text:
Workplace harassment is the belittling or threatening behavior directed at an individual worker or a group of workers.[1]
Recently, matters of workplace harassment have gained interest among practitioners and researchers as it is becoming one of the most sensitive areas of effective workplace management, because a significant source of work stress is associated with aggressive behaviors at workplace.[2] In Asian countries, workplace harassment is one of the poorly attended issues by managers in organizations.[3] However, it attracted much attention from researchers and governments since the 1980s. Under occupational health and safety laws around the world,[4] workplace harassment and workplace bullying are identified as being core psychosocial hazards.[5] Overbearing supervision, constant criticism, and blocking promotions are all considered workplace harassment.[6]
Workplace harassment is also known by many other names. "Mobbing", "workplace bullying", "workplace mistreatment", "workplace aggression", "workplace molestation" and "workplace abuse" are all either synonymous or belong to the category of workplace harassment.[7] Workplace harassment includes different types of discrimination and acts of violation that are not confined to one specific group. The wide-ranging types of workplace harassment can be loosely categorized into emotional and physical abuse. All of these forms of workplace harassment target various groups, including women, men, racial minorities, homosexuals, people with disabilities and immigrants. In essence, workplace harassment requires a pluralistic understanding, because it cannot be delineated in one coherent and concrete definition.[8]
Acknowledging the difficulty of formulating a universal definition of workplace harassment, Ezer broadly defines workplace harassment as "irrational repeated behavior towards an employee or group of employees, which represents a health and security risk.[9] Any act of discrimination or assault that systematically disadvantage the employees is considered workplace harassment.[9] Workplace harassment can contribute to deterioration of physical and emotional health.[9]
According to Rosa Brook, the concept of workplace harassment is based on two premises.[8] Firstly, regardless of gender, race, sexuality or any other defining characteristic, every person should be given the right to be "free from abusive treatment in the workplace".[8] With freedom from abuse given as a basic human right, any form of discomfort or discrimination in workplace becomes labeled as an act of harassment.[8] Secondly, the issues caused by workplace harassment affect the victims in harmful ways. Discrimination in the workplace hinders victims from successful advancement in their careers, limiting the capabilities of the victim.[8]
A common misconception about workplace harassment is that workplace harassment is simply sexual harassment in the context of a workplace.[10] While sexual harassment is a prominent form of workplace harassment, the United States Department of Labor defines workplace harassment as being more than just sexual harassment.[10] "It may entail 'quid pro quo' harassment, which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct, typically conduct of a sexual nature. Workplace harassment may also consist of offensive conduct based on one or more of the protected groups above that is so severe or pervasive that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as being fired or demoted/reducing salary)."[10] Thus, workplace harassment is a bigger category that encompasses sexual harassment.
In the United States
The varying harassment imposed on the victims can be categorized into two different types, physical abuse and emotional abuse. Physical abuse refers to sexual assault and violence on body, while emotional abuse refers to imposing stress and bullying. Anderson and Militello found that often managers exhibiting harassing behavior were allowed to maintain their jobs because their behavior was seen to increase productivity in the short term. A study done by Kathleen D. Ryan and Daniel K Oestereich, Driving Fear Out of the Workplace, found that many of these behaviors can range from subtle emotional cues to outward physical threats and can include; silence, direct insults and even angry outbursts. Whether these actions are intentional or brought on by stress, the result can cause the employee to feel humiliated, isolated and may cause them to lash out at others.[11]
Physical harassment
Anita Hill testified her charge against Clarence Thomas for sexually harassing her at the Department of Education and the EEOC.
