Workplace Violence in the Workplace Sector: A Literature Review

Workplace violence is an emerging phenomenon that should be investigated. The nature of such violence and how it is affecting the workplace. The nature of workplace violence, the different methods being used to do it and how it affects the workers and their relationship with each other should be looked into. Historical Context of Workplace Violence V. Bowie provides an overview of workplace violence by looking at the history of corporations and companies in the past thirty years. The material he produced gives the researcher important insights on the development of trends, controversies and issues that occur during the past thirty years. These trends were connected with social as well as technological developments in the society. In addition to this, he also uses research data and findings on various disciplines to provide an explanatory background for these emerging trends. Bowie’s work provides an important historical context of workplace arrangements and the instances that give rise to workplace violence. Furthermore, Bowie provided a typology of workplace violence which is composed of (1) intrusive, (2) consumer, (3) relationship, and (4) organizational. His typology can be the basis of further research in the field and will give interesting insights . Probably the most important contribution of Bowie to the study under consideration is his identification of key issues in workplace violence and how it affects the whole organization and the individuals who experience such violence. Of the trends that he identified, an important component that should be investigated at this time is cyber-violence. Given the widespread use of e-mail, blogging, instant messaging and other internet platforms, workplace violence is also being perpetuated and workers are being degraded, harassed, manipulated and humiliated. Another important aspect of workplace violence that could expand on Bowie’s work is by studying the way that older employees are being treated. Given the large number of young professionals waiting to work, these older employees are being harassed so they would resign and give way to younger workers . Bowie’s work helps situate this research study being undertaken in regards to the developments in the emerging trends and issues in workplace violence. With the framework of this study, some recommendations shall be made on how to deal with these emerging trends and issues. The work of Johnson and Indvik further provides an important historical backdrop on the emergence of workplace violence as a field of study and interest in corporate culture and human relations within organizations. The nineties is of particular interest to Johnson and Indvik. They noted the rise in both intensity and number of incidences of workplace violence. The two researchers analyzed the causes of this violence, the perceived costs of workplace violence and its impact on the organization as a whole. Among the causes that they noted, emotional problems are the first on their list. These emotional problems may stem from deep-seated issues in their personalities and developmental stage or it may be related to issues of change in their lifestyles. Abuse, is most often experienced first in the family and this is then transferred to other persons in the workplace or in the family. Another important cause of violence is the perceived difficulties in the economy, the laying off of workers and the inability of workers to deal with such changes in their lives. Johnson and Indvik’s approach to dealing with their study is that they conducted first a study on the possible causes of violence in an individual worker. From that, they also describe the workplace situation and how it contributes to the development of a workplace conducive for violence. After going through this, the authors also studied the role of management and human resources officers of the organization in the emergence of workplace violence. One of the important concepts the authors put forward is that there must have been negligent hiring because persons that are emotionally and mentally disturbed. Another area of negligence would be on the supervision of employees. If there is effective supervision and regular consultation with the managers and the employees, workplace violence would be mitigated. The authors also outlined several prevention strategies by dealing with all the areas of the causes of violence that they identified. The historical context in the article of Johnson and Indvik as well as their analysis of individual workers, the workplace and the role of management in workplace violence make it a very valuable resource in understanding the aggressors, the nature and characteristics of workplace violence, and planning strategies that could significantly reduce the incidence and occurrence of workplace violence. Is there a Need for Violence? Is there a need for violence? John Keane seems to answer yes to this important question. History is replete with violence. There are wars, killing fields, concentration camps, assassinations and other forms of violence. It seems that violence is hard-wired into the consciousness of every human being. Keane therefore embarks on a journey to reflect on the meanings of such violence and their ethical and political significance. Although his work is not totally related to workplace violence, Keane’s ideas and reflections on the paradoxes of violence can have important implications on the workplace. He has a very interesting insight that might apply on the reaction of people who are always perceived as victims of workplace violence. Most of the time, keeping quiet and resignation is the usual reaction to violence in the workplace. Keane says that this kind of passive reaction to violence should be reconsidered. Naive pacifism for Keane is an anachronism and will only create a condition a cycle of violence. When no one resists senseless violence, then it will become part of the culture. It will also drive away the people who are continuously subjected to violence. He calls for a rethinking on the approach of today’s society to violence. While it may be true that peace and lack of conflict is highly desirable, those who inflict violence should be apprehended. That can only be done if the victims of violence who want to preserve civility will become courageous enough to stand up for their own rights and stand up against the perpetrators of violence. Although not directly related to workplace violence, Keane’s reflections have much to do in stopping violence in the workplace and helping victims speak out for themselves and even take active means to counter violence. By doing so, the organization will empower its employees so that they can stop workplace violence if they see it anywhere in the organization. Workplace violence may be looked at as an act between two people. There are instances, however, that more people may be involved. Workplace violence is essentially an interpersonal incident. The root cause of such violence needs to be identified in order for the proper intervention strategies to be devised. Cavell and Malcolm identified anger and aggression in the workplace as the leading causes of violence in the workplace. Through the collection of articles that they collected, they explore the sources of anger in the workplace and, more importantly, in the personal lives of those who go to work at their offices. In a rather interesting twist in their argument, they said that anger and aggression are but normal in the lives of people. What matters is how to manage these emotions. With good management, these emotions could also be put to good use. If left unchecked, however, they can wreak havoc at the workplace, leaving people hurting and in danger. The authors looked at psychological explanations of anger and aggression and how different people express these emotions. More than that, however, they also explored the different means of controlling anger effectively such as asking the help of anger management professionals and counselors. In the book that they authored, they also developed a helpful model in treating anger and aggression. As the contemporary workplace becomes more complex and difficult, so shall the safety and security concerns be foremost at the minds of managers and the people who enforce laws related to security. With this in mind, the volume contributed by Cavell & Malcolm is a big help for professionals who are seeking to neutralize the negative effects of anger and aggression in the workplace and work towards the channeling of these emotions to creativity that in the long run will contribute to the growth of the organization. The book also offered solid guidelines on how to help employees who are suffering from bouts of anger, aggression and even depression so that they can make the best out of their situation and contribute to the improvement of organizational practices and development. Types of Workplace Violence. Physical violence is no the only criteria in determining workplace violence. The National Institute for Occupational Safety and Health (NIOSH) came up with four different types of workplace violence, which could also be helpful to this study in coming up with such typology of workplace violence. The first one is criminal intent which may be rooted in unresolved conflicts and deep-seated frustrations and emotional and mental disturbance. Additionally, criminal intent may be inflicted by people outside the workplace who do have criminal intent such as robbery, homicide or murder and rape among others Secondly, workplace violence may also emanate from customer-client relationships and vice versa. There are overbearing customers who heap abuses on the workers on duty. These customers are usually very impatient and they are passing on some violent remarks and actions onto the workers of the organization. The third type is violence that takes place within the organization through the relationships of the workers. This type of violence is inflicted by one employee to another employee. Such type of workplace violence may occur because of professional rivalry, underperformance or lackluster service, and even due to circumstances fostered by the workplace itself. The last type of workplace violence comes from personal relationships. This type of violence comes from dysfunctional relationships in and out of the office. Most of the time, however, relationship problems such as domestic problems, and frustrations problems come from outside of the organization. The NIOSH publication also identified several research needs for workplace violence. These research areas are very important to this study so that the researcher would know what gaps in the workplace violence research will it fill in and which of these research needs it fulfills. (1) The first research need is the establishment of a national agenda and strategy for workplace violence. This would help more researchers and practitioners learn about the theories and the progresses made in understanding the issue. (2) There should also be an evaluation research. This would also facilitate a better understanding on the part of organizations the intervention needs in regards to workplace violence. 3) The definitions of workplace violence should be consistent. This would enable organizations and practitioners to gather consensus on what workplace violence truly means and what its effects are. (4) Help ensure reporting at all levels. One of the more important challenges of workplace violence is reporting. When people start talking, then its occurrence would come to the fore and it would be dealt with more easily. (5) Lastly, economics research should also be conducted to determine the actual costs of workplace violence and the benefits of investing on this area of the organization. These items in the research agenda helps the researcher in looking at workplace violence comprehensively. Indeed, there are a number of research points that should be undertaken by organizations and by individual researchers to deal with the problems of workplace violence. Although this set of research points and agenda are arbitrary at best and may be subject to change in the coming months and years, researchers will have known what important areas of research still lack studies. When researchers put their resources together in studying these areas, workplace violence could then be best understood and prevented. A Look into the Lethal Employee’s Mind One possible way of understanding workplace violence and preventing it is looking into the mindset of violent employees and the kind of motivations and attitudes that they have. Kelleher sought to map and create a profile of the mind of the employee with the propensity for perpetuating violence. Through the case studies that he provides in his book, he will be able to give a full picture of the motivations and the tendencies of the employee who commits violence. The author takes a look at the crimes and violence committed at the workplace. He then traces back the event that happened, the experiences of the lethal employee that led to violence or homicide. The different profiles featured in the book are very useful in identifying the mindset and the propensity for violence of employees. The characteristics described by Kelleher could be used as a benchmark for looking at possible violent offenders. By bringing in behavioral science models and research findings, he creates a profile of the possible violent employee. This then helps organizations in planning and creating strategies for dealing with and preventing workplace violence. Kelleher succeeds in helping researchers, managers and practitioners in looking at the profile of the potentially lethal employee. One of the gaps in research, however, is the recent findings in research about workplace violence. Such gap will be filled by this study by looking at recent research studies and findings of practitioners in the field. Kelleher’s framework fits into a systemic view of workplace violence. The profile of the potentially lethal employee could be related to the difficulties, issues and frustrations experienced by the employee in the workplace. Such profile will also be looked into alongside the profile of potential victims and the organizational culture. With these elements of the system, a better understanding of workplace violence could be arrived at. Trends, Issues and Strategies in Workplace Violence Kelleher’s book was essential in understanding the lethal employee’s mindset and profile. The gaps in the recent trends and issues are supplied by Bowie, Fisher and Cooper . The collection they authored presents a number of relevant statistics concerning workplace violence in the United States. Since their book was released only in 2005, they offer some of the most recent statistics and findings. More than that, the authors also looked at data from different companies and organizations all over the United States to present an overview of what is going on in most organizations. They present an important picture of what is going on. They explored individual factors that contribute to workplace violence such as domestic problems, a recurring cause in most of the workplace violence literature consulted in this study. They also identified reasons and ways in which organizations can take care of workers who are in risky situations. The psychological stress and workplace frustrations should be supplemented by support groups composed of the management and fellow workers. Such a caring environment can help reform a violence-prone organization and defuse the emotions and frustrations of workers. A rather surprising topic that Bowie, Fisher and Cooper addressed is the relation of terrorism to workplace violence. As the threat of terrorism looms in the United States, organizations should always be on the lookout for means of responding effectively to terrorist attacks and violence. The collection is one of the first books to offer an in-depth analysis of cyber-harassment, how workers and managers alike use email, instant messengers and other cyber-technologies to harass and perpetuate violence in the workplace. The bullies in the workplace are looking for ways to continue displaying their bravado and their arrogance and the internet has also become their tool for this purpose. After noting the trends and issues in workplace violence statistics and research, the authors provided a synthesis and a prospectus of what will happen in the next few years and how organizations can best counter workplace violence. There are a number of technological tools available at the disposal of managers and workers. Yet, the importance of training and creating an organizational culture that does not tolerate is still one of the most important activities that organizations should undertake. A researcher and observer who has an understanding of workplace violence in the past thirty years or so will be delighted with this as they get a glimpse of recent developments in this area of research and how the next few years might yield new trends, issues and strategies in dealing with violence in the workplace. Declining Violent Crime in the Workplace The work of Duhart through