Mis Development Essays - Information Technology Management

Mis Development MIS Development The term Management Information Systems (MIS) has come to refer to a wide range of applications of computers to data processing and analysis problems in the private and public sectors. The pace of developments in computing in general, and MIS in particular, is breathtaking. Traditional concepts of how computers can and should be integrated into businesses are being challenged by worldwide telecommunications and transmission of sound, graphics, and video alongside of text. Virtually all successful businesses use computers extensively. If you don't like computers, and want to have a career in business that involves little use of them?think again. You don't have to like them, but you will have to deal with them extensively. This is a fact of life along with the hole in the ozone, Oklahoma City, TWA 800, AIDS, and The Real World on MTV (now in its fifth season!). Computers can have a profound impact on the way that power is distributed in society. Those who ignore computers are apt to be left out of important decisions. You may even become the person in your firm who has responsibility for your firm's use of information technology. Nevertheless, many people have little understanding of what computers are and what they can do. There is a desperate need in our society for liberally educated people who are able to balance the enormous possibilities of computing with its potentially harmful consequences. In the business world, there has been a gap between those who are computer smart and those who speak the language of business. You need to know enough about computers to be able to: understand how computers support decision making and how they can be used to obtain strategic advantages; understand the challenges posed by the rise of the Internet; understand how the computer works in order to have a feel for the computer's limitations; understand how data is stored and managed; understand how to store and retrieve data yourself; understand the different types of computer systems and when one type or another is appropriate; understand how the overall parts of an MIS system work together and what some of the functions that they accomplish are; understand how to state computer system requirements and understand how computer systems are built; understand how computing is managed in the corporate environment; understand some of the social issues which computers raise. Achieving these objectives will give you the tools you will need to function effectively in the business environment. Bibliography www.gorgetown.com

Presentation Of Iago In Othello English Literature Essay Essays

Presentation Of Iago In Othello English Literature Essay Essays Presentation Of Iago In Othello English Literature Essay Paper Presentation Of Iago In Othello English Literature Essay Paper The secret plan of the drama Othello is that the Moorish soldier Othello and a immature Venetian lady Desdemona in secret marry. Her male parent is nt happy by this secret ceremonial and warns Othello that if she can lead on her ain male parent she might some twenty-four hours do the same to him. Iago subsequently uses Desdemona against Othello in the drama. He does this because he is covetous of Othello who became promoted to the occupation he feels he should hold got. To finish this secret plan of his, he speaks many prevarications and returns in many incidents to convert Othello that Desdemona is being unpatriotic to him by holding an matter with another man-Cassio. In Act 1 Scene 2 Iago starts off talking to Othello. He is seeking to derive his trust by stating Othello all the things he has done incorrect and all of his declinations. He speaks about him being with Desdemona and so he goes onto stating that he thinks she is bewraying him. Iago is seeking to do Othello surmise Desdemona for being unfaithful to him and gives Othello images he can visualize in his caput ( which so relates back to when Othello saw Desdemona and Cassio dancing together ) . Cassio so walks in, this makes Iago s program go even better for him even though it was nt what he planned to go on. Cassio comes in inquiring Othello to travel to Cyprus because the duke would wish to hold an visual aspect from him. Iago so says that Othello can non travel because he is married. Shakespeare has done this so Iago can do it look like Cassio is seeking to direct Othello off so he can be with Desdemona. In Act 1 Scene 3, Shakespeare has revealed Iago s full program. He is believing out loud so the whole secret plan is revealed to us. It shows that Iago wants retaliation on Othello because when he is talking to Roderigo he says: I hate the Moor ; Let us be conjunctive in our retaliation against him . Then subsequently in the scene he reveals his program, stating that Desdemona is the love of his life and that she is his lone failing. So if she is made to look that she is kiping with Cassio so he will travel to Iago and state him he was right wholly along and thank him for gaining it. If Iago s program went to how he wanted, so this would intend that out of thankfulness for gaining what he could nt see, Othello would so make anything to refund him. In Act 2 Scene 1 Iago is once more entirely with Roderigo, they are talking about Desdemona, and because Roderigo is so frantically in love with her, Iago can still utilize this to his advantage. In this scene, Iago says first, I must state thee this Desdemona is straight in love with him . Shakespeare is still demoing how Iago can do things sound and how he can utilize the people he is pull stringsing. Iago so moves on to Othello and attempts to derive his trust. He is seeking to acquire Othello to swear him so he will subsequently believe him about Desdemona kiping with Cassio. In Act 2 Scene 3 Iago is with Cassio and Iago is seeking to acquire Cassio rummy so he can do Cassio do stupid errors so his program will be more convincing. Iago says If I can fix but one cup upon him, with that which he hath intoxicated to-night already, he ll be as full of wrangle and offense as my immature kept woman Canis familiaris . Shakespeare has presented Iago in this manner because he is discreetly doing Cassio imbibe without him taking any notice of what he is making. Iago has now given Cassio many cups of vino and Cassio becomes aggressive towards Montano, Iago so tells Roderigo to travel and describe to Othello of Cassio s province, this is so Othello will free all trust in Cassio for going so raucous. Cassio says to Othello I pray you, excuse me ; I can non talk Othello now thinks that now he can non swear him because he is easy persuaded. He now trusts Iago more because he was the 1 who purportedly stopped him acquiring out of control. Subsequently in the scene, Iago is with Cassio, and Cassio is experiencing like his life is a muss. Iago tells him to travel and see Desdemona because she can screen out his life. Cassio has evidently gained Iago s trust because he takes his advice and goes to see her. He is despairing to screen his life out and will make anything to acquire it back in order. William Shakespeare has portrayed Iago as a intriguing individual who will make anything in order out of malice and green-eyed monster. Iago s character can derive any individual s trust in such a discreet manner, he can give them advice and they will take it. This is why Iago s program goes right because everyone believes him until last minute when it is excessively late to alter things. The audience is prepared for Iago s character because you see his evil side, particularly when he speaks his program out aloud to the audience at the terminal of Act 1 Scene 3 ; he announces his green-eyed monster and hatred for Othello which makes you prepared for the stoping.

