The Youth Criminal Justice Act - 879 Words

â€Å"I have always found that mercy bears richer fruits than strict justice† –Abraham Lincoln Why is it that gardeners spend so much time nurturing their precious flowers? Perhaps the answer lies in the satisfaction which is gained from raising beautiful blooms. In like manner, Canada’s government believes that their flourishing youth deserve care and support in their journey of learning morals. The Youth Criminal Justice Act is a system which enforces the punishment of teenagers from the ages of 12-17, if they commit crimes. Notably, the YCJA’s fundamental goal is to be fair and equitable to all adolescents. Above all, in the eyes of justice, giving chances is the key to opening the offender’s successful future. With this intention in mind, this system is reasonable in many ways. All things considered, the YCJA is a substantial benefactor in helping juveniles all across Canada reach the sky. When a gardener takes care of their gardens, do they differentiate between each plant? In the same fashion that a gardener does not deem some flowers worthy of their attention, the YCJA does not aim for inequitably. In fact, the Youth Criminal Justice Act is an exceptionally fair and equitable system. Each and every case brought to the YCJA is analyzed individually. As a matter of fact, the judge even takes the time to examine every youth offender’s circumstances. For instance, a homeless child stealing from a store could be punished differently than a wealthy child stealing from theShow MoreRelatedThe Youth Criminal Justice Act893 Words   |  4 Pagesfire. The youth criminal justice Act (YCJA) provided opportunities for them to reintegrate and rehabilitate, instead of throwing them in jail. YCJA covers kids between the ages twelve to seventeen years old. It s purpose is to handle youth offenders more differently than adults because of their undeveloped minds. The YCJA was released back in 2003. By protecting the rights and providing Youth Canadians the support they need, the YCJA benefits the offenders in a positive way. The act gentrustRead More Youth Criminal Justice Act (YCJA) Essay872 Words   |  4 Pages Youth crime is a growing epidemic that affects most teenagers at one point in their life. There is no question in society to whether or not youths are committing crimes. It has been shown that since 1986 to 1998 violent crime committed by youth jumped approximately 120% (CITE). The most controversial debate in Canadian history would have to be about the Young Offenders Act (YOA). In 1982, Parliament passed the Young Offenders Act (YOA). Effective since 1984, the Young Offenders Act replaced theRead MoreYouth Criminal Justice Act1532 Words   |  7 PagesThe Youth Criminal Justice Act is a piece of Canadian legislation...that determines the way in which youths are prosecuted under Canadas criminal justice system. The act was implemented April 1, 2003, after 7 years, 3 drafts, and more than 160 amendments. The clearly stated purpose of the Youth Criminal Justice Act is protection of the public thr ough crime prevention, rehabilitation, and meaningful consequences (s.3(1)(a)(I-iii)). For a better understanding on whether the courts were followingRead MoreThe Youth Criminal Justice Act873 Words   |  4 PagesDear Mike Wallace, chair of the Justice and Human Rights Committee, I am writing today with reference to the recent amendments being proposed to the Youth Criminal Justice Act, contained within Bill C-10. This bill proposes a multitude of amendments that should be made to the current Youth Criminal Justice Act. One of the major amendments that Bill C-10 proposes is in relation to the location of detention for young offenders. Currently, a young offender, under the age of eighteen, can be orderedRead MoreThe Youth Criminal Justice Act Essay2429 Words   |  10 Pagesin accordance with the Youth Criminal Justice Act. The Youth Criminal Justice Act was created in 2003. The main objective of this legislation is to hold youth accountable for their actions through the promotion of â€Å"rehabilitation† and â€Å"reintegration† (Youth Criminal Justice Act, 2002, S.3a(ii)). Within the Canadian court system, there is a youth court for individuals who get in trouble with the law while they are still under the age of 18 years. In Calgary, Albert a the youth courtrooms are locatedRead MoreYouth Criminal Justice Act881 Words   |  4 PagesWhen someone mentions the Youth Criminal Justice Act (YCJA), some would argue that there is no purpose for it. Some believe that the age boundary is inappropriate; some believe that children should not have reduced sentences and special rights; and some may think that a youth’s criminal record should be accessible in the future. If one would look at all of the positive aspects, statistics, and examples that apply to the YCJA, then they would better appreciate the statute that applies to the youngRead MoreThe Youth Criminal Justice Act2109 Words   |  9 PagesIntroduction: Since the youth justice legislation has begun, there have been three youth justice statutes: the Juvenile Delinquents Act (1908-1984), the Young Offenders Act (YOA) (1984-2003), and the Youth Criminal Justice Act (YCJA) (2003-present). Canada’s youth criminal justice system doesn’t set up a different set of laws for young people. The same things are illegal for both adolescents and adults. The Youth Criminal Justice Act (YCJA) explains the criminal laws for young people livingRead MoreThe Youth Criminal Justice Act Essay1471 Words   |  6 Pagesin accordance with the Youth Criminal Justice Act. The Youth Criminal Justice Act was created in 2003. The main objective of this legislation is to hold youth accountable for their actions through the promotion of â€Å"rehabilitation† and â€Å"reintegration† (Youth Criminal Justice Act, 2002, S.3). Within the Canadian court system there is a youth court for individuals who get in trouble with the law while they are still under the legal age of 18 years. In Calgary, Alberta the youth courtrooms are locatedRead MoreYouth Criminal Justice Act Essay1257 Words   |  6 Pagescontinue the government established the Youth Criminal Justice Act (YCJA) which gives young offenders a chance to better themselves, and. By doing so, the YCJA helps teach youth that their actions are unacceptable and the punishments impose d are lesser then an adult. Through the analysis of their unacceptable actions, lesser punishments and a better future, it is clear that YCJA is highly effective at giving youth a better chance in society. The YCJA teaches youth that their actions were unacceptableRead MoreIs The Youth Criminal Justice Act Really A Deterrent?3036 Words   |  13 PagesIs the Youth in Criminal Justice Act really a deterrent to youth? The Youth in Criminal Justice Act often gets a bad rap for not being hard enough on its young offenders. There is a divide between those who would like to see these youth rehabilitated, and those who like to see them punished with lengthy prison sentences. The following case of R. v. G.-E.(A.), is a prime example of how difficult it can be to chose the most appropriate sentence for a youth offender with the Youth in Criminal Justice

