Self reflection 03094 Essay Example | Topics and Well Written Essays - 2500 words

Self reflection 03094 - Essay Example and models and developed my understanding on how organization can cope up with the problems related to organizational culture and consequently establish harmony in the organizational context efficiently (Cameron and Quinn, 2011). In this reflective essay, I will discuss the critical opinion of researchers regarding organizational culture and its different perspective such as organizational changes, organizational learning and merger- acquisition. Organizational change is the process through which an organization introduces structural changes i.e. changes in its business strategies, technological involvement, operational methods and other attributes of organizational culture. My research has also shown that any organization, operating in the global multinational circumference, organizational change is inevitable for confirming its existence in the ever- changing business world and ensuring smooth running of its operations (Markovic, 2012). I have studied organizational change in the research of Battilana and Casciaro (2012) as a continuous process which is important for any organization to review the internal and external business environment over a distinct period of time and understand whether any changes are required to bring in the organization. My research on the theories introduced by Cameron and Green (2012) has revealed that various internal and external factors existing in the environment in which the business entity is operating, forces its management to bring changes in the organizational process. If I consider the external variables, changes in economic and political regulations such as increase in exchange rate or changes in trade regulations over time highly influences the business to change its short and long term decisions in order to safeguard the organization from realizing huge loss. Technological advancement also influences an organization to bring in changes so that the method of production becomes swifter and economic. In some cases, I

Managing Change Research Paper Example | Topics and Well Written Essays - 1000 words

Managing Change - Research Paper Example Of the factors marked with an * rank them and identify which represent a threat and which an opportunity. 3) Page 6.1 p99 of text (Think of an occasion in the past three years when the organ. recognised the need for change in good time, and think of another time when it failed to do so. List the factors which may have contributed to these different outcomes. (Factors that contributed to the recognition for the need for change and factors that contributed to the failure to recognise the need for change (Table) Reflect on your unit's past record for recognising the need for change. Note anything that you or others could do to help ensure that in the future your unit or organisation will be more alert to the need for change. (Notes) The company chosen for analysis is VTech. It is, to use their own words, "one of the world's largest suppliers of corded and cordless telephones" (TEL) "and a leading supplier of electronic learning products" (ELP's). "It also provides highly sought-after contract manufacturing services" (CMS). "Founded in 1976, the Group's mission is to be the most cost-effective designer and manufacturer of innovative high quality consumer electronics products and to distribute them to markets worldwide in the most efficient manner." (Results FY 2007) It may be noted that VTech has made several changes in the past five years (2001-02 to 2006-07), some on its own, and some in response to environmental stimuli. It must however be noted that none of these changes are transformational in nature. This is not to deny the major changes that have occurred. But even the major changes may be classified as 'incremental' because there has been no change in the basic structure of the Company. (Hayes, ch1, pp15-17) Q2 Current Nature of the External Environment faced by VTech Political 1) Hong Kong (HK) where VTech is located was a British Colony, which has reverted to China in 1997. 2) HK has a unique history of being politically close to both China and the West.* Economic 3) HK can retain its economic independence from China for 50 years after 1997*. 4) VTech has access to cheaper labour in China, where it has located some of its production facilities.* 5) HK, like China and Japan, has a unique set up of manufacturing of an imitative nature, where it competitively produces the same products made by the West. Some of VTech's products also fall into this category. Technological 6) Technological changes in the telecom sector have been rather fast* Socio-Cultural 7) The age at which people start using hand phones is getting lower. Even children use these phones* Linkages PI, P2, E3 and E4 are linked directly or positively.E5 and T6 are indirectly or negatively linked. Quick technological changes make it difficult to come out with good imitations. Besides, tightening of patent laws to include products and not only processes, make it more difficult to 'imitate'. T6 and S7 are also positively linked. A decrease in the age of users could speed up technological changes to meet the demands of the new clientele. Classification of Factors Vital for VTech's Survival into Threats and Opportunities. Threats