Edsons Ridge Essay Example | Topics and Well Written Essays - 1250 words

Edsons Ridge - Essay Example The occupation of this location would give them the means to militarily attack United States. With the ridge in their control, they would be one step away from world dominion. From the moment the Allies descended on the ridge, it was a position that the Allies had to hold on to strategically maintain their balance of power. Turning back would mean heavy sacrifice in the war scenario that even in the closing period of the war could be disastrous due to the location of the ridge and the impact it could have on anyone who controlled the region. In the circumstances, it was necessary that the ridge remained in the control of the Allies. The failure of the Japanese to retake the ridge lay on the difficulties posed by the terrain and their miscalculation about the determination of the Allies to stay put. The region was topsy-turvy and dotted with jungles. The Allies, that is, the Americans had secured the area with 12,000 men while the Japanese reckoned they would have to contend with not more than a few thousand men. It was a bloody battle between the United States' forces and the Japanese men of war. The weapons of the battle were artillery as also bayonets. There were even hand-to-hand combats. The Japanese lost men in large numbers. Given the limited nature of maneuver and resource, the Japanese could not capitalize on the elements of time and surprise to overpower the enemy. The limited supply of artillery and means to travel meant that they had to depend more on strategy of surprise and intrigue to achieve their goals (Battle of Edson's (Bloody) Bridge). On 12 September 1944 Kawaguchi divided his forces, sending a thousand strong men to attack from the east of the mound, while his force struck from the west along the ridge that led to Henderson Airfield. An attack on the Japanese base at Taivu Point by Lieutenant-Colonel Edson at this juncture successfully destroyed most of the Japanese supplies. Information secured during this raid indicated a massive attack would be coming from the southwest of the perimeter along a ridge beside the Lunga River. The attack however was short-lived and failed to yield any ground as visualized by the Japanese. The Japanese coordination failed and it was not possible to have all the men in place for the fight. Further strategies to subjugate the U.S. forces met with resistance from well-entrenched positions and the Japanese were outflanked, outnumbered and gunned down with ruthless precision. Added to the miscalculations of the Japanese about the actual strength of the U.S. forces, the jungles made coordination and attack difficult to sustain. The movements of their men could not be synchronized and their attacking strategies lacked punch and depth. They lost men in large numbers and they did not get reinforcements to compensate their lost men. It was almost as if they expected the opponents to cave in to their attacks and when this did not happen they paid for it with their lives. Such tactics spell disaster. It is not advisable even in a state of war. However a battle is full of the elements of risk and intrigue. The Japanese pursued these elements with unequivocal zeal. The strategy of surprise and intrigue normally works if the opposition is less vigilant and less pro-active. The U.S. forces