the Bureau of Justice Statistics Special Report supplements the historical context provided by Bowie. Duhart’s work deals with the statistics on violent crime on the workplace in the past decade, particularly from 1993 to 1999. According to her study the number of violent crimes committed against people on work duty declined by 44% during the period covered by the study. Nonetheless, workplace violence still accounted for 18% of the total violent crimes committed during this period. This is still a rather large number of incidences. Such crimes include sexual harassment and even rape, robbery and simple and grave assault. At first glance, the work of Duhart may seem to refute the claims of Johnson and Indvik but a closer look would reveal that Duhart’s statistics concern only the violent crimes directed towards workers and employees while that of Johnson and Indvik recognize workplace violence as encompassing all forms of verbal and physical abuse directed to workers and employees alike. The statistics of Duhart provide important demographic information about the victims of workplace violence. Women, as much as men, are the subject of such violence. Among the variables she explored are the type of crime and gender, the occupations where such violence occur, the role of race on violence, and the kind of workplace where the violence occurred. In addition to providing a profile of the victims, the report also takes a look into the characteristics of the offenders, their motivation for committing violence, and in worst cases, homicide. The profiles of the victims and the offenders are of particular interest for this study. Although such profile may be incomplete, it serves as a guide in understanding the situations of victims, offenders and other factors in the workplace that contribute to violence. A contemporary study on the topic of workplace violence may build upon these description and statistics to further analyze the trends and issues that are emerging in this phenomenon. Neuman and Baron agree that the number of violent crimes directed against workers and employees have declined in the past few years. In fact, the occurrence of extremely violent acts of aggression is a rare event in the workplace. This means that physical aggression is not really the criteria for workplace violence as echoed by other writers and researchers in this field. Although extreme violent aggression is rare in the workplace, other forms of violence and abuse are present in the workplace. In this case, such violence has very important impact on the organization and the individuals working within it. Neuman and Baron presented a study on the frequency of violence in the workplace and the impact of this violence on the culture of the organization. More importantly, for this study, the authors presented a framework of analysis in understanding workplace violence. Their framework is built on contemporary theories of violence and the motivation for aggression of individuals. By doing so, they are able to update existing theories and understanding on human aggression. This makes their work relevant to the organizational culture of the twenty-first century. Through the framework that they developed, they explain different reasons and context where violence may arise in the workplace. They were concerned primarily with the motivations of individuals in committing violence, that is why they did not focus much in looking at the workplace that may give rise to violence. Nonetheless, they still looked at the impact of the workplace on the individuals and how that can affect their performance and propensity for aggression. Based on this understanding, Neuman and Baron also provided various principles and strategies in dealing with workplace violence. Perhaps the only limitation in their analysis is the way that they focused too much on the individual and did not look at the workplace as a system that can also give rise to incidences of violence. Aggression at Work and in Schools Braverman, Galasso and Marsh edited together a collection of articles dealing with the issue of violence in the workplace and in the schools. The articles in their collection probes deeply in the phenomenon of workplace violence, the nuances of its definition, the instances when and where it happens and takes a look at recent research, methodologies, frameworks and studies that are related to the topic at hand. Braverman uses the Systems Model in analyzing violence in the workplace and in the schools. This is an important idea as the systems model is a multi-disciplinary approach and looks at the relationships of different elements in the system. By developing this model, Braverman is helping researchers and human resources practitioners in understanding violence and analyzing the corporate or school system. In doing so, they can readily identify some of the factors that contribute to workplace violence. This systems-based model in looking at workplace violence can be used by this study in understanding different factors affecting such kind of violence. The individual articles in the collection also help identify the personality of victims and of aggressors. The workplace full of emotional abuse is also described as well as the different attitudes and behaviors that point to aggressive behavior. These elements of the system are then tied up together neatly into the systems-based model. Clearly, the systems-based model has very important explanatory utility, which this research project could use. Such an approach helps in the development of a framework of study that is not fragmentary and isolated. Rather, it helps look at the issue from a holistic perspective and looks at the whole organization and how it can breed violence in the workplace. Indeed, if the organization is filled always with stress, frustration and increasing pressure, then it might become a breeding ground for workplace violence. This idea of an organization that can become a breeding ground for violence is further explored by Denenberg and Braverman. By focusing on the workplace, they looked at different factors and elements that could lead people to become stressed out and commit violence. The authors point out that unresolved conflicts and frustrations due to employees who fail all contribute to stress and the potential for violence. If this is the case, then there would be a dysfunctional workplace. This concept of dysfunctional workplace is important in taking a deeper probe into the organizational culture and relationships of people within the organization. Although there may be dysfunctional employees, it is best to focus on the dysfunctional workplace that cannot deal with difficult employees. To illustrate their point, the authors used qualitative strategies by providing 14 case studies and stories of workplace violence that actually occurred. Interestingly, these 14 stories are rich source of qualitative data for the analysis of workplace violence. Through these stories, the authors identified several factors that contribute to violence in the workplace such as racial tensions, changes in the corporate culture, being laid off the worker’s pool, and other personal stress such as domestic problems. Braverman and Denenberg then analyzed these sources of violence and outlined several strategies on how to best deal with such violence. They cited the need to make changes to the organizational culture, the importance of correct and timely information dissemination and the creation of a violence prevention plan. The government regulations and guidelines can also be found in the volume, making it a comprehensive guide to understanding and preventing workplace violence. This study could benefit from the book of Braverman and Denenberg by looking at the dysfunctional workplace instead of just looking at individual workers who commit violence. Their analysis can complement the analysis of victims and offenders and will give a comprehensive view of the occurrence of workplace violence. When this comprehensive view is taken, the trouble spots and areas of concern will slowly emerge and prevention becomes more easily done. The Seriousness of Workplace Violence Workplace violence is really an important concern in organizations and companies all over the world. Yet, a proper understanding of what it is all about should be arrived at. In this regard, Vandenbos and Bulatao explore the definitions of workplace violence as well as its scope. They explored several definitions of workplace violence from those who claim that only physical assault may be considered as violence to those who are more comprehensive in their view. By taking a look at the violence directed against workers, they were drawn to look at the definition of a workplace and what characterizes it. The focus of Vandenbos and Bulatao, however, is workplace homicide. The occurrence of this extreme form of workplace violence is indeed alarming and should be addressed immediately. Even though that is the case, the work of Bulatao and Vandenbos provide an important insight into the nature and definition of violence and a description of the workplace. The definitions of workplace violence that they provided help keep the debates in the research topic alive. Each definition has its own strengths and weaknesses. As they proceeded to synthesize the definitions, an understanding of the workplace becomes clearer. It is the venue where people with different backgrounds, emotional makeup and stress levels interact together. There are certain factors and elements that contribute to the eruption of conflicts and violence. They resonated the idea of Braverman and Denenberg that the workplace could become dysfunctional and will create a situation favorable for violence. The rest of the collection that the Bulatao and Vandenbos edited also deals with various details of workplace violence. The various risk factors and attitude problems in the workplace are explored in the articles found in the collection. They also enumerated several high-risk occupations that tend to create a situation of violence. These occupations such as nursing, the police, social workers in depressed areas and slums, in federal agencies, construction industries and even in jail, are good places to start looking for further research and developments in workplace violence. The stories found in these occupations are also good sources of first-hand examples of workplace violence. These stories could then serve to bolster arguments and plans concerning the prevention of workplace violence, which should be the aim of any well-meaning organization. The nature of workplace violence is further explored by Raymond B. Flannery Jr. in Workplace Violence . His book is an introductory course on workplace violence. He discusses the nature of workplace violence and the different sources where it might originate. He starts with a description of the victim and the ordeal that he or she goes through. Violence is always an uncomfortable affair for the victim and responding to it is difficult. He then provides a description of the workplace and cites factors that contribute to the development of violence in the workplace. A description of aggressors then follows and how the inflict violence on their co-workers. Such descriptions follow the description of other authors dealing with workplace violence. Most of the time, stress, personality disorders, and the level of frustration are some of the causes of violence and aggression. The work of Flannery is neatly divided into two parts. The first one deals with the workplace, the victim, the aggressors and the different conditions that affect violence in the workplace. The second one deals with strategies and mechanisms towards the prevention of violence in the workplace. This book is an important introductory work on the importance of dealing with workplace violence. As a reference book for this study, however, it would be best used in conjunction with other introductory work on the subject so that the researcher would get a deeper understanding of workplace violence and its occurrence. Violence in the Workplace: Telling and Reporting Violence in the workplace is a sensitive matter. That is why a lot of people choose not to confess and tell anyone about their experiences at work. This poses a serious threat in the organization because violence continues with or without reporting. If no action is done to correct this matter, then eventually such workplace violence will become a part of the corporate culture and the overall situation of the organization will worsen. On the part of employees who experience violence, the tendency for them is to resign, especially if the perpetrator of violence belongs to the management. Bryant and Cox conducted a study in Australia concerning the occurrence of violence. They found out that in times of organizational change, some violence may be committed to the employees. Such violence may come from fellow workers or from the management. The researchers found a link between violence and resignation and say that resignation is usually seen as a way to get away from the discomfort and difficulties brought about by the violence. The researchers used a qualitative approach in dealing with their subject matter and sought to understand the thought processes and the decisions that employees who experience violence go through. Resignation is clearly a choice for most of them yet they are forced into it because of the experience of violence in the workplace. If violence became a means of forcing an employee to resign, then there is something totally wrong with the culture of the organization. The stories that Bryant and Cox portrayed in their study are a rich source of anecdotal evidence concerning violence in the workplace and how employees and workers deal with the difficulties it brings. An important component of their study is the recommendation that organizational change should make provisions with the management of conflict and of violence in the workplace. Management of Workplace Violence After understanding the nature of workplace violence, the factors affecting it and the conditions in the workplace and the society that contribute to its proliferation, it would be necessary for supervisors and members of the senior management to work towards the effective management and prevention of violence in the workplace. Without such knowledge and awareness, the workplace might just degenerate into the playground of workplace bullies and aggressors. Managers, by training, are concerned with productivity, efficiency and effectiveness at work. Most of them are not truly trained to be counselors. Most of the time, they do not know how to deal with aggression and causes of trauma in the workplace. This makes workplace violence more difficult. Although workplace violence is not the only cause of trauma in the workplace, managers and supervisors should be equipped with the basic knowledge and skills in handling traumatic stress in the workplace. After all, the most valuable resource of the organization is its people. If their well-being is compromised, then the production and service process will be compromised, too. The United States Office of Personnel Management came up with a Manager’s Handbook on handling trauma in the workplace. The handbook makes use of recent researchers in the field and the proven best practices on dealing with traumatic stress in the workplace. The guide is very practical. It provides a brief introduction of traumatic situations whether they are caused by natural disasters, accidents, crime or aggression in the workplace. Although counseling is not really part of the job description of a manager, listening to hurting officemate is very important because such hurts and frustrations may affect the morale of the workplace and the overall productivity of the organization. In addition to this, the guidebook also addresses suicidal concerns and those employees who are victims of workplace assault. The tips offered in the document are very practical and can be easily implemented by managers across different industries. Although the guide book does not dwell too much on workplace violence, what it provides is the human side of dealing with trauma in the workplace. Dealing with workplace aggression is difficult enough. With the support of the manager and colleagues, at least, individuals can more easily deal with their trauma. Management is indeed becoming a big part in ensuring that the workplace is safe and free from violence. This is why Chenier argued that the workplace is becoming a battleground for violence in the society. This is the reason why the author believes that employers should implement effective means of protecting their employees against violence on the job. Such strategy for preventing and protecting from violence includes the establishment of clear guidelines and policies, a crisis management team and the Employee Assistance Programs where people can report any incident without fear. It would also be necessary to modify hiring practices to ensure the emotional and mental health of prospective employees. Chenier also argues for the identification of possible sources of violence in the workplace such as firings, downsizing