Mercaptan Definition - Glossary Terms

Definition: Mercaptan is an organic sulfur compound composed of an alkyl or aryl group and a thiol group.General formula: R-SH where R is an alkyl or aryl group. Also Known As: thiol Examples: The amino acid cysteine is a mercaptan.

Bullying At School As Bullying - 846 Words

School administrators and personnel have long been tasked with handling the bullying culture that is so prominent in and out of the classroom. While the concept of bullying is certainly not new, its reach has expanded in a number of ways—and more and more recently, schools are being called to action after incidences of repeated bullying have beckoned students to flirt with the idea of taking their own life. Before entering a discussion on bullying, it’s important to come to a common definition of what it actually is. Dan Olweus offers such a definition in his journal â€Å"Bullying at School: What we know and what we can do†Ã¢â‚¬â€Ã¢â‚¬Å"a student is being bullied or victimized when he or she is exposed, repeatedly and over time, to negative actions on the part of one of more other students† (Olweus 9). This definition still offers some ambiguity, but it lays the framework for when to consider instances of conflict in school as bullying as opposed to daily confrontation. In the following, I will analyze a number of methods of intervening in cultures of bullying both by their inherent thinking and their practical effectiveness. Many different approaches have been taken in the past to curb bullying, but one specific body of thought has surrounded the idea which considers â€Å"a lack of empathy to be the basic cause† of school violence (Fredland S36). A 2009 New York Times article claimed that â€Å"many urban districts have found empathy workshops and curriculums help curb fighting and otherShow MoreRelatedSchool Bullying : Bullying And Bullying2186 Words   |  9 Pages School Bullying Susan Polk Chamberlain School of Nursingâ€Æ' School Bullying Tyler Clementi 18, a freshman in college. Phoebe Prince 15, a high school sophomore. Jamey Rodemeyer 14, a freshman in high school. Megan Meier 13, an eighth grade middle school student. Mitchell Wilson 11, a sixth grade middle school student. Ashlynn Conner 10, a fifth grade elementary school. They are all victims of bullying and today they are all dead from suicide because of being bullied. Bullies are in elementary/middle/high/Read MoreBullying And Bullying At School983 Words   |  4 PagesWhen I was a young girl and I would discuss bullying with my parents I always told â€Å"You never let anyone bully you or put their hands on you†. It was a common in my society to hear the statement â€Å"If someone hits you then you hit them back†. Now that I am a mother the thought of those statements still come to mind, when speaking to my children about bullying at school. In today’s society what we know and understand as bullying does not require a school or playgro und, these actions take place rightRead MoreBullying in School1085 Words   |  5 Pagesgrowing up all the school change a lot though the years over time. The school is supposed to be a safe place and secure environment. There is an increase concern about recognizing, interviewing, to preventing bully within the school. What are we suppose to do about Bullying? To recognizing bullying is to identify type of bullying. First improve the lives strategies and intervolves both parties the victim and the bully. There are many challenge for barriers by involves school programs! A smallRead MoreSchool Bullying2394 Words   |  10 PagesSchool Bullying  Essays Bullying is not a new behavior.   Kids have been exposed to bullying in school for generations.   Now, however, bullying has taken on new heights and sometimes victims of bullies suffer severe and lasting consequences. The topic has gained not only national attention but international attention since it is a phenomenon that exists in many countries.   School bullying essays look into this very serious matter and how it is being addressed. Like essays on classroom management, essaysRead MoreBullying in Schools822 Words   |  4 PagesSchool bullying is a distinct form of aggressive behaviour, usually involving a power imbalance. It can be physically, verbally and, more recently, electronically threatening, and can cause emotional, physical and psychological harm. Bullying in schools historically has been seen as a fundamental part of childhood. (Campbell, 2005 p68) It was seen as a social, educational and racial issue that needed little research and attention, until in the 1970 ’s and 80’s researchers began pioneering studiesRead MoreBullying in Schools6210 Words   |  25 PagesBullying in Schools 1 PRAIRIE VIEW Aamp;M UNIVERSITY THE COLLEGE OF EDUCATION EXPERIENCES, PERCEPTIONS, AND ATTITUDES OF THIRD GRADERS TOWARDS BULLYING