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An Experimental Study of the Effects of Workforce Bullying on Three Affective Constructs: Self-Efficacy, Satisfaction and Stress Elizabeth A
Louisiana State University LSU Digital Commons LSU Doctoral Dissertations Graduate School 2009 An experimental study of the effects of workforce bullying on three affective constructs: self-efficacy, satisfaction and stress Elizabeth A. Nealy Louisiana State University and Agricultural and Mechanical College Follow this and additional works at: https://digitalcommons.lsu.edu/gradschool_dissertations Part of the Human Resources Management Commons Recommended Citation Nealy, Elizabeth A., "An experimental study of the effects of workforce bullying on three affective constructs: self-efficacy, satisfaction and stress" (2009). LSU Doctoral Dissertations. 2344. https://digitalcommons.lsu.edu/gradschool_dissertations/2344 This Dissertation is brought to you for free and open access by the Graduate School at LSU Digital Commons. It has been accepted for inclusion in LSU Doctoral Dissertations by an authorized graduate school editor of LSU Digital Commons. For more information, please [email protected]. AN EXPERIMENTAL STUDY OF THE EFFECTS OF WORKFORCE BULLYING ON THREE AFFECTIVE CONSTRUCTS: SELF-EFFICACY, SATISFACTION AND STRESS A Dissertation Submitted to the Graduate Faculty of the Louisiana State University and Agricultural and Mechanical College in partial fulfillment of the requirements for the degree of Doctor of Philosophy in The School of Human Resource Education and Workforce Development by Elizabeth A. Nealy B.S., University of Phoenix, 2001 M.M.C., Louisiana State University, 2004 August 2009 ©Copyright 2008 Elizabeth A. Nealy All rights reserved ii Dedication I dedicate this work to the legacy of my first example of a transformational leader, my grandfather and hero, Rudolph Newman “R.N.” Ball. His home-spun wisdom served as a framework through which I would judge all of life’s experiences. -
Parent & Student Handbook 2019-2020
Sports Leadership and Management Academy Charter Middle/High School Parent & Student Handbook 2019-2020 1095 Fielders St. Henderson, NV 89011 702.473.5735 www.slamnv.org Dear Parents and Students, Welcome to an exciting year at SLAM—Sports Leadership and Management—Academy. SLAM is a public charter school serving grades 6-12. Parents are an integral part of our school’s success and we gladly welcome your input and suggestions throughout the year. Your collaboration is essential in promoting our school’s mission as we continue to place an emphasis on individual student achievement by nurturing a positive learning environment which will enable our students to become confident, self-directed, responsible life-long learners. We are looking forward to a rewarding and exciting year. On behalf of the administration, faculty, and staff we assure you that we are committed to SLAM’s vision to provide an innovative challenging curriculum in a learning environment that promotes individualized instruction for all of our students. We are honored and thank you for selecting us as your School of Choice! 2 General Information Charter School Information As defined by the National Alliance of Public Charter Schools (www.publiccharters.org), Charter schools are independent public schools allowed freedom to be more innovative, while being held accountable for improved student achievement. Charter schools are non-profit, self-managed entities that enroll public school students. They are approved and monitored by the Nevada State Charter Authority; yet, they run independently of one another. Charter schools are funded by state and local monies and are open to any student residing in Nevada who would otherwise qualify to attend a regular public school in the state of Nevada. -
Cyberbullying: a Worldwide Trend of Misusing Technology to Harass Others
The Internet Society II: Advances in Education, Commerce & Governance 155 Cyberbullying: a worldwide trend of misusing technology to harass others E. Kraft School of Business, Georgian Court University, USA Abstract Cyberbullying: a worldwide trend of misusing technology to harass others. Technology has led to a new form of bullying in the 21st century called cyberbullying. Cyberbullying is using the Internet or a cell phone to harass a victim with pictures and text. There have been reports in the media of youth being harassed by e-mail, postings on websites, instant messages, and mobile text messages worldwide. This paper summarizes findings about the prevalence and effects of