of the company, stress, longer hours of work and even domestic violence. He also enumerated occupations with high incidence of violence. This is why managers and workers alike should be involved together in preventing the occurrence of violence in the workplace. Even if managers have the major responsibility in ensuring safety and prevention of violence, employees should be involved so as to more effectively recognize sources of violence at their level. Chenier’s approach however seems to resemble the more reactive response in the spectrum because he argues for heightened security in the workplace, better background checking and assessment of prospective applicants. This is an important move to ensure that offenders are kept at bay. Yet, a more important strategy would be the cultivation of a corporate culture that does not tolerate workplace violence. When the employees have an excellent grasp of the importance of maintaining safety in the workplace, then the need for intense security might not arise. Resonating the idea of Chenier, Rew and Ferns, tested the government-sponsored NHS Zero Tolerance Zone Campaign, which mandates employers to provide safety measures to employees so that risks related to work can be mitigated. Health care practitioners tend to be affected by workplace violence yet they are not alone. As such, both employers and workers and even customers have roles to play in promoting safety and preventing violence in the workplace. Although the measures to prevent violence are important, Rew and Ferns highlighted the importance of training employees on how to deal with workplace violence. Such training should include conflict management and how to deal with stress. They also pointed out the importance of self-esteem and confidence in dealing with conflict and violence. The two researchers say that long before a conflict escalates into a potential violent confrontation, there should be intervention from management so that the conflict could be properly resolved. Without such conflict-resolution strategy, the safety of the workplace will be compromised and violence may become common occurrence. The Center for Mental Health Services prepared a report on the prevention of workplace violation, putting emphasis on several ways of prevention and the role of the government in prevention. The report identified several areas of concern where prevention efforts should be centered. The first one is the workplace culture and the overall way that they conduct operations and relate with each other. Another area is training and how the organization develops consciousness about safety and workplace violence prevention. Established rules and performance reviews are also important areas in preventing workplace violence. With established rules, people would know where they stand and how they should perform within the organization. In addition to rules, clear policy on layoff and terminating employees would also help defuse negative emotions and frustrations. Prohibiting drugs and alcohol for the employees is of course part of the safety measures of any organization. When there are indications that an employee is a potential dangerous worker, then the help of mental health specialists and counselors should be involved. Since racial and ethnic issues also tend to be a source of violence and conflict, then diversity is another important matter in ensuring safety and cultivating a culture of safety. In all cases, there should always be security measures because of uncertainty in the workplace. The government is also deeply involved in ensuring workplace safety and private organizations should engage their assistance in their efforts to curb workplace violence. The government helps organizations with opportunities and resources in creating policies and training in violence. Furthermore, government agencies are always working on studies and descriptions on what constitute a safe and secure workplace. The government can also release legislations and other policies governing the security of the workplace. As such, organizations should comply with these requirements. With effective government intervention, organizations can help their employees and the overall situation of their workplace in order for workplace violence to be prevented. More than just prevention, there should also be a move to establish a culture of tolerance and communication within the organization. Workplace violence could not be dealt with only by an effective strategy created by the management in consultation with the workers who are the first ones to feel the brunt of workplace violence. With the assistance of the government, they will be able to effectively combat workplace violence. Prevention is Still Better than Cure Averting violence in the workplace is definitely better than waiting for it to happen. Prevention is still the best solution in dealing with workplace violence. Managing the occurrence of violence is complicated and might lead to a number of inconveniences for both management and the workers. Prevention therefore is still the best policy. With this mind, Braverman authored a book on Preventing Workplace Violence that would provide guidance to employers and practitioners in the field. His guidebook is similar to the one released by the United States Office of Personnel Management but it has a more in-depth analysis of workplace violence and what the different elements of this violence are. Although prevention is the main concern of Braverman, he still provides a basic understanding of what workplace violence is, what its causes are, and how to spot possible violent employees. He also asks managers and practitioners to be cautious in labeling people because it might turn into a self-fulfilling prophecy. The strength of Braverman’s book is that he relies less on theory and more on practical experiences and case studies of violence in the workplace. In doing so, he succeeds in presenting the seriousness of the matter and that managers should move towards preventing it to save time, resources and emotional trauma in the workplace. Braverman also dealt with the dilemma of most managers who have to confront workplace violence. Most of them feel afraid and unable to deal with the situation. That is why he offers good, solid advice to them on how to deal with it. The situations he cited such as a person with domestic violence who comes to work, as well as frustrated persons with lots of emotional baggage. As he asks manager to prevent workplace violence, he also highlights the legal duties of managers to their employees in ensuring safety and security. Surprisingly, Braverman did not subscribe to the importance of the profile of a potentially violent worker. He argues that such profiling might just degenerate to witch hunts within the organization, which would be counter-productive and would only destroy the organizational culture further. Although there are instances that management and the workers do not agree with each other especially in benefits and workplace practices, workplace violence transcends these issues and collaboration and participation between management and workers are essential to dealing with it. What the management and the workers need to understand is that they are all affected by workplace violence and they could not afford to be antagonistic to each other when the safety and security of everyone is at stake. He concludes his book by outlining seven practical steps in preventing workplace violence. These steps are rooted on partnership between management and workers, on a good understanding of workplace violence and its implications on the organization, on a sense of community in the workplace; on the systems in place within the organization; and a sensitivity on the welfare of people—both the victim, the perpetrator and everyone else in the workplace. His book is very useful in constructing a comprehensive plan and strategy in dealing with workplace violence. Another author who dealt with the prevention of workplace violence is Marianne Minor . She dwelt briefly with a basic understanding of what workplace violence is but she did not present a sweeping overview. Such sweeping overview of what workplace violence is may be provided by the other books on this literature review. Of great significance are the practical tips that she offers for the management of organizations. She outlined several elements of violence prevention in the workplace. It is important for the management to assemble a team task to handle and manage crisis situations in the workplace. Moreover, the management should have a steady stream of professional advisors. This helps the advisors and the management team to create a crisis management plan, anticipate different situations where violence may arise. A violence protection policy is also essential so as to protect the workers and the organization. The management should also keep a ready reference of the applicable laws and rules that can help the organization in preventing violence. She also wrote about the importance of ensuring that the employment and hiring practices of the organization encourage the selection of the best candidates on the job. In preventing violence in the workplace, she gave pointers on recognizing the early signs of violence so that they can be solved. In these cases, counseling and coaching may be provided. But if such intervention practices do not work, then disciplinary action may be implemented, provided that this is within the policy of the organization on workplace violence. Minor’s set of strategies in preventing and dealing with workplace violence is solid and very practical. She does not dwell so much on theory but on practice. This can then help organizations and management to establish concrete strategies. The only danger, however, is that management may see this as a one-size-fits-all policy, which may become more detrimental to the organization. Nonetheless, the strategies are a good starting point for any organization intent on protecting the safety and the security of their workplace. The organization should look, however, for the right fit of policies and strategies in coping with workplace violence. A Summary of the Major Points of the Literature Review Workplace violence is indeed a growing problem in the United States and elsewhere in the world. Through the literature reviewed in this study, the various elements of workplace violence were investigated, the importance of profiling the perpetrators was undertaken, and the workplace as a system where violence may arise were looked into. The following elements were identified as the main participants in understanding and preventing workplace violence. Management Needless to say, the management is the first on the list to truly understand the nature of workplace violence, what are the different matters that make it complicated. Who are the workers with the potential to inflict violence on the workplace? What kinds of plans should be in place to prevent violence? Ironically, managers can also serve as the source of violence against workers. Management therefore should be strong enough and flexible enough to deal with workplace violence whenever it occurs. Management takes the lead in creating an organizational culture that does not tolerate workplace violence. If violence emanates from the management, then for sure, a culture of fear, anxiety and less productivity would be the order of the day. If the management works with the government, the employees, and other stakeholders, it can create a comprehensive plan and strategy in dealing with workplace violence. Although some researchers report a decline of violent crimes in the workplace, most of the time, the workers have to deal with subtle expressions of harassment and violence. This is an area of concern that management should not neglect. After all, a safe and happy workforce will help the organization achieve its goals. The Violent Worker There are a number of causes for a worker to lash out and unleash violence in the workplace. It could be because of mental and emotional disturbance, frustrations with their personal and professional lives, as well as specific events in the office that could â€Å"tip them over the edge† and give way to their violent impulses. Some authors have attempted to provide a profile of the potentially violent worker. However, there are also those who believe that this obsession with profile is an exercise in futility and would be inimical to the interests of the organizations. It might even precipitate a paranoia-filled workplace if the external characteristics of a person fit the mold of the profile. The management and the workers, too can help the potentially violent colleague by establishing support groups and coaching sessions in the workplace. Although this may not be part of the overall strategy and business model of the organization, yet the overall well-being of the workers would eventually contribute to productivity and efficiency. Through these human resources practices, the organization can also develop an organizational culture of excellence and zero tolerance of workplace violence. In the long run, such policy will not only help prevent workplace violence but it can also enhance the organization as a whole. The Workers and the Victims The victims of workplace violence can be any worker or employee. The perpetrator may be from the management, a customer or client, or a co-worker. It is therefore in their best interests if they knew what workplace violence is and how they are affected by this menace. Most of the time, the response of victims is to keep quiet and allow the violence to be unreported. This is a cause of concern for everyone in the organization because this is inimical to the organizational culture and productivity. There should be training and resources available to the workers so that they can readily deal with instances of violence in the workplace. Management is particularly The Workplace One important lesson that the literature review yielded is the way that the workplace can also contribute to the emergence of violence. The concept of organizational culture has been put forward as an explanatory variable of what makes workers become violent and inflict it on others in the organization. The workplace is a melting pot of personalities, ideas and different authority levels. When violence becomes a regular fare in the workplace, then it becomes a way of life in the workplace and the workers will be in fear and anxiety over the events in the workplace. Government The government has a number of resources that could help organizations deal with workplace violence. There are online resources and guides on dealing with trauma in the workplace. In addition to this, the government is also actively pursuing partnerships with the private sector in order to stop workplace violence. This way, organizations and companies can seek the help of government agencies and officials in preventing workplace violence. In extreme cases of violence, the government will also intervene with its resources so as to mediate and mitigate the damages of the violence. A Systems-Based approach to Workplace Violence Although it would be good to look individually at these elements of workplace violence, a better approach would be to analyze it as a system. In such a system, all of the elements interact with each other, helps each other, or give rise to the occurrence of violence. The workplace as the melting pot of workers and managers and even government has strong analytical potentials and will help researchers understand better the phenomenon of workplace violence. A worker without a natural potential for violence may become violent due to stress in his personal life confounded by the rude treatment of a manager. Transitions due to economic conditions may also create stress and frustrations that may become the source of violence. The workplace as a system may also help a researcher look at workplace violence more comprehensively. While some authors favor profiling the victims, the potentially violent worker, and the workplace individually, taking them together and analyzing how they work together and how violence arises would be a better goal for theories and research undertakings in the field. Such a holistic perspective would yield better information and practical guidance on how to deal with the issue of workplace violence. With the advent of information technology and the emergence of internet and new communication tools, these channels of communication may also become significant in the study of workplace violence. With the changes in technology and in the modes of working, so shall the analysis of workplace violence change. As part of the emerging trends and issues in dealing with workplace violence, the interaction between the workplace, the workers, other social forces and violence would yield more interesting insights. In dealing with workplace violence, prevention is still better than cure. This is why organizations should work towards a business model and human resources strategy that could prevent workplace violence and keep the marketplace a busy venue for work yet safe, secure and even satisfying for everyone involved.