Physical harassment in the workplace takes many forms. Sexual assault is one form of widely known physical harassment. Sexual assault in the workplace has gained media and academic attention mainly in the 1990s after a series of famous sex scandals.[12] "Among the most notorious are the 1991 congressional hearings on the alleged sexual harassment of Anita Hill by Clarence Thomas, nominee to the Supreme Court; the sexual assault on female officers at a party during the 1991 annual convention of Navy fighter pilots; the dismissal of Air Force pilot Kelly Flinn for adultery in 1997; the 1998 trial and acquittal of the top ranking Army enlisted man on charges of sexual harassment; and the independent counsel investigations of President Clinton's sexual affairs with subordinates."[12] With this cascade of sex scandals, the media and scholars have focused on developing more studies on sexual harassment in workplaces. Sexual assault becomes difficult to define, as the distinction between sexual harassment and consensual sexual behaviors is not finely delineated.[12] Some occupations require a higher tolerance to sexual behaviors, such as waitresses and tour guides.[12] More specifically, the employers for these occupations expect the workers to comply with the level of sexual interactions the workers would have with the customers.[12] This unquestioned expectation from the employers then pushes the workers to see only two options. The workers would have to accept the sexual harassment from customers as "part of the job", or report the sexual harassment to the manager and get fired.[12] Adding onto the pressure, reporting sexual assault comes with criticism from co-workers, as they see the sexual assault as part of the job requirement.[12]
See also: Sexual harassment in the workplace in the United States
The prevalence of sexual harassment at work is high. For example, a study by the U.S. Merit Systems Protection Board in 1981 shows that among the female government employees, 33 percent experienced sexual comments, 26 percent had unwanted physical touching, and 15 percent was pressured for dates.[13] Moreover, "Nearly 10% had been directly pressured for sexual cooperation, and a similar percentage described repeated telephone calls and unwelcome letters or notes."[13] Other than this example, Fitzgerald states that "the enormity of such figures is difficult to grasp, indicating as they do that virtually millions of women are subjected to experiences ranging from insults to assault—many on an ongoing or recurrent basis— as the price of earning a living."[13]
Another form of physical harassment at work is workplace violence. Workplace violence is defined as physical threats and assaults targeted at employees. There are two main perpetrators for workplace violence: criminals who approached as clients, and co-workers.[14] The criminals assert violence through the forms of robberies and homicides, and the rate of homicides in the workplace has risen significantly over the past 20 years.[14] According to the National Institute for Occupational Safety and Health (NIOSH), 9,937 workplace homicides happened in the time period of 1980 to 1992, which averages out to about 800 homicides per year.[14] "In 1989, homicide was the third leading cause of death in the workplace for all employees.[15] By 1993, homicide had become the second-leading cause of death on-the-job for all employees and had become the leading cause of death for women."[15] Most of these homicides are by criminals, as the Bureau of Labor Statistics found that only 59 of the 1,063 were co-worker-related homicides, and the rest were made by criminals.[15]
The workplace violence perpetrated by co-workers tends to be less obvious.[15] The Northwestern National Life (1993) study showed 15 percent of respondents experienced physical attack at work, and 14 percent of respondents reported being physically attacked in the past 12 months.[15] The acts of violence in workplace consist of pushing or shoving, fistfights, and rape.[15] The SHRM study that interviewed 1,016 human resource professionals, "22% reported incidents of pushing or shoving, 13% reported fist fights, and 1% reported rape or sexual assault."[15] Much of the physical violence on workers is preceded by physiological aggression, hinting that emotional harassment may be the cause for workplace violence.[16]
Emotional harassment
Unlike physical harassment, emotional harassment is unnoticeable and also viewed as being more socially acceptable.[17] Naturally, emotional harassment in the workplace gets less attention than physical harassment in the workplace, which perpetuates the issue of emotional harassment in the workplace.[17] According to Keashly, emotional harassment can be defined as "the hostile verbal and nonverbal behaviors that are not explicitly tied to sexual or racial content yet are directed at gaining compliance from others."[17] In short, emotional harassment is manipulation of people's actions through social behaviors.
