The Philippine Clean Water Act of 2004 Essay Essay Example

The Philippine Clean Water Act of 2004 Essay Paper Introduction As an archipelago. the Philippines is surrounded with H2O. It ranks 4th with the longest coastline in the universe mensurating 36. 289 kilometer ( 22. 559 stat mis ) while its H2O country covers 1. 830 sq kilometer ( The World Factbook ) . The country’s H2O resources have played a important function in its development. However. some development attempts. combined with the lifting demands of the ever-increasing population. have caused harm to these H2O resources. In response. a jurisprudence was signed to â€Å"pursue a policy of economic growing in a mode consistent with the protection. saving and resurgence of the quality of our fresh. brackish and marine waters† ( Section 2 ) . Republic Act ( R. A. ) No. 9275 titled â€Å"An Act Providing for a Comprehensive Water Quality Management and for Other Purposes† . besides known as the Filipino Clean Water Act of 2004 ( CWA ) . was signed by former President Gloria Macapagal-Arroyo on March 22. 2004. It took consequen ce on May 6. 2004. with its Implementing Rules and Regulation ( IRR ) contained in the Department of Environment and Natural Resources ( DENR ) Administrative Order ( A. O. ) No. 2005-10. We will write a custom essay sample on The Philippine Clean Water Act of 2004 Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Philippine Clean Water Act of 2004 Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Philippine Clean Water Act of 2004 Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Coverage The jurisprudence applies to H2O quality direction in all H2O organic structures. It chiefly applies to the suspension and control of pollution from land-based beginnings. The H2O quality criterions and ordinances and the civil liability and penal commissariats under the jurisprudence shall be enforced irrespective of beginnings of pollution ( Section 3 ) . In add-on to modulating pollution of H2O organic structures. DENR shall explicate and use criterions for the conveyance and disposal of wastewater. sewerage and septage offsite. whether offshore or on land every bit good as disposal of single effluent on land. The Department of Agriculture ( DA ) shall develop guidelines for re-use of effluent for irrigation intents or as dirt conditioner or fertiliser ( Rule 3. 1 ) . Institutional mechanism The Department of Environment and Natural Resources ( DENR ) . as the primary bureau responsible for the execution of the CWA. shall take the lead in the readying. execution. and enforcement of the followers ( Rule 19 ) : National H2O quality position study – this study shall place ( a ) the location of H2O organic structures. their quality. taking into history seasonal. tidal and other fluctuations. bing and possible utilizations and beginnings of pollution per specific pollutant and pollution burden appraisal ; ( B ) H2O quality direction countries. and H2O categorization ( Rule 19. 1 ) . Integrated Water Quality Management Framework ( IWQMF ) – this may incorporate. but non limited to the followers: ( a ) appraisal of policies and institutional agreements and capacities relevant to H2O quality direction including the scheme of degeneration to LGUs ; ( B ) direction schemes ; ( degree Celsius ) sustainable funding schemes ; and ( vitamin D ) public presentation monito ring ( Rule 19. 2 ) . Water Quality Management Area ( WQMA ) Action Plan for each WQMA – includes. but non limited to. the undermentioned: ( a ) ends and marks including sewage or septage plan. ( B ) agenda of conformity to run into the applicable demands of this Act ; ( degree Celsius ) H2O pollution control strategies or techniques ; ( vitamin D ) H2O quality information and instruction plan ; e ) resource demand and possible beginnings ; degree Fahrenheits ) enforcement processs of the program and ( g ) wagess and inducements ( Rule 19. 3 ) Groundwater exposure mapping- the DENR through the Mines and Geosciences Bureau ( MGB ) shall print a national groundwater exposure map ( regulation 19. 4 ) . which means the identified countries of the land surface where groundwater quality is most at hazard from human activities and shall reflect the different grades of groundwater exposure based on a scope of dirt belongingss and hydro geological standards to function as usher in the protection of the grou ndwater from taint ( Section 4 T ) . Water quality guidelines – these shall reflect the latest scientific cognition on the undermentioned affairs: ( a ) effects of pollutants on public wellness. biological diverseness. aquatic life. productiveness and stableness. including information on the factors impacting rates of eutrophication and rates of organic and inorganic deposit for changing types of waterways. bio-accumulation of chemicals ; ( B ) concentration and dispersion of pollutants including of course happening pollutants in extremely mineralized countries. through physical. chemical and biological procedures ; pollution burden may besides be used together with the concentration strategy ; and ( degree Celsius ) good utilizations of the receiving H2O organic structure ( Rule 19. 5 ) . Effluent criterions – means any legal limitation or restriction on measures. rates. and/or concentrations or any combination thereof. of physical. chemical or biological parametric quantities of wastewater which a individual or point beginning is allowed to dispatch into a organic structure of H2O or land ( Section 4 N ) . Procedures for trying and analysis of pollutants – the DENR shall follow alternate internationally recognized trial processs for trying and analysis of pollutants ( Rule 19. 7 ) . Accreditation system of research labs – the DENR. in coordination with DOST. DTI. DOH. and other concerned bureaus. academia. professional associations. and private sector. shall explicate. maintain. and pull off a system of accreditation for research labs ( Rule 19. 8 ) . Classs of point and non-point beginnings – the DENR shall publish and print guidelines on the ( a ) designation and rating of the nature and extent of non-point beginnings of pollution ; and ( B ) processes. processs. and methods to command pollution ensuing at that place from ( Rule 19. 9 ) . Point beginning means any identifiable beginning of pollution with specific point of discharge into a peculiar H2O organic structure ( Section 4 aa ) . Non-point beginning – means any beginning of pollution non identifiable as point beginning to include. but non be limited to. overflow from irrigation or rainwater. which picks up pollutants from farms and urban countries ( subdivision 4 omega ) . Categorization of groundwater beginnings – The Environmental Management Bureau ( EMB ) of DENR shall organize with the NWRB and other relevant bureaus in the categorization of groundwater beginnings. ( Rule 19. 10 ) . Categorization and re-classification of H2O organic structures – All H2O organic structures shall be classified harmonizing to their possible good use. taking into history. among. others. the undermentioned: ( a ) bing quality of the organic structure of H2O ; ( B ) size. deepness. surface country covered. volume. way. rate of flow and gradient watercourse ; ( c ) most good existing and future usage of said organic structures of H2O and lands surrounding them. such as for residential. agricultural. aqua cultural. commercial. industrial. navigational. recreational. wildlife preservation and aesthetic intents ; and ( vitamin D ) exposure of surface and groundwater to taint from polluted and risky wastes. agricultural chemicals and belowground storage armored combat vehicles of crude oil merchandises ( Rule 19. 11 ) Information and airing runs – these cover the effects of H2O pollution on wellness and environment. H2O quality direction. and resource preservation and recovery to promote an environmentally action-oriented society in coordination with other authorities bureaus ( Section 19 N ) . On the other manus. the Local Government Units ( LGUs ) are responsible in the direction and betterment of H2O quality within their territorial legal powers. Each local authorities unit shall. through its Environment and Natural Resources Office ( ENRO ) established in Republic Act No. 7160. have the undermentioned powers and maps ( Section 20 ) : a ) Monitoring of H2O quality ; B ) Emergency response ;degree Celsius ) Conformity with the model of the Water Quality Management Action Plan ; vitamin D ) To take active engagement in all attempts refering H2O quality protection and rehabilitation ; and e ) To organize with other authorities bureaus and civil society and the concerned sectors in the execution of steps to forestall and command H2O pollution. Furthermore. the DENR and the LGUs. in coordination with the appropriate authorities bureaus. And in audience with the concern and industrial sectors including commercialism. shall explicate appropriate inducements for the acceptance procedures that will continue and protect our H2O organic structures through the debut of advanced equipment and processes that cut down if wholly extinguish discharge of pollutants into our H2O organic structures ( Section 21 ) . The Department and its concerned affiliated bureaus including the Laguna Lake Development Authority ( LLDA ) shall organize and come in into understanding with other authorities bureaus. industrial sector and other concerned sectors in the promotion of the aims of this Act- The undermentioned bureaus shall execute tile maps specified hereunder ( Section 22 ) : a ) Philippine Coast Guard in coordination with DA and the DENR shall implement for the enforcement of H2O quality criterions in marine Waterss. set pursuant to this Act. specifically from offshore beginnings ; B ) The Department of Public Works and Highways ( DPWH ) through its affiliated bureaus. such as the Metropolitan Waterworks and Sewerage System ( MWSS ) . Local Water Utilities Administration ( LWUA ) . and including other urban H2O public-service corporations for the proviso or sewage and sanitation installations and the efficient and safe aggregation. intervention and disposal of sewerage within their country of legal power ; degree Celsius ) the Department of Agriculture ( DA ) . shall organize with the DENR in the preparation of guidelines for the re-use of effluent for irrigation and other agricultural utilizations and for the bar. control and suspension of pollution from agricultural and aquaculture activities. the Bureau of Fisheries and Aquatic Resources ( BFAR ) of the DA shall be chiefly responsible for the bar and control of H2O pollution for the development. direction and preservation of the piscaries and aquatic resources ; vitamin D ) The Department of Health ( DOH ) shall be chiefly responsible for the announcement. alteration and enforcement of imbibing H2O quality criterions ; e ) The Department of Science and Technology ( DOST ) . in coordination with the