The Strengths And Weaknesses Of Bureaucratic Organisations Information Technology Essay

The Strengths And Weaknesses Of Bureaucratic Organisations Information Technology Essay Background to change (P1) Change is the alteration of an organizations environment structure technology, or people with regards to the global market. Moreover change is a reality for any organization. Thus change can be considered as an engine or powerful force which controls the economy of the country. Moreover it is like a new project building contractor or the rehabilitation maker or modifier of old projects and this change acts as the lifeblood of any successful business. The power of change is considered as most pervasive and subtle due to its effect on the business. jobs and other daily life processes. While it is easily taken into account in the world of physical changes like construction etc, we often fail to justify other concurrent effects of changes in the business, industry or even in our daily lives. So if we fail to adjust or recognise these forces of these changes these can lead towards productivity, lower efficiency and profitability and ineffectiveness which are pers onal. The intension of this section is to put few concepts about handling this change process. So in the business environmental aspects organizations undergo changes more frequently that ever before. These changes are a result of the factors that effect the quality and dimension of the performance of the company .Merging, acquisition, application of new technologies are a few parameters which can lead to the growing need of uncertainty in an organization. thus change is taken as the important step towards the decision of the top level of the management of organization and also the most ongoing, frequent process in an successful organization. Again less involvement of change process can effect the development of the organization. Thus change process actually boost the organization to regularize its balance within its workplace with the help of analyzing and studying the reaction of the workforce to find out their reaction and use method to handle them in future. The main reacting for ces that make the ground for change come from various sources. In present years the market place has affected firms. Technology also creates the need for changes. In this present century the global world of internet, e-commerce have brought in various changes in the mode of the communication and also the selling of the products. The so called Managers are fond of saying that change is the only constant in their work. We can derive that either we manage change or we are managed by change. Managing change is thus defined as the planning and organizing of sequence of activities (staff meetings, informal conferences, memos, retreats, etc.), that promote administrative and staff interaction which move towards desirable changes in policies, programs, organizational culture, physical environment, procedures, or relationships. These changes in companies often lead to more cost-effective operations, efficient, better morale or improved services. In the case of In the case of Tech Mahindra we can see the changes in the current organizational policies. Tech Mahindra is a business transformation, global systems integrator and consulting firm focused on the telecommunication industry. With the merging technology of media and telecom, the changing portfolio of the telecom industry is becoming extremely competitive area. As companies rapidly strive to gain a competitive advantage, Tech Mahindra helps companies innovate and transform by leveraging its unique insights, differentiated services and flexible partnering models. This has helped customers to reduce operating costs and generate new revenue streams. Recognizing that margins from connectivity are rapidly falling and that future growth in revenues and margins will only come from new applications, content and services, operators today are busy addressing business opportunities revolving around Commerce, Content, Convergence and Customer Experience to gain a sustainable Competi tive Advantage- tech mahindra. Strengths and weaknesses of bureaucratic organisations (P2) In the case of any Bureaucratic organization the lack of its innovative power is the main disadvantage. Here most of the processes and tasks are so much fixed that there is no time so innovation process is almost eliminated in bureaucratic organizations. Employees get demoralized as a result of lesser employee participation and involving in any process transformation. Human resource is not utilized in the fullest manner by optimizing creativity which is the prime disadvantage in bureaucratic structure of the organizations. Again Advantages include the increased control and monitoring of upper level  management. It is the fact that the success of the organizations depends upon the wise decisions of top management. So if the top management is good, then results can be favourable and if the top management is not good then it can result in disaster. We can be argue on the fact that bureaucracies do fail on many forms as they embrace revolutionary ideologies, they fail even to provide t heir original service, they monopolize discursive space, they waste resources , they often act as though they are above the law, they distrust the democratic impulse, they eventually subvert the societys values in which they operate. We can still say that the main advantage of a bureaucracy is that its clear, unequivocal level of deterioration alerts intelligent observers to the clear fact that a structural weakness has emerged in society. Forms of organisational development (P3) As in the case of Tech Mahindra we see a wide change in the new technological applications in the Information technology department and the required system which helps in the advanced floe of data and communication of the company which is a most interesting fact in the company. The use of Information technology will concentrate on the knowledge and growth of the employees with respect to the systems and information technology. This fact will look after the utilization of