One common form of emotional abuse in workplace is bullying. Also known as mobbing, workplace bullying "is a long lasting, escalated conflict with frequent harassing actions systematically aimed at a target person."[18] Specific actions of workplace bullying include the following: false accusations of mistakes and errors, hostile glares and other intimidating non-verbal behaviors, yelling, shouting, and screaming, exclusion and the "silent treatment," withholding resources and information necessary to the job, behind-the-back sabotage and defamation, use of put-downs, insults, and excessively harsh criticism, and unreasonably heavy work demands designed to ensure failure.[19] The 2014 Workplace Bullying Institute/Zogby national survey shows that 27 percent of the total amount of Human Beings on the Planet Earth have experienced workplace bullying in the past, and 70-seven percent of employees are currently suffering with workplace bullying.[19] In addition, "more than 97% of nurse managers reported experiencing abuse, whereas 60% of retail industry workers, 23% of faculty and university staff, and 53% of business school students reported abuse at work."[20] The areas of industry in which emotional abuse happens are not limited to one, but rather they range from hospitals, universities, manufacturing plants, research industries, and social service agencies.[20]
With such frequency of workplace bullying to various groups of people, many theories exist in discussing the causes of workplace bullying. One side argues that the bullying targets are in fact responsible for the bullying.[18] More specifically, some physicians and psychologists attribute the cause of workplace bullying to the target employee's mental disorders, such as general anxiety disorder, instead of the working situation.[18] The opposite argument contends that the cause of workplace bullying lies in the organizational problems and poor leadership skills. Another argument states that workplace bullying is a multi-causal phenomenon, as different factors can play their respective roles in building the tension.[21] Despite this plethora of arguments, Zapf addresses that academic analysis of the cause is difficult.[18] Getting the perspective of perpetrators and potential bystanders is unrealistic, and therefore the studies are primarily focused on victims' interviews.[18]
The victims of workplace harassment can be separated into three categories, based on gender, sexuality, and race. While one group experiences workplace harassment more frequently than others, workplace harassment still affects wide range of population.
Both men and women are victims of workplace harassment. Workplace harassment for women dates back to women's first foray into the workforce, as early as colonial times. The most common form of workplace harassment that women face is sexual harassment.[13] According to Fitzgerald, one of every two women experiences workplace harassment in their working or academic lives.[13] The most common form of sexual harassment is the unwanted and unavoidable sexual attention from co-workers.[13] A study of government employees shows the inescapable, uncomfortable sexual attention takes varying forms.[13] 33% of respondents had been called by sexual remarks, 26% of respondents faced physical touching, and 15% respondents were pressured to go on a date.[13] The more explicit forms of sexual harassment are shown by court cases, such as Meritor v. Vinson (1986), Robinson v. Jacksonville Shipyards (1991), and others.[13] In Meritor v. Vinson, "Michele Vinson, an employee of Meritor Savings Bank, was forced to have sex with her boss between 40 and 50 times."[13] The boss harassed her by fondling her in public, following her to the bathroom, and frequently raping her.[13] In Robinson v. Jacksonville Shipyards, Robinson requested to put down the pornographic materials in Jacksonville Shipyard workplace. The pornographic material included "a pinup showing a meat spatula pressed against a woman's pubic area and another featuring a nude woman holding a whip."[13]
While workplace harassment against women has been a frequent subject of study for more than 20 years, workplace harassment against men rarely receives attention and is not subjected to many studies.[22] However, the Bureau of Justice Statistics shows that "among people victimized while working or on duty, male victims outnumbered females by about 2 to 1."[23] Men experience less workplace sexual harassment than women, as only 16.7% of men reported rape/sexual assault, but men face more workplace violence.[23] 72% of men were robbed in their workplace, 74.4% of men experienced aggravated assault, and 66.1% of men experienced simple assault.[23]