A RESEARCH REPORT RESEARCH ADMIN 5163 BY Jimmy C. Clark. PRAIRIE VIEW, TEXAS 2008 Bullying in Schools 2 Table of Contents Page Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 Read MoreBullying in Schools1208 Words   |  5 PagesBanks, R. (2000, April). Bullying in Schools. Retrieved May 19, 2014, from http://files.eric.ed.gov/fulltext/ED407154.pdf Bullying is considered to be a global problem that can have negative consequences. As a result, researchers continue to formulate solutions in which students can feel safe. Bullying can also result in lifelong consequences for both the students who are being bullied, and the students are bullying them. According to the ERIC development team, bullying is comprised of direct behaviorsRead MoreSchool Bullying1860 Words   |  8 PagesSchool bullying is a type of bullying in which occurs during the time period a child is in school. Bullying can be physical, verbal, or emotional. Some consider bullying to be purposeful attempts to control another person through verbal abuse - which can be in tone of voice or in content such as teasing or threats - exclusion, or physical bullying or violence, which the victim does not want. While some ties the feature of peer abuse and repeated activity into the definition of bullying, othersRead MoreBullying Between School Students And Bullying901 Words   |  4 PagesBullying Between School Students Bullying in the United States school systems has become a huge problem for police and other law enforcement agencies, since more and more students are communicating frequently through cell phones and Social Media. According to OC Human Relations (OCHR) 1 it is estimated that, American schools harbor approximately 2.1 million bullies and 2.7 million victims. The OCHR also includes statistics of how bullying is affecting schools and students. OCHR states that aboutRead MoreBullying in Schools Essay1644 Words   |  7 PagesBullying in Schools: Every second and minute of the day a kid is bullied. Bullying is something that is not only happening here in the U.S. but all over the world. We need to put a stop to! As parents, school educators, and a community we need to stand up to bullies and give kids who are being bullied an outlet to reach out for help. According to No Bully.com bullying is defined as a form of repeated aggression that is directed by one or more people towards another person. One of the biggest

Analysis Of The Impact Of The Penalty Rate Cuts †Free Samples

Question: Discuss about the Analysis Of The Impact Of The Penalty Rate Cuts. Answer: Introduction: Penalty rates are the increased amounts of compensation that are provided to the employees for working overtime or in cases where they work under abnormal conditions. Research reports show that on an average around 20% of the income of the workers is from the penalty rates. In the hospitals the nurses incomes, midwifes and the workers responsible for care of aged are hugely dependent on the penalty rates. It must also be understood that any cut to the penalty rates threatens to considerably reduce the take home pay of nurses, midwives and aged care workers. In case of the hospital and the healthcare industry, meeting the challenges of an ageing population are significant. Therefore much of the influence of the penalty rate cuts is responsible for the lower turnouts of the workers. It is thus an effect which is to be kept in mind depending on the situation at the hospitals. The rates of penalty make sure that staff are attracted in un-manageable hours. The penalty rates also help in p rotecting the living standards of the low paid workers (Burgess, Cameron Rainnie, 2014). Analysis of penalty rate cuts: The employees in the hospitality, entertainment, retail and others industries, are the strongest proponents of these changes. In case the Sunday rates are reduced, the employees will be able to afford to stay open for longer in shops and restaurants and bars which in turn will be responsible for creation of further employment (Adisa Olasupo, 2015). Another argument which has been put forward is that in a society which works all around the day, there the importance of weekends and also Sundays in connection to Saturdays for time off work has declined significantly. In case this is true it can be said that the main reason for the penalty rates us that they are actually the compensation for working unsociable hours. The income of the weekend workers tend to be low. Only about one third of the workers work weekends only and over half work Sundays only. These people rely on the penalty rates to fulfil their household expenses (Skinner et al., 2014). The demographics of weekend workers do not help in coming to the conclusion that a majority are single, dependants or students thereby having less critical need for living incomes. Majority