the IT related hardware and software implementations of new innovation with respect to the IT systems and computers. These changes will follow by the detailed training of the associated employees in the use of modern technologies and IT systems which will enhance their productivity and make them familiar with the functions and their job role. Introduction of these new technologies will focus on the recruitment of new employees with experience of these modern technologies who will be a better asset for the company. As there is no wrong or right thing with regard to reaction towards the change process but there are things which must be undertaken to coordinate the employees to help them to familiarise with this process and make themselves interested in much positive ways? So managers have to understand the feelings of their staffs and allow them to express opinions and their related difficulties in the change process. hence the managers can explain about the necessity for these changes and give them the idea of what is necessary for them. Managers are in a continuous process of making changes to gain success within the organization but its not the case in every situations where some managers struggle to achieve this success of change management. This is the most common difference in the characters of the people who shuffle around from companies to companies for the sake of job satisfactions and at last gets entangled in a role which is not expected by him and get frustrated out of it and turns to be most inefficient for the position. Although there are many nodes and programs about this change management but unlikely these knowledge can only be critically analysed when put into practice with priorities toward the change undertaken successfully inside the organization. Systems developed for stakeholders in the introduction of change (P4) The process of evaluating the change process and its implementation is an important job for the managers. Mostly manager believe that communicating with the staffs and stakeholder is enough for their job. However their can be many reasons for employees not becoming aware of the fact of changes at the first go. The actual fact is this information should be repeated continuously before it is cemented in their minds. This is mostly as a result of the employees readiness to react towards these facts depends on some factors. Efficient communicators judge these facts what and when a message is delivered. The foremost step toward managing change is creating awareness for the need of these changes and also creating a desire among the stakeholders. Communication with them will be typically constructed keeping in mind to develop business reasons for these changes and the risk associated with not changing. Similarly in each of the steps the level of interaction with the stakeholders should be d esigned to share the right message at the right time. Thus communication planning begins with the analysis of the audience, key facts, and the timing of those messages. Thus the change management team have to construct a communication plan that is focussed on the need of all levels of the organizations like front-line employees, supervisors and executives. Each stakeholder has particular necessities for information based on their role in implementation of these change. Here training in the milestone for the knowledge development related to the change process. So the Team members of the change management have to develop training requirement based on his knowledge, skills and behaviours necessary to implement these changes. These training will be the point of start for the project team towards training program development. There may be lots of approach to guide these changes out of which some are planned and explicit, while others may be unfolding, organic or implicit. Some of the pol icies work from future to the present. These involve forecasting and making plan for achieving these goals. On the other hand there are approaches from present to future like the identification of the current priorities involved and then address those priorities. Lots of people have different opinions and approach towards conducting these changes. In order to justify the changes in the organization and properly and start guiding it in the right direction in order to achieve success the change team should have a wider understanding of the systems, organizational structure and the effort related to this process. These also include the knowledge of the basic terms and the focus of the organization. This also requires the concept of the structure of the company and having knowledge about leadership and management of the organization. From the past we have learnt the use of different tools which is effective in the change management, which helps the managers to successfully understand an d communicate about the organizations. Tools from systems theory and systems thinking especially are a major benefit. Analysing and evaluating these change systems (P5) The more interacting the change agent is working with the stakeholders of the organization, the more successful will be his effort to this change process. For the betterment of the projects it is necessary for the client to be more participative as he might not have the resources towards these participations. Whether there is a internal or any external changes coming into effect the change manager for this project along with all his stakeholders will maximise the priority for this change process and react to it accordingly. It may be a problem within the company or an exciting feature of success. together they will all gather the information , identify the findings, analyse it and derive conclusions from the collected informations. Sometimes the data gathering method is very fast as in case of organizing a large planning meeting. These kind of the inventions are also dependent on the philosophy of the stakeholders and the change managers. As in the case of philosophy of appreciative inquiry the subscribers have the authority to conduct inventions, not only by finding the cause and number of problems in the company but also by