ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction The UK lacks explicit legislation on bullying, however, victims of bullying can utilise other statutes, laws and regulations. Also, issues of unfair dismissal need to be addressed in Alan’s case. Workplace bullying Whenever an employee gets into a contract with an employer, they normally state what they expect from one another. The contract possesses an implied term of acting in a trustworthy manner. Both parties expect that their relationship will be characterised by confidence and mutual trust between one another. In this regard, any form of bullying compromises that implied term in the contract. Although Alan’s employer was not responsible for actual bullying, he still had the responsibility to ensure that he provided his employee with a stress free environment for optimum productivity. He therefore breached his part of the employment contract (Riley, 2009). Alan can also approach the issue in terms of breaching the employer’s ‘duty of care’. The Health and Safety At Work Act (1974) specifically states that employers need to make sure that employees’ psychological and physical well being are in order. This means that employers should look at the stress levels inherent in a workplace and deal with them accordingly. When Alan went and told Mr. Philip about the bullying, he tried to downplay it. He even started blaming Alan for over reacting. Instead of dealing with the source of stress, Philip was drawing attention from the real problem causing the stress; which was the unruly behaviour of verbally abusive workmates. This employer was thus illustrating that he had failed in carrying out his duty of care as defined in this Act (Freedland, 2009). The protection from harassment Act (1997) would also be applicable in this case. This Act was initially designed to protect workmates from employers who would stalk their workers. However, authorities on workplace bullying recommend the use of this very Act for protecting oneself against workplace bullying. Alan can claim harassment by his colleagues especially since they made the situation so unbearable for him at the shop floor. As stated in the case study, Alan’s employers are liaising with the Health and Safety Executive in order to find out how the accident had occurred. Alan can possibly wait for their report to come out. If it is found that he did not intentionally cause the accident or that it was pure misfortune then he can sue his employed colleagues for defamation of character. In this regard, the employees who were bullying him made the assumption that he was a bad person and called him those horrible names in accordance. These individuals did actually bully Alan out of work. They stigmatised him and ruined his career prospects as well. The case of Johnson v Unisys Ltd [2001] UKHL 13 is a good illustration of this point. In the case, Mr. Johnson was able to sue for an injury to his feelings and the House of Lords ruled in his favour. It is possible for Alan to get some monetary compensation from those bullies owing to the fact that they had tarnished his name (Deakin & Morris, 2009). A notable case on workplace bullying i
Introduction In this article, the authors venture to discuss the statuses of the concept of phoneme in the realms of psycholinguistics. The discussion relies on the scientific methods of description, understanding and mode of explanation. The authors vividly assert that the article does not rest to describe the notion in direct relationship with the psycholinguistics in which the subject of psycholinguistics is not considered as a sub-domain of theoretical linguistics (Jacobson, Taylor & Waugh, 2002). The main agenda of the article is to give an elaborate clarification of the notion of ‘phoneme’ while discussing some of the major arguments aimed at illuminating upon the subject of study. In this paper, I seek to summarize the article in the view of its purpose and position of the authors. Additionally, I shall identify, and clarify the various academic literatures relating to the subject of ‘phoneme’ in a bid to illustrate different views generated toward the study concept (Jacobson, Taylor & Waugh, 2002). Article Summary Uppstad and Tonnessen (2010) have extensively discussed the concept of ‘phoneme’ while giving varied literatures that review the notion. In their analysis of the concept, Upstad and Tonnesssen (2010) vividly demonstrate the controversial state of the concept in relation to its position within the theoretical application of psycholinguistics. Firstly, they note and discus the contr
According to Erikson’s definition of psychosocial development, adolescents pass through four domains of identity formation, such as faith, work, gender, and politics. My parents were probably the key persons who contributed to my faith commitment during my teenage years. Looking back, I understand that they always tried to recognize my needs and battles by putting themselves in my place. I remember many conversations that helped me to understand who I am and how I am connected with God. My parents respected my privacy and opinion, avoiding any forceful behaviors. As suggested by Stuart (2008), my parents reinforced my spiritual identity through their own examples and by practicing self-discovery. Nevertheless, our family had certain rules and rituals to be followed, such as reading and discussing of various verses, visiting the church, and considering faith principles in daily life. I agree with Smith and Denton (2005) who state that faith commitment helps teenagers to overcome social challenges since they feel that they are loved by God. In terms of Marcia’s theory of identity development, the majority of adolescents reach a stable identity formation, but there can be various obstacles. As for my experience, I can note my identity foreclosure status, when I just adopted Christian views without considering any options. It was the beginning of my adolescence, which was replaced by a moratorium and related exploration of other cultures and religions. As a result, I made a commitment and took the responsibility for my decisions, which was a long process. Undoubtedly, my faith was helpful in the process of my identity formation in other areas as well, and it still guides me in such questions as social challenges, politics, gender issues, and so on.