Case Study: Rogers’ Choclates

CASE 9: Rogers' Chocolates Strategic Management INTRODUCTION Rogers' Chocolates is the oldest chocolate company in Canada based in Victoria, British Columbia. Rogers' Chocolates focuses on the premium chocolate market and differentiates itself by delivering award winning quality products at a fair price; this combination creates a good value for its customers. They also have expertise at creating an outstanding customer experience within their Victorian themed retail locations that have also won awards. The company is privately held and currently focuses its business in four market areas, direct retail , online/mail order , wholesale, and sales from a restaurant in Victoria. The company also produces and sells a line of premium ice cream. The company employes 130 people, the majority of which are in retail. Sales from the company's retail establishments account for 50% of revenue. Production takes place on a one-shift operation in a 24,000 square foot facility and is labor intensive. There are currently no measurements in gauge productivity and efficiency in the plant. The past president focused a growth strategy in the wholesale market and current order fulfillment strategy is to give priority to online and mail-order business, followed by wholesale accounts, leaving the retail locations last to be serviced internally. Sales have seasonal swells during the holidays and demand forecasting has been an issue; they have increased inventory to deal with these sales patterns but still encounter out of stock situations. The new president has been given a goal by the board of directors to double or triple the size of the company within 10 years. PROBLEM STATEMENT The focus on the wholesale market does not inline with the strengths of the company. Furthermore, the issues in operational efficiency with regard to production capabilities and demand forecasting are hindering the company from increased growth potential. ALTERNATIVES Focus on strengthening current retail operations. Focus growing the retail business into new geographic markets. Continue to grow complementary business lines (ie. Ice Cream) Develop core competence in operations management to drive efficiencies and reduce inventories. Upgrade technology in production to increase capacity Create new product lines and packaging to broaden the customer base. Franchise Sam's Deli. Franchise retail chocolate stores. ANALYSIS In 2006, the chocolate market size for Canada was US$167 million with the premium chocolate market growing at a rate of 20% annually. Competition within the premium market is a broad mix of small local niche players to large multinational corporations and is growing as larger traditional manufacturers enter the market via acquisitions or new product launches. Product differentiation is healthy and there are no indications of a price war starting between rivals. Product innovation appears limited, mostly focusing on new flavor introductions and variations in molding and coloring. Seasonal demands, especially the eight weeks prior to Christmas, can create demand that can challenge small companies with low production capacity and/or inadequate forecasting and inventory management. Competitors vary in the level of vertical integration and companies with large-scale operations and distribution networks enjoy a competitive advantage through economies of scale. Rivalry among competing sellers is active and fairly strong due to the following conditions: There is little to no cost for buyers to switch brand. There is a fair amount of product standardization in the industry. The products in the chocolate market have large seasonal swells and are perishable causing some price competition. Higher fixed production costs adds to this pressure. The addition of new competition by established companies such as Hershey's and Cadburys. Competitive pressure from potential new entrants is medium as most of the major players in the industry are already in the premium chocolate market; the projected growth rate in the market will strongly attract new upstarts but they will have challenges developing distribution and retail penetration with little to no brand awareness. Firms in other industries will have little impact in this market as there aren't any strong substitutions to premium chocolate. Competitive pressures stemming from supplier bargaining is mixed; large-scale manufacturers will enjoy less pressure from suppliers due to economies of scale while smaller niche companies will not have as much influence, especially in the area of organic and fair trade raw materials. Pressure from the buyer community is fair; demand is high but so is the ability to switch brands. Growing demand for socially responsible products, such as fair-trade and organic will increase pressure from the buyers. The current driving forces in the market are the high growth rate in the premium market and the entrance of new major firms; consumers' emerging interest in fair-trade and organic products is also a force to be considered. Key success factors in this market include a well known and respected brand and strong direct sales and/or wholesale distribution; quality and efficient production capabilities are also key success factors. Although profit margins are down, Rogers' Chocolates is in a strong financial position. Retail accounts for 50% of the company's revenues although the two new stores in the company's portfolio are not performing to expectations. Ice cream sales, although small compared to retail, show a strong contribution to overall sales. The key financial indicators are shown below; one area of concern is the major increase in the â€Å"days of inventory† and the accompanying decrease in â€Å"inventory turnaround†. This is a concern due to the perishable nature of the product and the negative affect on customer quality perception when product is sold past the expiration date which has occurred with some sales via wholesale accounts. {draw:frame} A SWOT analysis of the company has turned up the following points: STRENGTHS: a distinctive competence in retail, specifically the â€Å"customer experience† a strong financial base to grow the business a strong regional brand and company reputation to build upon better product quality relative to rivals ood customer service capabilities in retail and online sales. WEAKNESSES: weak wholesale network brand/company awareness is poor outside of the region weak supply chain competences in forecasting problems with operational efficiencies with old technology and high cost changeovers. OPPORTUNITIES: expansion into new areas entering into alliances or joint ventures to expand market coverage continued expansion of complementary products (premium ice c ream) explore new technology within production THREATS increased competition by new entrants in the market slowdown in market growth hift in buyer needs and tastes RECOMMENDATIONS I believe that Rogers' Chocolates should implement a combination of the following alternatives: Focus on strengthening current retail operations. Focus growing the retail business into new geographic markets. Continue to grow complementary business lines (ie. Ice Cream) Develop core competence in operations management to drive efficiencies and optimize inventories. The Rogers' Chocolates brand has been built based on a high quality product and the retail experience of their Victorian themed shops and packaging. This is their core competence and strength and it should be the focus of their growth. By solidifying the performance of the current locations and then opening additional stores in new areas the will expand their brand recognition while preserving the quality of their product. There ice cream line is complementary to the business and should be further developed and sold in the stores. Internally, and operational strategy to improve efficiencies in production and demand forecasting will reduce costs, preserve product quality and optimize production and inventory capabilities.