The Williams Institute 2011 study shows that "In the American workforce, more than eight million people (or 4 percent of the U.S. workforce) identify as lesbian, gay, bisexual, or transgender (LGBT)."[24] Even so, the LGBT group has faced constant discrimination and harassment in workplaces, as shown by court cases and historical events.[24] One common form of workplace harassment for LGBT community is the psychological and physical strain in hiding their sexuality in a heterosexist workplace environment.[25] Other form of workplace harassment is direct harassment from the public after disclosing one's sexuality.[25] Because an LGBT individual experiences explicit verbal assault, physical violence, and hate crimes after disclosing sexuality, the LGBT community more often than not conceals its sexuality in workplaces.[25]
Many studies show that culturally stigmatized groups face more workplace harassments.[26] With changes in the political and social scenes in America, subtle and daily harassment is more common than blatant and explicit harassment today.[26] A study by Deitch, Barsky, Butz and et al. shows that black Americans face more mistreatment in workplaces than white Americans.[26] The mistreatment and harassment do not explicitly "reference race or discrimination as the cause of the treatment", because overt racism is prohibited in workplaces.[26] However, the statistics show race is "significantly associated with mistreatment" and that black Americans in general report significantly more "minor, pervasive mistreatment and unfairness on the job."[26] The study suggests the discrimination and harassment may intensify for Black Americans in a job with fewer people of the same race, such as "token" Black employee or "solo" employees.[26] In addition, not only Blacks but also Asian Americans, and other minority races all face "a higher rate of homicide than their proportion of the work force would suggest."[27] Of the eighth of the workforce experiencing homicide, more than a fourth of the population is an ethnic minority.[27]
The intensity of workplace harassment is positively correlated with the level of alcohol use.[28] One of the motives that people drink is "to self-medicate distressful feelings resulting from problematic social conditions".[28] Thus, the negative social distress faced in workplaces is linked with increased consumption of alcohol.[28] Moreover, because workplace harassment cannot be clearly delineated like sexual or racial harassment, victims do not counteract by legal and institution responses.[28] Rather, they rely on drinking to cope with the emotional distress.[28]
Nolen-Hoeksema and Harrell's 2002 study shows that while both women and men are at risk of alcoholism under workplace harassment, men are more likely to cope by drinking than women do, as women use their relatively wider social connections to attain the emotional support.[29] However, a 2004 survey of a random sample of employees at a heavy machinery assembly plant shows that women are more sensitive and receptive of workplace harassment, and therefore women have "a greater propensity to drink".[30] The negative drinking effects are more severe for women than they are for men.[29]
One mail survey that was completed at four points in time by a cohort of 1654 employees has shown that the positive correlation between consumption of drinking and levels of workplace harassment continues after retirement.[31] Even when the immediate stressors are not present, the victims still retain the increased use of alcohol.[31] The study attributes the reason for the lasting effect is that "appropriate alcohol consumption may have functioned to somewhat inhibit the self-medication of stress-induced distress during work role occupancy".[31]
PTSD is commonly known as a "war wound", yet it also affects workers,[32] "when a worker suffers PTSD, the workplace for that person has become a war zone".[32] Several studies show that many workplace harassment victims experience posttraumatic stress disorder (PTSD).[33] For example, a study that interviewed about 100 victims of workplace harassment shows that "a majority of the respondents exceed recommended threshold-values indicating PTSD".[34] The study also demonstrate that based on the duration and persistency of the workplace harassment, the levels of PTSD differ.[34] The more recent and frequent the workplace harassment occurred, the more severe their symptoms of PTSD were.[34]
A study by Mikklesen and Einarsen also reports that 76 percent of its respondents experienced PTSD.[33] Nevertheless, Mikklesen and Einarsen qualify the idea that workplace harassment directly leads to PTSD.[33] They argue that the causes of PTSD symptoms of the victims are primarily attributed to other traumatic events rather than the workplace harassment itself.[33] Therefore, the study concludes the "exposure to other traumatic life events may increase victims' vulnerability" to their sensitivity to workplace harassment.[33]
Other psychological effects