organizing interviews to find the focus and necessity of the employees in the organization. Moreover people minimise the necessity of this discovery phase and go for the change management by putting on a comprehensive and ambitious focus for the required change. Many would argue for the fact that this is unethical to organize a project for change management without having the knowledge of the companys current situation. Moreover Focusing most of the change efforts on achieving a robust vision, without at least using some careful discovery, often can be harmful to the organization because the project can end up dealing with symptoms of any current issues, rather than the main causes. Again projects can finish up by putting forward a wonderful vision with the help of motivating others. So when working to facilitate any major changes in an or ganization that already had the history of many issues its always necessary to begin from conducting discoveries importance for these change process. Models for change (P6) Thus the change management is a ongoing process is ongoing process with is concerned with various conditions which impact on the change process. Change is required for the necessity of ongoing experience and learning. In every case there is always something gained that can be put into use in case of future problems. During this process the company interacts with different types of stakeholder with different levels of knowledge and understanding. Managers are aware that its not so easy with coping up with peoples who does not have correct information about these changes. The employees relationship also eventually reflects as this process takes place. The associated fear and reasons for refusal to these changes are also understood. These facts helps the managers to effectively apply the analysis on other stakeholder who may suffer from similar problems in the future. This experience also helps the managers to improve any of his social skill that will be of help in the future. Creation of various plan of action is delighting experience for the managers as they become more systematic towards their planning activities. Moreover some plans are very systematic and comprehensive .while others deal with the expectations of integrating with each other. Thus a manager has to identify the various organizational gaps within the change management process and deliver efficient learning to its employees by Diagnosing employees resistance to change management. Help in employees transition through the change process. Create a successful action plan for personal and professional advancement during change. Develop a change management plan for your employees. Now we will look into the ADKAR model for individual change management which was developed by Prosci. This model describes five required building blocks for change to be realized successfully on an individual level. The building blocks of the ADKAR Model include: Awareness of why the change is needed Desire to support and participate in the change Knowledge of how to change Ability to implement new skills and behaviours Reinforcement to sustain the change While John Kotter has set out an eight-step strategy for change management: Establish a sense of urgency. Create the guiding coalition. Develop a vision and strategy. Communicate the change vision. Empower employees for broad-based action. Generate short-term wins. 7. Consolidate gains and produce more change. 8. Anchor new approaches in the culture. But these are only a model not reality of change and the psychological impacts on a given individual.   The change management model provides a vehicle for use to engage a conversation. As humans learn habits, these habits are formed with the repetition of the same task. Habits are developed to help in coping with the wide range of the available data which are gathered on a daily basis. Any change management process has to take this into account. In order to cope with this variety of process we develop habits which may be in the form of routine like our daily schedule at the start of the day. It is also applicable in the way we communicate with people. But when this organized structure gets changed it has a huge impact in our like style. It is not the case that the chair is placed in different direction or the flooring has a problem but the main issue is the break in the pattern which is imposed on the people. It is definitely a little thing but takes ages to resolve. As human bein g we are more prone to big changes but little things matter a lot to us. When a change process is imposed on us we feel we have little authority to decide for the change to happen and often react negatively. As companies development process we all need to help towards making this process a success. We should not force any change on the people but as a manager our role should be to encourage people to facilitate this change process. Implementation process and outcomes (P7) As the common sense suggest us that the world of technology always strive towards the changes in an organization with an age of competitive market. But we are noticing that Information Technology a powerful tool at modern age which has the capacity of developing new opportunities and options in the field which the organization does business on. The very beginning response from our innovative players was that it drives changes. All these technologies has the capability of transforming from one dimensions to the other at the work atmosphere If we take all these advantage together it behaves like a powerful tool that the organization require to be successful in this global advanced business environment. We will always find that the road ahead is difficult but if we think intensely we will realize nothing is impossible as few years ago the modern medical informatics were a dream to us but now is a part of our daily life as we are so much used to it. Our challenges will always be implemen ted according to our concepts and systems and they will run smoothly as possible, without wasting our available precious opportunities and resources because we ignored the pitfall of managing change.