French Vocabulary Coucou

The French word coucou, [koo koo] can be used as an exclamation meaning hello or hi. It is similar to the English excalamation, peek-a-boo! It is also used to refer to the cuckoo clock. Examples Coucou, Pierre, cest moi !Hi, Pierre, its me!Coucou, il y a quelquun ?Hello, is anyone there?

Mccain Free Essays

External Business environmental challenges on the business One of the biggest problems of McCain was obesity In children. This problem related to external challenges, which faced by the organization. McCain had to focused on the healthy problem occurred due to their products. We will write a custom essay sample on Mccain or any similar topic only for you Order Now McCain had to understand the dietary of the customers, which should be balanced as well as healthy. In relation to understand the customer’s requirement and other issues, it was mandatory for the company to analyses its environment whether it was internal or external. Following figure show the external challenges: (http://yeomanry. Mom, 2014) After doing the slept analysis organization needs to examine those factors, which affects the business. When slept has been occurred then, company has to made changes according to the environment changes. Some external challenges is as below: Social Factors: It Is one of the Important factors that affects directly to the business. Consumer behavior depends resolute by the present trend. Habits Like eating, drinking changes with time to time. McCain sales growth declined due to some healthy eating patterns of the consumers. McCain reduces the quantity of salt in their potato products. Mccain claimed that their potato products are lower in fats and saturated fats. McCain also promote its product to the public to increase the sales. They communicate with people through campaigns. McCain also made strong public relation with the help of advertisement. Legal Factors: Every company has to deal with the legal criteria set by the government. There must be some standard that are set by the company to meet with the government rules and regulations. Government set standards on the behalf of consumers. They made various traffic lights labels which shows the quality of the product that help the nonusers to choose the right product. For example red dot represent high level of ingredients like fat and unsaturated fats and green dot represent low level of fat. There are some guidelines set by the government for the companies in relation of quality. Some of the guidelines are also called daily amount guidelines, which represent the daily intake of the fats and unsaturated fats. Advertising also comes under legal factors. It supervised by the voluntary body that related to advertising industry. This special authority called advertising standards authority. Economic Factors: One of the mall challenges of the company Is people’s rolling Income. This was big problem for the company because as the Income rises then, people prefer to buy the superior varlets of the products. As the people becoming richer they prefer ready to eat meal and ready meals rather than buying potatoes and chips at home. So responsible for health. Then, McCain introduces the various products like Mccain straight cut, oven chips, Home fries, roast potatoes etc. Technological factors: Technology is the most important challenges for the company. Food technology plays an important role in this modern economy. Some of the challenges for the companies like frozen products, muesli bars etc. One of the main challenges for the company how to retain the quality of the potatoes products. B. Two strength and two Weaknesses of McCain foods in emerging the organization sustainability. Strength McCain company toughly emphases on the quality of its products. It hires more than 90 agronomist’s potato experts at 55 production facilities across 6 continents, to help local producers to grow best quality of potatoes and vegetables that the company can use those products in manufacturing its products and also confirm consistent supply. McCain Research Farms concentrate on emerging quality agricultural products. (An, 2014) McCain Company drives a Potato Processing Technology Centre in Canada and frequently improvisation’s manufacturing processes in order to increase efficiency and product value. An, 2014) The company’s thoughtlessly on keeping high quality levels for raw materials distinguishes its products from others intone market and increases the brand image. (An, 2014) Nakedness’s The company has slightest presence in developing the organic segments of food. Organic and natural food products are now becoming the rapid growing classification in food retail sector. Consumer awareness organic alternatives for food products and increasing health anxieties about Junk food have headed to chirography in this particular segment. An, 2014) Restricted existence in a reckless growing product sector mayhap an unfavorable mark on the company’s market share. Downtrends status McCain has been popular as a private company; it could face problems in getting money for outgrowth owing to its ownership status. Private ownership’s the company at a reasonable disadvantage. (An, 2014) (Strauss, 2014) Adaptability culture is the most corporate culture that McCain need to adopt for their tragedies. In adaptability culture, company develops in external environment. Company need to response as soon as possible when the company makes the decision. It involves the high-risk decisions that get quick feedback from the environment. Managers need to encourage the company staff so that company needs to detect rapidly. Three reasons that make adaptability culture better than others are as below: 1 . The first reason is that it is flexible by nature. Whenever, company need to change the strategies according to customers needs then, company can change any time and very easily. Customer need changes according to time then, it is the first duty of the company to be focused the needs of customer. 2. Employees have self-rule to make decision and also act freely to meet the new needs of customers. Employees should know regarding their decision. If the employees participate a lot in the responsiveness to customers then, those decision will be highly value and appreciated. 