Other than alcoholism and PTSD, victims of workplace harassment also experience other negative psychological effects.[35] An analysis of self-reported health symptoms, and physiological stress reactivity of 437 employees shows that compared to the employees who have not experienced workplace harassment, employees who have experienced exhibited higher level of anxiety and nervousness.[36] Another study's survey of 156 victims of workplace harassment shows that 79.4 percent of respondents suffer from stress, 64.7 percent from depressive symptoms, 64 percent from tiredness, 59 percent from lack of confidence, 58 percent from humiliation and guilt, and 58 percent from nightmares.[35]
Preventions
Title VII of the Civil Rights Act of 1964 is used as a tool to eradicate workplace harassment.[37] Title VII lists the following actions of employers unlawful:
"(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to [her or] his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify [her or] his employees discrimination based on race, color, religion, sex and national origin … in any way which would deprive... any individual of employment opportunities or otherwise adversely affect [her or] his status as an employee, because of such individual's race, color, religion, sex, or national origin."[38]
"Most courts consider it consistent with the intent of Congress to interpret the Act liberally, and therefore, coverage under Title VII is very broad".[39] This allows victims of workplace harassment primarily use Title VII to assert their legal actions.[39] In addition, the Equal Employment Opportunity Commission (EEOC), a governmental committee that prohibits discrimination in workplace, administers the practices and violations of Title VII.[39] It issued and amended the "Guidelines on Discrimination of Sex", a more specified interpretation of Title VII.[39]
Meritor Savings Bank vs. Vinson
While an employee with Meritor Savings Bank, Mechelle Vinson claimed that she had been sexually harassed and raped by the vice president of the bank, Sidney Taylor, for four years starting her first day of employment.[40] However, she did not address to Taylor or higher authority, because she was afraid of dismissal.[40] Meritor Savings Bank vs. Vinson case ruled that hostile environment is considered a violation of Title VII.[40] This decision "legitimized this area of the law for complainants and, for the first time, put employers on notice that unwelcome sexual conduct will not be tolerated in the workplace."[40] This court case also added that violation of Title VII does not have to be "tangible" and "economic".[40]
Robinson v. Jacksonville Shipyards, Inc.
Shipyard in Jacksonville
Robinson, as one of the few female employees at the Jacksonville Shipyard, filed a sexual harassment report against Jacksonville Shipyard.[41] She attested that all of the pornographic images and remarks objectified her.[41] This case received high media attention, as the ACLU of Florida and ACLU of Women's Rights Project defended different parties.[41] ACLU of Florida primarily held the free speech principles, while in contrast, ACLU Women's Rights Project addressed the equality principle.[41] They openly disagreed and showed "disagreement among civil libertarians on how to apply free speech- and equality principles to the facts at issue in a workplace sexual harassment case."[41] The District Court upheld the ACLU Women's Rights Project's side, as "The District Court did not undertake the proper inquiry in determining liability.[41] Instead, the District Court proceeded from the erroneous assumption that expression can constitute harassment merely because an employee finds it offensive."[41]
In an informal survey among 50 employees in Singapore, 82% said they had experienced toxicity from their direct superior or colleagues in their careers, with some 33.3% experiencing it on a daily basis. Some of the other reports was failing to agree with the boss was considered being a trouble maker, always having to give praise to the superior, the senior colleague has a tendency to shout at people. Many respondents reported that they had to quit because of the toxic environment. In some cases they were made to feel they were at fault, which is why they quit [42] In other surveys, it is clear that the company is aware but does nothing, such as where a Singapore economist at a US bank is involved.[43] A Kantar survey in 2019 suggested that employees in Singapore were the most likely to be made to "feel uncomfortable" by their employers, compared with those in the other countries that the company polled.[44]
Harassment in the United Kingdom
Industrial and organizational psychology
Majrowski v Guy's and St Thomas' NHS Trust
Meritor Savings Bank v. Vinson
Protection from Harassment Act 1997
Reeves v. C.H. Robinson Worldwide, Inc.
Workplace incivility
Workplace aggression
Violence and Harassment Convention
Boland, Mary L. (2005). Sexual harassment In the workplace. SphinxLegal. ISBN 9781572485273. Preview.
Einarsen, Ståle; Hoel, Helge; Zapf, Dieter; Cooper, Cary (2010). Bullying and harassment in the workplace: developments in theory, research, and practice (2nd ed.). CRC Press. ISBN 9781439804902. Preview.