Famine in Africa

Help All You Want Imagine a small African family in Zimbabwe, a small child’s mother and father work the fields but due to further hunger are too weak to even stand up, let alone go out into the fields and work. This has started an entire chain reaction in the community. Since the child’s mother and father cannot go out into the field and harvest food, another family goes hungry, and then another and another, continuing on a path spiraling downwards.Now imagine this same family, but a stable government has been established in Zimbabwe, the child’s mother and father are both well fed because the food distribution organizations are well funded, your parents go out into the fields and harvest the crops, creating another chain reaction but with a positive spiral. This is an example of how food distribution plays a major role on famine and also how stable governments affect the food distribution in Africa.Most studies on the famine epidemic throughout Africa state tha t HIV/AIDS plays a major role in famine; this can be attributed to lack of health care in the continent which can be established if governments were established. Stable governments may also play a role in fighting rebel or terrorist like groups that steal food from the people and commit mass genocide. Stable governments also may regulate food distribution to families in need and also regulate the amount of food that is distributed, making the portions fair, depending on the size of the family.Some people believe that by just simply throwing money into the economy of Africa or by simply supplying food to the people of Africa will turn it all around. Although this may help, it will not completely fix the problem. This is due to the fact that the money will run out and the food will be used up in a matter of time. The familiar culprits of drought and mismanagement of national strategies are implicated; however, this crisis is distinct from conventional drought induced food shortages wi th respect to those vulnerable to starvation, and the course of impoverishment and recovery.It is proposed that these new aspects to the food crisis can be attributed largely to the HIV/AIDS epidemic in the region. This information is provided to us in the article, â€Å"New Variant Famine: AIDS and Food Crisis in Southern Africa† by Alex De Waal and Alan Whiteside. â€Å"Millions Facing Drought and Famine throughout Africa† by Barry Mason, reports that aid agencies show that many areas in Africa are currently facing drought and threat of famine (Mason 1).In East Africa, some 11 million people are suffering a drought that is the worst in a decade and will mean that food aid is urgently needed over the next six months. The countries affected stretch from the Horn of Africa throughout Malawi, Zambia and Mozambique (Mason 1). This article is an example of those people in the world that believe that this is the main point fixing the famine pandemic. â€Å"Famine Mortality : A Case Study of Darfur, Sudan,† by Alex De Waal presents the results and analysis of a survey of mortality undertaken in the villages of the Darfur Region of Sudan in 1986.It illustrates a number of important aspects of famine mortality, and provides the only basis on which to estimate famine mortality for this region (De Waal 1). In 1983, the harvest failed in Northern Darfur, and in 1984, it failed in both northern and southern Darfur. Lack of pasture also led to the deaths of about half the livestock in the region (De Waal 1). Healthcare in Africa plays a major role in the famine epidemic sweeping through parts of the continent. Lack of a stable government can be blamed on lack of healthcare.Healthcare plays such a major role in the famine epidemic, due to the fact that research has proven that HIV/AIDS weakens and kills the farmers that would plant, take care of, and harvest the crops that would provide food to the communities. According to some reports, the African fami ne is a clear example of the impact of HIV/AIDS. The loss of life and health care costs are traditionally associated with the disease. More than 14 million people are now at risk of starvation in many countries throughout the continent.All of these predominantly agricultural societies are battling serious AIDS epidemics, with more than 5 million adults currently living with HIV/AIDS in these countries. Out of a total adult population of some 26 million, the HIV/AIDS epidemic is a huge contributor. Malaria and other diseases that can be vaccinated against are also not taken care of and play a major role in famine, this is because of the absence of hospitals or doctors. No other infectious disease, particularly in sub-Saharan Africa, inflicts a more devastating economic toll, keeping whole populations trapped in poverty.This healthcare problem could be taken care of if there were a government present, but since there is no government, or the government is not very stable, the pandemic s continue and the people of Africa continue to get sick and die, unable to product food, the famine epidemic just gets worse. In other areas, not just that of the healthcare issue, is a contributing factor in the famine epidemic. News reports on the continent of Africa also state that there are many rebel groups in certain areas that are killing the people in some regions and also taking what little food the people have.Spreading fear throughout the people causes them to work less, or in some cases not at all. The mass genocide of the workers is also contributing to the lack of food in the most hard hit areas. With a more stable government, these groups could be weakened if not destroyed altogether, reassuring the work force and also creating a rise in the size of the workforce. This is the reason a more stable government plays a more pivotal role in famine. In â€Å"Blame Policy, Not Nature,† by Ann Gibbons, only one region of the world still suffers from widespread famine. This region is Africa. Why is that?. After all, many poor countries including India and China, have staved off famine in recent decades, even though starvation was common there earlier in the century (Gibbons 1). The conventional wisdom holds that the answer is a combination of droughts, deforestation, and war. The