3. Company need to be creative as well doing experimentation on new products according to the customers need. For example, In the market, there is customer need come in front of the company and company start working on it then, many can easily introduce the new product. Vision Strategy (http://www. McCain. Com, 2014) Some of the company objectives are as below: Acquire the highest market share Boost the sales of the company Satisfy the customer and its need Personalization for shareholders Growing together business strategy customers and consumers through the development of our people, stewardship of the environment and our actions as a responsible corporate citizen We believe that social responsibility is an expression of how we conduct all aspects of our business and cannot be defined within a single program or policy. This belief is reflected in the Growing Together business strategy we introduced in 2005, which is anchored by three interdependent pillars: Distributed and networked leadership: Developing people as leaders at all levels of the organization and collaborating through learning and project networks to leverage our global scale and best practices. Market facing: Making decisions at the closest level to the customer and creating demand for our products through innovation, value, differentiation and in the way we interact with our customers and consumers. Global CARS report, 2009) Corporate social responsibility: Making good, nutritious food on the principles of sustainability and food safety and supporting our employees, customers and consumers in their aspiration for a Better Life. Coach section of this report – Respecting our Environment, Inspiring Wellness and Positively Impacting our People – describes the policies, practices and initiatives that underpin our strategy a nd the progress we are making on our Journey of continuous improvement in advancing our goals in a socially responsible manner. Global CARS report, 2009) Advantages and disadvantages of Management-by-objective Management by Objectives MOB can likewise be alluded as Management by Results or Goal Management, and is focused around the presumption that contribution prompts responsibility and if a worker takes part in objective setting and additionally setting norms for estimation of execution towards that objective, then the representative will be roused to perform better and in a way that straightforwardly helps the accomplishment of authoritative goals. Advantages of Management by Objectives 1 . Since Management by targets (MOB) is a result-turned process and concentrates n setting and controlling objectives, if urges chiefs to do unity gritty arranging. 2. Both the top managers and the Juniors realize what is anticipated from them and consequently there is no part imprecision or disarray. When both top managers and subordinates know each other about there work then, there will be no confusion between them. Disadvantages of Management by Objectives 1 . MOB can be accomplishing because it has the complete backing of the top management. If the McCain top manager will not supportive with there staff then, the strategies will no completed. Whatever, strategic plan made by the management should be related to staff. 2. They may be less weight to co-occur with the administration during setting objectives and goals and these objectives may be set unreasoningly high. This may low down their assurance and they may get to be suspicious about the logic behind MOB. Control System to improve Production process and product quality Controlling is one of the most important functions, which consist planning, organizing, staffing and directing. It is important because It help the company to correct the errors and to take corrective action so that divergence from tankards are minimized and the set goals of the company are achieved in the desired manner. Control in management means to improve the production process, Feed forward Control Concurrent Control Feedback Control Afterwards Afterwards is a communication term that refers to regulate impact to a person or a company from which anybody can expect output. Feed Forward is not like pre- feedback, because it helps to measure an output and also help in sending the feedback. For example, if pre-feedback is occurred during quality and production process which is really easy for the organization to get an idea of the output. It also involves a document of review and giving post information regarding the production and quality process. Concurrent control will be control that happens in the meantime as a task is happening. This observing and controlling comprises of the courses of action that project execution so that potential issues might be distinguished in a promising way and correct procedures could be made, when needed, to control the execution of the task. If any project is under process in production unit then, concurrent control strategy can be used during that process. It will help the managers to observe and intro and of course, actions can be taken for correct execution of the process. Feedback is a method in which data about the past or the present impacts the same phenomenon in the present or future. As a part of a chain of its effect and causes that forms a circuit, the occasion is said to â€Å"feedback† into itself. Feedback† exists between two sections when each affects the other. As a company tries to improve its performance, feedback helps to make some adjustments. Feedback helps to motivate the people in the work place. When anybody receives positive or negative feedback, hat person decides how to apply that feedback on his or her Job. In the production and quality process of the company, if any employee receive the positive feedback then, that person will automatically motivated towards company. How to cite Mccain, Papers

Mccain Free Essays