An Analysis of George Stiger Criticism of Adam Smith Essay

An Analysis of George Stiger Criticism of Adam Smith - Essay Example Smith refrains from making reference to self interest in the analysis of the popular passage motives but rather resort to the phrase ‘self love’. From these two phrases ‘self interest’ and ‘self love’ a misconception can arise that the two are synonyms. Criticisms of Adam Smith The most indebted intellect by Adam’s work is Hirschman. In his work on interests and passions, there has been evidence of relationships between moral philosophical development and modern model on self interest and rationale for state theory. Adam’s article contributes much support to Hirschman’s work and emphasizes it more. There are certain instances when Smith contradicts himself. This should not be considered as failure as far as his works is concerned. Similar to his classical ideologies, Smith fronts an argument that, in order for one to get the truth, an issue being debated should be viewed from all perspectives (Miller, 1993). Clarity on this has been made on moral sentiments theory, where Adam adopts debates on commerce corruption influence, and consequently denies them to be splenetic philosophy. From Smith’s perspective, the nations’ wealth was a significant reconciliation of human’s political and social idea on fruits of commerce. From Hirschman’s idea, an argument arises that the reason to economic adventure as an independent science is because of Smith’s republican leanings. ... From the article, the dominating characters did not place themselves in a focal point with consideration on their contemporaries and predecessors. Focusing on ways authors perform their own systems of construction, they always reject the fundamentals of other authors in order to build theirs. Traditionally, economists persist that the behavior of having self interest hold particularly for activities in economics. Attempts have been made to take self interest in a broader perspective as the initial principal in analyzing the behavior of individuals. There are claims that a comprehensive approach to economics is that which can be applied to all individuals, regardless of the price behaviors or imputed prices, infrequent or recurring decisions, minor or large solutions, mechanical or emotional ends, poor or rich people, children or adults, women or men, stupid or bright, doctors or patient, students or teachers. Adam smith refrained from the fact that as much as an individual’s e conomic behavioral pattern is always predictable there always few instances when the pattern changes (Smith, 1776). Another intellect asserted that in case the universe in physical form was a subject to motional law, then the universe in moral form will be a subject to interest. In General, self interest stands out as the only motivation for human action. George Stigler conveys a message that is used by many economists as he reiterates that the quote on baker, brewer and butcher contributes to the primary principle and to the modern economics. As much the interpretation of self interest is easily floated in mind, it is a testimony of interest paradigm. Initially, the idea to pursue self interest by agents of independence would lead to

Shakespeare's tragic vision Essay Example | Topics and Well Written Essays - 1500 words

Shakespeare's tragic vision - Essay Example Ben Jon son, a contemporary Play Wright said about Shakespeare that, "He was not of an age but for all times" who with his dramatic genius has established and underlying reputation for himself which he lived. Shakespeare's age was a period of ignorance and superstition. Despite the advancement of science and learning, the majority of the people still believed in witchcraft and charms omens of all sorts' .The frequent appearance of the supernatural can be seen like ghost in Julius Caesar and Hamlet, witches in Macbeth. Medical science was still rudimentary, and all sorts of fantastic lures were prescribed. Hamlet is considered as a tragedy has all the typical features of a Shakespearean tragedy. A Shakespearean tragedy is essentially the tale of one man- the hero .Hamlet is the prince of Denmark, frank, noble hearted man. That is why he is popular with the people, and Ophelia and Fortinbras praise him so highly. The suffering of the tragic hero is also exceptional; he suffers so terribly the hearts of the readers filled with pity and sympathy. Hamlet has all the chief Characteristics of a typical Elizabethans Revenge ply. The Revenge motif is strong in it. Hamlet's father is murdered in a most foul manner. It is an unnatural crime, for the criminal is the real brother of the murdered King. His queen has been unfaithful to her husband during his life time and soon after his death she marries the murderer. Thus there is murder, adultery, and incestuous marriage. In the manner of revenge play, it is the ghost of Hamlet's father who reveals to the young prince the horrible truth about his father's death, and lays upon him the duty of revenge. The supernatural motif has been fully exploited, eg. The ghost speaks only to the prince. In Hamlet there is much of fighting, bloodshed and violence. First Hamlet kills Polonius hidden behind the curtain. Not only had that he dug his body down exclaiming: This man will set me packing; I will lug the guts into the neighboring room . The revenge motif has been fully exploited, and thrills and sensations, for which the "grounding" longed, have been provided in ample measure. It is not merely an object of horror, but also the representation of the hidden, mysterious forces that lurk around us. It is an instrument of justice to punish the evil doer. Hamlet is one of the greatest tragedies of the world. As Goggling is points out, Hamlet, "is not to be regarded as a tragedy of revenge, but as a universal figure; he is every man. In his suffering, melancholy, hesitations in his inaction at a crucial moment in his life he typifies some one or the other phase of human nature". Hamlet is a tortured soul and it is through his soliloquies that the dreamiest has laid bare his soul before us. Without the soliloquies the drama would be more husks without a Kernel. One can say that Hamlet is Soul's tragedy and raise above a crude Melodrama or Revenge play. According to Samuel Johnson on Hamlet, "The play of Hamlet is opened, without impropriety, by two sentinels; Iago bellows at Brabantio's window, without injury to the scheme of the play, though in terms which a modern audience would not easily endure; the character of Polonius is seasonable and useful; and the grave-diggers themselves may be

