflicts. There are certain ways in which team jobs can be done. These ways can be both positive and negative for the common task at hand. The other issues can arise from relationships and a combination of their values and humor (Haslam, Sanders Sofronoff 2013). The other conflicts can be task-related and person-related. Sometimes the way two people think are way different from each other. The way in which the interdependent relationship can be looked into can cause several common goal orientation issues. This is termed cooperative outcome interdependence. This can lead to a positive environment since opinion clashed are considered through interactive negotiations and there is more open-minded debates and opposing points of view. This can lead to solutions that seek benefits for all. The way in which such an interdependence can be pictured leads to relative advantages and conflict among parties. This can reduce the ridicule incase the opinions do not match on some issues. There are more value relative advantage than the insult generated from opinion and interest clashes. This leads to distributive bargaining and persuasive bolstering which can mitigate the effects of both task-related conflicts and relationship based conflicts. Thus bolsteri ng either cooperative or viable objective interdependence (Brunetto, Xerri Dienger 2013). The resolution and management of other conflicts can be task-related and person-related. Sometimes the way two people think are way different from each other. Thus fostering better communication through team building activities can be initiated. Such activities can lead to solutions that seek benefits for all and bring better coordination among the organization. IR premises on Workplace Conflict and Employment Relationship With the dawn on 20th century there has been a more corporate oriented HR and a more conflict oriented IR that is important. There has been a decline in unionism across the globe except certain countries where communism is still prevalent. Yet the importance of the IR perspective in characterizing the corporate HR policies can never be ignored (McKenzie 2015). There should be emphasis on problem solving and promotion of mutual trust and integration. The other causes of corporate integration can be taken into account (Atzeni Ghigliani 2013). The groundwork for incentives can be developed around cooperation. In the IR perspective we need to look at the power centers. This can lead to goods and services aligned in such a way that economic progress can be seen. In the most unbalanced form of this corporate tussle we can see that the IR premise is rooted in a power struggle and the powerful always have a better say at it. The powerless and weak lose their interests in a demeaning way. The way in which the interdependent relationship can be looked into can cause several common goal orientation issues. There should never be clashed due to religious and cultural issues. There should always be strict guidelines within the firm to avoid these (Australia 2013). Thus consistent in the IR context there are unions that represent the weaker voices. In the HR context there are no such voices that come up. This leads to issues at a later stage. The problems arise only when they reach a level and then mitigation is not possible. There could be other reasons like value based conflicts. These could be due to political affiliations, religious and social conventions and deep rooted moral issues (Gilbert, Raffo, Sutarso 2013). This explains why IR professionals have a deep rooted understanding of the complete picture when conflicts occur. The decline in private unionism has led to increase in conflict resolution rather than conflict mitigation. This is due to the lack of representative bodies that can talk on behalf of the employees. Thus such organizations have grievance management and grievance adaptive sections within the human resource framework. This can lead to solutions that seek benefits for all (Forsyth 2012). Work-Related Stress in Australia: Legislative Interventions There are several mental and psychological disorders that arise from mental conditions. There are clinically recognizable set of diseases and symptoms which are associated with lifestyle and stress. These mental issues deter a persons capacity of carry out day to day tasks. These mental disorders are categorized as community risks. Although these mental disorders can be community driven in general there are growing awareness of costs related to mental agony for such employees. These costs are then passed on to the company in general. As to the direct costs of mental health in Australia, the data collected by Safe Work denotes an increased worker compensation claims and increased duration of mental stress related issues and conditions that can be mitigated in this context. There are several conditions of academic consistency that come up with academic literature on this topic of stress due to workplace issues. This can lead to stressors in physical or psychological health and may affe ct physical and psychological health. A persons mental health can be effected by inability to cope with stress. This leads to a mental stress claim in work pressure and also has a highest median absence from work rate of 17 weeks per claim. The resolution and management of other conflicts can be task-related and person-related. Sometimes the way two people think are way different from each other. This can lead to a positive environment since opinion clashed are considered through interactive negotiations and there is more open-minded debates and opposing points of view. Australia has faced other issues like legislative structures collapsing in Western Australia after certain cases of racial motivated human rights violations in certain organizations. These violations have called for even stricter rules and regulations in entire Australian organizational culture. Work-life Conflict in Regional Australia- An Example There are several examples of work life conflict due to multicultural and multidimensional mixtures in Australia. There are also racial issues that have engulfed the Australian organizations in some ways. Recent studies indicate the rise of such incidents. There are ways in which work life balance can be increased in a number of organizations (Liu 2014). This can reduce employee turnover and the cost associated with it. We will look at this in the next section. The work life conflict is on the rise in Australian companies with blue collar workers. These workers have lost a lot of credibility in terms of resources in continental geographies. The conditions that lead to such workplace issues and also lead to stress can be grouped into two buckets in Australia. One of them is the labor market issues and the other is increased globalization and lower tolerance levels. There are contracts that have an unstable nature and labor markets are unstable in this manner. There are increased worker vulnerability due to increasing competition from the globalized world. There are several new forms of employment that have eaten into the old forms and there is a need to look at this in terms of job security and job certainty. Australia is also facing the issue of an aging workforce which has led to severe paralysis of certain structures. Thus Work intensification and Lean production and outsourcing have further led to issues with High emotional demands at work. Work