External Business environmental challenges on the business One of the biggest problems of McCain was obesity In children. This problem related to external challenges, which faced by the organization. McCain had to focused on the healthy problem occurred due to their products. We will write a custom essay sample on Mccain or any similar topic only for you Order Now McCain had to understand the dietary of the customers, which should be balanced as well as healthy. In relation to understand the customer’s requirement and other issues, it was mandatory for the company to analyses its environment whether it was internal or external. Following figure show the external challenges: (http://yeomanry. Mom, 2014) After doing the slept analysis organization needs to examine those factors, which affects the business. When slept has been occurred then, company has to made changes according to the environment changes. Some external challenges is as below: Social Factors: It Is one of the Important factors that affects directly to the business. Consumer behavior depends resolute by the present trend. Habits Like eating, drinking changes with time to time. McCain sales growth declined due to some healthy eating patterns of the consumers. McCain reduces the quantity of salt in their potato products. Mccain claimed that their potato products are lower in fats and saturated fats. McCain also promote its product to the public to increase the sales. They communicate with people through campaigns. McCain also made strong public relation with the help of advertisement. Legal Factors: Every company has to deal with the legal criteria set by the government. There must be some standard that are set by the company to meet with the government rules and regulations. Government set standards on the behalf of consumers. They made various traffic lights labels which shows the quality of the product that help the nonusers to choose the right product. For example red dot represent high level of ingredients like fat and unsaturated fats and green dot represent low level of fat. There are some guidelines set by the government for the companies in relation of quality. Some of the guidelines are also called daily amount guidelines, which represent the daily intake of the fats and unsaturated fats. Advertising also comes under legal factors. It supervised by the voluntary body that related to advertising industry. This special authority called advertising standards authority. Economic Factors: One of the mall challenges of the company Is people’s rolling Income. This was big problem for the company because as the Income rises then, people prefer to buy the superior varlets of the products. As the people becoming richer they prefer ready to eat meal and ready meals rather than buying potatoes and chips at home. So responsible for health. Then, McCain introduces the various products like Mccain straight cut, oven chips, Home fries, roast potatoes etc. Technological factors: Technology is the most important challenges for the company. Food technology plays an important role in this modern economy. Some of the challenges for the companies like frozen products, muesli bars etc. One of the main challenges for the company how to retain the quality of the potatoes products. B. Two strength and two Weaknesses of McCain foods in emerging the organization sustainability. Strength McCain company toughly emphases on the quality of its products. It hires more than 90 agronomist’s potato experts at 55 production facilities across 6 continents, to help local producers to grow best quality of potatoes and vegetables that the company can use those products in manufacturing its products and also confirm consistent supply. McCain Research Farms concentrate on emerging quality agricultural products. (An, 2014) McCain Company drives a Potato Processing Technology Centre in Canada and frequently improvisation’s manufacturing processes in order to increase efficiency and product value. An, 2014) The company’s thoughtlessly on keeping high quality levels for raw materials distinguishes its products from others intone market and increases the brand image. (An, 2014) Nakedness’s The company has slightest presence in developing the organic segments of food. Organic and natural food products are now becoming the rapid growing classification in food retail sector. Consumer awareness organic alternatives for food products and increasing health anxieties about Junk food have headed to chirography in this particular segment. An, 2014) Restricted existence in a reckless growing product sector mayhap an unfavorable mark on the company’s market share. Downtrends status McCain has been popular as a private company; it could face problems in getting money for outgrowth owing to its ownership status. Private ownership’s the company at a reasonable disadvantage. (An, 2014) (Strauss, 2014) Adaptability culture is the most corporate culture that McCain need to adopt for their tragedies. In adaptability culture, company develops in external environment. Company need to response as soon as possible when the company makes the decision. It involves the high-risk decisions that get quick feedback from the environment. Managers need to encourage the company staff so that company needs to detect rapidly. Three reasons that make adaptability culture better than others are as below: 1 . The first reason is that it is flexible by nature. Whenever, company need to change the strategies according to customers needs then, company can change any time and very easily. Customer need changes according to time then, it is the first duty of the company to be focused the needs of customer. 2. Employees have self-rule to make decision and also act freely to meet the new needs of customers. Employees should know regarding their decision. If the employees participate a lot in the responsiveness to customers then, those decision will be highly value and appreciated. 3. Company need to be creative as well doing experimentation on new products according to the customers need. For example, In the market, there is customer need come in front of the company and company start working on it then, many can easily introduce the new product. Vision Strategy (http://www. McCain. Com, 2014) Some of the company objectives are as below: Acquire the highest market share Boost the sales of the company Satisfy the customer and its need Personalization for shareholders Growing together business strategy customers and consumers through the development of our people, stewardship of the environment and our actions as a responsible corporate citizen We believe that social responsibility is an expression of how we conduct all aspects of our business and cannot be defined within a single program or policy. This belief is reflected in the Growing Together business strategy we introduced in 2005, which is anchored by three interdependent pillars: Distributed and networked leadership: Developing people as leaders at all levels of the organization and collaborating through learning and project networks to leverage our global scale and best practices. Market facing: Making decisions at the closest level to the customer and creating demand for our products through innovation, value, differentiation and in the way we interact with our customers and consumers. Global CARS report, 2009) Corporate social responsibility: Making good, nutritious food on the principles of sustainability and food safety and supporting our employees, customers and consumers in their aspiration for a Better Life. Coach