Business Analysis of the Film and Its Production Movie Review

Business Analysis of the Film and Its Production - Movie Review Example The film was in production for nine months, from November of 2009 until August 2010. It entered postproduction status at the beginning of September 2010, where it remained until a month prior to its release, which was on December 24, 2010 in America and January 7, 2011 in the United Kingdom. The budget of The King’s Speech was $14,401,000 (ten million in European Euros), which is considered to be a low budget film. The film finished precisely on this budget. As a historical drama, the majority of the budget went to the location and the set design, since the film takes place in 1925, depression-era London. The next greatest portion of the budget went to the salaries of the leading actors, followed by the purchase of a Arricam studio camera with a 14 mm T1.3 Zeiss Master Prime lens, which is a special, albeit expensive, camera that would allow the director to experiment with new shots that would play up on the emotions of the characters. There was only a month or two delay from the time the film was finished until it was released in theaters in the United States. The reason for this delay, as is the case with all films, is to ensure that if extra shots needed to be filmed, they could be done so without risking going over the deadline of the film. It is uncommon that the delay period is as short as just a couple of months, but since the film was a historical piece and required very little of extra actors, the production company of The King’s Speech was able to pull it off with no problems. Distribution The companies that were in charge for distributing The King’s Speech were Australia’s branch of Paramount Pictures, The Weinstein Company of the United States, and Momentum Pictures in the United Kingdom. During its first week of release, The King’s Speech brought in $355,450 in the four theaters that released it in the United States; after this, the film was released to seven hundred more theaters throughout the States, though by the beginning of the New Year, it had been to released to a total of 1,543 screens. In the United Kingdom and Ireland, The King’s Speech earned $5,081,824 from 395 theaters in its first weekend. In Australia, the film made approximately $6,614,615 during its first two weeks. Globally, from the time the film was released until the present, The King’s Speech has earned $374,943,967 in gross revenue. Since The King’s Speech was filmed in Britain, and intended to solely be a British film, only four theaters in the United States saw its release. However, the results of these previews prompted distributors to release in an additional 696 theaters. By January 2011, roughly around the time when the film was released in the United Kingdom, the demand was high for the United States, and so the film was further released into an additional 843 screens. The release was gradual, adding more theaters as the demand for the film grew, which is a common occurrence among independe nt films. The King’s Speech’s distribution overseas was just as successful as the domestic distribution. As the film was based and shot in London, the United Kingdom was always intended to be a part of the release. Furthermore, since one of the lead actors and a producer (Geoffrey Rush) is originally from Australia, the country also played a vital role in the overseas distribution. In revenue, The King’s Speech has received $130,000,000 overseas, a little less than half of what it has made in all. The King’