Hours, Work-at-Home, Schedule Flexibility, and Work-Life Conflict The world is at the cross roads right now. We all know that the organizations has becomes an experimental field and one of the largest one in the history of mankind. There have been human effects on every phase of activity, biogeochemical cycles and land use regulations. There have be stringent regulations in this phase. The corporate ecosystem is facing a huge shift in the way the altered bio diversity can impact us. We can see it in the food chain itself for instance. Thus this concentration of greenhouse gases needs to be reduced further in order to ensure better operability of the land resources (Schmidt, Roesler, Kusserow Rau 2014). There have to be species introductions for the same. In the past Montreal Protocol prohibited the release of employee turnovers with response from scientific evidence suggesting that these issues have been on rise over the past decade. The solution thus lies in workplace flexibility and integrity independence. Thus the scientific impact of global average turnover and both employee conflict variations can be seen. They have studied the impact on local and global events, they have also studied the importance of frequency and intensity of operations. We can also look at the changes in the soil moisture and above- and below-ground biomass levels. Conclusion and Recommendation Thus we can conclude that there are very few reasons that conflict generate positivity in an organization. In most cases the conflicting issues cause damage to the organizational fabric. We can also see that there are very few positive functions that lead to an exceedingly narrow set of circumstances and conditions which lead to betterment of an organization. This leads to distributive bargaining and persuasive bolstering which can mitigate the effects of both task-related conflicts and relationship based conflicts. Thus bolstering either cooperative or viable objective interdependence. These could be due to political affiliations, religious and social conventions and deep rooted moral issues. . Management must ensure that such decisions are in place. The use of several works of literature in this context has been used to understand the challenges and legislative situations that can drive this. As we can see that in the context of the issue that I faced in my organization. Conflict can be handled effectively through communication. The manager must allow trust to be built in and we can look at the effects of such trust in the management. We can also see that how the management can oversee the effectiveness of the solutions and make sure all the parties are in synch when it comes to any corrective action. We can clearly see that these issues are the most avoidable issues hence they should not creep in the system of an organization. There are several ways in which conflict and conflict management positive functions can be criticized on certain grounds. Mitigation of conflict is difficult in HR context. IR professionals have better chances of resolving such issues since they understand it from a macro level. There are several ways in which a number of negative influences can be identified. There are ways in which the favorable and negative effects can be differentiated. As already discussed negative and positive conflicts can be easily identified. The positive conflicts are definitely lower in intensity. Thus organizations need cooperative conflict management and this involves bringing about positive form of conflict from the negative ones. There are certain guidelines that can be strictly laid out in the form of protocols which can help mitigate certain negative influences. References Australia, S. W. (2013). Preventing and Responding to Workplace Bullying Draft Code of Practice. Brubaker, D., Noble, C., Fincher, R., Park, S. K. Y., Press, S. (2014). Conflict Resolution in the Workplace: What Will the Future Bring?.Conflict Resolution Quarterly,31(4), 357-386. Brunetto, Y., Xerri, M., Shriberg, A., Farr?Wharton, R., Shacklock, K., Newman, S., Dienger, J. (2013). The impact of workplace relationships on engagement, well?being, commitment and turnover for nurses in Australia and the USA.Journal of Advanced Nursing,69(12), 2786-2799. Dollard, M. F., Shimazu, A., Nordin, R. B., Brough, P., Tuckey, M. R. (Eds.). (2014).Psychosocial factors at work in the Asia Pacific(pp. 3-26). Springer. Forsyth, A. (2012). Workplace conflict resolution in Australia: The dominance of the public dispute resolution framework and the limited role of ADR.The International Journal of Human Resource Management,23(3), 476-494. Gilbert, J. A., Raffo, D. M., Sutarso, T. (2013). Gender, Conflict, and Workplace Bullying: Is Civility Policy the Silver Bullet?.Journal of Managerial Issues,25(1), 79. Haslam, D. M., Sanders, M. R., Sofronoff, K. (2013). Reducing work and family conflict in teachers: A randomised controlled trial of Workplace Triple P.School mental health,5(2), 70-82. Lee, Rebekah Yeaun, Rebekah Moles, and Betty Chaar. "Mifepristone (RU486) in Australian pharmacies: the ethical and practical challenges."Contraception91, no. 1 (2015): 25-30. Liu, M. (2014). Conflict resolution in China. McKenzie, D. M. (2015). The role of mediation in resolving workplace relationship conflict.International journal of law and psychiatry,39, 52-59. Roche, W. K., Teague, P., Colvin, A. J. (Eds.). (2014).The Oxford handbook of conflict management in organizations. Oxford University Press. Roeters, A., Craig, L. (2014). Part-time work, womens worklife conflict, and job satisfaction: A cross-national comparison of Australia, the Netherlands, Germany, Sweden, and the United Kingdom.International Journal of Comparative Sociology, 0020715214543541. Schmidt, S., Roesler, U., Kusserow, T., Rau, R. (2014). Uncertainty in the workplace: Examining role ambiguity and role conflict, and their link to depressiona meta-analysis.European Journal of Work and Organizational Psychology,23(1), 91-106.

Language and Different Situations free essay sample

Explore the ways your own spoken language is adapted in different situations and how the attitudes of other people influence these adaptations? As time evolves the language used by people develops and changes. People all around the world will have their own manner and form of speaking with various dialects, accents and most importantly languages. I will be Investigating the ways In which my own spoken language Is adapted In different situations and how the responses of other people intro and influence these adaptations.In everyday life I adapt my language to suit and meet the other persons expectations. I familiarize my speech to suit the language my friends, family, teachers, parents and my siblings use. The manner in which I speak depends on what the status of the person is and also how much older or younger they are than me. For example if I am speaking to my teachers I will speak in a polite and in a respectful manner. We will write a custom essay sample on Language and Different Situations or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page My speech will also change depending on ho I am talking to, for example if I am speaking to a group of friends I will talk in a more relaxed and casual way however I avoid using slang. My idiolect is also influenced by this because I often pick up words from people I talk to, and eventually it becomes part of my everyday vocabulary.