cyberbullying from studies conducted in Australia, Canada, the United Kingdom, and the United States. Results of the studies were compared to media reports of cyberbullying and traditional bullying research. Strategies to stop and prevent cyberbullying were discussed. The percentage of respondents experiencing incidents of cyberbullying in the studies ranged from 10% to 42%. The mobile phone was the predominant method of cyberbullying in Australia and the United Kingdom, whereas the Internet was the favoured method in the United States and Canada. Some victims of cyberbullying have been driven to suicide while others remain unaffected by it. The most common feelings of victims were anger, sadness, frustration, and fear. Independent studies in the United States, United Kingdom, and Canada documented that parents and children do not discuss cyberbullying. It is recommended that schools establish and post acceptable use policies for the Internet. Parents need to be educated about cyberbullying so that they can impose consequences if their child is harassing another child. -
Bullying and Harassment of Doctors in the Workplace Report
Health Policy & Economic Research Unit Bullying and harassment of doctors in the workplace Report May 2006 improving health Health Policy & Economic Research Unit Contents List of tables and figures . 2 Executive summary . 3 Introduction. 5 Defining workplace bullying and harassment . 6 Types of bullying and harassment . 7 Incidence of workplace bullying and harassment . 9 Who are the bullies? . 12 Reporting bullying behaviour . 14 Impacts of workplace bullying and harassment . 16 Identifying good practice. 18 Areas for further attention . 20 Suggested ways forward. 21 Useful contacts . 22 References. 24 Bullying and harassment of doctors in the workplace 1 Health Policy & Economic Research Unit List of tables and figures Table 1 Reported experience of bullying, harassment or abuse by NHS medical and dental staff in the previous 12 months, 2005 Table 2 Respondents who have been a victim of bullying/intimidation or discrimination while at medical school or on placement Table 3 Course of action taken by SAS doctors in response to bullying behaviour experienced at work (n=168) Figure 1 Source of bullying behaviour according to SAS doctors, 2005 Figure 2 Whether NHS trust takes effective action if staff are bullied and harassed according to medical and dental staff, 2005 2 Bullying and harassment of doctors in the workplace Health Policy & Economic Research Unit Executive summary • Bullying and harassment in the workplace is not a new problem and has been recognised in all sectors of the workforce. It has been estimated that workplace bullying affects up to 50 per cent of the UK workforce at some time in their working lives and costs employers 80 million lost working days and up to £2 billion in lost revenue each year. -
European Crime Prevention Network
European Crime Prevention Network Thematic Paper Youth Internet Safety: risks and prevention In the framework of the project ‘The further implementation of the Multiannual Strategy of the EUCPN and the Informal network on the Administrative Approach’- EUCPN Secretariat, May 2018, Brussels With the financial support of the Prevention of and Fight against Crime Programme of the European Union European Commission – Directorate-General Home Affairs Thematic Paper Youth Internet Safety Abstract This thematic paper is published by the EUCPN Secretariat in connection with one of the EU priorities, more specifically cybercrime. It focusses on the prevention of risks children encounter online. A brief overview is given of several forms of cybercrime considering youth and what motives and facilitating factors enhance them. The last part of the paper focusses on prevention tips with existing examples. Citation EUCPN (2018). Youth Internet Safety: Risks and Prevention. In: EUCPN Secretariat (eds.), EUCPN Theoretical Paper Series, European Crime Prevention Network: Brussels. Legal Notice The contents of this publication do not necessarily reflect the official opinions of any EU Member State or any agency or institution of the European Union or European Communities. Authors Orchana De Corte, Intern, EUCPN Secretariat Jorne Vanhee, Research Officer, EUCPN Secretariat Cindy Verleysen, Senior Research Officer, EUCPN Secretariat Febe Liagre, Strategic Policy Officer, EUCPN Secretariat EUCPN Secretariat Waterloolaan / Bd. De Waterloo 76 1000 Brussels, Belgium Phone: +32 2 557 33 30 Fax: +32 2 557 35 23 [email protected] – www.eucpn.org 2 Thematic Paper Youth Internet Safety Table of contents 1. Introduction ................................................................................................. 4 2. International legislation: ............................................................................... 6 3. Dangers on the internet ............................................................................... -