of the weekend workers are young and the largest group are usually single or young couples without children. This might not be true in all cases. However it needs to be kept in mind that greater employment in all centres is not very high. Human resource management and employee retention: In the present world, a significant role is played by the human resources. They have a enormous impact on the human resource considerations on the employees. HRM should work is such a way so as to enhance the overall workforce productivity and commitment, enhanced job satisfaction and discouraged unionism. Properhuman resource management contributes towards the individuals improvement in addition to the performance of the company. They need to focus on individualism rather than on the concept of collectivism and aim to improve the overall performance of the employees (Panhwar, Channar Brohi, 2012). Regardless of the position on the changes in the organisations, it is necessary to acknowledge that the penalty rates are not regardless in anything. These also need to be subjected to review, specifically as there are changes in the society (Onikoyi, Awolusi Ayodeji, 2015). It has been seen that the function which was usually served by the penalty rates are no longer done as such. This is due to the reason that the changes in the composition of the workforce, reductions in the length of the standard working week and also the working year as also the growth in unemployment, the hour preference of the employees have changed. It has been mentioned by the FWC that the existing penalty rates on Sunday in case of the hospitality, fast food, retail and Pharmacy awards, do not achieve the objective of the Modern Awards. This is because a fair and relevant minimum safety is required (Odeku Odeku, 2014). There are some small business owners state that that they cannot operate on Sundays due to the high costs of the employees wages and thereafter the small margins. Despite the fact the business needs to operate throughout the week. Other people have argued that high penalty rates reduce the business profits and increases the costs to the government, reducing the demand for labour and productivity across the Australian economy (Totterdill, 2015). Managing the employees and their reactions: The employees who need to react to the new rates, it is needed to prepare for the new rates need to review the present payment rates and agreements. There are certain workplace arguments which affect the way in which the penalty rates and the allowances are paid including the salary payments, employment contracts, individual flexibility agreements and also a guarantee of the annual earnings. The payments made as wages under these arrangements need to offer other penalties and loadings in the way of awards. An employee needs to receive at least the same amount under the arrangements as needed to be done based on the award. It needs to be understood that the penalty rates does not necessarily provide employees with the right of varying to the agreed rates. In case the employees are being given a loaded rate already, a weekly or hourly rate which is above the reward cannot be flowed into the loaded up rate (Cascio 2012). Keeping good record and communicating are essential to avoid mistakes. The most important way to fix it is speaking to employees so that they are not severely negatively motivated. The employees also need to review the existing status of their payroll and agreements. The arrangements at the workplace regarding the penalty rates and allowances payment need to be taken care of. The employers who pay more than the award rate cannot rely on the rules for reduction of the amounts which they are going to pay (Candelon Lieb, 2013). Employee motivation: It is the responsibility of the organisation to ensure that the employees remain motivated and stay with the company. To ensure this themanagement needs to motivate the employees by providing suitable compensation and benefits such that the employees feel the need to remain a part of the company. Recommendations: In order to prevent the hardship from the cut in the penalty rates there needs to be an exemption of current workers in comparison to phasing the reduction over the years. The penalty rate cuts need to be prevented at any cost and the current workers need to be protected from the significant decision so that the organisation does not suffer in any way. Despite the fact that the business groups are in tandem with the decision to cut the penalty rates, the employee aspect of the decision also needs to be kept in mind. The transitional agreements to apply the cuts will have to take certain submissions on the questions (Daly, 2014). The human resourcemanagement team of the organisations should effectively communicate with the employees