Success in public relations entirely depends on integrating communication. Integrated communication is strategic in nature and ensures that the organization gets its desirable output. This specifically crucial in cases of crisis response where organizations are trying to undo any damages caused by rumors or negative accusations. Communication is therefore not just a common aspect of public relations. However communication needs to be strategic in nature. The approach used to relay any information to the public is one that is less offensive (Dozier, Grunig, & Grunig, 1995). Communication in public relation is considered to similar to communication in advertising where the massage is sent to the end user. The similarity comes with the nature of information to be sent (Cutlip, Center, & Broom, 1997). Clarity is of the essence while relaying the message. The public need not to experience difficulties in decoding the messages or interpreting them. The process of communication involves the sender encoding the message and sending it through a medium to the receiver, who is required to decode the message. The practitioners in this case are the senders of the message and the public is the receiver. The message therefore has to be relayed in a simpler way to enable the receiver act in the expected desirable manner (Wilcox, Ault, Agee, & Cameron, 2003). According to Dozier, Grunig, and Grunig (1995), the message communicated in public relations, has several components. These components include: developing an idea in the senders mind, coding the idea appropriately, selecting a medium to send the encoded idea, decoding the idea by the receiver, the receiver developing the idea in their minds. Practitioners in public relations are of high caliber. They have the ability to feed the public with strategic information while making consultations with the management and leadership of organizations. The practitioners have the ability to plan what information will go to the public, how the information will be relayed without causi
Henry Fayol believed in division of work to ensure that specific persons handle specific jobs. Job specialization, according to Fayol, was a clear way of not only increasing volume of outputs, but also producing quality products. Organizations that apply division of labor in their operations pay special focus on the specific portion of the task. Under authority, Fayol believed that an organization that has a center of control from which employees receive commands, is highly likely to succeed in achieving its goals and objectives. This presents a unity of command from a specified direction. In such a scenario, wielding authority comes with accountability and full responsibility for all tasks in a firm ( Henri Fayol’s 14 Principles of Management par. 2). Besides, discipline in organizations ought to be applied cautiously and lawfully to prevent destruction of employees’ attention from work. In addition, successful organizations have to define a common objective to enable all stakeholders to work towards the specified direction. For continuity in business, the management has to make an organization’s interests supersede the interests of an individual. In providing remuneration to employees, the management has to take into concern the overall success of the firm, cost of living, as well as supply of experienced personnel. Fayol also proposed that a manager could decide whether to adopt centralization or decentralization management system depending on the nature of an organization. However, he added that centralization lowers the significance of the subordinates’ roles, while decentralization increases their significance within an organization. To enhance orderliness within an organization, in terms of coordination and efficiency, Fayol recommended that all strategic and non-strategic resources have to be treated with same level of urgency ( Henri Fayol’s 14 Principles of Management par. 6). In order to enhance equity among workers, managers have to treat them equally. An attempt to contradict the principle will automatically lead to rebellion and low work-output. Another principle of management holds that managers should make it their priority to hire and retain highly skilled employees to ensure sustainable development and progress in future. Fayol hypothesizes that retaining such employees is a clear way of enhancing workforce productivity, as they work on their areas of specialization. Therefore, managers should have an already available recruitment and selection funds to continue building a strong team. It is the duty of the management to reinforce employees’ behaviors; moti