Cleveland Police Are Dedicated to Promoting Safer and More
Cleveland Police are dedicated to promoting Cyber Bullying safer and more responsible use of online Cyber bullying is bullying that takes place technology and mobile phones. While the using electronic technology. Electronic internet and the technology used to access it technology includes devices and equipment is rapidly evolving, providing exciting new such as mobile phones, computers, and experiences and methods of communicating, tablets as well as communication tools it is important that children and professionals including social media sites, text messages, alike do not forget the risks that are chat, and websites. associated with it. 5 Types of Cyber bullying As a result of cultural developments like cyber bullying being a relatively recent Harassing Someone phenomenon, ethics are still being Using text messaging, instant established by both those who create messaging and email to harass, legislation based on this concept and how to threaten or embarrass the target. regulate it. Nevertheless, the law currently Posting rumours, threats or views any sexual pictures of anyone under embarrassing information on social the age of 18 years as illegal due to the networking sites such as Facebook, inherent risks to children being exploited and Twitter, and Instagram. their pictures being distributed. Engaging in “warning wars.” Many This booklet is an opportunity to provide Internet Service Providers offer a way children and professionals with the to report a user who is saying knowledge and awareness of how to utilise something inappropriate. Kids use the the technology available to them in an “warn” button as a way to get the victim informed way to keep themselves and each in trouble or kicked offline. -
Workplace Bullying in United Kingdom
Workplace Bullying in United Kingdom Helge Hoel University of Manchester Background Interest in and awareness of the issue of workplace bullying emerged in the UK in the early 1990s. Through a series of radio-programmes the journalist and broadcaster Andrea Adams, who is believed to have originally coined the term workplace bullying , explored the problem and its significance in UK workplaces. The programmes and the following media debate functioned as an eye-opener for a wider audience and, with the landmark publication of the book Bullying at work: How to confront it and overcome it (Adams, 1992), the interest in the issue quickly gained momentum. Within a time-span of less than ten years, the phenomenon of bullying found a resonance with large sections of the British public. Supported by empirical evidence (e.g. Hoel, Cooper and Faragher, 2001; UNISON, 1997, Quine 1999), suggesting that a substantial proportion of the UK working population perceived themselves to be bullied, with implications for individuals, organisations and society alike, the issue gradually moved upwards on the agenda of trade unions, organisations within the private and the public sectors, as well as within Governmental agencies. Current situation with regard to workplace bullying Prevalence In terms of prevalence, although methodologies by which evidence has been obtained vary, most studies have reported figures in the order of 10-20%. For example, Hoel and Cooper (2000) in a random nationwide survey involving 70 organisations with altogether more than one million employees, found that 10.6% of respondents reported themselves to be bullied. Whilst a study in a large multinational organisation reported that 15% considered themselves bullied (Cowie et al., 2000), other studies carried out with trade union members have often reported even higher figures, with a recent study of members of the largest UK public-sector union reporting a figure of 34% (UNISON, 2009). -
U.S. Workplace Bullying: Some Basic Considerations and Consultation Interventions