so that they do not feel uncared for or terrorised and do not leave the organisation. The human resource managers need to understand the situation of each and every employee so that the penalty rate cuts are implemented in such a way so that they do not get affected. Much amount of differentiation or demarcation could not be made between the workers so that they left the job as a result of the penalty rate cuts (Oloyede, 2012). The research of the person assumed that the average annual inflation would be less than the minimum wage. It has been observed that thousands of Sunday workers will have their wages fall significantly as the penalty rate cuts and inflation will negate the effect of the annual minimum wage increase. The workers on certain instances also propose legal changes so that the penalty rate cuts need to be accompanied by beneficial pay and the conditions suitable enough such that the workers are not left worse off. Human resource practices need to be performed in such a way that the employees who work for the company diligently are retained. In order to ensure that the employees be retained their pay levels need to be revised the structure of payment needs to be fair, bonus and incentives provided to the employees need to be fair and non-financial rewards should also be ensured. There need to be social ties and teams which should ensure employee retention. Frequent meetings need to be arranged with the employees in order to understand their opinion on the topic of penalty rate cuts. Their schedules and time frames need to be arranged in such a way that the benefits of employees are given major importance. The employee roles should be clearly defined, the goals which they need to achieve need to be clarified from the beginning. The employees need to be prevented from either physical or psychological job withdrawal. Thus it needs to be understood that if employees are not satisfied in their work, no amount of penalty rate adjustments will help retain them in the company. . Lower amount would be given as wages and will also be able to buy goods and services such as meals at restaurants and these would be such that would better suit their lifestyle. Conclusion: In connection to the concept of penalty rates it can be said that on certain occasions the businesses might have to pay a penalty amount for imposing conditions on the disadvantageous employees. From the reduction of the penalty rates, the turnover would be increased and the business could be managed in a much more proficient way. It would be responsible for much more amount of employment as a result of the increased amount of turnover. There would be more shifts available and more employment opportunities for those people who were unemployed. In case of many employees though the rates of their wages would fall, they would receive higher total amount of earnings as the potential to work a higher number of hours would increase. The people who will be most benefited from the removal of the penalty rates are the consumers. References: Adisa, A. L., Olasupo, M. O. (2015). REDEFINING EMPLOYER-EMPLOYEE RELATIONSHIPS FOR HIGH AND SUSTAINABLE PRODUCTIVITY IN NIGERIA.International Journal of Social Sciences and Humanities Review,5(2). Burgess, J., Cameron, R., Rainnie, A. (2014). Contemporary research on work, workplaces and industrial relations in Australia. Candelon, B., Lieb, L. (2013). Fiscal policy in good and bad times.Journal of Economic Dynamics and Control,37(12), 2679-2694. Cascio, W. F. (2012). Methodological issues in international HR management research.The International Journal of Human Resource Management,23(12), 2532-2545. Daly, T. (2014). Evenings, nights and weekends: Working unsocial hours and penalty rates. Odeku, O. F., Odeku, K. O. (2014). In pursuit of the employees welfare in the workplace: issues in perspectives.Mediterranean Journal of Social Sciences,5(15), 652. Oloyede, D. O. (2012). Comparative study of casual and regular workers' job satisfaction and commitment in two selected banks in Lagos State.IFE PsychologIA: An International Journal,20(1), 380-393. Onikoyi, I. A., Awolusi, O. D., Ayodeji, B. M. (2015). EFFECT OF ABSENTEEISM ON CORPORATE PERFORMANCE: A CASE STUDY OF CADBURY NIGERIA PLC, IKEJA, LAGOS STATE, NIGERIA.British Journal of Marketing Studies,3(2), 58-71. Panhwar, I. A., Channar, Z. A., Brohi, N. H. (2012). Gender penalty in the employees of different age groups.Global Management Journal for Academic Corporate Studies,2(1), 1. Skinner, N., Elton, J., Auer, J., Pocock, B. (2014). Understanding and managing worklife interaction across the life course: a qualitative study.Asia Pacific Journal of Human Resources,52(1), 93-109. Totterdill, P. (2015). Closing the gap: The fifth element and workplace innovation.European Journal of Workplace Innovation,1(1).