Hartleys novel Essay Example for Free

Hartleys novel Essay Although appearing to have a cynical view of love in the poem Larkin does in fact not doubt love, but the expectations that we have of it. In the words of Andrew Swarbrick, Larkin expresses not feelings of bitterness or pessimism but of pathos, of a tender sympathy for the widow who recalls dreams knowing they are best forgotten. Though sometimes pleasurable reminiscing can reveal hopes that were unfulfilled, dreams never lived out, good times we can never experience again. Therefore what we perceive to be pessimism in Larkin is, in this instance, simply realism, an understanding of the illusions contained in the world, making him less deceived as a result. He once remarked, Poetry is an affair of sanity, of seeing things as they really are it was for him a way of being honest, not overestimating the value of things. Nonetheless, in the final poem of The Whitsun Weddings, An Arundel Tomb, Larkin hints at his belief in love. Despite not having a successful love life himself he still implies that he has faith in its existence, the ultimate word of the anthology being the abstract noun, love. This line is a testament to its endurance and strength, What will survive of us is love. John Saunders likens these lines containing the prove/love rhyme to Shakespeares attempt to define true love in Sonnet 73, Larkins concluding line echoing the rhyming couplet, If this be error, and upon me proved I never wrote, nor no man ever loved. An Arundel Tomb concentrates on the historical aspect of the past. The persona in the poem, which is in fact Larkin, examines the concept of artifacts, how something set in stone can withstand the test of time regardless of whether it actually existed in the first place. Visiting a Sussex churchyard Larkin sees an example of love that both moves and intrigues him, had it not been for the incongruity of two linked hands displayed on the tomb he would have walked by. It is a gesture small yet touching but the cynic in Larkin questions its validity presuming it to be a case of a sculptors sweet commissioned grace rather than a symbol of a long and devoted marriage. Together in death the couples faces blurred but the husband is still holding her hand. Over time their features have been weathered but their effigy remains as a reminder of their lives, a monument to their love. Archaic language is used to complement the subject matter of the poem, capturing a bygone time so unlike todays unarmorial age. Further manipulation of syntax is evident with the effective juxtaposition of the adjectives sharp and tender, conveying simply but perfectly Larkins confused and mixed reaction to the union of the stone hands. There is debate over Larkins true feelings towards the real meaning of the faithfulness in effigy. Whether or not he again intended the pun with the use of the verb lie just as lovers were lying together in bed is unclear. As Brother Anthony (An Sonjae) points out in his paper Without Metaphysics there is a huge diversity in the interpretations of Larkins intended meaning in his work, it is up to the reader to determine their own response which is good for the reader, but a challenge too. Does the poet believe that love survives not only in stone? Or as Andrew Swarbrick quite rightly points out does he almost believe it as the penultimate line suggests? Our almost-instinct almost true therefore cancels out the optimism of the following statement. Here we witness Larkin lowering his defenses, allowing himself to hope for the best, to want love to be that much mentioned brilliance but he cannot do so completely for fear of it being an illusion. Although hinting at what he truly believes it is as though he will not allow himself to trust it in case he is mistaken. Yet whether love survives or not it lives on in Arundel where only an attitude remains. This is also true of Larkins poetry, and in fact to the whole genre. Whereas fictional characters and places from novels are lost, forgotten, poetry allows thoughts to survive as art long after the death of the artist. Larkin wrote of this inspiring philosophy in 1955, contained in a statement to D. J. Enright he explained, I write poems to preserve things I have seen/thought/felt I think the impulse to preserve lies at the bottom of all art. Yet as mentioned previously the meaning of Larkins literature is not always clear, just like he could only assume the significance of the joined hands we can only guess at the thoughts of Philip Larkin which are contained and live on in his verse. The poem Dockery and Son relates the events and emotions that occur when Philip Larkin revisits his old college, steps back into the past only to be disappointed with what he finds there. An outsider there, he no longer belongs and finds himself a stranger in his own past, as well as physically being unable to enter his past residence the door of where (he) used to live is also locked metaphorically. However, the most disturbing thing for Larkin is the news that one of his peers now has at son at Oxford: Dockery unlike Larkin with no son, no wife, no house or land is a success story. The door to fatherhood is therefore also locked for Larkin. By starting with dialogue the poem is made more authentic as it adds an injection of reality to the verse. It also alerts Larkin to the fact that he is no longer part of that world, of public school boys and ranks, he, unlike Dockery, has no reason to revisit that part of his life. He feels ignored. As in The Whitsun Weddings Larkin philosophizes whilst on a train which is not only a vehicle in the normal sense of the noun but a vehicle for his thoughts and also a metaphor for direction, moving forward in life. The simplistic repetition in the third stanza How much How little conveys Larkins disappointment in himself as he contemplates his own achievements in comparison with those of Dockery. Whereas Leo Colston benefited from his nostalgic visit to the past it has been a negative experience for Larkin who should never have returned. Both Larkin and Hartley present philosophies on the past in two contrasting but equally effective genres, which themselves give insight into the pasts of the authors. The past is, as both pieces of literature show, inevitably significant to us all. How we are affected by it however, either negatively or positively, is to some extent in our own hands. Even a god cannot change the past (Agathon 445 BC) yet we can move on, learn from our experiences and in the future be less deceived. L. P. Hartleys novel is a message to us all that we should not dwell on what has come before, but concentrate on living the present, Leo recognized that he should not be sitting alone before it was too late. In reality the past does not fully exist; in the words of Larkin it is a love song that can never sound the same, a locked door which we can never be reopened, only an attitude that lives on in our minds. We may try to capture moments and emotions in stone, or in verse yet the only place where they truly exist is in our memory. We have the ability to dictate the significance the past holds for us. And so whilst we cannot change our pasts, we have the ability to change our future; Shakespeare declared that Whats past is prologue yet we can determine what is contained in the epilogue.