Department and other concerned bureaus. shall fix a plan for the rating. confirmation. development and public airing of pollution bar and cleaner production engineerings ; and f ) The Department of Education ( DepEd ) . Commission Higher Education ( CHED ) . Department of the Interior and Local Government ( DILG ) and Philippine Information Agency ( PIA ) shall help and organize with the Department in. the readying and execution of a comprehensive plan pursuant to the aims of this Act. The DENR. in coordination with the Departm ent of Science and Technology ( DOST ) . other concerned bureaus and academic research establishments. shall set up a national research and development plan for the bar and control of H2O pollution. As portion of said plan. the DOST shall carry on and advance the coordination and acceleration of research. probe. experiments. preparation. study and surveies associating to the causes. extent. bar and control of pollution among concerned authorities bureaus and research establishments ( Section 24 ) . National H2O quality direction fund A National Water Quality Management Fund to be administered by the DENR. in coordination with other concerned bureaus. as a particular history in the National Treasury. is established and to be used to finance the followers ( Section 9 ) : a ) Finance containment and clean-up operations of the authorities in H2O pollution instances ; B ) Guarantee Restoration of ecosystems and rehabilitation of affected countries ; degree Celsius ) Support research. enforcement and monitoring activities ; vitamin D ) Provide proficient aid to the implementing bureaus ; vitamin E ) Grant wagess and inducements ; degree Fahrenheit ) Support information and educational run ; and g ) Such other expenses made entirely for the bar. control or suspension of H2O pollution and direction and disposal of the direction countries in the sums authorized by the Department. In add-on. the Area Water Quality Management Fund is established for the care and care of the H2O organic structures in a H2O quality direction country. The fund shall be utilized for the grant of wagess and inducements for entities whose outflowing discharges are better than the H2O quality standards of the mark categorization of the having organic structure of H2O. loans for acquisitions and fixs of installations to cut down measure and better quality of effluent discharges. and regular care of the H2O organic structures within the direction country ( Section 10 ) . Water pollution licenses and charges A effluent charge system in all direction countries will be implemented. Effluent charges shall be established taking into consideration the followers ( Section 13 ) : a ) To supply strong economic incentive for defilers to modify their production or direction procedures or to put in pollution control engineering in order to cut down the sum of H2O pollutants generated ; B ) To cover the cost of administrating H2O quality direction or betterment plans ; degree Celsiuss ) Reflect amendss caused by H2O pollution on the environing environment. including the cost of rehabilitation ; vitamin D ) Type of pollutant ; vitamin E ) Categorization of the receiving H2O organic structure ; and degree Fahrenheit ) Other particular properties of the H2O organic structure. The discharge license. stipulating. among others. the measure and quality of wastewater that said installations are allowed to dispatch into a peculiar H2O organic structure. conformity agenda and monitoring demand shall be the legal mandate from the DENR to dispatch effluent ( Section 14 ) . Prohibited Acts of the Apostless The undermentioned Acts of the Apostless are herewith prohibited ( Section 27 ) : a ) Discharging. lodging or doing to be deposited stuff of any sort straight or indirectly into the H2O organic structures or along the borders of any surface H2O. where. the same shall be apt to be washed into such surface H2O. either by tide action or by storm. inundations or otherwise. which could do H2O pollution or hinder natural flow in the H2O organic structure ; b ) Discharging. injecting or leting to ooze into the dirt or sub-soil any substance in any signifier that would foul groundwater. degree Celsius ) Operating installations that discharge regulated H2O pollutants without the valid required licenses or after the license was revoked for any misdemeanor of any status therein ; vitamin D ) Disposal of potentially infective medical waste into sea H2O by vass unless the wellness or safety of persons on board the vas is threatened by a great and at hand hazard ; e ) Unauthorized conveyance or du mping into sea Waterss of sewerage sludge or solid waste as defined under Republic Act No. 9003 ; degree Fahrenheit ) Transport. dumping or discharge of forbidden chemicals. substances or pollutants listed under Republic Act No. 6969 ; g ) Operate installations that discharge or let to ooze. wilfully or through gross carelessness. forbidden chemicals. substances or pollutants listed under R. A. No. 6969 into H2O organic structures or wherein the same shall be apt to be washed into such surface. land. coastal. and marine H2O ; H ) Undertaking activities or development and enlargement of undertakings. or runing wastewater/sewerage installations in misdemeanor of Presidential Decree. No. 1586 and its implementing regulations. and ordinances ; I ) Dispatching regulated H2O pollutants without the valid required discharge license pursuant to this Act or after the license was revoked for any misdemeanor of status therein ; J ) Non-compliance of the LGU with the Water Quality Framework and Management Area Action Plan. In such a instance. countenances shall be imposed on the local authorities functionaries concerned ; K ) Refusal to let entry. review and monitoring by the Department in conformity with this Act ; cubic decimeter ) Refusal to let entree by the Department to relevant studies and records in conformity with this Act ; m ) Refusal or failure to subject studies whenever required by the Department in conformity with this Act ; n ) Refusal or failure to denominate pollution control officers whenever required by. the Department in conformity with this Act ; and o ) Directly utilizing supporter pumps in the distribution system or fiddling with the H2O supply in s uch a manner as to change or impair the H2O quality. Fines. amendss and punishments Fines. amendss and punishments to be filed by the DENR Secretary. upon the recommendation of the Pollution Adjudication Board ( PAB ) . include ( Section 28 ) : For any individual perpetrating any of the forbidden Acts of the Apostless or go againsting any of the proviso of the jurisprudence or its IRR – non less than Ten 1000 pesos ( P10. 000. 00 ) nor more than Two 100 thousand pesos ( P200. 000. 00 ) for every twenty-four hours of misdemeanor ( to be increased by 10 per centum ( 10 % ) every two ( 2 ) old ages to counterbalance for rising prices and to keep the deterrent map of such mulcts ) ; closing. suspension of development or building. or surcease of operations or. where appropriate disjunction of H2O supply. until such clip that proper environmental precautions are put in topographic point and/or conformity with this Act or its regulations and ordinances are undertaken. Failure to set about clean-up operations. wilfully. or through gross carelessness – imprison ment of non less than two ( 2 ) old ages and non more than four ( 4 ) old ages and a all right non less than Fifty thousand pesos ( P50. 000. 00 ) and non more than One hundred 1000 pesos ( P100. 000. 00 ) per twenty-four hours for each twenty-four hours of misdemeanor. Failure or refusal to set about clean-up operations which consequences in serious hurt or loss of life and/or irreversible H2O taint of surface. land. coastal and marine H2O – imprisonment of non less than six ( 6 ) old ages and one twenty-four hours and non more than 12 ( 12 ) old ages. and a mulct of Five Hundred Thousand Pesos ( P500. 000. 00 ) per twenty-four hours for each twenty-four hours during which the skip and/or taint continues. For gross misdemeanor ( includes: ( a ) deliberate discharge of toxic pollutants identified pursuant to Republic Act No. 6969 in toxic sums ; ( B ) five { 5 ) or more misdemeanors within a period of two ( 2 ) old ages ; or ( degree Celsius ) blatant neglect of the orders of the PAB. such as the non-payment of mulcts. breakage of seals or runing despite the being of an order for closing. discontinuation or surcease of operation ) – with a mulct of non less than Five 100 thousand pesos ( P500. 000. 00 ) but non more than Three million pesos ( P3. 000. 000. 00 } per twenty-four hours for each twenty-four hours of misdemeanor or imprisonment of non less than six { 6 ) old ages but non more than ten { 10 ) old ages. or both. at the discretion of the tribunal. For misdemeanors falling under Section 4 of Presidential Decree No. 979 – a mulct of non less than Fifty thousand pesos { P50. 000. 00 ) nor more than One million pesos ( P1. 000. 000. 00 ) or by imprisonment of non les s than one { 1 ) twelvemonth nor more than six ( 6 ) old ages or both. for each discourtesy. without bias to the civil liability of the wrongdoer in conformity with bing Torahs. Water pollution instances affecting Acts of the Apostless or skips — committed within the Laguna Lake Region shall be dealt with in conformity with the process under R. A. No. 4850 as amended. Repealed and amended Torahs The CWA repealed Presidential Decree No. 984 Supplying for the Revision of Republic Act No. 3931. Normally Known as the Pollution Control Law. and for Other Purposes. signed on August 18. 1976. On the other manus. the undermentioned Torahs are amended and modified consequently: Republic Act No. 6969 – An Act to Control Toxic Substances and Hazardous and Nuclear Wastes. Supplying Punishments for Violations Thereof. and for Other Purposes. signed on October 26. 1990 Republic Act No. 4850. as amended – An Act Making the Laguna Lake Development Authority. Ordering its Powers. Functions and Duties. Supplying Fundss Thereof. and for Other Purposes† signed on 18 July 1966. Presidential Decree No. 1586 – Establishing an Environmental Impact Statement System. Including Other Environmental Management Related Measures and for Other Purposes signed on June 11. 1978. Presidential Decree No. 1152 – Philippine Environmental Code signed on June 6. 1977 Presidential Decree No. 979 – Supplying for the Revision of Presidential Decree No. 600 Regulating Marine Pollution signed on August 18. 1976 Presidential Decree No. 856 – Code On Sanitation signed on December 23. 1975 Decision The Philippines is blessed with H2O resources. which have played a important function in its development. The CWA is one manner to safeguard these H2O resources. It provides countenances for those who will foul the H2O. The success of the CWA depends on its execution and on each individual’s attempt to protect these H2O resources.