drought part of this theory is what I am sure first comes to mind with all of us, it’s Africa. The deforestation part of this theory is caused by the ever growing population and need for more land to create cities.Last on the list of three in this theory is war (Gibbons 1). War is part of the popular opinion that there is a need for a stable government in Africa; the wars in Africa are not between countries but between rebels fighting for control of some areas. These rebel groups exist because either the government in the area is too weak, or there is no government in place in that area (Gibbons 1). Many governments that have tried to rise up from the ground on the ir own have just been destroyed and overrun by the rebel groups.Without outside help from surrounding countries in Africa, which is not likely considering they have their own problem to deal with, or help from other countries across the world, for example the United States, these small governments trying to get on their feet will just continue to be overrun and destroyed, further devastating the local communities and worsening the famine epidemic. Just another reason stable government is badly needed throughout Africa. On top of the healthcare and rebel groups, perhaps the highest contributing factor in the famine epidemic going on in Africa is food distribution.Since food distribution is the highest contributing factor in the famine epidemic, the government has a huge role in this area. A stable government would be, and is absolutely crucial to the controlled distribution of food to the people. Not only could a stable government control the amount of food distributed, but it could also make wise decisions on the amount of food given to each family, depending on size and need of food by those people. Food distribution impacts the African societies immediately, but without the proper funding necessary to keep the distribution programs running, it is just a lost cause.By establishing stable governments, the distribution programs would have better funding and be able to continue the surges of food into the communities. There are many theories and opinions floating around out there on how famine in Africa can be reduced. Many studies show that a very vital factor in reducing the famine in Africa start with a stable government, one that can establish a working healthcare system that will lessen the effect HIV/AIDS has in the communities.Governments that can halt the rebel groups and make the people feel safe to go into the fields. Finally, a government that can set up well funded food distribution with equal distribution of food, just to give the communities of Afr ica that jump start they need to get back on the right path. These are but a few of the reasons that famine in Africa can be reduced, starting with the establishment of more stable governments throughout the continent.According to the article, â€Å"Famine in Africa: Causes, Responses and Prevention† by David Colman, most famines in the last 25 years have been in Africa. Most people in the world, therefore, confine attention solely to it, with a particular emphasis on Ethiopia and Sudan. The article by Colman sets out to increase understanding of famine, provide extensive empirical evidence on all aspects of causes of famine, household responses to it, market behavior in times of famine, and policy initiatives, and to assess famine prevention policies and their performance in the real world.In the article â€Å"Famine in Africa: Causes, Responses, and Prevention† by Joachim Von Braun, Tesfaye Teklu, and Patrick Webb, it is explained that famine in Africa makes an impor tant contribution to a better understanding of the causes of hunger in developing societies, while also providing the most thorough assessment to date through a synthesis of empirical research of policies implemented to prevent and mitigate famine in poor countries (Von Braun 1). On the basis of findings from six African countries in particular, the authors argue against single-cause explanations f famine, this including the opinion of some that an unstable government is the cause of the famine (Von Braun 1). There are many different opinions and theories in which people believe that famine in Africa can be reduced, many of which include, in some way or another, the fact that government is needed I those areas. Most of those theories or studies on the famine epidemic throughout Africa also state that HIV/AIDS plays a major role in famine. These theories all agree with each other while at the same time disagree with each other, so you could say they agree to disagree.However, they ar e all theories on how to help the people of Africa and stop the famine pandemic from spreading. The main opinion of most people throughout the world on the subject of reducing the famine pandemic in Africa is that stable government is needed. Stable government would provide better food distribution to the people, better healthcare, and would provide safety to the people by protecting them from the rebels of the areas and also the surrounding areas.These ways all combined from the theory that stable government is needed, as believed by many people, which is how famine in Africa can be reduced. Works Cited Colman, David. â€Å"Famine in Africa: Causes, Responses and Prevention. † Academic Search Premier. EBSCO, 1 Feb 2000, Web. 7 Oct. 2012. De Waal, Alex, and Alan Whiteside. â€Å"New Variant Famine: AIDS and Food Crisis in Southern Africa. † Academic Search Premier. EBSCO, 11 Oct 2003, Web. 8 Oct. 2012. De Waal, Alex. â€Å"Famine Mortality: A Case Study of Darfur, Sud an. † Academic Search Premier. EBSCO, Mar. 1989. Web. 10 Oct. 012. Dibie Roberty. â€Å"Famine Crimes: Politics and the Disaster Relief Industry in Africa. † Academic Search Premier. EBSCO, 12 Nov. 1998. Web. 7 Oct. 2012. Gibbons, Ann. â€Å"Famine: Blame Policy, Not Nature. † Academic Search Elite. EBSCO, 8 Nov. 1991. Web. 8 Oct. 2012. Mason, Barry. â€Å"Millions Facing Drought and Famine throughout Africa. † World Socialist Web Site. 23 Feb. 2006. Web. 11 Oct. 2012. Von Braun, Joachim, Tesfaye Teklu, and Patrick Webb. â€Å"Famine in Africa: Causes, Responses, and Prevention. † Academic Search Premier. EBSCO, 1 Dec. 1999. Web. 8 Oct. 2012.