Nielsen, Morten Birkeland; Tangen, Tone; Idsoe, Thormod; Matthiesen, Stig Berge; Magerøy, Nils (March–April 2015). "Post-traumatic stress disorder as a consequence of bullying at work and at school. A literature review and meta-analysis". Aggression and Violent Behavior. 21: 17–24. doi:10.1016/j.avb.2015.01.001.
^ Williams, Helen (8 February 2001). "Maintaining a harassment-free workplace: APC". apsc.gov.au. Australian Public Service Commission. Archived from the original on 28 March 2012.
^ Tehrani, Noreen (August 2004). "Bullying: a source of chronic post traumatic stress?". British Journal of Guidance & Counselling. 32 (3): 357–366. doi:10.1080/03069880410001727567.
^ Rokonuzzaman, Md.; Rahman, M M (2011). "Workplace Harassment and Productivity: A Comprehensive Role of Strategic Leadership". Journal of General Education. 1 (Dec): 41–50. ISSN: 2223-4543. PDF
^ Concha-Barrientos, M., Imel, N.D., Driscoll, T., Steenland, N.K., Punnett, L., Fingerhut, M.A., Prüss-Üstün, A., Leigh, J., Tak, S.W., Corvalàn, C. (2004). Selected occupational risk factors. In M. Ezzati, A.D. Lopez, A. Rodgers & C.J.L. Murray (Eds.), Comparative Quantification of Health Risks. Geneva: World Health Organization.
^ Productivity Commission, "Psychosocial hazards", in Productivity Commission (ed.), Performance Benchmarking of Australian Business Regulation: Occupational Health and Safety (PDF), Government of Australia, archived from the original (PDF) on March 7, 2014
^ Landau, Philip (2017-03-29). "Bullying at work: your legal rights". The Guardian. Retrieved 2018-10-08.
^ Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting (September 2002). "Addressing issues of workplace harassment: counseling the targets". Journal of Employment Counseling. 39 (3): 109–116. doi:10.1002/j.2161-1920.2002.tb00842.x. Text.
^ a b c d e Brooks, Rosa Ehrenreich (1999). "Dignity and discrimination: toward a pluralistic understanding of workplace harassment". Georgetown Law Journal. 88 (1): 14–20. Pdf.
^ a b c Ezer, Marius; Ezer, Oana Florentina (November 2012). "Workplace harassment, mobbing phenomenon". Perspectives of Business Law Journal. 1 (1): 298–304. Pdf.
^ a b c U.S. Department of Labor. "What do I need to know about – workplace harassment". dol.gov. U.S. federal government. Retrieved March 17, 2015.
^ Layden, Dianne R. (1996), "Violence, the emotionally enraged employee, and the workplace: managerial considerations", in Curry, Renée R.; Allison, Terry L. (eds.), States of rage: emotional eruption, violence and social change, New York, New York: New York University Press, pp. 48–49, ISBN 9780814715307.
^ a b c d e f g Williams, Christine L.; Giuffre, Patti A.; Dellinger, Kirsten (1999). "Sexuality in the workplace: organizational control, sexual harassment, and the pursuit of pleasure". Annual Review of Sociology. 25: 73–93. doi:10.1146/annurev.soc.25.1.73. JSTOR 223498.
^ a b c d e f g h i j k l Fitzgerald, Louise F. (October 1993). "Sexual harassment: violence against women in the workplace". American Psychologist. 48 (10): 1070–1076. doi:10.1037/0003-066X.48.10.1070.
^ a b c LeBlanc, Manon Mireille; Kelloway, E. Kevin (June 2002). "Predictors and outcomes of workplace violence and aggression". Journal of Applied Psychology. 87 (3): 444–453. doi:10.1037/0021-9010.87.3.444. PMID 12090602.
^ a b c d e f g Neuman, Joel H.; Baron, Robert A. (June 1998). "Workplace violence and workplace aggression: evidence concerning specific forms, potential causes, and preferred targets". Journal of Management. 24 (3): 391–419. doi:10.1177/014920639802400305. Pdf.