Foundamentional Concepts in Application Essay Example | Topics and Well Written Essays - 750 words

Foundamentional Concepts in Application - Essay Example This article has helped me to recognize some of the key barriers to the provision of palliative care services. This study highlights the importance of palliative care nurses in facilitating communication between family members and patients, especially when family members disagree with end-of-life advance care planning. One of the findings of this study which was conducted on a small sample of patients in New Zealand was that, many of the participants were cared for by their spouses who were equally sick. Accessibility to services particularly in the rural setting also was also a challenge. One of the major issues identified in the study was the delay in making the decision to refer patients to palliative care by primary care physicians who felt that, â€Å"they were providing â€Å"good enough† palliative care themselves with the assistance of the district nurses and would refer families to hospice or hospital services when they felt it was appropriate† (McKechnie & Jay e, 2011, p. 413). It was interesting to note that throughout this research, the patients and their families were still identifying issues that need to be addressed despite the belief by their health professionals that they were doing their best. Threaded Discussion: Response to a classmate As required for this assignment, I have selected the article summary written by my classmate _______________(Name of my classmate) who has expressed her interest in the field of nursing informatics. Authors McGonigle and Mastrian remind us that, â€Å"the work of nurses revolves around data, knowledge, information and wisdom and that improvement in technology should ensure that the right care is given at the right time to the right patients at the lowest possible cost† (2009). In light of this profound thought, I appreciate the work of ______ (Name of my classmate) who has summarized an article on nursing informatics titled, ‘Examining the Unintended Consequences of Computerized Provi der Order Entry System Implementation’. After reviewing the summary, I feel that she has done a good job in summarizing the content of the article, highlighting the pros and cons of having a computerized provider order entry system. However, the write-up could have included information about facts that came as a surprise to her/him or reaffirms what she/he already knew or has experienced at the workplace. In light of the fact that President Obama has called for a massive effort to revamp the current health care system by incorporating standardized electronic health records in just about five years and slated more than $19 billion for health information technology, I would recommend my classmate to focus on the area of digital record keeping. The standardized electronic health records should be integrated and interoperable so as to ensure accuracy and quick access. Such a technology would benefit both the health care providers and the patients. Scholarly Databases at my Workpl ace At my workplace, I have access to the Mosby’s Nursing Consult and Lippincott’s Nursing Center. I utilize these scholarly databases frequently since it helps me to be in touch with the latest practices and findings in the field of nursing. Although one has to spend some time searching through these databases if they are looking for something specific, I believe that it is not very difficult to do so. Unlike other web search