Human Resource Management in Health

Human Resource Management in Health Human Resource Management in Health Assessment 1 Managing Bullying and Harassment Background Bullying and harassment is not only unacceptable, it is unlawful under both the Commonwealth of Australia and the state legislations. There are many acts which prohibit bullying and harassment and discrimination like the Affirmative Action (Equal Opportunity for Women) Act 1986, Disability Discrimination Act 1992, Equal Employment Opportunity (Commonwealth Authorities) Act 1987, Human Rights and Equal Opportunity Commission Act 1996, Human Rights (Sexual Conduct) Act 1994, Privacy Act 1988, Racial Discrimination Act 1975, Racial Hatred Act 1995 and Sex Discrimination Act 1984 at the federal level (Comcare, 2010) and the Anti-Discrimination Act 1977, Disability Services Act 2006 and Privacy and Personal Information Protection Act 1998 at the state (NSW) level. Harassment and bullying is not just unlawful during working hours or in the workplace itself. It is also unlawful in any work-related context, including conferences, business or field trips, work functions and work end of year p arties. Harassing and/or bullying behaviour may be by a supervisor or manager, a co-worker, a contractor, an advisor or others associated with the organisation. Anti-bullying or anti-harassment policies at workplace should provide safe and productive environment where the dignity of every individual should be equally respected. The workplace should ensure to provide fair and equitable treatment to all the employees regardless of their protected characteristics such as sex, age, race, disability, sexual orientation, physical characteristics marital status, religious or political belief, parental or carer status, pregnancy, gender identity, family responsibilities or any other personal attribute under law. Harassment at workplace can include unwanted physical contact, verbal abuse and threat, offensive gestures, unwelcome and offensive remarks, jokes or innuendos, unwanted sexual propositions or demands, practical jokes that cause awkwardness, embarrassment or distress, unwelcome personal contact outside the workplace, unwelcome invitations or requests, intimidation, suggestive behaviour, the display of offensive notices or posters, mocking co mments about a persons appearance or manner of speech etc. Workplace bullying can involve humiliation, domination, intimidation, victimisation and all forms of harassment including that based on sex, race, disability, homosexuality or transgender. Bullying of any form or for any reason can have long-term effects on those involved including bystanders. Bullying behaviour can be verbal (e.g. name calling, teasing, abuse, putdowns, sarcasm, insults, threats), physical (e.g. hitting, punching, kicking, scratching, tripping, spitting), social ( e.g. ignoring, excluding, ostracising, alienating, making inappropriate gestures) or psychological (e.g. spreading rumours, dirty looks, hiding or damaging possessions, malicious SMS and email messages, inappropriate use of camera phones). Literature review of the anti-bullying and anti-harassment measures In Australia, the workplaces identify bullying by the three criteria mentioned in most of the anti-bullying, anti-harassment and anti- discrimination policies (Comcare,2010; NT WorkSafe, 2012; SafeWork South Australia, 2010; WorkCover NSW, 2009; Workplace Health and Safety Queensland, 2004; WorkSafe Victoria, 2009; WorkSafe Western Australia, 2010). The criteria are, they are repeated rather than singular, unreasonable and pose a risk to cause health and safety issues. Bullying and harassment not only have an effect on the health of the individuals being bullied (Einarsen et al, 2011) but also have significant financial implications on the organisations that do not take measures to prevent them (Australian Productivity Commission, 2010; Einarsen et al, 2011). Therefore preventing bullying/harassment by providing safe work environment in order to avoid psychological impact on the worker’s health are the organisation’s responsibility (Lyon Livermore, 2007). There is considerable literature around the causes of the work place aggression/bullying which are placed into three classes ‘internal’ and ‘external’ factors and their ‘interaction’. For example, internal influences are related to the personality or the severity of illness of the patients whereas external influences focus on factors like shortage of staff or noisy stressful work environment. The interactional approach acknowledges the interplay of the internal and external factors in triggering maintaining and exacerbation workplace aggression which is manifested through harassment or bullying of the staff. The workplace should not tolerate harassment, bullying or discriminative behaviour of any kind, whether it is by the managers, staff, contractors, advisors or others associated with the organisation in the course of