Medicare Eligibility Essay Example

Medicare Eligibility Essay Example Medicare Eligibility Paper Medicare Eligibility Paper The process of finding out if one is eligible for Medicare is to visit the website of Medicare at â€Å" medicare. gov† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). Immediately after that, one ought to look for the label which states, â€Å"Search Tools† on the left side of the main page (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). Pointing the cursor to the â€Å"Search Tools† will provide a selection consisting of thirteen choices, from which, one ought to pick and click â€Å"Find Out Your Medicare Eligibility† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). Required questions will then appear next and these are: 1) â€Å"Please enter your date of birth:†, wherein I answered â€Å"June 17, 1940† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). 2) â€Å"Marital Status:†, wherein I answered â€Å"Married† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). 3) â€Å"Tax Filing Status:† wherein I answered â€Å"Joint† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). 4) â€Å"Type of Medicare Coverage:† wherein I answered â€Å"Part A B† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). 5) â€Å"Do you have Medicaid? † wherein I answered â€Å"No† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). 6) â€Å"Are you living outside the U. S.? † wherein I answered â€Å"No† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). 7) â€Å"Household Income Range:† wherein I answered â€Å"$160,001 $200,000† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). 8) â€Å"Are you receiving health benefits through your current employer (or through your spouses current employer)? † wherein I answered â€Å"Yes† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). After answering all the question with such details, one will be able to confirm if he or she is eligible for Medicare especially if a statement like this will be issued in the end: â€Å"Based on your answers, the amount you will pay each month for your Medicare Part B premium is $105. 80 in 2007. This amount is based on your income† (US Department of Health and Human Services/Centers for Medicare Medicaid Services, 2007). References US Department of Health and Human Services/Centers for Medicare Medicaid Services. (2007). Medicare. Retrieved November 19, 2007 from medicare. gov. /MedicareEligibility/home. asp? Q%7C10022%7Chsincome%5Fmarried=%24160%2C001+%2D+%24200%2C000Q%7C5%7Crcvg%5Fbnfts=Yesversion=defaultQ%7C3%7Cmdcd=Nobrowser=Firefox%7C2%7CWinXPQ%7C4%7Clvg%5Fotsd=NoQ%7C10020%7Cmrtl%5Fstus=Marriedlanguage=EnglishQ%7C1002%7Ccvrg%5Ftype=ABQ%7C10030%7Ctaxfiling%5Fstatus=JointQ%7C1%7Cbirth%5Fmonth=06Q%7C1%7Cbirth%5Fday=17Q%7C1%7Cbirth%5Fyear=1940qid_path=1%281%7E10020%29%7C3000%2810030%29%7C3%281002%7E3%7E4%7E10022%29%7C4%285%29%7C999%28999%29dest=NAV|Home|MyEnrollment|Results|EligibilityQuestions

Disaster Recovery Plan Term Paper Example | Topics and Well Written Essays - 1500 words

Disaster Recovery Plan - Term Paper Example This paper discusses disaster recovery plan in respect of Share Broking House. Disaster recovery plan in Share Broking House The disaster causing damages in an environment may be either temporary as in the case of Sandy storm or permanent as in the case of attack on World Trade Center. The planning for the latter one involves substantial capital investment for establishing the required facilities for continuity of the business in an alternative site. The geographical locations should be dispersed with sufficient distance between the head office and the alternate site proposed for disaster recovery plan. Disasters may be categorized into two types at company level based on the nature of damages: disaster causing damages to the system and disaster causing damages to the entire facilities and properties. Establishing disaster recovery system at a different site will take care of both the types of disasters. Since the business of share broking house under study is spread all over the cou ntry, the disaster recovery site should be away by more than 300 kilo meters from the head office, in another city which is not prone to earth quakes. Goals The important goals in installing the disaster recovery plan are given below: 1. Training the employees in the recovery activities anticipated. 2. Testing the system for compatibility in real-life situations. 3. Establishing the necessary back-up facilities to provide the best services at all times. 4. Putting alternate communication system in place in the event of disaster. 5. Mitigating the effects of the impacts in the event of disaster. Objectives 1. Ensuring normalcy in clearing and settlement operations in the business without loss of time. 2. Ensuring accessibility to staff for disaster recovery process. 3. Assessment of the financial and operational support needed for reporting to the banks and financial institutions. 4. Making arrangements for survey by insurance companies. 5. Coordination with the service providers and vendors in recovery process. 6. Early resumption of the disrupted business operations. 7. Keeping the customers informed of the situation. 8. Keeping the regulatory and local authorities informed of the extent of disaster and the progress of recovery process. Overview of the organization The organization needs to be studied and analyzed with particular reference to disaster management. The structure has been designed to meet the needs of the industry where the business is carried out online. There are more than 100 branches which are connected to the head office. There are more than 1000 terminals in head office and branch offices. The company appointed dealers place orders into the system as per the instructions received over phone or internet from the customers. Also, some of these terminals are allocated to the day traders for day-trading. The important tasks involved in the day-to-day operations can be classified into: 1) Buying and selling of shares and Securities including Fu tures and Options, 2) Transfer of Securities to the depositories, depository participants and customers, 3) Settlement of payments arising out of transactions

A reflective piece on change initiative and applied work based change Essay

A reflective piece on change initiative and applied work based change in which you will apply the theoretical perspectives. iden - Essay Example However change management to be successful requires effective percolation and transmission of vision and mission objectives amongst the people at different levels. Involvement of human resources is considered as a prime concern for implementation of changes adapted. The people pertaining to different levels are required to be trained and communicated accordingly to make them understand the benefits and advantages related to the change process. Similarly the people must also be encouraged to render effective feedbacks relating to their problems and grievances owing to the requirement to perform in a changed environmental setting. This process put in place helps in the designing of adequate teams in the organisation that would contribute in the accomplishment of the new organisational objectives (Cameron and Green, 2004, p.79-80). Organisational Change in Retail The demand for fashion merchandises is countering dynamic changes owing to changing tastes and desires of the people around t he world for which fashion retail companies are required to bring about changes in the operational processes and accordingly adapt new vision and mission objectives. Retail concerns thus needs to incorporate processes that would help in effectively tracking changes in the demand scenario and thereby help in effective ordering for the right stocks. Working as a store manager in a fashion retail concern rendered a clear understanding about the factors for which the sales figures were countering a fall each month thereby leading to loss of revenues and goodwill. Fall in demand for the garments led to undue stock piling both in the store and warehouse thereby also creating a financial impact on the organisation in terms of locking of working capital. Thus it was strongly felt that the retail organisation needed adequate changes both in the vision and mission guidelines and also needed the incorporation of effective technology and process to help serve the organisational objectives. The main problem identified here related to the failure of the right merchandise to reach the stores from the warehouse at the right time. This fact thus led to the consumers perceives the unavailability of the required merchandise at the store leading to loss of potential demand and business for the retail concern. Thus it was required for the retail organisation to take resort to the process and concept of ‘Fast Fashion Retailing’ and also to implement technological and process changes thereby. ‘Fast Fashion’ is held to be a retail business strategy that aims in helping the retail concerns in effective reduction of lead times thereby contributing in the right merchandising of the stocks required to be sold (Barnes and Lea-Greenwood, 2006, p.259). Henceforth incorporation of technological changes relating to use of RFID (Radio Frequency Identification) Technology enabled scanners was also strongly felt that would help in rightly tracking inventory movement and thereby inform about the ‘hot sellers’ and the ‘unsold stocks’ (Thomas, 2008, p.98). Along with the above stated process and technological cha

Case Study summary Term Paper Example | Topics and Well Written Essays - 500 words

Case Study summary - Term Paper Example The company had staff performance appraisal program and believed in giving satisfaction to both staff and customers. Company provided many benefits to its workers which ensured a smooth running of the organization. However, problems aroused among employees with an issue of diwali gift and also gradually other problems started appearing slowly. The issues were relating to break, granting of leave, hostile attitude of workers etc. Eventually, company offered a raise in salary which was denied by the workers. Also some indiscipline behavior from the workers made the situation worse. The workers formed a union in due course and there was an attempt of conciliation between the company and workers which resulted in failure. With the onset of disruptive conduct from workers, the company banned the entry of workers to the company premises. A clash between police and employees occurred and all this led to a decrease in the productivity of the company .Ultimately, with the involvement of minis ter of haryana the situation in company got back to normal .The unrest among workers brought about a big damage to the productivity and goodwill of the company. The company had a big shock due to its damaged goodwill and declined productivity and this left the CEO of the company skeptical about his future growth. The key factors that led to the breakdown of industrial relations at HMSI.