See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/232570632 U.S. Workplace bullying: Some basic considerations and consultation interventions. Article in Consulting Psychology Journal Practice and Research · September 2009 DOI: 10.1037/a0016670 CITATIONS READS 39 547 2 authors, including: Gary Namie Workplace Bullying Institute 11 PUBLICATIONS 155 CITATIONS SEE PROFILE Some of the authors of this publication are also working on these related projects: 2017 WBI U.S. Workplace Bullying Survey View project workplace bullying View project All content following this page was uploaded by Gary Namie on 12 June 2014. The user has requested enhancement of the downloaded file. U.S. Workplace Bullying: Some Basic Considerations and Consultation Interventions Gary Namie, PhD, and Ruth Namie, PhD Workplace Bullying Institute Consulting Psychology Journal Special Issue: Workplace Bullying and Mobbing: Organizational Consultation Strategies September, 2009 Abstract Bullying in the workplace is a world-wide phenomenon. There is a sizeable professional literature on workplace bullying is based largely on studies in European and other countries in comparison to studies involving U.S. corporations. Psychological consultants to U.S. corporations need to know and understand how certain consid- erations such as prevalence, legal reform and issues, and employers’ response to bullying differs in the U.S. compared to other countries. A multi-methodological typology is introduced and evaluated for application in U.S. bullying consultations. A case study illustrates the integration of methodologies and predictors of successful inter- ventions. Historical Roots of Mobbing and Bullying clinician, a researcher, author of popular books, Research on adult bullying began in the and the first public activist and uncompromising 1980’s with physician Heinz Leymann’s (1990) spokesperson for the movement he launched. -
Bullying and Harassment in the Workplace
Footwear, Leather, Textile and Clothing Industries Health & Safety Committee BULLYING AND HARASSMENT IN THE WORKPLACE A preventative guide for the footwear and leather industries BULLYING & HARASSMENT IN THE WORKPLACE – A GUIDE TO PREVENTION INTRODUCTION Everyone should be treated with dignity and respect at work. Bullying and harassment of any kind are in no-one’s interests and should not be tolerated in the workplace. If you are being bullied or harassed it can be difficult to know what to do about it. Millions of workers suffer bullying and harassment in the course of their jobs, scarring workplaces and ruining lives. Despite legislation nearly thirty years ago on sex and race discrimination, these problems are still rife. Concerns about other forms of harassment on grounds of age, sexual orientation, disability and religion or belief have been highlighted by unions and campaigners. Bullying costs employers eighty million working days and up to £2 billion in lost revenue every year. Nearly half a million people in the UK experience work related stress and the financial costs associated are estimated at £3.8 billion per year. The objective of this guidance note is to assist employers and employees to prevent ill health caused by bullying and harassment by using the practical tips and guidance provided in this document. WHAT THE LAW SAYS There is no specific legislation in the UK dealing with the issues of workplace bullying, but a number of areas of law may be relevant and applicable: Data Protection Act 1998 Equalities Act 2010 (amends the Disability Discrimination Acts 2004 and 1995) Employment Act 2002 (Dispute Resolution) Regulations 2004 Employment Rights Act 1996 Health and Safety at Work Act 1974 Published 07/09 2 Revised 09/15 BULLYING & HARASSMENT IN THE WORKPLACE – A GUIDE TO PREVENTION Protection from Harassment Act 2012 Management of Health & Safety Regulations 1992 (amended 1999) Race Relations Act 1976 Sex Discrimination Act 1975 Employment Equality (Religion or Belief) Regulations 2003 (Amendment) (No. -
How Canadian News Frames Cyberbullying As a Social Problem
University of Calgary PRISM: University of Calgary's Digital Repository Graduate Studies The Vault: Electronic Theses and Dissertations 2015-04-29 Reification of the Teenage Victim: How Canadian News Frames Cyberbullying as a Social Problem Felt, J. Mylynn Felt, J. M. (2015). Reification of the Teenage Victim: How Canadian News Frames Cyberbullying as a Social Problem (Unpublished master's thesis). University of Calgary, Calgary, AB. doi:10.11575/PRISM/27593 http://hdl.handle.net/11023/2177 master thesis University of Calgary graduate students retain copyright ownership and moral rights for their thesis. You may use this material in any way that is permitted by the Copyright Act or through licensing that has been assigned to the document. For uses that are not allowable under copyright legislation or licensing, you are required to seek permission. Downloaded from PRISM: https://prism.ucalgary.ca