The Yellow Kid, By G. W. Cox - 1360 Words

he very first modern comic book made, was known as the Yellow Kid, and its arrival in 1897, generated the Platinum age of comics. It was published by G. W. Dillingham Company, and was part of a series that Dilingham did on American authors. This became the staple for future comic books to come, and even coined the name Comic Book on the back of the cover. But even before the Yellow Kid, comic books had existed in what has been coined the Victorian age, which started in 1837 with the comic The Adventures of Obadiah Oldbuck . It was published in several different European languages and even arrived in the United States in 1842. While several other comics existed in the Victorian age; such as The Brownies: Their Book, Harper s, Puck, Judge, Life , and Truth and were extremely popular in Sunday morning newspapers, there is very little knowledge of the comic books from this era in history, and is still being discovered, researched and recorded. In 1933, the Dell Publishing company star ted a new line of comics, the Famous Funnies comic book, which began with the release of Funnies on Parade. The Famous Funnies have become widely accepted as America s first true comic book. (â€Å"History of Comics - Platinum Age.† Wayback Machine). But it wasn’t until 1938, that comic books would dramatically shift to how people would view and read them in today s world. In the fall of 1934, Major Malcolm Wheeler-Nicholson, an American pulpShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesfor mid-career contributions from the Organizational Behavior Division of the Academy of Management. In 2007, he received the Professional Practice Award from the Institute of Industrial and Labor Relations, University of Illinois. Books Published: H. G. Heneman III, T. A. Judge, and J. D. Kammeyer-Mueller, Staffing Organizations, 7th ed. (Madison, WI: Mendota House/Irwin, 2011) Other Interests Although he cannot keep up (literally!) with Dr. Robbin’s accomplishments on the track, Dr. Judge enjoysRead MoreMarketing Mistakes and Successes175322 Words   |  702 Pageswe can rectify this in future editions. I welcome updates to present affiliations. Michael Pearson, Loyola University, New Orleans; Beverlee Anderson, University of Cincinnati; Y.H. Furuhashi, Notre Dame; W. Jack Duncan, University of AlabamaBirmingham; Mike Farley, Del Mar College; Joseph W. Leonard, Miami University (OH); Abbas Nadim, University of New Haven; William O’Donnell, University of Phoenix; Howard Smith, University of New Mexico; James Wolter, University of Michigan, Flint; VernonRead MoreManaging Information Technology (7th Edition)239873 Words   |  960 PagesSystems, Inc.: Deciding Which IT Company to Join CASE STUDY IV-8 Mary Morrison’s Ethical Issue Seventh Edition Managing Information Technology Carol V. Brown Howe School of Technology Management, Stevens Institute of Technology Daniel W. DeHayes Kelley School of Business, Indiana University Jeffrey A. Hoffer School of Business Administration, The University of Dayton E. Wainright Martin Kelley School of Business, Indiana University William C. Perkins Kelley School of BusinessRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pageshttp://www.mergentonline.com. CNN Money (1998) Discount retailer charges online bookseller with stealing trade secrets, [Online], CNN Money Magazine. Available from: http://money.cnn.com/. Corcoran, E. (1999) ‘On-line: Amazoned’, Forbes, March, p. 22. Cox, J. (2003) Amazon Dives Into Technology Services, [Online], IDG News Service. Available from: http://www.arnnet.com.au. DeMarco, A. (2004) Amazon.com Enters the Jewelry Business, [Online], JCK. Dessauer, J. (1997) Book Industry Trends, Book Industry

Bullying - 3354 Words

Bullying: When Does Harmless Teasing Cross the Line? A Study on Bullying Leslie Babcock National American University Technical Communication May 2, 2012 Letter of Transmittal Date: May 2, 2012 To: From: Dr. Mauer Leslie Babcock 328 W. Grand Avenue 1400 East Kay Haysville, KS 67060 Haysville, Ks 67060 USD 261 Superintendents Dear Dr. Mauer: Enclosed you will find the results of the questionnaire distributed last month, and my recommendations on the topic; Bullying: When Harmless Teasing Crosses the Line. I have learned a lot about bullying in your school district from the parents, students, administrators and staff. I am convinced that the information that has been gathered will help you†¦show more content†¦It is going to give ways for parents and school staff to communicate with one another on the topic of bullying, and ways to resolve it. This paper is also going to touch on possible reasons that a bully does what they do, and show ways and suggestions to give help to both sides. This paper will also include the obligations parents and staff have to students to stop bullying, suggestions for programs to help stop bullying, and how society has to work together to put an end to this ever growing, tragic situation. Bullying: When Does Harmless Teasing Cross the Line? A Study on Bullying There are many types of bullying that students experience today. Most bullying is experienced by students in grade 6-8 (graph A, appendix A). Of The students experiencing bullying, most are female (graph A, appendix A). These students are experiencing physical bullying, verbal bullying, relational bullying, reactive bullying and Cyberbullying. 