Factors Which Lead to Stress in the Workplace

Factors Which Lead to Stress in the Workplace Phones 4 you Case Study Chapter One: Introduction Phones 4u is a large independent mobile phone retailer in the UK. Since opening in 1996, it expanded to 400 stores throughout the United Kingdom. Head office is based in Newcastle-under-Lyme, Staffordshire and was until recently part of the The Caudwell Group formed by John Caudwell. In September 2006 the group was sold and Phones 4u is now owned by Providence Equity Partners (Minter, 2003, 18) Stress is the condition that results when person-environment transactions lead the individual to perceive a discrepancy, whether real or not, between the demands of a situation and the resources of the persons biological, psychological or social systems. In medical terms, stress is the disruption of homeostasis through physical or psychological stimuli. Stressful stimuli can be mental, physiological, anatomical or physical reactions. Lost car keys, tardiness, family death, and loss of job, pressure, frustration, and social changes-these are different types of stress, the process by which one appraises and copes with environmental threats and challenges. The events of daily life flow through a psychological filter that helps a person the react in certain ways. Some stress early in life is conducive to later emotional and physical growth. But stresses, or conflicts, can also threaten a persons life as well and health (Amatea, 1991, 48). Behavioral psychologists have determined there is a correlation between stress and the declination on ones behavior. One may increase his usage of alcohol, tobacco, or other drugs to escape his stressful state. Other problems include arguing with friends, neglecting appearance, crying easily, difficulty concentrating, and withdrawing from family and friends. In extreme cases, stress can cause insanity. Emotional changes are also a common effect of stress. Symptoms include anger, anxiety, depression, nervousness, loneliness, and rejection. Changes in emotional state may lead to psychological disorders or even death, if not treated. Suicide is among the leading outcomes of stress-related depression (aspinwall, 1992, 48). Not only does stress effect ones emotional and behavioral states, buy it also plays a large role in ones physical state. Symptoms of stress include, but are not limited to, allergies, back pain, respiratory infections, fatigue, headaches, muscle tension, sleeping problems, and dizziness. British scientist Hans Selye made a basic point of stress. It states that although the human body comes designed to cope with temporary stress, prolonged stress can produce physical deterioration. MRI brain scans of people who have experienced a prolonged amount of stress often show the results of a shrunken hippocampus, the inner brain structure vital to laying down explicit memories. Stress can put people at risk for one of todays four leading causes of serious illness and death: heart disease, cancer, stroke, and chronic lung disease. Such findings were proven true by studies done by cardiologists Meyer Friedman and Ray Rosenman in 1956. Psychophysiological illnesses are stress-related. They are i llnesses, such as high blood pressure, that are caused by high levels of stress. Immune responses may also be effected by stress. They can either speed up or slow down causing a variety of illnesses such as lupus or multiple sclerosis. Stress does not make one sick, but it does restrain ones immune functioning, making him more vulnerable to foreign invaders (Bandura, 1986, 58). Stress in unavoidable. If one can not eliminate stress by changing or ignoring a situation, one must learn to manage it by confronting or escaping the problem. Stress management may include aerobic exercise, relaxation, and social support. Without knowledge of stress and ways to manage it, people are more susceptible of disease and psychological disorders. There are various sources of stress. The very definition of stress is: A mentally or emotionally disruptive or upsetting condition occurring in response to adverse external influences and capable of affecting physical health, usually characterized by increased heart rate, a rise in blood pressure, muscular tension, irritability, and depression. A stimulus or circumstance causing such a condition. In todays world of competition and success, the limits of our threshold are being pushed to succeed. Success is the driving force behind many people pushing their bodies to the limits. A human body needs a delicate balance between work, and relaxation. When this equilibrium is not maintained, problems occur, which might have repercussions later. These repercussions take the forms of Burnouts, break-downs, and sometimes extreme cases of heart attacks. In most cases of the systems breaking down, there are methods of control and mechanisms of improvement of the situation. Stress can be handled very effectively in todays world. Healthy and wholesome living is the new day mantra for better work efficiencies. What causes stress? There are various triggers to stress. Work, personal life and external factors (Banyard, 1993, 45). Work: the pressures of work are one of the greatest factors contributing to the high stress levels today. Long working hours, constant pressures of deadlines, and the inevitable fear of job security pushes people to work very hard. Personal Life: outside the work place, people are always subject to constant pressures from family, friends, and well wishers. Handling these pressures in the most effective way is the tact of the new manager. Family life can cause stress, especially if there is some friction between partners, the ill heath or sudden death of a partner can cause great levels of stress. External factors: personal finances, world events and other non classifiable events also add to stress. Time management or lack of thereof is another cause of external factors of stress. How does one handle stress? There are several ways of fighting stress in ones life. This essay will briefly attempt to touch base with some important methods which can be imbibed in handling stress. 1)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Time Management: Time management is one of the greatest methods of combating stress especially in the workplace. Effective time management helps us prioritizing, planning, allocating and executing effective schedules in order to maximize our most valuable resource, time. Once a person has been able to handle time effectively, he or she would be able to handle many tasks which have been allocated (Baruch, 1987, 59). 2)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Health: stress has a great impact on the personal health of the individual. Ageing is speeded up and white hair apparently comes aplenty. Living a healthy life helps in handling stress better. A regular routine, the offshoot of effective time management, allows us time to regularly exercise. Exercise, as many say release endorphins, these help combat stress and depression, a stress induced side effect. Healthy foods, such as greens, and maintaining a balanced diet are some other ways, which when coupled with exercise help us maintain a healthy body. 3)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Non Conventional Methods: going back to the basics is a term that is used very regularly today. When one says going back to the basics, it includes going back to the past. Yoga, pranayama and other methods of controlling the mind, body and soul, have existed in our country for a very long time. This is fast gaining popularity as methods of combating stress. Yoga has immense powers to help us maintain our minds and body in shape. From the above, we can see one of the greatest factors of handling stress is to maintain a healthy mind, body and soul. Prevention is better than cure, preventing stress by having a healthy life style and a healthy mind, is a plus point which has no substitute in todays world. However there is no effective way of handling self induced stress. Calming the mind and regulated breathing can ease the stress, but it will be rendered ineffective if the person is not willing to practice it in the positive way (Bem, 1981, 49). Stress is one of the greatest hindrances to efficient productivity in todays workplace. Production efficiency is the key word today and this does face a serious threat with stress. Combating stress on a war footing is the need of the hour, and some of the above points will assist in effective stress management through a healthy mind , body and soul. Stress is a combination of responses in the body. Stress can be short-term (acute) or chronic. Acute stress is the fight or flight response. If a car is careening toward you at a high rate of speed, you will (or should!) experience acute stress. It is when you experience so many common stressors, such as heavy traffic, noise, money worries, illnesses, relationship problems, rising crime rates, or work frustrations, that stress takes a chronic form. In the short term, stress can be vital. Over time, it turns destructive . How destructive can stress be on your body? Research has shown that prolonged stress can produce actual tissue changes and organ dysfunction. With the new MRI (magnetic resonance imaging) techniques, scientists are able to prove visibly that chronic stress can shrink an area in the brain called the hypothalamus. Read More On This They have found that the brains of war veterans, as well as women who have been victims of childhood sexual abuse, have a marked reduction in the size of their hypothalamus (Betz, 1987, 29). Stress also affects your brain by releasing powerful chemical messengers called neurotransmitters, such as dopamine, norepinephrine, and epinephrine (also called adrenaline). The hypothalamic/pituitary-adrenal portion of your brain releases steroid hormones, including the primary stress hormone, cortisol. Cortisol affects systems throughout your body, including an increased heart rate. Your heart, lungs, and circulatory system are influenced by the increased heart rate. Blood flow may increase 300 to 400 percent. Blood pressure increases and breathing becomes rapid. Your mouth and throat may become dry. Skin may become cool and clammy because blood flow is diverted away so it can support the heart and muscle tissues. Even digestive activity shuts down. Once again, occasional stress is normal. Once youve handled the situation, the stress goes away and you heal from the episode. But, if stressors accumulate over time, eventually the body becomes inefficient at handling even the least amount of stress. The brain, heart, lungs, vessels, and muscles become so chronically over or under activated that they become damaged. It is this sort of stress which may trigger or worsen heart disease, strokes, susceptibility to infection, sleep disturbances, sexual and reproductive dysfunction, memory and learning dysfunction, digestive problems, weight problems, diabetes, pain, and skin disorders. Extensive multidisciplinary studies have presented unequivocal evidence that our psychological responses to stress and our perceptions of stress to a considerable extent affect our susceptibility to disease. In active relationship, the immune, neuroendocrine, and nervous systems respond to the brain and psyche. Virtually all illnesses, from the flu to cancer, are influenced for good or bad by our thoughts and feelings. R. Lloyd, 1990 Healing Brain: A Scientific Reader (Betz, 1987, 48) Statement of the Research Problem How do the employees cope with stress in the workplace to achieve a more balanced lifestyle at Phones 4 you ? Stress is a part of everybodys life. Depending on the level of stress, it can control our lives, especially in the workplace. We begin to spend several long hours at work, and thus have less time for other things. Stressed employees may be unhappy and thus produce nominally. Stress can deteriorate social and family relationships and eventually burn you out; ultimately it can take toll on your health. Organizations need to recognize stress as a problem and decide whether or not to act upon it. Background Information This question needs to be answered because stress is a problem that Phones 4 you must deal with; stress can cause poor work performance and lower employee morale. These factors can increase employee turnover rate and lessen quality of life. We all must deal with stress; question is how we handle and control it. With downsizing the buzz word in the modern corporate world, companies have become mean and lean. Employees are compelled to be more efficient Phones 4 you; they find themselves taking on the work of what used to be two. The result is longer hours, less time for outside activities, and consequently increased stress. According to Business Week, the typical British works 47 hours a week, and if current trends continue, in 20 years the average person would be on the job 60 hours a week. Another factor that increases stress is