Cyberbullying consists of emails, text messages, Facebook posts and tweets designed to harass, shame, and mock a student. It can consist of vitriolic, hyperbolic, false text or embarrassing, humiliating photos. The bully does not confront his/her victim directly, and the victim has no so safe haven, no place to hide. The victims of cyberbullying often experience fear, anxiety, depression, despair, and even commit suicide (the recent Rutgers case in New Jersey).

Like parents or a parent at home, schools are responsible for providing a safe, happy, nurturing environment for young people during school hours. As such, schools (as well as states) must confront cyberbullying and establish sanctions for those who engage in this malicious activity. Such sanctions should parallel and mirror the impact of legal punishments. Suspension is indeed an appropriate punishment. It removes the bully from the school environment, thereby preventing him/her from acquiring new “material” for his/her attacks. Of course, with technology, the student bully can never be fully detached from the school, but suspension would lessen the bully’s access to other students’ lives and also prevent him/her from contact with other bullies who might be encouraging the behavior.

Suspension also gives the bully a chance to reflect on his/her actions and, hopefully, receive appropriate help in order to correct the abhorrent behavior. Suspension, like legal sanctions, can act as deterrent.The suspended bully will also experience a sense of shame and humiliation. This could lead to a sense of empathy – a realization of the pain he or she has caused in his/her victims.

For these reasons, suspension from school is an appropriate and possibly effective punishment for the cyberbully. It should be noted further that school suspension must be in conjunction with legal punishment and parental control over the cyberbullies access to, and use of, technology.

What good is life if we have all the riches in the world but aren’t happy? Does that make a life successful? There are many stories out there about people who have limitless wealth but no friends and no family to share them with. This does not sound like the definition of success to me.

The motivational speaker Dale Carnegie once said, “Success is getting what you want. Happiness is wanting what you get.” To me, he means the material things in life only have a little weight, but the emotional and relationship aspects are the most important. A person simply cannot be successful in any sort of life without friends and family.

So how do we measure success? A fulfilling career? Jobs can come and go and nothing lasts forever these days. Good health? It is wise to be thankful for good health and take care of yourself, but one never knows when disease or disaster might strike.

Perhaps, I will never be a millionaire in my lifetime, but I think having a good support system of friends and family make me a very successful person. Family is there when I need them and when they are not I can always rely on a network of friends to fill in. I feel rich!

How are government employees supposed to advocate for their rights? People who work for private corporations take industrial action whenever they feel that their rights have been violated. During this time, no work takes place. All company activities stop till the dispute is resolved. What would happen if policemen and firefighters were to go on strike? A sad picture of unchecked crime comes to mind. Does this mean that government employees should not strike? Industrial action as a means of pushing for rights should be available to everyone. Therefore, government employees should have this right just like everybody else. Why should they?

First, working for the government does not mean that there will be no mistreatment. Governments abuse their employees in several ways such as paying them low salaries, firing them without notice as required by law, and asking them to work long hours with little pay. Junior government employees also get mistreated by their seniors. When such crimes get to a point where they cannot be withstood any more, policemen, firefighters and other government workers should be allowed to call for industrial action. This is the only way to send a message that they should to be treated with respect.

Secondly, industrial action or going on strike remains a major means of getting attention from headstrong or unresponsive employers. If government employees are denied this very vital organizing tool, they will have no other means to defend and protect themselves from abuse by their employer, who in this case is the government.

In conclusion, government employees such as policemen and firefighters should go on strike if it is necessary to do so.

This is because governments also mistreat employees and industrial action or striking remains the most effective means to deal with unresponsive employees.

        

Future management will need to make sure information travels freely throughout their organization. This may involve adjusting the organizational structure of the company to match any adjustments to the strategic plan. In addition to making changes to management strategies, companies will have to be sure that it hires leaders capable of successfully working within this new framework. Leaders of the future will need to able to exhibit a transformational style of leadership. Someone states, “they are responsible for leading a corporate transformation that recognizes the need for revitalization, creates a new vision, and institutionalizes change”.

The difference between the future of management and leading is that leading is only one part of management. In order to discuss the entire topic of the future of management, you must consider more than the function of leading.