Organisation Resource Management Ikea Commerce Essay

Organisation Resource Management Ikea Commerce Essay History is evident from the fact that for the success of any organisation is very vital to have an alignment between the strategic and human resource objectives of the organisation to ensure both short term efficiency which would ultimately lead to long term profitability. A concept by McKinsey stating 7 S which includes super ordinate goals, strategy, structure, systems, staff, skills and style was a spectacular approach towards setting up an organisations performance excellence criteria. Human resource management alignment with mission is simply combining people management with organisational ultimate goal achievement strategy, one way of doing is to grant access to human resources to be a part of planning phase as a company would always prosper if the employees or human resource is given equal importance and utilization as other sectors of decision making. Unlike the traditional strategic planning where human resource department was only considered to be a provider of personnel fa cility like staffing, pay, training where as sectors like research and development, finance, production and marketing were the major players to be carefully considered neglecting human resource significance completely but the concept was out ruled by the modern sense of strategic planning, in which the importance of human resource is realised together with the actualisation of the fact that the company is known by people it keeps, as the business world got into the era of intense competition the need for people training and development increased rapidly and time came when for a successfully run company it has to have properly trained and skilled people and also have a system of provision of more trained employees on regular intervals to continuously fill the gap caused by employment turnover, companies opted for the later concept noticed instant improvement not only in the performance level but also the motivational level of staff showed a rapid incline which realistically the only reason for the overall improved performance. It is evident that where ever people in organisation are involved then its inevitable to neglect the presence of HR elements, Human resource also plays a very vital role in bringing cohesion between the employees of any organisation which when achieved could do wonders in terms of goals achievement and has created history at several times. A retailer which stands by its name IKEA (Ingvar Kampard Elmtaryd Agunnaryd), a home furnishing retailer which was established in 1943, currently IKEA is not only a furniture retailer but a phenomenon, a name which is identified from its unified identity of standardisation no matter what part of the world one steps into its big blue and yellow set of blocks which carries approximately more than 9500 range of home furnishing and relevant products with a restaurant facility as well provided under the same roof. Over the years it has evolved as an identity of its own, a simplified approach towards furniture making with excellent cost cutting strategies, which ultimately has a direct impact on the price offered to customer, price offered by IKEA stands out to be the cheapest in the market which has become so far the best unique selling point this brand can offer, but nothing is worth without a consideration of flat-pack concept back in early days which entirely change the image of furnit ure industry, it was planning ahead which now proves to be a convenience by coping up with the pace of present days working people life style particularly younger generation Ikeas vision is to create a better everyday life for many people is a complete reflection of how company perceives people in mind which not only includes customers but any stakeholder which has a direct or indirect link to the company operation e.g. customers, employees, suppliers etc. on the other hand IKEA follows a very careful path in the pursuit of its business mission which is to offer wide range of home furnishing items of good design and function, excellent quality and durability at prices so low that the majority of people afford to buy them Therefore it is evident from the mission and vision that IKEA not only relates and base its overall operation to provide a better life for cheap but also focus on the quality and modernisation of the product it sells to keep it desired on affordable prices. The harmony between the organisational overall strategy and human resource strategy is achieved through a process which in present era been adopted and utilised by almost all the organisation realising the importance of integration of human resource element into overall strategy to ensure excellent results and motivated employees. To dig further deep it is very essential to realize the political, economical, social, technological, environmental and legal environment of IKEA which basically makes the basis of any strategic objective as external environment together with elements of internal environment that are strength and weaknesses would assist to evaluate ikeas corporate strategic situation which becomes the basis of ikeas strategic plan quite carefully phrased in it its vision and mission. Ranging from political stability. concern for society and social causes together with people concern, day to day technological advancement to overall economic recession faced by the company , the companies strategy to keep the cost low is a great tactic in these times of economic turmoil specially when the retail market is hit by vat increases starting from 04th of january,2011 low price policy with diversity in the nature of product range and business concepts referring to restaurant business IKEA has evolved as an intelligent set of brains and with inclusion of human resource strategy and other functional strengths to align with the overall mission has proved to be a successful and productive idea in terms of sales and employee retention as well. C) Merger: Its a kind of a take over when both the firms combine into a new firm with the due permission of the real owners of the company who possess the shares of the company therefore resulting in completely new official entity. IKEA first of all baring the largest share in the home furnishing industry doesnt find itself in an urgent need of a merger as among the main reasons for merger is the pursuit of better performance or avoidance from decline scale of performance, expansion behind ikeas one of the vital priorities in next few years might attract the concept of merger with some furniture retailer most probably on high street level to launch its high street outlet , but doing that would require certain changes which could include new payroll system, different pay and other remuneration schemes, new policies for training and development could be settled between the parties to the merger, new staffing methods, new policy could be formed for retirement scheme and benefits, disciplinary proc edures could be altered as well etc. in a nut shell relocation of resources is always a part of mergers which could also include relocation of human resources depending on which kind of merger does actually take place. Acquisition: In case of acquisition as well the whole set of human resource elements would be considered by party purchasing the other to suit their enhanced business and acquired work force requirements together with legal regulations, but in this form of take over if IKEA takes over any company it must be an intention to provide a helping hand to stakeholders of the acquired company, therefore changes like payroll, staff rotation, job rotation, combined training and development, it could also result in human expertise been sent to look after the acquired