63% of the male students surveyed said they that experience physical bullying above all other types listed, while 50% of female participants said they experience relational bullying (graph B, appendix A). Physical bullying is the easiest form of bullying to detect. It includes, but is not limited to, hitting, kicking, punching and slapping. 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Jaylen and his girlfriend had recently broken up and she began cyberbullyingRead MoreBullying : Bullying And Bullying1000 Words   |  4 Pages Bullying was defined as overly powered strength used when intimidating one, demanding ones request. Cyberbullying was defined as using electronic devices such as computers, texting, cellphones, iPad’s, etc. Bullying and Cyberbullying are similar in so many ways. One major similarity is aggressiveness, which is used to cause harm to a victim. They both are done to cause the victim pain. Cyberbullying and Bullying are neither often reported. Bullying is repeated behavior over and over again. ThoseRead MoreBullying : Bullying And Bullying880 Words   |  4 Pages Ever since this incident administrators have taken serious actions and the bullying has dramatically decreased. Students ceased to create rumors about him. They don’t physically abuse him or call him names in front of his peers anymore. However, he still gets talked about behind his back but of course it’s not as bad as before. He visits his counselor on a weekly basis and things have gotten much better. I’m glad that I stuck around to be there for him while he struggled with such a horrible timeRead MoreBullying : Bullying And Bullying1387 Words   |  6 PagesAn average bullying session lasts about 37 seconds; an adult intervenes in the problem about one in twenty-five times (Bullying Facts). Bullying is seen as aggressive and unwanted behavior between two or more people (Aspa).   Most people who are not involved in the actions going on do not really know it’s happening.   Most parents do not even know when their child, or children, are being bullied (Bullying Facts).   Bullying can be prevented if the right consequences take place.   Parents and schoolsRead MoreBullying : Bullying And Bullying769 Words   |  4 Pagesphysically bullied on the premise and cyber-bullying. The females reported more Cyber-bullying, off-school premises, through text massages and social media outlets. The males reported a higher rate of physical bullying on the school premise than the females. Students reported the occurrence of physical intimidation preventing younger students to access hallways. Also, student’s who are perceived as â€Å"different† are target and taunted. Currently, the bullying behavior seems to be accepted by the staffRead MoreBullying : Bullying And Bullying948 Words   |  4 Pages Bullying Teasing and playing around are all part of growing up; however, what happens when it happens over and over. The Hernando County Code of Conduct defines bullying as: systematically and chronically inflicting physical hurt or psychological distress, or physical behavior, including and threatening, insulting, or dehumanizing gesture, by a student or adult, that is severe or pervasive enough to create an intimidating, hostile, or offensive educational environment; cause discomfort orRead MoreBullying : Bullying And Bullying941 Words   |  4 PagesThere are different ways to describe bullying. Stopbullying.gov states the definition of bullying is â€Å"unwanted, aggressive behavior among school aged children that involves a real or perceived power imbalance.† Webster’s dictionary portrays the definition of bullying is to frighten, hurt, or threaten (a smaller or weaker person): to act like a bully toward (someone), or to cause (someone) to do something by making th reats or insults or by using force. Violenceproventionworks.org mentions A personRead MoreBullying : Bullying And Bullying1030 Words   |  5 PagesKassandra Barragan Ms. Filar English 4/ Per: 1 9 May 2017 Bullying While doing research on bullying, I found studies on subject like cyber bullying, physical bullying, and verbal bullying. Bullying is a big problem now and has been in our society for some time. What is disturbing is that school is supposed to be a place where students learn and try to get away from outside problems but sadly some see it as a battlefield or place of survival. According to Webster s Dictionary, a bully is someone