technological advancements. With all the new technology one is always connected to work and accessible 24 hours a day 7 days a week. According to Business Week, it is now possible, and thus increasingly expected, for employees to be accessible and productive any hour, any day (Bollen, 1993, 18). At a workplace, one observes several sales people working long hours, claiming it is due to under staffing. Employees reach a point of diminishing returns. The more hours they work, the less productive they are. This stressful condition causes the quality of work to dwindle. Consequently, clients recognize this, and eventually they terminate the business relationship. Soon the company loses, as it is built on these clients (Moos, 1989, 58). Statement of the Objectives This research expects to discuss factors which lead to stress in the workplace at Phones 4 you. Are individuals stressed in the workplace at Phones 4 you? What causes stress in the workplace Phones 4 you? Who is mostly stressed: men or women? Are individuals being exposed to stress management techniques? Should employers implement stress management techniques? as a future manager, I would like to be able to determine if stress is a problem for employees; if so, implement a strategy to curtail stress in the workplace. By recognizing stress in the workplace, employers can act appropriately to reduce stress. The outcome can benefit social and family relationships, as well as preserve ones health and make us more productive in our organizations (Moos, 1982, 25). Scope The research project will comprise of a sample size of 30 individuals, randomly selected from general business areas. The study will analyze stress factors in the U.K workforce and its impact on the British organization. Effective stress management techniques will then be presented, which will allow individuals or organizations to implement. Secondary information from various sources will be utilized to explore effective methods of coping with stress. The conclusions and recommendations I will draw will be applicable to any British organization with stress as a problem. Although this study will generalize from the small population, it can be used as a starting point to recognizing the problem, as each organization can require a different approach (Parkes, 1986, 36). Limitations The sources utilized in the research will be extracted from current articles (2006-present) from online services, the Internet, and public libraries. A survey will be given to individuals of randomly chosen organizations and will not target any specific company or industry. Due to time constraints, the population will be limited to 30 individuals. The research will explore factors causing stress in the workplace and its impact on organizations. Effective methods of coping with stress will be given, but limited to ones examined in the secondary resources (Portello, 1996, 548). Research Procedures The project will focus on stress factors in the workplace and effective methods to balance a healthy lifestyle. The sample group will consist of 30 individuals randomly selected from general business areas. The survey will be conducted during lunch periods when several employees leave and return to the workplace. The questionnaire will attempt to see if the sample individuals believe stress is a problem and what can be done to resolve it. The questionnaire will be delivered in person and each individual will fill out the survey at that point. Since the survey will be conducted in a general public area, no authorization is needed to administer. Once I receive all the surveys, I will quantify the data into an Excel spreadsheet. I will report the data mostly in percentages (e.g. 70percent of the individuals acknowledge that stress is a problem in the workplace). The data will be utilized to see if stress is a factor impacting the British workforce. Stress management techniques will be presented where appropriate (Browne, 1993, 578). Chapter Two: Literature Review Stress is an adaptive response. It is the bodys reaction to an event that is seen as emotionally disturbing, disquieting, or threatening. When we perceive such an event, we experience what stress researchers call the fight or flight response. To prepare for fighting or fleeing, the body increases its heart rate and blood pressure; more blood is then sent to your heart and muscles, and your respiration rate increases (Carmines, 1981, 48). Stress is both positive and negative. Good stress is a balance of arousal and relaxation that helps you concentrate, focus, and achieve what you want. Bad stress is constant stress and constant arousal that may lead to high blood pressure, cardiovascular disease, and worse. The body does not distinguish between negative and positive stress. The same physiological responses can take place whether you are happy or sad about a given situation. When extending to the workplace, stress may lead to poor work performance and end up costing an organizations several thousands of dollars. The organization loses on salary because they are not receiving satisfactory production and if the employee becomes ill, health and workers compensation rates can soar . The organization must decide whether or no to implement a stress management program, since there are several external stressors that can overtake an individual. Internal stressors, within organizations include technology and corporate downsizing which leads to longer hours and job uncertainty. If one does not know how to manage stress, it can get out of control ) (Rock, 1997, 4). Analyzing Stress on Individuals In a 1995 survey of 1,705 respondents it is analyzed that stress rises with level of education and job level and is higher than average for women (Robinson, 1996, 88). Fifty-eight percent of the women respondents possess moderate to a lot of stress in the workplace compared to 53 percent of men. From the divorced individuals, 62 percent are stressed in the workplace compared to married and never married at 57 percent, and 58 percent respectively. The widowed respondents maintain the least stress at 38 percent (Robinson, 1996, 48). College graduate respondents possess more stress at 64 percent than high school graduates at 55 percent. Only 43 percent of the less than high school respondents felt stress in the workplace. Those with more education feel more stress, possibly because their jobs involve greater managerial and financial responsibility (Robinson, 1996, 87). Stress is an epidemic in British life. In nationwide polls, 89 percent of Britishers reported that they often experience high levels of stress, and 59 percent claimed that they feel great stress at least once a week (Hellmich, 1994, 57). A five year study of the British workforce conducted by the Families and Work Institute showed that 30 percent of employees often or very often feel burned out or stressed by their jobs, 27 percent feel emotionally drained from their work, and 42 percent feel used up at the end of the work day (Hellmich, 1994, 4). Balancing work pressures and family responsibilities leaves many workers feeling burned out. Examining the Effects of Downsizing on Stress The downsizing of organizations have caused a stressful environment. Downsizing has created concerns over job security, and has forced employees to take on a larger workload. According to a local union representing U.K. West stated that work still needs to be done, but with fewer people (Scott, 1996, 41). Downsizing creates quantitative and qualitative stress. Quantitative stress pertains to doing the same amount of work with fewer people. Reengineering the organization entails shaping the company to be more efficient with less individuals. These individuals are asked to do a wider variety of work functions they are not trained to do, causing qualitative overload (Scott, 1996, 35). Occupational Stress is the harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities, resources, or needs of the worker. Stress-related disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, post-traumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviours (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance or even injury. Job stress is also associated with various biological reactions that may lead ultimately to compromised health, such as cardiovascular disease (Rosenfield, 1989, 5). Prevalence Stress is a prevalent and costly problem in todays workplace. About one-third of workers report high levels of stress. One-fourth of employees view their jobs as the number one stressor in their lives. Three-fourths of employees believe the worker has more on-the-job stress than a generation ago. Evidence also suggests that stress is the major cause of turnover in organizations (Scheier, 1985, 65). Health and Healthcare Utilization Problems at work are more strongly associated with health complaints than are any other life stressor-more so than even financial problems or family problems. Many studies suggest that psychologically demanding jobs that allow employees little control over the work process increase the risk of cardiovascular disease. On the basis of research by the National Institute for Occupational Safety and Health and many other organizations, it is widely believed that job stress increases the risk for development of back and upper-extremity musculoskeletal disorders. High levels of stress are associated with substantial increases in health service utilization. Workers who report experiencing stress at work also show excessive health care utilization. In a 1998 study of 46,000 workers, health care costs were nearly 50% greater for workers reporting high levels of stress in comparison to low risk workers. The increment rose to nearly 150%, an increase of more than $1,700 per person annually, for workers reporting high levels of both stress and depression. Additionally, periods of disability due to job stress tend to be much longer than disability periods for other occupational injuries and illnesses (Schwartz, 1993, 58). Causes of Occupational Stress Job stress results from the interaction of the worker and the conditions of work. Views differ on the importance of worker characteristics versus working conditions as the primary cause of job stress. The differing viewpoints suggest different ways to prevent stress at work. According to one school of thought, differences in individual characteristics such as personality and coping style are most important in predicting whether certain job conditions will result in stress-in other words, what is stressful for one person may not be a problem for someone else. This viewpoint leads to prevention strategies that focus on workers and ways to help them cope with demanding job conditions. Although the importance of individual differences cannot be ignored, scientific evidence suggests that certain working conditions are stressful to most people. Such evidence argues for a greater emphasis on working conditions as the key source of job stress, and for job redesign as a primary prevention str ategy. Personal interview surveys of working conditions, including conditions recognized as risk factors for job stress, were conducted in Member States of the European Union in 1990, 1995, and 2000. Results showed a trend across these periods suggestive of increasing work intensity. In 1990, the percentage of workers reporting that they worked at high speeds at least one-fourth of their working time was 48%, increasing to 54% in 1995 and to 56% in 2000. Similarly, 50% of workers reported they work against tight deadlines at least one-fourth of their working time in 1990, increasing to 56% in 1995 and 60 % in 2000. However, no change was noted in the period 1995–2000 (data not collected in 1990) in the percentage of workers reporting sufficient time to complete tasks. A substantial percentage of Britishers work very long hours. By one estimate, more than 26% of men and more than 11% of women worked 50 hours per week or more in 2000. These figures represent a considerable incr ease over the previous three decades, especially for women. According to the Department of Labour, there has been an upward trend in hours worked among employed women, an increase in extended work weeks (>40 hours) by men, and a considerable increase in combined working hours among working couples, particularly couples with young children (Shaw, 1993, 4). Signs of Occupational Stress Mood and sleep disturbances, upset stomach and headache, and disturbed relationships with family, friend and girl/boy friends are examples of stress-related problems. The effects of job stress on chronic diseases are more difficult to see because chronic diseases take a long time to develop and can be influenced by many factors other than stress. Nonetheless, evidence is rapidly accumulating to suggest that stress plays an important role in several types of chronic health problems-especially cardiovascular disease, musculoskeletal disorders, and psychological disorders (Sherer, 1982, 36). Prevention A combination of organizational change and stress management is often the most useful approach for preventing stress at work. How to Change the Organization to Prevent Job Stress Ensure that the workload is in line with workers capabilities and resources. Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills. Clearly define workers roles and responsibilities. Give workers opportunities to participate in decisions and actions affecting their jobs. Improve communications-reduce uncertainty about career development and future employment prospects. Provide opportunities for social interaction among workers. Establish work schedules that are compatible with demands and responsibilities outside the job. St. Paul Fire and Marine Insurance Company conducted several studies on the effects of stress prevention programs in hospital settings. Program activities included (1) employee and management education on job stress, (2) changes in hospital policies and procedures to reduce organizational sources of stress, and (3) establishment of employee assistance programs. In one study, the frequency of medication errors declined by 50% after prevention activities were implemented in a 700-bed hospital. In a second study, there was a 70% reduction in malpractice claims in 22 hospitals that implemented stress prevention activities. In contrast, there was no reduction in claims in a matched group of 22 hospitals that did not implement stress prevention activities (Smith, 1981, 24). Chapter Three: Research Methodology Design The data reported here are from two separate data sets. In order to cross-validate the model, data from the original study of managerial women were used, and these included data from the first three assessments of a 2-year longitudinal study. In the original article (B. C. Long et al., 1992, 165), a conceptual model of stress and coping was tested and developed that was based on data from the first three assessments (Time 1 to Time 3) of 11 assessments completed over 2 years. Status, Sex Role Attitudes, and Agentic Traits were assessed at Time 1; Appraisals, Disengagement and Engagement Coping, Work Environment, and Daily Hassles were assessed at Time 2; and Distress and Satisfaction were assessed at Time 3. These data were used as a base to test the validity of the model on a new set of data obtained from clerical workers, data that have not been reported elsewhere (Snapp, 1992, 32). Sampling The managerial women (n = 249) were employed in nontraditional occupations (i.e., fewer than 35% of British employees are women). Their mean age was 38.84 years (SD = 7.68, range = 22–66). More detailed descriptions of the managers characteristics can be found in B. C. Long et al. (1992). The clerical workers who participated were employed in both large and small organizations in the same large western British city in which the managers were employed. The clerical workers volunteered in response to written requests for participants that I circulated in the media and by networking. The notices were directed to full-time female clerical workers and indicated that the purpose of the study was to investigate how clerical workers experienced Occupational Stress. No incentives were offered other than a final summary report. à Ã… ¾f the 284 respondents who made contact by telephone, 273 met the criteria for inclusion (i.e., they were employed in a clerical position, worked more than 20 hours per week, and did not supervise others). à Ã… ¾f the 273 clerical workers who met the criteria and were distributed questionnaires at Time 1, 39 withdrew from the study because of lack of time to participate, 7 no longer met our criteria because of promotion, unemployment, or leave o f absence from work (e.g., due to accident or illness), and 4 moved. The overall dropout rate was 18%. Dropout analyses were conducted on the demographic variables measured at Time 1. No differences were found between the retained (n = 223) and dropout (n = 50) respondents. Chi-square analyses of the demographic variables (marital status, education, number of children, job level, and size of the company) were not significant. Because 9 participants identified a personal rather than a work stressor, their data were omitted from the model testing. All respondents were self-identified clerical workers. Job classifications included clerks (25%), secretaries–stenographers (23%), administrative assistants (34%), and others (18%). The mean age was 39.77 years (SD = 9.46, range = 22–63 years). Fifty-three percent of the clerical workers were married, 22% were single, and 25% were divorced, separated, or widowed. Fifty-three percent were parents. Twenty-four percent had a high school education or less, 42% had special training (e.g., secretarial, clerical), 17% had a college education (2 years postsecondary), and 13% had a university degree. Household incomes ranged from less than $25,000 (British) per year (23.4%) to over $61,000 (British) per year (27.5%). The major industries represented were education (31%), service (35%), utilities and public administration (12%), manufacturing and transportation (10%), and other (8%). On average the women had been in the workforce for 17.02 years (SD = 8.74, Factors Which Lead to Stress in the Workplace Factors Which Lead to Stress in the Workplace Phones 4 you Case Study Chapter One: Introduction Phones 4u is a large independent mobile phone retailer in the UK. Since opening in 1996, it expanded to 400 stores throughout the United Kingdom. Head office is based in Newcastle-under-Lyme, Staffordshire and was until recently part of the The Caudwell Group formed by John Caudwell. In September 2006 the group was sold and Phones 4u is now owned by Providence Equity Partners (Minter, 2003, 18) Stress is the condition that results when person-environment transactions lead the individual to perceive a discrepancy, whether real or not, between the demands of a situation and the resources of the persons biological, psychological or social systems. In medical terms, stress is the disruption of homeostasis through physical or psychological stimuli. Stressful stimuli can be mental, physiological, anatomical or physical reactions. Lost car keys, tardiness, family death, and loss of job, pressure, frustration, and social changes-these are different types of stress, the process by which one appraises and copes with environmental threats and challenges. The events of daily life flow through a psychological filter that helps a person the react in certain ways. Some stress early in life is conducive to later emotional and physical growth. But stresses, or conflicts, can also threaten a persons life as well and health (Amatea, 1991, 48). Behavioral psychologists have determined there is a correlation between stress and the declination on ones behavior. One may increase his usage of alcohol, tobacco, or other drugs to escape his stressful state. Other problems include arguing with friends, neglecting appearance, crying easily, difficulty concentrating, and withdrawing from family and friends. In extreme cases, stress can cause insanity. Emotional changes are also a common effect of stress. Symptoms include anger, anxiety, depression, nervousness, loneliness, and rejection. Changes in emotional state may lead to psychological disorders or even death, if not treated. Suicide is among the leading outcomes of stress-related depression (aspinwall, 1992, 48). Not only does stress effect ones emotional and behavioral states, buy it also plays a large role in ones physical state. Symptoms of stress include, but are not limited to, allergies, back pain, respiratory infections, fatigue, headaches, muscle tension, sleeping problems, and dizziness. British scientist Hans Selye made a basic point of stress. It states that although the human body comes designed to cope with temporary stress, prolonged stress can produce physical deterioration. MRI brain scans of people who have experienced a prolonged amount of stress often show the results of a shrunken hippocampus, the inner brain structure vital to laying down explicit memories. Stress can put people at risk for one of todays four leading causes of serious illness and death: heart disease, cancer, stroke, and chronic lung disease. Such findings were proven true by studies done by cardiologists Meyer Friedman and Ray Rosenman in 1956. Psychophysiological illnesses are stress-related. They are i llnesses, such as high blood pressure, that are caused by high levels of stress. Immune responses may also be effected by stress. They can either speed up or slow down causing a variety of illnesses such as lupus or multiple sclerosis. Stress does not make one sick, but it does restrain ones immune functioning, making him more vulnerable to foreign invaders (Bandura, 1986, 58). Stress in unavoidable. If one can not eliminate stress by changing or ignoring a situation, one must learn to manage it by confronting or escaping the problem. Stress management may include aerobic exercise, relaxation, and social support. Without knowledge of stress and ways to manage it, people are more susceptible of disease and psychological disorders. There are various sources of stress. The very definition of stress is: A mentally or emotionally disruptive or upsetting condition occurring in response to adverse external influences and capable of affecting physical health, usually characterized by increased heart rate, a rise in blood pressure, muscular tension, irritability, and depression. A stimulus or circumstance causing such a condition. In todays world of competition and success, the limits of our threshold are being pushed to succeed. Success is the driving force behind many people pushing their bodies to the limits. A human body needs a delicate balance between work, and relaxation. When this equilibrium is not maintained, problems occur, which might have repercussions later. These repercussions take the forms of Burnouts, break-downs, and sometimes extreme cases of heart attacks. In most cases of the systems breaking down, there are methods of control and mechanisms of improvement of the situation. Stress can be handled very effectively in todays world. Healthy and wholesome living is the new day mantra for better work efficiencies. What causes stress? There are various triggers to stress. Work, personal life and external factors (Banyard, 1993, 45). Work: the pressures of work are one of the greatest factors contributing to the high stress levels today. Long working hours, constant pressures of deadlines, and the inevitable fear of job security pushes people to work very hard. Personal Life: outside the work place, people are always subject to constant pressures from family, friends, and well wishers. Handling these pressures in the most effective way is the tact of the new manager. Family life can cause stress, especially if there is some friction between partners, the ill heath or sudden death of a partner can cause great levels of stress. External factors: personal finances, world events and other non classifiable events also add to stress. Time management or lack of thereof is another cause of external factors of stress. How does one handle stress? There are several ways of fighting stress in ones life. This essay will briefly attempt to touch base with some important methods which can be imbibed in handling stress. 1)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Time Management: Time management is one of the greatest methods of combating stress especially in the workplace. Effective time management helps us prioritizing, planning, allocating and executing effective schedules in order to maximize our most valuable resource, time. Once a person has been able to handle time effectively, he or she would be able to handle many tasks which have been allocated (Baruch, 1987, 59). 