business resulting in lack of concentration on the main operation which indicated intense care is necessary while allocating the employees efficiently. Strategic alliances: This is now being seen in regular practice by various firms all over the world reason being either to achieve competitive advantage like Superdrug and the perfume shop etc. or to plan a reduction of operating cost because of shared resources or purely marketing reasons. IKEA faced by this type of situation would definitely face some changes on immediate basis including maintenance of healthy relationship between the organizations for the achievement of combined goals, changes would require in the decision making patterns in the favor of common interest, allocation of right people on the right job could raise argument between the relevant heads involved from both sides, a methods requires to be developed to ensure data protection of trade secrets which could be at risk if not handle with proper attention. Human resource strategy would also need a bit of alteration in terms of agreement on objectives as both the parties could have different set of overall objectives to follow. Joint ventures: It is a kind of project undertaken by the two firms for a common interest and share the rewards or losses from the particular venture, depending on the kind of joint venture the human resource would change to suit the requirement of the venture on both side to be conducted smoothly without bothering the overall objectives of both the firms and ensure all the relevant aspects like allocation of combine resources together with any training and development measures required to carry out the joint venture. TASK 2: EMPLOYEE RECRUITMENT cultural multiplicity is one of the ikeas prime concern as far its recruitment policy is concerned, IKEA has always abide by the legal employment regulations and also exhibited a very responsible attitude towards its employees and potential employees, with the significance importance been given to the development of multi cultural environment at work place IKEA has established a very strong and constructive multicultural hub for people who IKEA believes only work for people. A suitable candidate is always the one with high motivational energy together with relevant experience or knowledge. EMPLOYEE RETENTION IKEA has a very smart process of communication in-between the employees who allow them express freely their concern about the business and the company, both ways communication is appreciated and practiced which is a prime reason for less percentage of employee turnovers. Together with fair and constructive pay system the company has gained its place in the hearts of its employees and with proper amount of training and development procedures creates a bond between the brand and its very own people. Proper exit interviews are conducted on the exit of any member and both the parties are left with a brilliant image on each other for future reference. TRAINING AND DEVLOPMENT It is a responsibility of an efficient organisation to have a complete provision of training and development facility at work in order to maintain the motivation level of the team and to fulfil the overall strategic objective of the organisation over all quality of work together with amount of loyalty are directly related to companys performance which are fully practiced in a routine culture of IKEA day to day operations. human resource department together with other functional heads and directors establish a strategy for training the team members over a given period of time to achieve future strategic goals with better preparations ensuring all the line managers of the departments are fully informed and trained for the training to be provided on the basis of individual performance and line of direction opted in the company, and together with the same line managers top management develops a plan in order to understand the needs for the relevant process. IKEA has very comprehensive set of performance appraisal system which is conducted on every regular interval constructively to ensure employee satisfaction ultimately leading to customer satisfaction. IKEA has design a unique format of trading and development pattern with the name of on the job training as organised by IKEA college for the seek of potential managers which could lead the brand to a new era an excellence. Task 3: PERFORMANCE APPRAISAL is a technique or a format to review the performance of the employees on one to one basis and comparing it to the company standards to evaluate the areas of strengths and weaknesses in order to improve the performance level and build-up the motivation level of the determined staff, but an alarm bell for below average performing members to come to know their areas of errors and rectify them in a given amount of time ends till next appraisal date which could be from 1 to 6 months depending on the urgency of it . Appraisal is a very vital tool for the employer being the one of its own kind to assist management of performance level. With the help of performance appraisal it is very easy for the employer to assess their potential inner-hierarchy growth in the company, therefore together with affecting the career path of the employees performance appraisal has also got a quite close relation with the salary increments as well. It is always recommended for an appraisal to be conducted with the immediate line manager to get the complete and comprehensive feed back for the sake of improvement over the next period of time, the appraisal process must be familiarised by the manager conducting it and be fair by all means as more the feedback being honest more chances of constructive development in an employee concerned provided the appraisal is conductive with ease and the employee has received all the feedback correctly without being offended. It is very beneficial for human resource department to develop policies also can be utilised to give a chance to employees to express their opinion about anything about their job they wish talk about. Human resource department can provide plenty of assistance and advice with the help of the appraisal form prepared by the HR keeping in view each and every segment of working employee. Overall a very useful tool for employer and employee in relation to performance levels. REWARD MANAGEMENT: The overall idea behind the reward management phenomenon is to support the human resource and mission of the company, it assist the company with patterns how to trains and develop the individuals which ultimately leads to employee motivation, rewards management system enhance the employer employee relationship and bring more harmony and determination among all of them as its about reward in return with self actualization , a proper reward management system has some legal implications to be made sure before drafting it and is also quite smartly looked after. Rewards: There are two kinds of rewards: 1) Financial 2) Non-financial Financial being classified as tangible reward, one could get a monetary return for services but several studies are evident that these type of outer level needs doesnt keep the person motivated for a long time therefore classified in basic needs scenario, but Non-financial are the ones which although has no material value but have done enough to make histories. Intrinsic rewards ensuring self efficacy, self recognition and self actualization etc. satisfies higher level needs which are also known as motivators. Contradicting to the reward definition in old days, money as matter of fact is only considered to be a material return to fulfill basic needs and then what really works for an employer is when the employee is provided a sense of achievement etc. for a better future for the company and employee as well.