section of this report – Respecting our Environment, Inspiring Wellness and Positively Impacting our People – describes the policies, practices and initiatives that underpin our strategy a nd the progress we are making on our Journey of continuous improvement in advancing our goals in a socially responsible manner. Global CARS report, 2009) Advantages and disadvantages of Management-by-objective Management by Objectives MOB can likewise be alluded as Management by Results or Goal Management, and is focused around the presumption that contribution prompts responsibility and if a worker takes part in objective setting and additionally setting norms for estimation of execution towards that objective, then the representative will be roused to perform better and in a way that straightforwardly helps the accomplishment of authoritative goals. Advantages of Management by Objectives 1 . Since Management by targets (MOB) is a result-turned process and concentrates n setting and controlling objectives, if urges chiefs to do unity gritty arranging. 2. Both the top managers and the Juniors realize what is anticipated from them and consequently there is no part imprecision or disarray. When both top managers and subordinates know each other about there work then, there will be no confusion between them. Disadvantages of Management by Objectives 1 . MOB can be accomplishing because it has the complete backing of the top management. If the McCain top manager will not supportive with there staff then, the strategies will no completed. Whatever, strategic plan made by the management should be related to staff. 2. They may be less weight to co-occur with the administration during setting objectives and goals and these objectives may be set unreasoningly high. This may low down their assurance and they may get to be suspicious about the logic behind MOB. Control System to improve Production process and product quality Controlling is one of the most important functions, which consist planning, organizing, staffing and directing. It is important because It help the company to correct the errors and to take corrective action so that divergence from tankards are minimized and the set goals of the company are achieved in the desired manner. Control in management means to improve the production process, Feed forward Control Concurrent Control Feedback Control Afterwards Afterwards is a communication term that refers to regulate impact to a person or a company from which anybody can expect output. Feed Forward is not like pre- feedback, because it helps to measure an output and also help in sending the feedback. For example, if pre-feedback is occurred during quality and production process which is really easy for the organization to get an idea of the output. It also involves a document of review and giving post information regarding the production and quality process. Concurrent control will be control that happens in the meantime as a task is happening. This observing and controlling comprises of the courses of action that project execution so that potential issues might be distinguished in a promising way and correct procedures could be made, when needed, to control the execution of the task. If any project is under process in production unit then, concurrent control strategy can be used during that process. It will help the managers to observe and intro and of course, actions can be taken for correct execution of the process. Feedback is a method in which data about the past or the present impacts the same phenomenon in the present or future. As a part of a chain of its effect and causes that forms a circuit, the occasion is said to â€Å"feedback† into itself. Feedback† exists between two sections when each affects the other. As a company tries to improve its performance, feedback helps to make some adjustments. Feedback helps to motivate the people in the work place. When anybody receives positive or negative feedback, hat person decides how to apply that feedback on his or her Job. In the production and quality process of the company, if any employee receive the positive feedback then, that person will automatically motivated towards company. How to cite Mccain, Papers

Management Skills Managing Cultural Diversity

Question: Discuss about the Management Skills for Managing Cultural Diversity. Answer: Introduction: In an article, Workplace Bullying: A Complex Problem in Contemporary Organizations authored by Alexia Georgakopoulos, LaVenaWilkin and Brianna Kent in International Journal of Business and Social Science Volume 2, Issue 3 during 2011, workplace bullying is identified as a grave problem affecting the operations of the business institutions. The article effectively underlies and analyses different reasons and factors that contribute in generating bullying activity at the workplace. The same is reflected in Appendix 1. Further, the article also hints at effective solutions that need to be undertaken at the organisational level for reducing the growth and impact of workplace bullying. The same is reflected in Appendix 2. The study in the research article was mainly conducted to evaluate the factors causing workplace bullying. The study also focused on identifying the different types of interventions that are needed to be undertaken for countering workplace bullying. The evaluation of the factors and solutions regarding workplace bullying is carried out for helping the United States- based firms understand and identify situations. Also, actions need to be taken to reduce its impacts (Galpin, 2011). Further, the articles objective is to increase potential awareness related to workplace bullying and also the costs associated with it. The study also indicated the contagiousness of the bullying behaviour at the workplace. Bullying activities and behaviours reflected on the part of the business managers are observed to encourage bullying behaviour among the subordinate groups involved in the various organisational departments (DesslerTeicher, 2004). The bullying behaviour reflected by senior groups in an organisation is ideally observed by subordinates as an integral part of the organisational culture. The research article also reflects existence and growth of workplace bullying in multinational organisations employing a diverse workforce (Dulaimi Sailan, 2011). Workplace bullying in a diverse workforce gains needed strength in that person belonging to the minority groups and also from diverse ethnic, social, sexual and educational backgrounds become the subject of bullying activities (Antunes, 2010). The lack of needed awareness regarding the identification of activities classified as workplace bullying affects the understanding of the peoples