2)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Health: stress has a great impact on the personal health of the individual. Ageing is speeded up and white hair apparently comes aplenty. Living a healthy life helps in handling stress better. A regular routine, the offshoot of effective time management, allows us time to regularly exercise. Exercise, as many say release endorphins, these help combat stress and depression, a stress induced side effect. Healthy foods, such as greens, and maintaining a balanced diet are some other ways, which when coupled with exercise help us maintain a healthy body. 3)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Non Conventional Methods: going back to the basics is a term that is used very regularly today. When one says going back to the basics, it includes going back to the past. Yoga, pranayama and other methods of controlling the mind, body and soul, have existed in our country for a very long time. This is fast gaining popularity as methods of combating stress. Yoga has immense powers to help us maintain our minds and body in shape. From the above, we can see one of the greatest factors of handling stress is to maintain a healthy mind, body and soul. Prevention is better than cure, preventing stress by having a healthy life style and a healthy mind, is a plus point which has no substitute in todays world. However there is no effective way of handling self induced stress. Calming the mind and regulated breathing can ease the stress, but it will be rendered ineffective if the person is not willing to practice it in the positive way (Bem, 1981, 49). Stress is one of the greatest hindrances to efficient productivity in todays workplace. Production efficiency is the key word today and this does face a serious threat with stress. Combating stress on a war footing is the need of the hour, and some of the above points will assist in effective stress management through a healthy mind , body and soul. Stress is a combination of responses in the body. Stress can be short-term (acute) or chronic. Acute stress is the fight or flight response. If a car is careening toward you at a high rate of speed, you will (or should!) experience acute stress. It is when you experience so many common stressors, such as heavy traffic, noise, money worries, illnesses, relationship problems, rising crime rates, or work frustrations, that stress takes a chronic form. In the short term, stress can be vital. Over time, it turns destructive . How destructive can stress be on your body? Research has shown that prolonged stress can produce actual tissue changes and organ dysfunction. With the new MRI (magnetic resonance imaging) techniques, scientists are able to prove visibly that chronic stress can shrink an area in the brain called the hypothalamus. Read More On This They have found that the brains of war veterans, as well as women who have been victims of childhood sexual abuse, have a marked reduction in the size of their hypothalamus (Betz, 1987, 29). Stress also affects your brain by releasing powerful chemical messengers called neurotransmitters, such as dopamine, norepinephrine, and epinephrine (also called adrenaline). The hypothalamic/pituitary-adrenal portion of your brain releases steroid hormones, including the primary stress hormone, cortisol. Cortisol affects systems throughout your body, including an increased heart rate. Your heart, lungs, and circulatory system are influenced by the increased heart rate. Blood flow may increase 300 to 400 percent. Blood pressure increases and breathing becomes rapid. Your mouth and throat may become dry. Skin may become cool and clammy because blood flow is diverted away so it can support the heart and muscle tissues. Even digestive activity shuts down. Once again, occasional stress is normal. Once youve handled the situation, the stress goes away and you heal from the episode. But, if stressors accumulate over time, eventually the body becomes inefficient at handling even the least amount of stress. The brain, heart, lungs, vessels, and muscles become so chronically over or under activated that they become damaged. It is this sort of stress which may trigger or worsen heart disease, strokes, susceptibility to infection, sleep disturbances, sexual and reproductive dysfunction, memory and learning dysfunction, digestive problems, weight problems, diabetes, pain, and skin disorders. Extensive multidisciplinary studies have presented unequivocal evidence that our psychological responses to stress and our perceptions of stress to a considerable extent affect our susceptibility to disease. In active relationship, the immune, neuroendocrine, and nervous systems respond to the brain and psyche. Virtually all illnesses, from the flu to cancer, are influenced for good or bad by our thoughts and feelings. R. Lloyd, 1990 Healing Brain: A Scientific Reader (Betz, 1987, 48) Statement of the Research Problem How do the employees cope with stress in the workplace to achieve a more balanced lifestyle at Phones 4 you ? Stress is a part of everybodys life. Depending on the level of stress, it can control our lives, especially in the workplace. We begin to spend several long hours at work, and thus have less time for other things. Stressed employees may be unhappy and thus produce nominally. Stress can deteriorate social and family relationships and eventually burn you out; ultimately it can take toll on your health. Organizations need to recognize stress as a problem and decide whether or not to act upon it. Background Information This question needs to be answered because stress is a problem that Phones 4 you must deal with; stress can cause poor work performance and lower employee morale. These factors can increase employee turnover rate and lessen quality of life. We all must deal with stress; question is how we handle and control it. With downsizing the buzz word in the modern corporate world, companies have become mean and lean. Employees are compelled to be more efficient Phones 4 you; they find themselves taking on the work of what used to be two. The result is longer hours, less time for outside activities, and consequently increased stress. According to Business Week, the typical British works 47 hours a week, and if current trends continue, in 20 years the average person would be on the job 60 hours a week. Another factor that increases stress is technological advancements. With all the new technology one is always connected to work and accessible 24 hours a day 7 days a week. According to Business Week, it is now possible, and thus increasingly expected, for employees to be accessible and productive any hour, any day (Bollen, 1993, 18). At a workplace, one observes several sales people working long hours, claiming it is due to under staffing. Employees reach a point of diminishing returns. The more hours they work, the less productive they are. This stressful condition causes the quality of work to dwindle. Consequently, clients recognize this, and eventually they terminate the business relationship. Soon the company loses, as it is built on these clients (Moos, 1989, 58). Statement of the Objectives This research expects to discuss factors which lead to stress in the workplace at Phones 4 you. Are individuals stressed in the workplace at Phones 4 you? What causes stress in the workplace Phones 4 you? Who is mostly stressed: men or women? Are individuals being exposed to stress management techniques? Should employers implement stress management techniques? as a future manager, I would like to be able to determine if stress is a problem for employees; if so, implement a strategy to curtail stress in the workplace. By recognizing stress in the workplace, employers can act appropriately to reduce stress. The outcome can benefit social and family relationships, as well as preserve ones health and make us more productive in our organizations (Moos, 1982, 25). Scope The research project will comprise of a sample size of 30 individuals, randomly selected from general business areas. The study will analyze stress factors in the U.K workforce and its impact on the British organization. Effective stress management techniques will then be presented, which will allow individuals or organizations to implement. Secondary information from various sources will be utilized to explore effective methods of coping with stress. The conclusions and recommendations I will draw will be applicable to any British organization with stress as a problem. Although this study will generalize from the small population, it can be used as a starting point to recognizing the problem, as each organization can require a different approach (Parkes, 1986, 36). Limitations The sources utilized in the research will be extracted from current articles (2006-present) from online services, the Internet, and public libraries. A survey will be given to individuals of randomly chosen organizations and will not target any specific company or industry. Due to time constraints, the population will be limited to 30 individuals. The research will explore factors causing stress in the workplace and its impact on organizations. Effective methods of coping with stress will be given, but limited to ones examined in the secondary resources (Portello, 1996, 548). Research Procedures The project will focus on stress factors in the workplace and effective methods to balance a healthy lifestyle. The sample group will consist of 30 individuals randomly selected from general business areas. The survey will be conducted during lunch periods when several employees leave and return to the workplace. The questionnaire will attempt to see if the sample individuals believe stress is a problem and what can be done to resolve it. The questionnaire will be delivered in person and each individual will fill out the survey at that point. Since the survey will be conducted in a general public area, no authorization is needed to administer. Once I receive all the surveys, I will quantify the data into an Excel spreadsheet. I will report the data mostly in percentages (e.g. 70percent of the individuals acknowledge that stress is a problem in the workplace). The data will be utilized to see if stress is a factor impacting the British workforce. Stress management techniques will be presented where appropriate (Browne, 1993, 578). Chapter Two: Literature Review Stress is an adaptive response. It is the bodys reaction to an event that is seen as emotionally disturbing, disquieting, or threatening. When we perceive such an event, we experience what stress researchers call the fight or flight response. To prepare for fighting or fleeing, the body increases its heart rate and blood pressure; more blood is then sent to your heart and muscles, and your respiration rate increases (Carmines, 1981, 48). Stress is both positive and negative. Good stress is a balance of arousal and relaxation that helps you concentrate, focus, and achieve what you want. Bad stress is constant stress and constant arousal that may lead to high blood pressure, cardiovascular disease, and worse. The body does not distinguish between negative and positive stress. The same physiological responses can take place whether you are happy or sad about a given situation. When extending to the workplace, stress may lead to poor work performance and end up costing an organizations several thousands of dollars. The organization loses on salary because they are not receiving satisfactory production and if the employee becomes ill, health and workers compensation rates can soar . The organization must decide whether or no to implement a stress management program, since there are several external stressors that can overtake an individual. Internal stressors, within organizations include technology and corporate downsizing which leads to longer hours and job uncertainty. If one does not know how to manage stress, it can get out of control ) (Rock, 1997, 4). Analyzing Stress on Individuals In a 1995 survey of 1,705 respondents it is analyzed that stress rises with level of education and job level and is higher than average for women (Robinson, 1996, 88). Fifty-eight percent of the women respondents possess moderate to a lot of stress in the workplace compared to 53 percent of men. From the divorced individuals, 62 percent are stressed in the workplace compared to married and never married at 57 percent, and 58 percent respectively. The widowed respondents maintain the least stress at 38 percent (Robinson, 1996, 48). College graduate respondents possess more stress at 64 percent than high school graduates at 55 percent. Only 43 percent of the less than high school respondents felt stress in the workplace. Those with more education feel more stress, possibly because their jobs involve greater managerial and financial responsibility (Robinson, 1996, 87). Stress is an epidemic in British life. In nationwide polls, 89 percent of Britishers reported that they often experience high levels of stress, and 59 percent claimed that they feel great stress at least once a week (Hellmich, 1994, 57). A five year study of the British workforce conducted by the Families and Work Institute showed that 30 percent of employees often or very often feel burned out or stressed by their jobs, 27 percent feel emotionally drained from their work, and 42 percent feel used up at the end of the work day (Hellmich, 1994, 4). Balancing work pressures and family responsibilities leaves many workers feeling burned out. Examining the Effects of Downsizing on Stress The downsizing of organizations have caused a stressful environment. Downsizing has created concerns over job security, and has forced employees to take on a larger workload. According to a local union representing U.K. West stated that work still needs to be done, but with fewer people (Scott, 1996, 41). Downsizing creates quantitative and qualitative stress. Quantitative stress pertains to doing the same amount of work with fewer people. Reengineering the organization entails shaping the company to be more efficient with less individuals. These individuals are asked to do a wider variety of work functions they are not trained to