Comparing Communism and Capitalism :: comparison compare contrast essays

Communism vs. Capitalism In Karl Marx's Communist Manifesto, he describes the Communists as the party that "fights for the interests of the working class"(136), while in a Capitalist society, the "living person is dependent and has no individuality-----only capital is dependent and has individuality"(84). That is not the case of today's society once you take a closer view at the comparison and contrast of communist Vietnam versus the democratic United States of America through their economy systems, educational systems, judicial systems, and the life style of their citizens in general. In a capitalist, democratic nation such as the U.S., freedom gives us just about everything and anything that the Vietnamese do not have under their communist government. Contrary to what Karl Marx has written in his manifesto, the living people of a capitalist nation (i.e. USA) of today are more independent and possess more individualities than ever. Economic-wise, Americans are the most progressive people in the world. The U.S. government is not directing the flow of its economy, but the individual businesses of its people are. These people have all the rights in the world to improve their businesses, as long as they are conducting them under the legal guidelines of the government. Such freedom in a capitalist society gives the Americans much greater advantages over the Vietnamese in improving economic conditions. When we touch upon the subject of education, only eighty percent of Vietnam's population is educated. The government does not provide free public education to its people, and not everyone is fortunate enough to be able to afford it. Many children, especially those in the rural areas, are pulled out of schools as soon as they know how to read and write, for some parents also feel that learning Marxism-Leninism does not benefit their families' income, i.e., putting food in their mouth. Further education is really not an option, for these children also have to work in order to raise their families. Begging in the streets, polishing shoes, toiling on the farms are some of the many jobs that children at the age of five are actively doing, since finding food for themselves and their families is their sole occupation. Fortunately, children in many capitalist nations are provided with adequate tools and supplies in their public schools. Almost all of the American population has at least pass ed the elementary and middle school levels.