manner. The same can be tackled for generation of individual and group productivity (Brown, 2011). The research article finally highlights on the different policy implications that needed to be undertaken for reducing the occurrences associated with workplace bullying. Generation of skill-based training for organisational managers constitute an effective aspect that can help them in managing and countering the impacts of organisational bullying (Grimshaw, 2009). Similarly, the generation of videos reflecting examples and styles of workplace bullying is needed to carry out for contributing to the growth of potential awareness among people involved along different levels and units in the business institution (Orrick, 2008). The complexity of workplace bullying is reflected in the research article that varies bullying practices from situation to situation and organisation to organisation. The article argues that different types of solutions and problem-solving approaches to be undertaken for effectively resolving the issues associated with bullying conducts at workplaces (Georgakopoulos et al., 2011). Traumatic Experiences of Workplace Bullying David Farmer in the research article, Workplace Bullying: An increasing epidemic creating traumatic experiences for targets of workplace bullying published in International Journal of Humanities and Social Science, Volume 1, No.7 during 2011 reflects the different types of traumatic experiences faced by organisational members for an existence of workplace bullying. It also reflects on the various types of policy recommendations that are needed to be undertaken by the organisational managers for reducing the impact of workplace bullying (Yeung, 2011). The research article potentially highlights the adverse impacts of bullying activities on the part of managers and other subordinate groups on other organisational members in the business institution. Survey carried out amongst organisational members reflect adverse impacts of workplace bullying like increased level of anxiety, disturbed sleeping conditions, loss of needed concentration, depressive conditions and also the emergence of panic attacks (Elearn, 2009). The article potentially reflects that the incidence and growth of disruptive health conditions are directly proportional to the increase in the level of workplace bullying. Individuals suffering from low-esteem become the potential sufferers of workplace bullying practices. Sufferers of workplace bullying feel stressed out such that the same affects their productivity and performance (Budhwar Debrah, 2013). Further, different types of intervention strategies like counselling individuals responsible for the bullying activities and also a collaboration with organisational leaders for generation of effective policies and rules are undertaken for reducing the impacts of bullying activities at the workplace (Zinyemba, 2014). This article thus generates potential importance in understanding the adverse impacts of workplace bullying on the psychological and physiological situation of organisational members. Similarly, the research article also reflects the importance of the development of an ombudsman and the Employee Assistance Program or EAP that would increasingly help in generation of needed assistance to employees that are sufferers of bullying activities in their workplaces (Ishaq Zuilfqa, 2014). The research article effectively contributes in highlighting different types of policy recommendations like zero-tolerance of workplace bullying, development of health and safety policies and incorporation of training and developmental programs for reducing the incidence of workplace bullying (McKenna Russell, 2008). Evidence of the use of intervention programs like the same mentioned above is also highlighted in the research article subjected to business organisations operating in various regions and provinces of Canada and United States (Farmer, 2011). The research article authored by Farmer (2011) potentially elucidates on the different types of intervention programs that are needed to be undertaken by the organisational managers for reducing the impacts of workplace bullying. The elucidation of the impacts of the workplace bullying, also the generation of different intervention programs associated with workplace bullying is carried out effectively in the research article authored by Farmer (2011) compared to that generated in the research article authored by Georgakopoulos et al. (2011). Efficacy of the Intervention Programs The article authored by Chris Woodrow and David E. Guest, When good HR gets bad results: exploring the challenge of HR implementation in the case of workplace bullying in Human Resources Management Journal, Volume 24, no. 1 during 2014 discusses that the efficacy of the intervention programs for reducing the impact of workplace bullying gains holds based on the potential recordings of evidence and situations concerning bullying practices at workplaces. Woodrow and Guest (2014) reflect that absence of effective awareness regarding workplace bullying makes it even harder and difficult for being identified. It is argued the growth of the number in reporting practices regarding workplace bullying would contribute in the identification of the different types and patterns of bullying taking place in the organisation. The effective remedial measures can be taken at different accords for controlling and governing the bullying activities at the workplaces (Zgheib, 2014). The growth in the level of reporting practices regarding workplace bullying and the development of potential policies and measures for tackling such would evidently help in developing a bullying free work culture in the organisation (Leverett Leverett, 2013). Further, the journal article also focuses on understanding the factors that contribute in facilitating or rather obstructing the implementation process concerning human resources policies for countering workplace bullying. The existence of mixed messages regarding the implementation of the policies with also the failure in generating needed priority in understanding the subcultures of the subordinate groups has made difficult for implementing the human resources policies (Jones, 2013). The research also suggests of an effective coordination between the organisational managers, human resources department and the employees and other subordinate groups for countering the emergence of workplace bullying. The development of effective communication between the organisational members contributes in reducing the chances of emergence of workplace bullying events (Woodrow Guest, 2014). Workplace Bullying Increasing Employee Burnout S.G. Trepanier, C. Fernet and