its operations. All staff should be informed and trained at the time of employment, the organisations stance on harassment, bullying and discrimination. Increased awareness will persuade staff to have ‘zero tolerance’ for bullying and will encourage workers to combat it either by refusing to take part in it or by not keeping silent and reporting the incident on time. Furthermore early intervention is important. Regular workplace surveys and informal and formal discussions with the workers will help secure early intervention (Moore, Lynch Smith, 2006). Workplace bullying and harassment in the health sector affects not only the professional but also the personal lives of the staff. They have an impact on the patients they care for and on the organisations reputations and the fiscal health. For example it was evident from one of the studies that nurses feel less safe at work primarily because of their colleagues bullying and harassment than from the patients or their relatives. Poor staff relations and negative organisational environments were identified as the main reasons for the workplace bullying (Farrell Shafiei, 2012). Hence positive organisational environments including support from the supervisors, managers and colleagues can help buffer the negative influences of the workplace bullying and harassment as well as enhancing the staff’s perception to cope with the situation when it arises (Parzefall Salin, 2010). Moreover where there is support from the colleagues and the managers, and where training and information to deal with the workplace bullying is available to the staff, it is observed that these can help buffer some of the negative health consequences of the bullying and violence (Schat Kelloway, 2003). In order to reduce the incidence of bullying in the public health organisations in Australia, research suggests that the focus should be on four areas of the people management practices which include the quality and frequency of the performance feedback, level of supportive leadership, building an engaging work team environment and establishing managers have accountability for people management (Cotton et al, 2008).These four areas of people management practices can be achieved by taking a proactive approach to bullying through promoting a positive workplace culture, senior management commitment, developing a bullying policy and related procedures, communication and consultation, monitoring of the work climate by surveys and other methods and informing training and instructing the employees (Comcare, 2010) In the health service organisations, management and staff are equally responsible to prevent the bullying and harassment at the workplace. Management has the responsibility to monitor the working environment to ensure that acceptable standards of conduct are observed at all times, model appropriate behaviour themselves, promote organisations anti-harassment policy within their work area, treat all complaints seriously and take immediate action to investigate and resolve the matter. Staff has the responsibility to comply with the organisations anti-harassment policy, offer support to anyone who is harassed and advise them where they can get help and advice, maintain complete confidentiality during the investigation of a harassment complaint, report bullying, harassment and offensive behaviour, even if not involved, to management. Over the past few years Victoria State has strictly implemented a number of anti-harassment and anti-bullying initiatives in their public health system inclu ding workplace redesign, provision of personal duress alarms, employment of specially trained security staff and so forth. However their translation to practice is left to individual health organisations as a result of which they were rarely followed up to know if the above initiatives were successful. This lack of evaluation measures reflects the situation that is prevalent across the Australia in respect to workplace bullying, where there is no agreed national approach and little in the way of the systematic program appraisal (Farrell Cubit, 2005). Conclusion There was some concerns in the past that the anti- bullying preventive measures mentioned in the literature and the polices adopted by the health service organisations were not in tandem with each other as a result of which the services failed to prevent and intervene in bullying. However recent studies has provided evidence that not only the Australian health care organisations are starting to make active efforts to prevent harassment and bullying, but also their efforts agree fairly with the recommendations emanating from the research world. Furthermore the Human Resources departments in the health care organisations seem to recognise the importance of dealing with the bullying and hence go beyond just formulating the policies or training the staff. The active involvement of the Human Resource personnel also negates the popular belief in the