do, causing qualitative overload (Scott, 1996, 35). Occupational Stress is the harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities, resources, or needs of the worker. Stress-related disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, post-traumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviours (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance or even injury. Job stress is also associated with various biological reactions that may lead ultimately to compromised health, such as cardiovascular disease (Rosenfield, 1989, 5). Prevalence Stress is a prevalent and costly problem in todays workplace. About one-third of workers report high levels of stress. One-fourth of employees view their jobs as the number one stressor in their lives. Three-fourths of employees believe the worker has more on-the-job stress than a generation ago. Evidence also suggests that stress is the major cause of turnover in organizations (Scheier, 1985, 65). Health and Healthcare Utilization Problems at work are more strongly associated with health complaints than are any other life stressor-more so than even financial problems or family problems. Many studies suggest that psychologically demanding jobs that allow employees little control over the work process increase the risk of cardiovascular disease. On the basis of research by the National Institute for Occupational Safety and Health and many other organizations, it is widely believed that job stress increases the risk for development of back and upper-extremity musculoskeletal disorders. High levels of stress are associated with substantial increases in health service utilization. Workers who report experiencing stress at work also show excessive health care utilization. In a 1998 study of 46,000 workers, health care costs were nearly 50% greater for workers reporting high levels of stress in comparison to low risk workers. The increment rose to nearly 150%, an increase of more than $1,700 per person annually, for workers reporting high levels of both stress and depression. Additionally, periods of disability due to job stress tend to be much longer than disability periods for other occupational injuries and illnesses (Schwartz, 1993, 58). Causes of Occupational Stress Job stress results from the interaction of the worker and the conditions of work. Views differ on the importance of worker characteristics versus working conditions as the primary cause of job stress. The differing viewpoints suggest different ways to prevent stress at work. According to one school of thought, differences in individual characteristics such as personality and coping style are most important in predicting whether certain job conditions will result in stress-in other words, what is stressful for one person may not be a problem for someone else. This viewpoint leads to prevention strategies that focus on workers and ways to help them cope with demanding job conditions. Although the importance of individual differences cannot be ignored, scientific evidence suggests that certain working conditions are stressful to most people. Such evidence argues for a greater emphasis on working conditions as the key source of job stress, and for job redesign as a primary prevention str ategy. Personal interview surveys of working conditions, including conditions recognized as risk factors for job stress, were conducted in Member States of the European Union in 1990, 1995, and 2000. Results showed a trend across these periods suggestive of increasing work intensity. In 1990, the percentage of workers reporting that they worked at high speeds at least one-fourth of their working time was 48%, increasing to 54% in 1995 and to 56% in 2000. Similarly, 50% of workers reported they work against tight deadlines at least one-fourth of their working time in 1990, increasing to 56% in 1995 and 60 % in 2000. However, no change was noted in the period 1995–2000 (data not collected in 1990) in the percentage of workers reporting sufficient time to complete tasks. A substantial percentage of Britishers work very long hours. By one estimate, more than 26% of men and more than 11% of women worked 50 hours per week or more in 2000. These figures represent a considerable incr ease over the previous three decades, especially for women. According to the Department of Labour, there has been an upward trend in hours worked among employed women, an increase in extended work weeks (>40 hours) by men, and a considerable increase in combined working hours among working couples, particularly couples with young children (Shaw, 1993, 4). Signs of Occupational Stress Mood and sleep disturbances, upset stomach and headache, and disturbed relationships with family, friend and girl/boy friends are examples of stress-related problems. The effects of job stress on chronic diseases are more difficult to see because chronic diseases take a long time to develop and can be influenced by many factors other than stress. Nonetheless, evidence is rapidly accumulating to suggest that stress plays an important role in several types of chronic health problems-especially cardiovascular disease, musculoskeletal disorders, and psychological disorders (Sherer, 1982, 36). Prevention A combination of organizational change and stress management is often the most useful approach for preventing stress at work. How to Change the Organization to Prevent Job Stress Ensure that the workload is in line with workers capabilities and resources. Design jobs to provide meaning, stimulation, and opportunities for workers to use their skills. Clearly define workers roles and responsibilities. Give workers opportunities to participate in decisions and actions affecting their jobs. Improve communications-reduce uncertainty about career development and future employment prospects. Provide opportunities for social interaction among workers. Establish work schedules that are compatible with demands and responsibilities outside the job. St. Paul Fire and Marine Insurance Company conducted several studies on the effects of stress prevention programs in hospital settings. Program activities included (1) employee and management education on job stress, (2) changes in hospital policies and procedures to reduce organizational sources of stress, and (3) establishment of employee assistance programs. In one study, the frequency of medication errors declined by 50% after prevention activities were implemented in a 700-bed hospital. In a second study, there was a 70% reduction in malpractice claims in 22 hospitals that implemented stress prevention activities. In contrast, there was no reduction in claims in a matched group of 22 hospitals that did not implement stress prevention activities (Smith, 1981, 24). Chapter Three: Research Methodology Design The data reported here are from two separate data sets. In order to cross-validate the model, data from the original study of managerial women were used, and these included data from the first three assessments of a 2-year longitudinal study. In the original article (B. C. Long et al., 1992, 165), a conceptual model of stress and coping was tested and developed that was based on data from the first three assessments (Time 1 to Time 3) of 11 assessments completed over 2 years. Status, Sex Role Attitudes, and Agentic Traits were assessed at Time 1; Appraisals, Disengagement and Engagement Coping, Work Environment, and Daily Hassles were assessed at Time 2; and Distress and Satisfaction were assessed at Time 3. These data were used as a base to test the validity of the model on a new set of data obtained from clerical workers, data that have not been reported elsewhere (Snapp, 1992, 32). Sampling The managerial women (n = 249) were employed in nontraditional occupations (i.e., fewer than 35% of British employees are women). Their mean age was 38.84 years (SD = 7.68, range = 22–66). More detailed descriptions of the managers characteristics can be found in B. C. Long et al. (1992). The clerical workers who participated were employed in both large and small organizations in the same large western British city in which the managers were employed. The clerical workers volunteered in response to written requests for participants that I circulated in the media and by networking. The notices were directed to full-time female clerical workers and indicated that the purpose of the study was to investigate how clerical workers experienced Occupational Stress. No incentives were offered other than a final summary report. à Ã… ¾f the 284 respondents who made contact by telephone, 273 met the criteria for inclusion (i.e., they were employed in a clerical position, worked more than 20 hours per week, and did not supervise others). à Ã… ¾f the 273 clerical workers who met the criteria and were distributed questionnaires at Time 1, 39 withdrew from the study because of lack of time to participate, 7 no longer met our criteria because of promotion, unemployment, or leave o f absence from work (e.g., due to accident or illness), and 4 moved. The overall dropout rate was 18%. Dropout analyses were conducted on the demographic variables measured at Time 1. No differences were found between the retained (n = 223) and dropout (n = 50) respondents. Chi-square analyses of the demographic variables (marital status, education, number of children, job level, and size of the company) were not significant. Because 9 participants identified a personal rather than a work stressor, their data were omitted from the model testing. All respondents were self-identified clerical workers. Job classifications included clerks (25%), secretaries–stenographers (23%), administrative assistants (34%), and others (18%). The mean age was 39.77 years (SD = 9.46, range = 22–63 years). Fifty-three percent of the clerical workers were married, 22% were single, and 25% were divorced, separated, or widowed. Fifty-three percent were parents. Twenty-four percent had a high school education or less, 42% had special training (e.g., secretarial, clerical), 17% had a college education (2 years postsecondary), and 13% had a university degree. Household incomes ranged from less than $25,000 (British) per year (23.4%) to over $61,000 (British) per year (27.5%). The major industries represented were education (31%), service (35%), utilities and public administration (12%), manufacturing and transportation (10%), and other (8%). On average the women had been in the workforce for 17.02 years (SD = 8.74,

Willem De Kooning :: Biographies

Willem De Kooning Willem De Kooning had been widely acknowledged as one of the greatest painters of this century known for his daring originality. Several exhibitions in the U.S. and abroad have celebrated the artistic achievements of this eminent artist's 60-year career. My essay covers part of his early life with real focus on his late paintings. His last works, painted in the 1980s, as he was in deteriorating health have come under criticism by some critics. Willem de Kooning was born on April 24, 1904 in Rotterdam, the Netherlands. His father was a beer distributor and his mother ran a bar. At the age of twelve he became an apprentice at a commercial design and decorating firm. He studied for eight years at Rotterdam's leading art school. In 1926, de Kooning secured a passage on a streamer to the United States, illegally entering and settling in New Jersey. He quickly moved to Manhattan, painted signs and worked as a carpenter in New York City. Then in 1935, he landed a job with the Works Progress Administration, a government agency that put artists to work during the Great Depression. By the next decade, he had attained a place in the downtown art scene among his fellow artists. By the late 1940s, de Kooning along with Arshile Gorky, Jackson Pollock, Mark Rothko and Barnett Newman, began to be recognized as a major painter in a movement called "Abstract Expressionism". This new school of thought shifted the center of twentieth century art form Paris to New York. Willem de Kooning was recognized as the only painter who had one foot in Europe and one in America. He combined classical European training in Holland with a love for popular American culture. The restlessness and energy of American life was a source of great inspiration and passion for him. Gary Garrells, the chief curator at the San Fransisco Museum of Modern Art said, " He had the wildness of Pollock but mixed with the impeccable craftsmanship of the European tradition. He was not interested in style, he was interested in the process of looking and knowing and getting under the skin." Willem de Kooning, 93, was the last survivor of his famous peers. One would not have predicted for him a great old age. Among the leading figures of hard-living generation he belonged by temperament and talent to a romantic tradition of artists who burned the physical and psychic fuel of themselves with devastating speed and completeness. Few of de Kooning's closest friends and colleagues survived the harshness of the 1940s and