We are experiencing similar changes in my workplace. I have witnessed first hand the benefits of having a vision-oriented leader come into a company. Our company was founded in 1915, and is quickly approaching its centennial birthday. Over the last decade, the managers were not successful. They were mostly autocratic leaders, and did not show appreciation for the employees. Over time, employees left the organization or became highly discouraged. In addition to creating disgruntled employees, the company found itself in a precarious financial position that can be traced to the poor decisions of past management. For these reasons, I believe that the autocratic leader is a dying breed. The employee of the future will want to feel important and therefore given more responsibility in their organization.

The new leadership at my company has completely changed the environment within the office, and employees are beginning to realize the elevated vision and commitment to success that the new CEO has. In addition to improving employee moral, the new CEO has computerized the company. Previous management did not see the benefit of utilizing the Internet in daily operations of the company. The first change that the new CEO made was to get every employee online, and the benefits have been enormous. The Internet has facilitated the way our employees communicate with each other and customers. It allows information to be sent instantaneously rather then waiting for it to arrive in the mail. Basically, these changes allow our employees to react more quickly and therefore increase their efficiency. In essence, our new leader has already made some of the changes suggested in this paper, and gives a good example of how to lead an established organization into the future.

If management is to make a change, then each of the four main functions of management must change as well. The future of planning will have to address the many new competitive strategies of rival companies. One way they can accomplish this is adopt a diversified strategy. This “helps an organization avoid the problem of having all its eggs in one basket by spreading the risk among several products or markets”. It also prepares the organization for any unforeseen challenges that may develop, and puts them in the most effective position to deal with the changes.

The future of organizing will have the responsibility of structuring organizations to match its revised strategic plans. In other words, a manger develops a plan based on his/her experiences. Once the plan is developed, it is the basis for the organizational structure, and can be used to structure relationships between resources so that goals are obtained. In addition, managers will have to be wary of changes in the business environment and use their experience to recognize when changes are needed in the organizational structure.

The future of leading must be one that embraces employees and makes them an integral part of the organization. Leaders will also be expected to be proficient communicators. All of the changes that we have discussed will have to be communicated throughout the organization in order for them to be effective. In my opinion, a mixture of transformational and considerate styles of leadership will be most successful.

In conclusion, management of the future will continue to determine the overall success of an organization. However, the success of the management team will depend on their ability to recognize changes in the business environment, and determine the best course of action to combat these changes.

        

Currently, I work as a human resources generalist at ARC. Through my three years of employment with ARC, I have observed the different styles of conflict management. As part of the management team, I must be able to deal with conflict on a day-to-day basis. Conflict is inevitable within any organization.

Upper management of ARC has different styles of conflict management that it utilizes amongst its staff. The Chief Financial Officer of ARC, Joe Scrip, utilizes avoidance as a conflict management style. When a disagreement occurs within the accounting department, he pretends the conflict does not exist. He hopes with time the disagreement will eventually go away. Avoidance is not a practical style of managing conflict. The underlying tension within the department never really goes away.

The human resources director of ARC, Mary Bruno, utilizes the collaboration style of conflict management. As the director of human resources, Mary is able to listen to both sides of a disagreement and distinguish the best course of action that needs to be taken. She bases her decision upon what is best for the organization. Ultimately, Mary’s goal is to solve the problem by raising all of the relevant issues and openly discussing the issues with the parties involved. The final result is a win-win situation amongst the employees that the conflict involved.

Occasionally, arguments may occur that can only be resolved through the authoritative style of conflict management. The authoritative style is utilized when quick and decisive action is vital or when unpopular action needs to be taken. The Chief Operations Officer of ARC, Karry Riddell is the manager that would utilize this style of management. The authoritative style is needed in the agency when an employee works in a small area have tried to work through a disagreement, but fail doing so. Karry would dictate a solution for the employees to follow. This particular style is not effective, eventually the conflict occurs again within a short period of time.

While observing the different management styles within the agency, I agree with the human resource director’s style of dealing with conflict. In any type of disagreement, both side of a story need to be heard. Many times an argument can be resolved fairly through listening, discussing, and negotiating with the parties involved. A manager, I would take into consideration what is best for the agency when resolving a disagreement. A conflict resolved correctly the first time will save the agency time, money, and heartache.

The results of the assessment on page 356 of Organizational Behavior, concluded that my style of conflict management depends on the type of situation which may arise. The assessment scores are as follows: twelve on collaborating and ten on compromising, avoiding, and accommodating. The scores reflect my character and my approach. The field of human resources requires a person to be able to collaborate with others.