past that it is the role of the managers and the immediate supervisors and not the HR department to intervene in preventing the bullying at th e workplace. There is a need to implement the HR practices like attitude and training surveys, formal appraisal discussions and performance based pay etc. in the health care organisations. The other key factor that needs to be changed in the health care organisations is that the anti- bullying action is rather undertaken for the problems reported and not as a preventive measure. In other words many health organisations adopt anti-bullying measures as part of a reactive rather than a proactive strategy. Also there is an urgent need to recognise that the anti-bullying polices in the health services should be framed based on the needs and requirements of the local organisation and not copy pasting from other sources or merely imitating other organisations. Thus, a policy that does not address the local organisation needs is less likely to be adapted, less likely to be implemented and less likely to be applied when the bullying actually occurs. Furthermore, it is observed that there is severe lack of evaluations and surveys to identify the effectiveness of the currently practised anti-bullying measures in the health organisations. As health services are becoming increasingly complex in terms of staff, resources, communications and so forth, they should have clear expectations regarding the transparency of the employer’s interpersonal interactions to avoid the occurrence of the complex or troublesome interpersonal dynamics. The health organisations should take all complaints of harassment, bullying and/or discrimination seriously and deal with them promptly in a spirit of compassion and justice. They should ensure that the privacy is maintained and the complainants and witnesses are not victimised in any way either by the management or the employees. References: Australian Productivity Commission 2010, Performance benchmarking of Australian business regulation: Occupational health and safety, Canberra, viewed 25 March 2014, http://www.pc.gov.au/__data/assets/pdf_file/0007/96163/ohs-report.pdf. Comcare. 2010. Preventing and managing bullying at work – A guide for employers (OHS65), Canberra, viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=40108 Cotton P, Hart P, Palmer R, Armstrong K, Schembri C 2008, Working well: An organisational approach to preventing psychological injury, a guide for corporate, HR and OHS managers. Comcare, Viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=41369 Einarsen S, Hoel H, Zapf D, Cooper CL 2011, Bullying and harassment in the workplace: Development in theory, research and practice, 2nd edn, CRC Press, Boca Raton, FL. Farrell G Cubit K 2005, Nurses under threat: a comparison of content of 28 aggression management programs. International Journal of Mental Health Nursing, vol.14 no.1, pp. 44–53. Farrell GA Shafiei T 2012, Workplace aggression, including bullying in nursing and midwifery: A descriptive survey (the SWAB study), International Journal of Nursing Studies, vol. 49, pp.1423–1431. Lyon G Livermore G 2007, ‘The regulation of workplace bullying’, Melbourne: WorkSafe Victoria. Moore MO, Lynch J, Smith M 2006, ‘The way forward’, Proceedings from the 5th international conference on bullying and harassment in the workplace, Trinity College, Dublin, pp. 129–131. NT WorkSafe 2012, Prevention of bullying at work – Employers, Darwin, viewed 26 March 2014, http://www.worksafe.nt.gov.au/Bulletins/Bulletins/15.01.12.pdf. Parzefall MR Salin DM 2010, Perceptions of and reactions to workplace bullying: a social exchange perspective, Human Relations, vol.63, no.6, pp.761–780. SafeWork South Australia 2010, Preventing workplace bullying: A practical guide for employers, (0095), Adelaide, viewed 26 March 2014, http://www.stopbullyingsa.com.au/documents/bullying_employers.pdf. Schat AC Kelloway EK 2003, Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support, Journal of Occupational Health Psychology, vol.8, no.2, pp.110–122. WorkCover NSW 2009, Preventing and responding to bullying at work, (WC02054), Sydney: WorkCover Authority of NSW, viewed 26 March 2014, http://www.workcover.nsw.gov.au/formspublications/publications/Documents/bullying_at_work_2054.pdf. Workplace Health and Safety Queensland 2004, Prevention of workplace harassment – Code of practice 2004, (PN11183), Brisbane, viewed 26 March 2014, http://www.deir.qld.gov.au/workplace/resources/pdfs/prevention-workplace-harassment-cop-2004.pdf. WorkSafe Victoria 2009, Preventing and responding to bullying at work, Melbourne, viewed 26 March 2014, http://www.worksafe.vic.gov.au/wps/wcm/connect/f61387004071f2b98ca4dee1fb554c40/WSV585_05_04.10WEBsmall.pdf?MOD=AJPERES. WorkSafe Western Australia 2010, Code of practice – Violence, aggression and bullying at work, Perth, viewed 26 March 2014, http://www.commerce.wa.gov.au/WorkSafe/PDF/Codes_of_Practice/Code_violence.pdf.