Stress Assessment Using Non Invasive Health And Social Care Essay

Stress is a physiological and psychological response to endangering state of affairss. Rapid socio-economical disagreement due to technological advancement and desire to accomplish luxury has led to emphasize. Although emphasis has a psychological beginning, it affects several physiological signals in the human organic structure like EEG, Heart Rate, Blood Pressure, Galvanic Skin Response, Reaction Time, etc. Hence there is a critical demand for stress appraisal. This paper reviews about experimental methods of emphasis appraisal utilizing EEG ( Electroencephalography ) and discusses approximately different methodological analysiss for patterning emphasis. Introduction The quickly increasing population with extremist betterment in engineering has increased cost of populating taking to feverish life style due to turning deadlines and demands in order to accomplish luxury life. This state of affairs has led to increasing emphasis degrees in people with turning demands for development of efficient stress appraisal systems. The term, emphasis, introduced by Selye, defined emphasis as â€Å" the non-specific response of the organic structure to any demand for alteration † . In general, emphasis is a â€Å" complex reaction form that frequently has psychological, cognitive and behavioural constituents † [ 1 ] . The emphasis can be measured and evaluated in footings of physiological psychological and physical responses. Questionnaires are normally used to deduce emphasis subjectively. Physiological alterations in the human organic structure can besides be used to measure emphasis. The biomarkers like Skin Temperature, Skin conductance, Blood force per unit area, Heart rate variableness, Respiration, EEG, EMG are used to mensurate emphasis. Previous researches have shown that these are efficient methods and produced acceptable truth rates. In this paper we merely see stress appraisal methods utilizing EEG. Harmonizing to present scenario, the Stress in America study consequences show that grownups continue to describe high degrees of emphasis, 75 % of grownups reported sing centrist to high degrees of emphasis in the past month and about half reported that their emphasis has increased in the past twelvemonth [ emphasis facts ] , The latest research by workspace supplier Regus shows that Indian workers are acquiring more stressed. The study reveals that work ( 51 % ) and personal fundss ( 50 % ) are the conducive factors for the increased emphasis degrees of the Indian work-force. [ hypertext transfer protocol: //articles.timesofindia.indiatimes.com/2012-09-10/india/33735958_1_stress-levels-counterparts-in-larger-firms-indian-workers ] . The research findings reveal that pupils are sing function overload, function stagnancy and self-role distance. Male pupils see higher degrees of function stagnancy than female pupils. [ hypertext transfer protocol: //link.springer.com/article/10.1007 % 2Fs11218-006-9010-y? LI=true ] . Stress can besides hold impact on immune system and it creates terrible impact on cardiovascular systems, The chronic emphasis can do persons more vulnerable to infections and incurable diseases. [ nihms4008 ] . Organizations like American Institute of emphasis [ www.stress.org ] , Indian Psychiatric Society ( IPS ) , National Institute of Mental Health and Neurosciences ( Nimhans ) and International stress direction association [ hypertext transfer protocol: //www.isma.org.in/about-isma.aspx ] are at that place to assist persons to cover with emphasis and related diseases at the same time making consciousness about emphasis. Stress due to tenseness, anxiousness and exhilaration had high power of Beta set [ ] . An addition of Alpha set power will reflect to loosen up and witting conditions. Meanwhile, lessening of Alpha set power and addition of Beta set power will bespeak that the individuals are making intense activity such as replying scrutiny inquiries, making mental arithmetic and so on [ ] . Research workers have come out with the ratio of EEG Power Spectrum in term of Alpha and Beta band power on right hemisphere of human encephalon with left hemisphere of human encephalon to find the encephalon reconciliation ( symmetrical ) where the asymmetrical in encephalon activity may bespeak to some chronic wellness disease such as depression, mental weariness, and so on. The ratio is called FBA ( Frontal Brain Asymmetry ) Measuring emphasis They are many features associated with emphasis they are chiefly classified as hormonal instabilities, physical and physiological alterations these are the symptoms of emphasis. When is individual feels stressed increased sum of emphasis endocrines ( hydrocortisone and catecholamine ) are released. These endocrine degrees are measured utilizing invasive methods and performed by scientists and practicians. These measurings require drawn-out experimental processs. Besides under emphasis, alterations in bosom rate ( HR ) [ ] , blood force per unit area ( BP ) [ ] , student diameter ( PD ) [ ] , take a breathing pattern [ ] , voltaic tegument response ( GSR ) [ ] , emotion, voice modulation, organic structure pose [ ] , reaction clip [ ] , Brain moving ridges ( EEG ) [ ] are observed, these alterations can be acquired non-invasively. This paper deals with non-invasive methods of measuring emphasis utilizing Electroencephalography ( EEG ) . Stress appraisal has many important applications in personal, authorities, industry military operations like bettering athlete public presentation, planing course of study and games for instruction, better work productiveness, to mensurate emphasis in combatant pilots, auto drivers, computing machine users, ground forces, sawboness etc [ ] . Measuring emphasis utilizing EEG There is a strong relationship between encephalon activity and emphasis. Datas can be acquired from the encephalon through different methods like functional magnetic resonance imagination, antielectron emanation imaging ( PET ) Magneto encephalography ( MEG ) and electroencephalography ( EEG ) . functional magnetic resonance imaging has high spacial declaration but really low temporal declaration, whereas EEG and MEG have higher temporal declaration. EEG is widely used in stress research because of higher temporal declaration, low intrusive equipment and low cost. Fig. 1: Spatial and temporal declaration of assorted experimental techniques [ 8 ] EEG is an of import method for analyzing the transient kineticss of the human encephalon ‘s large-scale neural circuits. In EEG, electrodes are placed at the caput tegument to do a good contact with scalp and register the electrical potencies due to neural activity. EEG provides good experimental informations of variableness in mental position because of its high temporal declaration. EEG wave form ( amplitude and frequence ) depends on the witting degree of the individual. Table 1 summarizes that spectral analysis of EEG can be split into several frequence sets. Frequency bands Frequency scope ( Hz ) Amplitude scope ( A µV ) Activity Delta 0.5-4 20-200 Watchfulness or anxiousness Theta 4-8 10 Relaxation Alpha 8-13 20-200 Dream slumber or stage between consciousness and sleepiness Beta 13-30 5-10 Coma or deep slumber Potentials at the scalp scope from 20 to 100 A µV, which can be recorded by braces of electrodes attached to the scalp ( on both sides of the encephalon hemisphere ) . The wave forms are characterized by frequence, amplitude, form and sites of the scalp. Besides, age and province of watchfulness is besides relevant to analyse the wave forms [ ] . Activities in the right hemisphere of the encephalon dominate the activities in the left hemisphere of the encephalon during negative emotions [ ] , which suggests an country for stress sensing. Electroencephalogram signals are categorized by frequence and each class represents some province for a individual. Beta and alpha moving ridges represent witting provinces whereas theta and delta moving ridges signify unconscious provinces [ ] . Rapid beta moving ridge frequences ( from lessening in alpha moving ridge frequences ) are the chief features bespeaking emphasis [ ] . Alpha waves appear on both sides of the encephalon, but somewhat higher in amplitude on the non-dominant side, by and large observed in people who are right-handed [ ] . Band base on balls filtering can be used to take noise and obtain certain parts and characteristics of an EEG signal before analysis. EEG signals can be filtered utilizing a set base on balls filter with appropriate values for low and high base on balls filters, e.g. 30 Hz and 4 Hz severally. Appraisal Techniques Raw EEG signals are acquired and analyzed to pull out required information. The first measure in this procedure is preprocessing, the characteristics are extracted from processed signal and classified into stressed or non stressed Preprocessing Preprocessing is really of import for any EEG signal analysis since signals are really sensitive to artefacts ; these artefacts are non from encephalon they are either from proficient grounds or due to behavioural and physical activities. Others include power lines noise ( 50/60Hz ) , broken EEG electrodes or leads, electric resistance fluctuation, electromagnetic noise and eye blink and motion of eyes and so on. Power line noises can be eliminated by using a 50/60 Hz notch filter. Independent constituent analysis ( ICA ) is used for unsighted beginning separation to divide constituents that have statistical difference. ICA recovers N linearly mixed beginning signals s= { s1 ( T ) , aˆÂ ¦ , sN ( T ) } , after multiplying by A, an unknown matrix, x ( I ) = { x1 ( T ) , aˆÂ ¦ , xN ( T ) } =As ( I ) [ ] . Rejection method is used discard contaminated signal, this method has drawback of taking the whole contaminated signal alternatively of taking merely noise [ ] . Subtraction method is used to take noise from contaminated EEG signal, this method assumes natural EEG signal as a additive combination of original EEG signal and noise and it is used to take oculus motion artifacts [ ] , Amplitude threshold can besides be used by specifying negative and positive thresholds, informations out of this scope is considered as artifact [ ] . Similarly Min-Max threshold can besides be used which defines a lower limit or upper limit allowed amplitude difference for a peculiar clip length. Gradient Criterion is another method where artefact threshold is defined based on point-to-point alterations in electromotive force relation to intersample clip [ ] . And eventually Joint chance method used that finds the chance of happening of a given value of point in clip in a specific channel and section relation to planetary chance of happening of such value [ ] . Feature Extraction Techniques Feature extraction is the procedure of pull outing utile information from the signal. Features are features of a signal that are able to separate between different emotions. We use a common set of characteristic values for encephalon signals. Nonlinear steps have received the most attending in comparing with the steps mentioned before, for illustration clip sphere, frequence sphere and other additive characteristics. The nonlinear set of characteristics used include fractal dimension and correlativity dimension signals. Features are extracted for each electrode of EEG signals. There are many feature extraction techniques used in literature some of the techniques are Power spectral denseness [ ] , Short clip Fourier transforms [ ] , Fast Fourier transforms [ ] , Wavelet Transforms [ ] and so on. Short clip Fourier transform ( STFT ) is a often used characteristic extraction technique in which separation of stationary signals is performed into little fragments [ ] . Comparing with STFT, Fourier transform ( FT ) , in which a finite length signal is expressed as the amount of infinite continuance frequence constituents, does non supply the accurate location of an event in the frequence sphere along the clip graduated table. Furthermore, FT is non suited for non-stationary signals analysis. The drawback of STFT is its finite length window. Narrow length window can increase the clip declaration but reduces the frequence declaration [ ] . Equation ( 1 ) is the mathematical representation of STFT, where ten ( T ) is analyzed signal and tungsten ( . ) represents the clip window map. STFTx ( tungsten ) ( T, degree Fahrenheit ) =aˆÂ ¦aˆÂ ¦.. ( 1 ) Fast Fourier transform is used in many of experiments [ ] . In the power spectral analysis from EEG informations, the signals are converted from clip sphere to frequence sphere. Spectral analysis divides the original signal into its frequence constituents, which can be expeditiously conducted by utilizing the fast Fourier transform ( FFT ) [ ] . Through the spectral analysis, we can individually analyze the four sets of EEG moving ridges with their specific frequences. Fourier transform is one of the techniques to make spectral analysis which is shown in Equation Ten ( K ) =aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦ ( 2 ) Where ten ( n ) is the EEG informations, N is the entire figure of samples. Wavelet transform ( WT ) solves the declaration job of STFT. It replaces the sinusoidal constituent of FT by interlingual rendition and dilation of a window map called ripple [ ] . Ripples are ideally suited for the analysis of sudden short continuance signal alterations [ ] . Equation ( 3 ) provides mathematical representation of uninterrupted ripple transform ( CWT ) , which is the portion of WT. CWT ( a, B ) =aˆÂ ¦aˆÂ ¦aˆÂ ¦.. ( 3 ) Here a and B are scaling factors, star in the superior represents the complex conjugate of map which is called the ripple. It can be obtained by scaling the ripple at B clip and a scale shown in equation ( 4 ) aˆÂ ¦aˆÂ ¦aˆÂ ¦ . ( 4 ) Ratio of power spectral densenesss of the alpha and beta sets has been calculated and analyzed for emphasis [ ] . Results suggested that the ratios for alpha ( rI ± ) and beta ( rI? ) powers defined as given in Eqs. ( 5 ) and ( 6 ) severally were negatively correlated with selfreports. rI ±=aˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦.. ( 5 ) rI?=aˆÂ ¦aˆÂ ¦aˆÂ ¦.. ( 6 ) where rI ± and rI? in the equations represent alpha sets on the right and left hemispheres of the encephalon. Beta sets, I? are likewise represented. Categorization Techniques After extraction of the coveted characteristics, In order to happen emphasis we use classifiers. A classifier is a system that divides some informations into different categories, and is able to larn the relationship between the characteristics and the province of emphasis. They are many types of classifiers used in the literature for stress appraisal. The categorization is performed utilizing many classifiers like additive discriminant analysis ( LDA ) [ ] , support vector machines ( SVM ) [ ] , nervous webs ( NN ) [ ] , Bayes regulation [ ] , and so on.