S. Austin states in A Longitudinal Investigation of Workplace Bullying, Basic Need Satisfaction, and Employee Functioning published during 2014 in Journal of Occupational Health Psychology that workplace bullying increases employee burnout and also the enhancement of workplace stress that affects both individual and organisational productivity and performance in an enhanced fashion (Cascarino, 2012). The article argues that continual exposure of employees to workplace bullying happens to affect their psychological needs. Similarly, increase in the duration of bullying activities at the workplace significantly impacts the professional development and sense of autonomy of the employees in the workplace (Bono Heijden, 2011). However, the research indicates a future direction were employees that have become sufferers from workplace bullying tend to focus on the gaining on social support from their colleagues and peers (Dulaimi Sailan, 2011). The reduction in the level of autonomy in the workplace with also increase burnout of the employees makes them feel cynical about the job. Again, the reduced access of the employees to both physical and psychological resources in the workplace contributes to increasing their level of exhaustion. This is a reason why they want to quit the job (Schoeman, 2014). Similarly, the increase in the level of workplace bullying tends to create a sense of doubt and emotional drain for the employees. The sufferers of workplace bullying continually focus their energies on anticipating their future meetings with the person responsible for bullying and the manner they would respond to the new bullying tactics of the person. The research article further reflects that employees that tend to have a lack in the level of physical and psychological resources at the initial level tend to further feel a sense of emotional distress affecting their accessibility to further resources (BramoulleÃÅ'  Goyal, 2009). The uncontrollable amount of workplace bullying in an organisation potentially affects the commitment and vitality levels of the employees thereby reducing the performance and productivity levels of staffs. The reciprocal relationship between increases in the amount of workplace bullying with the level of employee attrition in the organisation tends to further enhance workplace stress for the other employees in the organisation. This further enhances the amount of employee burnout contributing to growth in future employee attrition rates (Trpanier et al., 2014). Comparisons between the Above Researches A comparison between the research conducted by Trepanier et al. (2014) and Farmer (2011) reflect that the former focuses on reflecting the impact of workplace bullying on the psychological situation of the employees while the latter goes further in evaluating the use of different types of intervention programs for reducing the impacts of workplace bullying on the organisational workforce. Again, the study of the research article authored by Woodrow and Guest (2014) potentially reflects on the factors addressing the failure and reducing the problems associated with workplace bullying. It reflects on the lack of awareness among the types of organisational members and managers regarding and patterns of workplace bullying as in the research by Georgakopoulos et al. (2011) along with the different types of solutions that needs to be taken for managing and solving the workplace problems from using the activities of bullying at the workplace. Woodrow and Guest (2014) reflect that the proper reporting practices are needed for bullying practices at workplace contribute in further aggravating the problem in the organisations. This leads to continued tension in the organisation and also in reducing the efficiency and productivity in a mutual fashion for both the employees and the business institution. The development of awareness and skill development training programs for both the managers and the subordinate staffs regarding workplace bullying contributes not only in identifying such but also in effectively countering its impacts. Georgakopouloset. al. (2011) also argued that workplace bullying not only impacts on the psychic level of the organisational workforce but also adds to the operational and manpower cost of the organisation. The article also reflected the need for a development of tailor-made solutions for addressing workplace-bullying problems. The types of workplace bullying tend to vary from situation to situation and from organisation to organisation. The same tends to add the level of complexity of the problems associated with workplace bullying. Implementation and Reflection Week 1 Monday 12th September 2016 I undertook a library study both on a grosser and virtual level for understanding the aspects of workplace bullying. Tuesday 13th September 2016 Along with collection of needed anecdotes, I further focused on observing issues regarding workplace bullying in the university campus among my colleagues and students of other units Wednesday 14th September 2016 I undertook a survey of people both on the university campus and regional workplaces that have become sufferers of workplace bullying. Thursday 15th September 2016 Evaluated the results gained from the survey with the inferences gained from the literature studied to identify gaps. Friday 16th September 2016 Started making diary postings regarding issues showing evidence of bullying practices at workplaces. Saturday 17th September 2016 Asked the sufferers of the bullying practices to undertake a passive approach on issues concerning bullying practices. Sunday 18th September 2016 Finally, focused on understanding whether the passive approach to bullying practices would help in a sustaining confidence of the sufferers. Week 2 Monday 19th September 2016 Undertook a personal evaluation of me working in a bullying situation at the workplace. Tuesday 20th September Attended webinars for understanding the impacts of workplace bullying. Wednesday 21st September 2016 Create realistic goals and visions regarding the creation of a bullying-free workplace. Thursday 22ndSeptember 2016 To improve personal and group motivation for countering bullying activities at the workplace. Friday 23rd September 2016 To motivate my peers and other students to counter bullying in the campus. Saturday 24th September 2016 Focus on evaluating the impacts of motivation for fighting against workplace bullying. Sunday 25th September 2016 To understand whether countering of workplace bullying has increased productivity. Week 3 Monday 26th September 2016 Development of personal and group awareness regarding workplace bullying. Tuesday 27th September 2016 Reflect both on the inputs gained from