^ Schat, Aaron C.H.; Kelloway, E. Kevin (April 2003). "Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support". Journal of Occupational Health Psychology. 8 (2): 110–122. doi:10.1037/1076-8998.8.2.110. PMID 12703877. Pdf.
^ a b c Keashly, Loraleigh (July 1997). "Emotional abuse in the workplace: conceptual and empirical issues". Journal of Emotional Abuse. 1 (1): 85–117. doi:10.1300/J135v01n01_05.
^ a b c d e Zapf, Dieter (1999). "Organisational, work group related and personal causes of mobbing/bullying at work". International Journal of Manpower. 20 (1–2): 70–85. doi:10.1108/01437729910268669.
^ a b Yamada, David. Promoting healthy, productive, and socially responsible workplaces. 2014 Warns-Render Institute University of Louisville, Louis D. Brandeis School of Law. New Workplace Institute: promoting healthy, productive, and socially responsible workplaces. Pdf.
^ a b Lutgen-Sandvik, Pamela (May 2003). "The communicative cycle of employee emotional abuse: generation and regeneration of workplace mistreatment". Management Communication Quarterly. 16 (4): 471–501. doi:10.1177/0893318903251627. Pdf.
^ Salin, Denise (October 2003). "Ways of explaining workplace bullying: a review of enabling, motivating and precipitating Structures and processes in the work environment". Human Relations. 56 (10): 1213–1232. doi:10.1177/00187267035610003. hdl:10227/283.
^ Lee, Deborah (July 2000). "Hegemonic masculinity and male feminisation: the sexual harassment of men at work". Journal of Gender Studies. 9 (2): 141–155. doi:10.1080/713677986.
^ a b c Warchol, Greg (July 1998), "Victim characteristics", in Warchol, Greg (ed.), Special report: National Crime Victimization Survey: Workplace violence, 1992-96 (PDF), Bureau of Justice Statistics, p. 2, NCJ 168634.
^ a b Pizer, Jennifer C.; Sears, Brad; Mallory, Christy; Hunter, Nan D. (Spring 2012). "Evidence of persistent and pervasive workplace discrimination against LGBT people: the need for Federal legislation prohibiting discrimination and providing for equal employment benefits". Loyola of Los Angeles Law Review. 45 (3): 715–779. Pdf.
^ a b c Probst, Tahira M.; Estrada, Armando X.; Brown, Jeremiah W. (2008), "Harassment, violence and hate crimes in the workplace", in Thomas, Kecia M. (ed.), Diversity resistance in organizations, Series in Applied Psychology, Lawrence Erlbaum Associates, pp. 93–125, ISBN 9780805859638.
^ a b c d e f Deitch, Elizabeth A.; Barsky, Adam; Butz, Rebecca M.; Chan, Suzanne; Brief, Arthur P.; Bradley, Jill C. (November 2003). "Subtle yet significant: the existence and impact of everyday racial discrimination in the workplace". Human Relations. 56 (11): 1299–1324. doi:10.1177/00187267035611002.
^ a b Toscano, Guy; Weber, William (1995), "Homicides at work", in Toscano, Guy; Weber, William (eds.), Violence in the workplace, Bureau of Labor Statistics, U.S. Dept. of Labor, p. 45. Pdf.
^ a b c d e Richman, Judith A.; Rospenda, Kathleen M.; Flaherty, Joseph A.; Freels, Sally (October 2001). "Workplace harassment, active coping, and alcohol-related outcomes". Journal of Substance Abuse. 13 (3): 347–366. doi:10.1016/S0899-3289(01)00079-7. PMID 11693457.
^ a b Rospenda, Kathleen M.; Fujishiro, Kaori; Shannon, Candice A.; Richman, Judith A. (July 2008). "Workplace harassment, stress, and drinking behavior over time: gender differences in a national sample". Addictive Behaviors. 33 (7): 964–967. doi:10.1016/j.addbeh.2008.02.009. PMC 2442899. PMID 18384975.