CONTEMPORARY BRAND MANAGEMENT REPORT Essay Example | Topics and Well Written Essays - 3000 words - 1

CONTEMPORARY BRAND MANAGEMENT REPORT - Essay Example Other brands too are making a foray in the market. (Interbrand 2006; Milward Brown 2006). While Harley Davidson (HD) has been seeing growth and profits for 19 consecutive years, it is not complacent in view of the growing competition. It has therefore set its eyes on the emerging markets with their predictably booming consumer market. If this takes off, the huge customer base of millions could open new doors for HD. However a carefully crafted marketing plan needs to be drawn for the purpose. HD has had a dream run for several years. The HD Brand carries weight and enjoys a special place. It has banked largely on its Macho Image which was aided by fun loving and beer guzzling characters in the classic film Easy Rider. Lately it has toned down this bad boy image but it retains the adventurous image it has built up. HD has made bikes for several segments and is most popular in the 18-21 and 36-55 age groups. Whoever has had a taste of HD power and performance in his teens has returned in later years to revive the feeling of machismo that invariably goes along with the brand. It is indeed irresistible as a person ages and is able to afford the premium brand that he could only admire at a younger age. The Harley Owners Group (HOG) was created in 1983 in response to a growing demanded by HD owners to share their beliefs, passion and pride and it has gained worldwide popularity since then, has over one million members and is still growing. HOG benefits include organized group rides, exclusive products and product discounts, insurance premium discounts, and the Hog Tales newsletter and the HOG is the largest factory sponsored group in the world. The HD shares on NYSE have HOG as their ticker symbol since 2006. (HOG) HD has unique engineering of its products. Made entirely in-house, the engines are entirely vestigial from an engineering standpoint, but have been sustained because of the strong connection between the distinctive sound

The Economic Growth of Developing Countries Assignment

The Economic Growth of Developing Countries - Assignment Example More recently WTO has focused upon the need to sustain an open multilateral trading framework, particularly in the light of the proliferation of regional blocs. In spite of some weaknesses and limitations of its strategies, WTO has benefited the economic growth of developing countries and involves them in free trade relations and international trade. The main question worried many nations and economists "Does WTO really promote free trade or just control the international trading relations and economic order The WTO was established on 1st January 1995 by the Marrakesh agreement. It was a new agreement between the global nations which improved and extended articles of GATT established in 1947. .WTO differs from GATT as it is based on different principles and policies of trade relations. GATT is just a set of rules while WTO is an international institution with governing bodies. In contrast to GATT, WTO commitments are full. GATT rules and principles of trade cover only retail trade while WTO regulates services and intellectual property industries. The main difference is that WTO is based on multilateral agreements applied to all members of the institution while GATT involved selective agreements applied to some local economies. The befit of WTO is that it is undeniable that trade policy leaders have their own bases of support, such as interest groups and the bureaucratic institutions they direct. As they depend on those bases to maintain their current position, policymakers' interests, pr iorities, and responsibilities in policy making are put by their support bases. In fact, the state-oriented approach underlines the importance of the demands of society on trade policymaking. In contrast to GATT, WTO has a stricter system of trade control and does not permit trade violations. Trade violations involve such impotent issues as labor relations and environmental concerns. These rules and principles can be seen as a response to dissatisfaction with the explanatory power of international trade relations that concentrate on international factors or assume country interests to be external. Such attempts are grouped by WTO into four, based on their characterization of the international and the domestic, and the lines of responsibility they draw between these political issues. WTO has a set of laws aimed to restrict the activity of those companies which violate accepted rules and norms of international trade. The domestic and international relations each possess different and distinct features and limitations on country action; thus domestic goals are more effectively pursued with international trade strategies.