Introduction Overview of Cultural, Economic, and Political Changes since 1997 Aimed at Enhancing the Creative Heritage in New Zealand The growing concern with cultural heritance of the world community has emerged on the threshold of the twenty-first century. This deal has been raised with particular reference to the questions of cultural identity because all social aspects were gradually transformed within cultural context. According to McGuigan (2004), “questions of identity and a sense of belonging appear to have superseded public policy and cultural politics” (p. 34). In this respect, the concept of cultural citizenship is significantly reflexive because it signifies how one should think of public identity in a broader sense that extremely goes beyond what has commonly been defined as cultural policy (Stanbridge, 2010). In fact, cultural policy as a concept is quite unstable because it has different associations and relations to media policy, communications, economics and, most importantly, to creative industry which largely affects economic and political activities in the world. Focusing primarily on creative industries in New Zealand, much concern is associated with governmental policies and strategies aimed at preserving and developing cultural heritance in the country with regard to social and economic conditions. During the last two de
As a future practicing nurse, I will need to purchase malpractice insurance, and I have several concerns and questions about it. First of all, it is hard to estimate the exact amount of insurance that I may require since the amounts of money paid to different patients may vary widely (Buppert, 2008). Therefore, the question “How much malpractice insurance is enough?” remains open. Moreover, by acquiring a more significant number of responsibilities, nurse practitioners will have to pay higher premiums, which is also a concern (Gardenier et al., 2016). Furthermore, I need to consider when thinking about malpractice insurance whether it is mandatory in my state. Some healthcare employers provide malpractice insurance for their workers (Heuer et al., 2019). Therefore, I should clarify whether I need to have insurance if the hospital where I work already has it. When purchasing insurance, I will need to ask the company whether its rates have remained stable over the years. Furthermore, I should be aware of whether my premium will increase if I receive a claim from a patient. Most importantly, I need to know what services exactly are covered under the insurance policy and what is not. Some policies cover prior acts, but some may not. It is also essential to know whether the company provides advice for a claim. I may require someone to consult with in case of an emergency, so I should have the contact numbers of insurance agents. Knowing whether I can choose my lawyers in case of a lawsuit is also crucial. The process of reporting a claim must be clearly stated in the insurance policy. Finally, I should be aware of how quickly I can receive coverage for a lawsuit from the company.
Discuss vicarious effect and how it can affect the interaction within a team Vicarious effects can be described as the negative changes that employees or workers will witness over a given period of time in relation to other people’s needs and suffering. This is a process that takes time and therefore continues to unfold as time goes by. There are members of a team who can be transformed positively but vicarious effect lays more emphasis on the negative aspects. The negatives that we are talking about here revolve around the costs that will have to be incurred in caring for others (Wheelan2010, p. 23). There are costs of caring for others and this can be looked at in relation to those people who have been hurt. From a broad perspective, the vicarious effect can be termed as the change that will happen to members of a team because they are caring for others who have been hurt. This is because they will feel obligated and committed that they are supposed to help them. In the long run, such changes are likely to have an impact on individuals’ wellbeing. These changes can be either physical or psychological. It is therefore quite obvious that this can affect interaction within a team. Members of a team will be affected because they will have difficulty in trying to connect with what is going on around them (Barbee, 2009, p. 34). This is because of the feeling that some of them might have that they were supposed to do something to help others. The way members of a team act or interact can also be affected by these incidences. Most of the assignments that members of a team are not prepared to do well will ultimately be affected by a broadway. The general personal reaction to others can lead to guilt thereby leaving other members obligated. Explain ways to keep the team on the task or focused to complete the project A team is supposed to be kept on a task or focused to complete a project and this means that there are various approaches that can be used to accomplish this. In this case, there are ways that can be used to keep a team focused. This is necessary to keep everybody on track for long term sustainability. When a team is having problems concentrating on tasks, the manager should come in and assist them to find creative solutions. The best way to keep members of a team focused is by determining routine tasks that are supposed to be undertaken by the team (Wheelan2010, p. 46). This will make it easy to assign tasks and thereby enhance the accomplishment of goals. Concentration should be enhanced because there are occasions when a team might have underdeveloped skills. Members of a team should be encouraged to set up informal deadlines that will act as a basis by which they are supposed to accomplish a given task. Nobody can be extremely sharp