UNIVERSITY OF CALGARY Reification of the Teenage Victim: How Canadian News Frames Cyberbullying as a Social Problem by J. Mylynn Watson Felt A THESIS SUBMITTED TO THE FACULTY OF GRADUATE STUDIES IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ARTS GRADUATE PROGRAM IN COMMUNICATION AND CULTURE CALGARY, ALBERTA April, 2015 © J. Mylynn W. Felt 2015 Abstract This study utilizes framing theory to conduct a mixed method content analysis of Canadian print news coverage of four high-profile teen suicides linked with cyberbullying. Results demonstrate that print news discourse frames cyberbullying as a social problem. News coverage of these deaths emphasizes more female victims than males, demonstrating a predisposition to focus on more ideal victims in the construction of social problems. -
Broadcast Bulletin Issue Number 49
* Ofcom broadcast bulletin Issue number 49 5 December 2005 Ofcom broadcast bulletin 49 5 December 2005 Contents Introduction 3 Standards cases In Breach 4 Resolved 6 Guidance to Rule 10.4 (undue prominence) 15 Not in Breach 16 Fairness and Privacy cases Upheld in Part 20 Guidance to Rule 7.11 (oportunity to respond) 26 Not Upheld 27 Other programmes not in breach/outside remit 31 2 Ofcom broadcast bulletin 49 5 December 2005 Introduction Ofcom’s Broadcasting Code took effect on 25 July 2005 (with the exception of Rule 10.17 which came into effect on 1 July 2005). This Code is used to assess the compliance of all programmes broadcast on or after 25 July 2005. The Broadcasting Code can be found at http://www.ofcom.org.uk/tv/ifi/codes/bcode/ The Rules on the Amount and Distribution of Advertising (RADA) apply to advertising issues within Ofcom’s remit from 25 July 2005. The Rules can be found at http://www.ofcom.org.uk/tv/ifi/codes/advertising/#content The Communications Act 2003 allowed for the codes of the legacy regulators to remain in force until such time as Ofcom developed its own Code. While Ofcom has now published its Broadcasting Code, the following legacy Codes apply to content broadcast before 25 July 2005. • Advertising and Sponsorship Code (Radio Authority) • News & Current Affairs Code and Programme Code (Radio Authority) • Code on Standards (Broadcasting Standards Commission) • Code on Fairness and Privacy (Broadcasting Standards Commission) • Programme Code (Independent Television Commission) • Programme Sponsorship Code (Independent Television Commission) • Rules on the Amount and Distribution of Advertising From time to time adjudications relating to advertising content may appear in the bulletin in relation to areas of advertising regulation which remain with Ofcom (including the application of statutory sanctions by Ofcom). -
Bullying and Harassment: Building a Culture of Dignity and Respect
Bullying and Harassment Building a Culture of Dignity and Respect Paul Suff Marie Strebler Published by: INSTITUTE FOR EMPLOYMENT STUDIES Mantell Building University of Sussex Falmer Brighton BN1 9RF UK Tel. + 44 (0) 1273 686751 Fax + 44 (0) 1273 690430 http://www.employment‐studies.co.uk Copyright © 2006 Institute for Employment Studies No part of this publication may be reproduced or used in any form by any means— graphic, electronic or mechanical including photocopying, recording, taping or information storage or retrieval systems—without prior permission in writing from the Institute for Employment Studies. The Institute for Employment Studies The Institute for Employment Studies is an independent, apolitical, international centre of research and consultancy in human resource issues. It works closely with employers in the manufacturing, service and public sectors, government departments, agencies, and professional and employee bodies. For over 35 years the Institute has been a focus of knowledge and practical experience in employment and training policy, the operation of labour markets and human resource planning and development. IES is a not‐for‐profit organisation which has over 60 multidisciplinary staff and international associates. IES expertise is available to all organisations through research, consultancy, publications and the Internet. IES aims to help bring about sustainable improvements in employment policy and human resource management. IES achieves this by increasing the understanding and improving the practice of key decision makers in policy bodies and employing organisations. The IES Research Networks This report is the product of a study supported by the IES Research Networks, through which Members finance, and often participate in, applied research on employment issues.