Hadrians Wall Management Essay Example | Topics and Well Written Essays - 1500 words

Hadrians Wall Management - Essay Example This consists of a Policy Framework, which was put in place as a result of a UNESCO requirement and the UK government. The policy sets out the management of the planning, conservation, access and marketing of the Hadrian's Wall site. Therefore, any organisation contemplating running a business by offering walks around Hadrian's Wall need to be aware of the rules and regulations set down by the World Heritage Organisation. This is in addition to the standard safety responsibilities and insurance obligations required to cover them for any accidents. There are also a number of legal obligations from a legal perspective, which are government specified. The World Heritage Site Organisation have a number of members, to form a "steering group" who have been selected to create and maintain the management plans, which are produced at regular intervals. The steering group consists of a cross-section of interested parties, who are diverse in their backgrounds and usually cover different areas. They are usually experts in their fields. The committee meet twice a year to resolve issues with the site and maintain the plans in existence. The committee members come from all walks of life and cover issues: The first management plan for Hadrian's Wall was created in 1996, and this covered the period up to 2001. The plan subsequent to that covered the periods 2002 - 2007 and the current plan is expected to cover the periods 2008 - 2012. The procedure for these plans is that a first round of interest groups discussions will take place. Then the steering group will meet again to formalise the planning documents, which are then published in the next period. This usually happens every 4 years or so. The World Heritage Site Organisation was created in 1972. The aim of the organisation back then was to protect Heritage via economic regeneration for social inclusion. They also realised that this would provide a number of responsibilities and opportunities. The aim was to preserve sites and keep them in good condition for future generations. It helps when managing such walks around the wall to have knowledge of the implications of tourism at heritage sites. Although there is a need for foreign income a guide needs to be aware that the local social structures are disturbed through tourism and whole communities can be affected by the number of visitors, who may have different cultures and social ethics. Heritage management tries to balance the need for interest and profit with the need to also conserve the existing environment. From this point of view heritage management is more complex than is assumed, albeit the bottom line is to preserve heritage for future generations to enjoy. Tourism sites such as Hadrian's Wall are seen as clean, environmentally friendly, places which also provide a good local source of income for permanent residents. They are seen as favourable against traditional industries and increase the quality of life. It is also seen that heritage sites usually reduce pollution and protect the environment. Human mobility is increasing, and it looks very much that tourism is here to stay. As countries develop, there people have more desire to travel and see new places. Tourism also offers a

The National Association for the Advancement of Colored People (NAACP) Essay

The National Association for the Advancement of Colored People (NAACP) - Essay Example The main composition of the NACCP is basically made up of African Americans membership from different parts of the United States numbering over 300,000 (Jonas 107). The NAACP has been instrumental in assisting African Americans achieve their freedom through offering various activities for free. During the early agitation for equal rights for blacks, the NAACP was in the fore front of fighting for recognition of equal right for colored people through the courts. The organization offered free legal aids to fight for the freedom of colored people as well as offer pro-bono legal aid to jailed civil rights leaders. The groups gained prominence in the 1950 and 1960’s by winning several legal battles in the pursuit of equal rights for colored people in the United States. One of the philanthropic ways in which they participated in the fight for African American rights was through establishment of a defense fund. This fund was used in fighting court battles for the emancipation of the rights of black people. ... This board is today comprised of 64 members who ran the organization with a president who is the head of the organization. Several black leaders and civil rights crusaders have worked with NAACP in fighting for equal rights of colored people in America. Politicians such as Rev. Jesse Jackson and Kweisi Mfume are known to have worked with NAACP. NAACP has been instrumental in the US elections in the past and it cannot be ruled that a lot of politicians have used the organization to harbor political ambitions. The NAACP is today very instrumental in several societal issues in the USA and in some cases it has been instrumental in aiding black get prominent roles in the society (Skocpol 93). The organization has been active from the late 1990’s till today were its voice reflects a lot on the feeling and thoughts of colored people in the society. NAACP and Civil Society The NAACP is an organization that has been on the forefront of fighting for the rights of black people. Therefore , it is noteworthy to say that NAACP has helped in the momentum and push for civil society recognition in America. For instance, their legal battle to remove segregation of colored people in the education system and in many spheres in the society has brought great equal freedom in the United States. Its fight has seen the great acceptance of colored people in the United States and colored people have risen to greater heights in the US like President Obama. Large organizations such as the NAACP today have the voice to propel the fight for freedom of greater democratic space for its members (Skocpol 87). For instance, Skocpol in her book argues that organizations like AARP or AFL-CIO have centralized and organized offices to actively fight for rights of their members. She

Bringing Out the Best in People Essay Example | Topics and Well Written Essays - 1000 words

Bringing Out the Best in People - Essay Example In fact, the superior leaders were even using these principles long before psychology was formally given its name. McGinnis' book, "Bringing Out the Best in People," showcases interesting anecdotes and case studies illustrating how a person can put 12 key principles to work for any group, may it be a family or an organization. So whether one is a parent, a friend, a teacher or an executive, his/her satisfaction can be guaranteed by "Bringing Out the Best in People." The author makes it really easy for his/her readers. The 12 principles or rules that he discovered are incredibly easy to follow. The list, however, is not meant to be limiting. It is actually meant to entice the reader to devour the whole book. Right from the start, McGinnis declared that he is taking a Christian standpoint in his approach of the topic at hand. With that said, he actually gives hope to anybody who wants to make a difference by motivating other people. As he points out, "Motivators are not born-they are made." The author asserts that the mental attitude already exists for prospective motivators since it is a human instinct that drives people to do something about lethargy and boredom, and be challenged instead. "Deep in the breast of everyone there is a drive to achieve something, to be somebody," McGinnis says. McGinnis develops his book by doing several things. First, he tells his readers about his observation on listening. According to him, if one will only listen to other people patiently, they will actually reveal what will motivate them. Next, he expounds on the value of encouraging others and creating the optimal work environment in an organization. He said this means giving space for failure because failure is sometimes inevitable when risks are taken, though temporary. Toward the end, the author includes an inspiring section on various leaders, dreamers and the lonely lifestyles these individuals often lead. The book ends with a quote from Goethe, "Whatever you dream you can, begin it. Boldness has genius, power and magic in it." This book is actually useful since it can help a person gain more focus if he/she will take to heart whatever he/she has read and follow whatever the book suggests. McGinnis also guarantees that communication skills will actually be enhanced because of this book. And because of this benefit, a person will be respected more by other people as his/her ability to relate to them improves dramatically and becomes more efficient. In order to help others to grow, it would be helpful to rise up to the challenge of the 12 rules or principles outlined by McGinnis in his book. According to the author, anyone who wants to be a great motivator and help others grow should do the following: 1. Expect the best from his/her employees and those he/she leads. 2. Understand the needs of his/her employees and use the information to create an environment that builds their motivation. 3. Establish standards of excellence that are attainable for your employees and those he/she leads. 4. Create an environment where failure isn't fatal. 5. Encourage his/her employees as opposed to nagging them. 6. Provide models of success

The John Lewis Partnership Essay Example | Topics and Well Written Essays - 1500 words

The John Lewis Partnership - Essay Example 6). The original owner of the business, John Lewis set up this particular business in 1864. Later in 1905, his son John Spedan Lewis became the head of Lewis’s other store (Peter John in Sloane Square). Political pressures to the extent of making major serious decisions regarding the company lured John Spedan Lewis so much. John Spedan wanted the company managed in a totally different manner. He decided that every single employee of the company who was permanent was going to have shares in the business; therefore, he organized the launching of a staff profit sharing plan, which was held at one if the businesses (Peter Jones store). The structure of the organization has become totally different in the sense that, everybody in the company has the say and gets the shares instead of having one director owning the company and making major decision. Everybody who works in the company is a boss and there is no possibility of having rules that can be followed as there is no one in cha rge of that work. This is because everybody in the company is a director. (Pederson 2008, p. 165). Finance Partners in the company have a direct monetary attention, making them exercise their power in the company. This is because in JLP, all partners are entitled to a yearly bonus, which is obtained from the company’s annual profits (that is 10% - 15% of every individual’s annual earnings). ... The partners together with their families have the privilege to enjoy all the leisure and accommodation in the facilities; hence this will most likely result in the collapse of the business in future. Marketing LP works in selections of highly aggressive business surroundings; Tesco, Sainsbury and walmat (Asda), thus controlling the food retail market in the United Kingdom. JLP has also ventured into the clothing business, electronics, furnishings, and even furniture creating competition with various departmental stores. JLP is aware that in order to make it in such business and with so much competition involved, everything that is done will need maximum competence and usefulness. This means that the management of the company has to be taken seriously, otherwise due to the entire staff ownership of the business, some members may not take their jobs seriously, as they may only be focusing on what they have in the company (Lewis 1986, p. 6). The company catalogue shows that the intenti on of John Lewis Partnership is merely to satisfy its members. John Lewis Partnership has come up with a convention arrangement of a massive organization in terms of setting up a main headquarters and varieties of dissections, stockrooms and branches, industries and retail supplies. Waitrose have demonstrated their focus on quality and importance for money, as their way forward to its selling and procedures. Waitrose have since had a tradition of marketing their products together with local products. This is the reason the company has been able to win the attention from all types of customers, both from local and international arenas. They have goods varying from expensive, cheap international and local goods. Waitrose predicted the