empirical discussions and seminars concerning tactics for reducing workplace bullying. Wednesday 28th September 2016 Focus on creating realistic goals for reducing bullying practices at the campus. Thursday 29th September 2016 Help in the management of stressful situations through the involvement of meditation techniques. Friday 30th September 2016 Focus on understanding how my involvement helped them in countering the impacts of bullying. Saturday 1st October 2016 Development of my listening and observation skills for dealing effectively with workplace bullying. Sunday 2nd October 2016 Develop an effective relationship with the people that I had engaged with for dealing with workplace bullying. Implementation I countered a problem regarding the management of the three-week period involving the study of literature, attending conferences and different workplaces for gaining evidence regarding workplace bullying. (See Appendix 3) The same required me to drop the idea of visiting different workplaces for gaining a direct understanding of workplace bullying and the modes of dealing with it. I also failed in consulting a large number of journals and other online cases reflecting empirical evidence on workplace bullying. I also planned for conducting effective interviews and surveys with students studying in different universities that have been sufferers of bullying practices. Owing to my busy schedule, I failed in surveying and interviewing of students of different universities and business institutions that have been sufferers of workplace bullying. (See Appendix 4) I only limited my interview and survey activity regarding the student groups in my own university failing to extend the same beyond the purview of the university campus to other institutions and workplaces. The interviewing of students relating to my own university reflected potential evidences regarding the occurrences of bullying practices within the educational campus. Conducting of interviews and surveys also contributed in earning information regarding intervention procedures and activities that are undertaken by the university authorities for reducing of bullying and ragging practices inside the campus. Reflection The learning gained from the above topic ideally helped me in understanding the different categories and types of workplace bullying. It also contributed in evaluating the impacts of the workplace bullying activities on the productivity and performance of the employees in the organisations. Finally, the study of the topic also highlighted on the different types of intervention mediums that can be undertaken by the organisational manager relating to the effective identification and reporting of workplace bullying and also the different types of consultation, motivation and governing and monitoring strategies that can be undertaken by the business manager for reducing the emergence and impacts of workplace bullying. My experiences regarding the impacts of workplace bullying on the emotional and physical situation of the employees and organisational staffs ideally reason the study made regarding the impacts of workplace bullying on the organisational members. My personal experiences potentially highlight that continual pressure generated by senior members of the organisation both in terms of physical and emotional bullying happened to reduce the productivity and performance potential of the workers in a retail institution. The same also promoted increased levels of attrition of the employees from the retail firm that affected the performance of the firm as a whole. The study of the above topic regarding workplace bullying ideally contributed in clarifying my understanding regarding workplace bullying. It helped me to ideally understand the manner in which the activities associated with workplace bullying can be potentially identified by the organisational managers and the different strategies that can be undertaken from time to time and based on diverse workplace and bullying situations for tackling the impacts of such on individual and group performances of organisational members. In the university I was appointed as a group or task leader appointed by the university authorities for the effective management and completion of different educational tasks and also in carrying out excursion events. I continually worked in close cooperation with the different team members belonging to the different task groups such that it would help in potentially involving and empowering the members to take individual decisions. Team leaders operating under me however reflected bullying behaviour in influencing the group members for faster completion of the tasks. They also reflected needed biasness in supporting some group members based on their liking at the cost of the effort rendered by other members. In my tenure as a Departmental Manager in a retail firm, I focused on tackling the issue of workplace bullying that was rendered by the team leader of the grocery department of the subordinate members. Recording practices were developed such that the same helped in identification of the bullying offered by the team leader on the subordinate staffs along the different departments in the retail institution. The team leader tended to act in a bossy manner over the subordinate staffs such that he ordered the staffs to meet the visual merchandising, sales and customer servicing targets while him not getting involved with the potential activities. The subordinate staffs were also restrained by the team leader from generating any effective suggestion or recommendation for completing the tasks. The intervention programs also included development of awareness programs and team meeting for carrying out discussions with the team leader and subordinate staffs regarding countering cases of workpl ace bullying. The intervention programs are undertaken by me effectively helped the subordinate staffs through empowering the staffs for taking decisions regarding visual merchandising and other sales and customer servicing issues. The subordinate staffs reported that they were very pleased and satisfied regarding the reduction of workplace bullying which helped them to work in a productive fashion in the firm. The lessons gained from the study of the topic regarding workplace bullying reflected that the identification of different types of workplace bullying is critical for both the managers and employees. The lesson reflected that identification and evaluation of workplace bullying are difficult for both the managers and the employees on account of its complexity and also because of its varying nature based on diverse workplace situations. 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