Abstract Anencephaly is a serious, inherent defect of the central nervous system that leads to the deformity of the brain and the associated tissues. Its main causes are linked to folate deficiency during pregnancy, genetic abnormalities and environmental factors. Statistics show that most anencephalic babies die prematurely, during birth or, in rare cases, a few months after birth. The diagnosis of the disorder entails performing ultrasonography and testing for biological markers such as maternal serum alpha-fetoprotein in the first and second trimesters. Elective abortions may be recommended for parents with anencephalic fetuses. No treatment options exist for the disorder, which causes immense emotional trauma to the concerned parents. Genetic counseling is recommended for parents with anencephalic babies to predict future chances of recurrence of the disorder and to help the parents prepare adequately through folic acid supplementation. Description of Anencephaly Anencephaly is a severe developmental flaw of the central nervous system that leads to the deformity of the brain and the cranial vault (Fleurke‐Rozema et al., 2015). The cerebrum and cerebellum may be nonexistent or diminished in size (Reddy & Ramanappa, 2016). However, the hind section of the brain is usually available. The terms meroanencephaly and holoanencephaly may be used to denote the magnitude of the cranial deformity. However, these terms do not foretell the gravity of the condition. Anencephaly is a disorder that falls into a category of disorders referred to as neural tube defect (NTD) spectrum (Reddy & Ramanappa, 2016). This flaw arises due to the failure of the neural tube to seal in the initial three to four weeks of development thereby causing fetal loss, stillbirth, or newborn mortality. In the usual development of a human embryo, the neural plate develops about 18 days following fertilization. The neural cover folds inwards along the length of the midplane of the embryo leading to the creation of the neural channel in the course of the fourth week of maturity. The sealing of the neural groove from the midline to both ends leads to the formation of the neural tube. This process terminates on the 24 th day of pregnancy for the cranial end and the 26 th day for the tail end. Any interference with the conventional closure of the neural groove produces a neural tube defect such as anencephaly, which happens when neural tube fails to close on the cranial end. Being a neural tube defect, anencephaly keeps to a multifactorial model of transmission, which entails the association of several genes in addition to environmental factors. However, the precise genes and environmental factors involved have not been well elucidated. Certain instances of the disorder arise because of a chromosome aberration or multifarious developments embroiling imperfections of distinct genes. One gene implicated in the disorder is methylenetetrahydrofolate reductase ( MTHFR ), whic
Situation and Subsequent Behavior Students are required to portray the highest degree of honesty in a test as part of their moral obligation. However, some of them fail to meet this expectation by considering cheating in exams. Dishonesty translates to breach or violation of social values, beliefs, attitudes, and/or morals (Leffel, 2008, p.183). In a hypothetical case, John is a student at Stuyvesant high school. His academic profile reflects strong grades in all subjects, including those subjects that his friends consider difficult such as physics. New York students are required to sit for regent tests. John was not an exception. With this test being an important exam based on his past performance, his parents were confident that he would emerge with good grades in the trial. As he walked into the silent exam room, no one suspected that he was about to engage in any form of immoral exam misconduct such as cheating. John arrived in the exam room before other students. He chose a strategic position where he thought the exam invigilator would not have a glimpse of his intention. Armed with a Smartphone, he was prepared to keep constant communication with his friends by texting them the answers he would obtain from the internet. In particular, John was a good student in physics. He clearly knew that he would excel in this test. By sending answers to other students outside his school, he was sure he would also get help from them in the subjects that they performed better. Regent exams are administered for three hours. However, students are allowed to break for two hours if they have finished. John’s plan was to use less than two hours in the test with a plan to utilize the rest of the time texting his friends. This plan worked without the slightest suspicion. Attribution Theory Attribution theory may be used to analyze John’s situation that involved a breach of the moral obligation to portray the utmost honesty in the regent exam. Although he did not receive answers to the exam from his friends, sending replies translates to a breach of the moral requirement in the administration of tests. Attribution theory provides an explanation of why people portray a specific behavior (Aronson, Wilson & Akert, 2003, p. 13). According to Heider, who is the first psychologist to propose the theory, attribution theory re