Literary Analysis Essay Example | Topics and Well Written Essays - 250 words

Literary Analysis - Essay Example The two passages that I have selected to highlight the two forms of writing include passage four and ten. Therefore, from both passages, I have highlighted the incidences where the form of mystery and suspense is evident. The first incidence is when Mr. Oke character of shyness from the way she behaves in front of his wife. For instance, he could not talk properly in the presence of his wife but in the absence of his wife he was a fluent speaker. Nature defines that a man in a family should act as the head. It is contrary to Mr. Oke could not express the manhood in front of his wife. On the other hand, Mrs. Oke is so superstitious that she is completely obsessed with a ghostly tale that encompasses her family and ancestors. She often told stories about her ancestors who are long dead. The stories about her long ago dead ancestor bring the sense of mystery as to how her ancestor’s situation of love could reflect her. Additionally, it is mysterious to see that the same Lovelock that her ancestors went through is the same position she was facing. She tells her stories in a queer way that culminates to give an unusual atmosphere. The reasons for cherishing such stories are not highlighted giving a sense of mystery. Close relations between Mrs. Oke and her past is, therefore, evident, and it’s mysterious how she remembers the ancestral stories so vividly (Lee 130). The two passages are related because both are explaining the relationship between Mr. and Mrs. Oke is also very mysterious. Unlike the expected husband wife relationship, Mr. Oke is full of inferiority complex before her wife. He looks lowly and do not fully take the role of the husbandry. Oke inferiority complex before her wife made Mrs. Oke ever happy throughout the book while her husband remained ill and felt unease whenever his wife was present. Therefore, he started planning to kill her wife because of the strain in their relationship. Their relationship ends up according to the old

Provide a critical analysis Essay Example | Topics and Well Written Essays - 1000 words

Provide a critical analysis - Essay Example He apparently inhabits a stripped off office with an outdated laptop without internet connection as he had mutilated its Ethernet cable or even a single game (Grossman 2010). As with many other great poets Samuel Taylor Coleridge found a kindred spirit and a comrade in the arts through fellow English poet William Wordsworth. It was through their friendship and first attempt at collaboration that ‘The Rime of the Ancient Mariner’ was born. Final lines of the poem are attributed to Wordsworth and his sister at the time when their walk instigated its inspiration. Coleridge initiated writing the poem as they have planned when Wordsworth saw that he is better able to finish it completely and so the poem took on one of the major points the two had in mind for poetry. They were determined to demonstrate â€Å"two cardinal points of poetry, the power of exciting the sympathy of the reader by a faithful adherence to the truth of nature, and the power of giving the interest of novelty by the modifying colours of imagination† (Coleridge 1908, 12). The previous being exemplified by Wordsworth and Coleridge for the latter. That there is the occasional possibility of being under the state of being that influences the yearning for the creation of something sublime and transcending the ephemeral. At the same time, there is also there is also moments wherein the most benign occurrences could induce creativity that propels writing. Such is the romantic undertone which instigated the Ancient Mariner as Coleridge himself expounds. Initiated with a plan he and Wordsworth had devised. Coleridge’s poetry took on a form of its own which is an intricacy of both ideas. This is where, though he may not have attained the parallel veneration as those enjoyed by his contemporaries, he remains a classic worthy of consideration and study. In his subsequent Bibliographia, we are presented with an identifiable Coleridge devoid of ill-feelings

Adam Bede Essay Example for Free

Adam Bede Essay George Eliot s novels are all dramas of moral conflict. She did not believe in art for arts sake, but in art for moralitys sake. According to Leslie Stephen, George Eliot believed that a work-of art not only may. but must, exercise also an ethical influence. She believed that, our deeds determine us, as much as we determine our deeds. If we yield to temptation and sin, suffering and nemesis are sure to follow. We have to reap the consequences of our own actions. Her characters suffer because they violate some moral code, because they yield to temptation whether consciously or unconsciously, in Adam Bede both Hetty and Arthur suffer for this reason. Poignant tragedy is the result because both Arthur and Hetty are creatures of weak moral fibre. They are unable to resist temptation. This moral weakness results in sin, which is followed by punishment and intense suffering. Arthur-Hetty story traces the movement from weakness to sin and from sin to nemesis. Stratagems of Passion The stratagems of passion are seen with illuminating c1arrty when Arthur, after luncheon, is unable to recall the feelings and reflections which had been decisive in his decision to avoid Hetty. We are told of his conscious thoughts, and the self-deceptions and distortions of truth that we see in them make, so to speak, a chart of the subconscious force of his impulse to see her-as a strong underwater current, showing nosing on the surface, is yet known to be present by the extent to which its pull on the keel of a ship alters its course. It is in such accounts of motives, conscious and unconscious, that Arthur is created and exists as a character in the novel. Our recognition of his good intentions, self-deceptions and weaknesses of will make the portrayal real and acceptable to us. Maturity through Love We are not permitted to see the process by which Dinah is enabled to . overcome her fear, and it is a serious flaw in the novel that it is so. All, we learn is that having been told by Adam of his love for her and having admitted in turn a love for him, Oinah once more retreats to Stonyshire, not staying even long enough to participate in the Harvest Supper. Adam, after waiting for several weeks, is no longer able to endure the strain and sets out for Stonyshire to find her. As he leaves the Loamshire world and enters gray treeless Stonyshire, he is reminded of the painful past, but in an altered light~ for now he possesses what George Eliot calls a sense of enlarged being, the consequences of thtt ruller life brought about by his suffering. He sees Stonyshire now through Dinahs eyes, as it were, and ifhis vision includes the barren land, it also includes the wonderful flooding light and the large embracing sky. Adam waits for Dinah to return from her Sunday preaching not at her home, but on a hill top. Here, in the midst of her world, he discovers that Dnah has undergone a change, the power of her love for him has in a sense overcome her fears; she feels like cl divided person without him, and she is willing †¢to become his wife. He, therefore, takes her back to Loamshire whence she had so fled. It is not, however, to the green and golden world of. June with which the book began; rather to an autumnal mature world. Here, on a rimy morning in departing November, when there is a tinge of sadness in the weather as well as in the joy which accompanies the wedding, Adam and Dinah are married. it is in the fitness of things that they should so come together, for they are bound to either by their common suffering for Hetty and by their painful memories, suffering gives rise to sympathy, and love based on such sympathy alone can be fruitful and lasting. Critic after critic has expressed the view that Adam is too good to be true. It has been said that he is a perfect human being, George Eliots ideal, fully mature and enlightened from the very beginning. But the truth is otherwise. A moment’s reflection shows that he is proud, hard and self-righteous with little sympathy for ordinary sinners, which we all poor mortals are. As a matter of fact, the novel traces the process by which he gradually sheds his faultsof his education, enlightenment and maturity, through a process of suffering and love-and becomes ultimately a complete man, a fully integrated personality, through his love of Dinah and his marriage with her. The process of his education occupies the centre of the novel. The point would become clear, if we briefly consider this process. Hard and Self-righteous There can be no denying the fact that Adam is hard and self-righteous. In the very chapter we are told,† The idle tramps always felt sure they could get a copper from Seth; they scarcely ever spoken to Adam. This is the flaw (not a fatal one) in Adams innocence: In fact, Adam is a stone-hearted person at the very beginning. The very fault in him lies in his over-confidence which makes him to think that he is righteous and it is not wrong in any way. This is told to us by the hymns he sings and the ending with the same hymn is not only appropriate but it also gives him the impression how much significant the hyn1n is? He does not harm anybody, knowingly. Not for a single moment he thinks when he hurts anybody. He is much confident about his doings, Ive seen pretty clear, ever since I could cast up a sum, as you can never do whats wrong without breeding sin and trouble more than you can ever seen. His confidence is shaken when he catches his friend red handed while making love with his beloved Hett}, in the woods. He realises his mistakes, how incomplete his mental seeing has been! He understood it all now-the locket, and everything else that had been doubtful to him a terrible scorching light showed him the hidden letters that changed the meaning of the past. Here starts the process of his education and self-realisation. Realities of Midlands’ Life: George Eliots novels reveal the very aspects of the English Midlands, more specially Warwickshire and Coventry. The†¢ beauty of these Midlands plains caught the attraction of her eyes and these plains found their setting in her novels. Quite a feature of the scenery-and indeed of Warwickshire generally is that the hedges are everywhere closely painted with trees, whose height, as well as the riotous wastefulness of the hedgerose, give evidence of a kindly soil and climate. Methodic Themes: Written by Feuerbach, The Essence of Christianity was translated into English by George Eliot. The influence of Feuerbach can be seen in George Eliot, in her works. In the above mentioned book, Feuerbach talks about the religious significance of water, wine and bread. All of three are sacred for him. The reason for the sacredness of water lies in the fact that it isa force of nature and it keeps us reminding that we have our origins in nature, the same origin of other lower creatures. Thus necessity of water symbolises our oneness with nature and Baptism as well. Wine and bread are man made things which look towards nature for the raw-material, thus symbolises that man is much superior to other lower creatures who are not so efficient to modify natural things. In the Christian ritual of Baptism, only water is used, for innocent and pure-hefirted childr~n. Whereas for the mature man, the Lords supper which includes wine and bread, is served. It suggests that man is much above animals. If the man is hungry and thirsty, he will no more remain a human being and taking of bread and wine restores him to his humanity. This truth is revealed to us through three suppers which is taken by Adam and his humanity kept ever-present in him. References Eliot. George. Adam Bede. New York: Penguin. 1996. Greegor. G. R. George Eliot: a collection of critical essays. Englewood Cliffs, N. J. , Prentice Hall. 1970. Ian Adam.Character and Destiny in George Eliots Fiction. Nineteenth-Century Fiction. University of California Press 1965. 127-143 Jones, Robert Tudor A critical commentary on George Eliots Adam Bede. London: Macmillan. 1968. Levine. G. L The Cambridge companion to George Eliot. Cambridge ; New York : Cambridge University Press, 2001. Pletzen, E Van. Eliots Adam Bede. The Explicator. 56, no. 1, (1997): 23. Thale, Jerome. The novels of George Eliot. New York, Columbia University Press, 1959. Watt, Ian P. The Victorian novel; modern essays in criticism. London, New York, Oxford University Press, 1971.