Managing Bullying and Harassment in the Workplace

Workplace Bullying (the persistent exposure to interpersonal aggression and mistreatment from colleagues, superiors or subordinates) is a reverent problem in contemporary working life, with devastating effects on both targets and organizations (Nearest, Hole, Zap, & Cooper 2003; Earner & Seashell, 2005) There are different forms of bullying in this 21 SST century as it need not be physical with such advancement in technology. Bullying can be direct, indirect passive and through social media as well. Therefore we must outline the scope on what is bullying and what is not before we are able to draw up a way to manage such incidents.There is no specific legislation to combat workplace bullying in Singapore (Jay Parka's, Inciting Injury: An Expos of workplace bullying in Singapore). There are many a time where workplace bullying is so minute in nature and often left undulate with that it is left unnoticed, however this acts of bullying builds up in time creating a hostile and fragile wor king environment. What is bullying and harassment? Physical and verbal abuse can be factored in as bullying but other forms of bullying may be too subtle. Harassment can be a highly sensitive topic as each individual person can take it to be in different ways.What one individual considers being an act of playful gesture the involved party may think otherwise. The Workplace Bullying Institute defines workplace bullying as â€Å"abusive conduct that is; threatening, humiliating, intimidating, or work interference and verbal abuse†. The consequences to the employers may include; reduced efficiency, productivity and profitability. Increase in absenteeism, sick leaves and staff turnover. Increase in indirect costs such as management time, engaging mediators and counselors. This list is not exhaustive as there are many other uniqueness an employer might face due to workplace bullying.On the other hand when we are to look at the consequences for the employees workplace bullying and harassment can cause extensive health problems including physical and psychological illnesses and injuries causing detrimental effects for them. Therefore for the organization to work towards sustainability it is important to first identify and try to eradicate if not hundred percent at least 90 percent of this problem, reason being it is not only the victim who suffers and feels the effects of bullying it is felt across all bevels of the organizations as we have seen from the non-exhaustive list given above.While it may seem that the above analysis may provide an insight into bullying in organizations, it is becoming evident that management has to start taking proactive steps and measures in identifying and putting forth solutions and implementations to address these pressing needs whereas if not losses can be incurred for the organization. 00006718 The first step to this is that the organization spells out clearly their stance and their outline on bullying and harassment before a person is being pointed to any post in the organization, also the management of the organization should clearly state and constitute which activities are considered to be bullying or harassment therefore making it difficult for employees to find any loopholes in the system therefore escaping the penalties.Once this is done, a directive should be spelled out and sent out to all employees in the organization regardless of their position or role in the organization, therefore bringing everyone in the organization to a common single understanding. Clear penalties and actions should also be included in he directive so as to deter any potential bullies from committing such acts. All staff across the board should be made to sign this directive enabling the management to take actions and hold guilty employees liable .These directives should be clearly formalized and well communicated to the frontline managers so that they can take actions if any one of the staff were to breach the directive . Secondly the organization should have a clear communication channel across the board from bottom up. Staff and personal across all level should have access to this communication channel and mad ware of such communication channel. The magnitude of effective internal communication is evident in past researches ( Muhammad Raff et al. 2009; Mark Chon, 2007) For example, Barrett (2002) accentuates, the best way to reach and employee is via face to face communication than relying on indirect channels such as electronic media. Falkland and Hide (2008) emphasizes on bottom-up communication. Furthermore, Welch and Jackson (2007) claims that, rather than treating employees as a single public, they should be segmented based on say structural levels of demographics. This can help in insuring that the relevant information targeted to reach the relevant person can reach them in a meaningful and smooth manner.Therefore with such communication channels put in place the management team are well aw are of complaints against bullying in any levels of the organization and necessary steps and actions can be taken swiftly. Special helpline or trained HER staff in the area of counseling can be put in place to tackle sensitive issues which some employees may find it difficult in putting forth to their direct supervisors. Information from all cases must be upheld with the highest infallibility so as to protect the interests of the employee who is suffering or facing bullying or harassment in the organization.Lastly is to create a strong bond among the employees working in the organization. Inculcating a strong sense of bond between them and creating a strong sense of ownership towards the company and its common goal would enable the employees to work hand in hand to achieve the goals thus enabling the organization to realize its true benefits and bring out the fullest from an employee. If strong bonds are created at the start employees would e able to identify the differences which t hey have and sort them out accordingly without the help of the management of the interference of their superiors thus creating a better working environment.To achieve this, the organization can hold yearly bonding activities for their employees, invite professionals to give their opinions and facts on employee relationships, hold monthly meetings to iron out any issues arising and to let the employees swiftly handle the matter within themselves, Muhammad Shaffer s/o Mohamed Kids In conclusion, a well working and robust organization largely depends on heir sustainability of their employees. Toxic and unfriendly working environment may lead the organization to lack in certain areas, therefore immobility's the organization in their growth.Organizations should therefore from the Start deter such bullying and harassment issues, even if these issues were to crop up in the later part of the organizations growth the management must be swift in handling and weeding out such problematic activ ities before it impacts the whole organization. As said above, bullying or harassment does not only affect the person who is the victim it's effects can be felt across the hole organization as a whole.