^ Messick Svare, Gloria; Miller, Leonard; Ames, Genevieve (November 2004). "Social climate and workplace drinking among women in a male-dominated occupation". Addictive Behaviors. 29 (8): 1691–1698. doi:10.1016/j.addbeh.2004.03.033. PMID 15451139.
^ a b c Richman, Judith A.; Zlatoper, Kenneth W.; Zackula Ehmke, Jennifer L.; Rospenda, Kathleen M. (May 2006). "Retirement and drinking outcomes: lingering effects of workplace stress?". Addictive Behaviors. 31 (5): 767–776. doi:10.1016/j.addbeh.2005.06.001. PMID 15994026.
^ a b "Psychological-emotional-mental injuries". Workplace Bullying Institute RSS. Retrieved April 28, 2015.
^ a b c d e Mikkelsen, Eva Gemzøe; Einarsen, Ståle (March 2002). "Basic assumptions and symptoms of post-traumatic stress among victims of bullying at work". European Journal of Work and Organizational Psychology. 11 (1): 87–111. doi:10.1080/13594320143000861.
^ a b c Matthiesen, Stig Berge; Einarsen, Ståle (August 2004). "Psychiatric distress and symptoms of PTSD among victims of bullying at work". British Journal of Guidance & Counselling. 32 (3): 335–356. doi:10.1080/03069880410001723558. Pdf.
^ a b Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting (March 2001). "Addressing issues of workplace harassment: counseling the targets". Journal of Employment Counseling. 39 (3): 109–116. doi:10.1002/j.2161-1920.2002.tb00842.x. Text.
^ Hansen, Åse Marie; Hogh, Annie; Persson, Roger; Karlson, Björn; Garde, Anne Helene; Ørbæk, Palle (January 2006). "Bullying at work, health outcomes, and physiological stress response". Journal of Psychosomatic Research. 60 (1): 63–72. doi:10.1016/j.jpsychores.2005.06.078. PMID 16380312.
^ Anderson, Katherine S. (October 1987). "Employer liability under Title VII for sexual harassment after Meritor Savings Bank v. Vinson". Columbia Law Review. 87 (6): 1258–1279. doi:10.2307/1122590. JSTOR 1122590.
^ U.S. Code. "Title 42 Chapter 21 Subchapter VI U.S. Code § 2000e–2 - Unlawful Employment Practices". Legal Information Institute.
^ a b c d Faley, Robert H. (September 1982). "Sexual harassment: critical review of legal cases with general principles and preventive measures". Personnel Psychology. 35 (3): 583–600. doi:10.1111/j.1744-6570.1982.tb02211.x.
^ a b c d e Westman, Bonnie (Summer 1992). "The reasonable woman standard: preventing sexual harassment in the workplace". William Mitchell Law Review. 18 (3): 795–827. Pdf.
^ a b c d e f g Strossen, Nadine (1992). "Regulating workplace sexual harassment and upholding the First amendment - avoiding a collision". Villanova Law Review. 37 (4): 757–785. Pdf.
^ "Toxic Workplace Cultures in Singapore: Are They More Common Than We Realise?". RICE. 2020-01-21. Retrieved 2020-10-19.
^ Chan, Melissa (2018-04-30). "5 S'poreans On Working For Bosses From Hell - "He Cut My Salary By $1,000 Because He Felt Like It"". Vulcan Post. Retrieved 2020-10-19.
^ "Is workplace bullying the norm in Singapore?". The ASEAN Post. Retrieved 2020-10-19.
Academic tenure
Contingent work
Full-time job
Gig worker
Job sharing
Side job
Skilled worker
Wage labour
Employment counsellor
Induction programme
Job fraud
Overqualification
Person–environment fit
Personality–job fit theory
Simultaneous recruiting of new graduates
Underemployment
Work-at-home scheme
Blue-collar
Green-collar
Grey-collar
Pink-collar
Precariat
White-collar
Career and training
Master craftsman
Avocation
Creative class
Knowledge worker
Overspecialization
Practice-based professional learning
Professional school
Retraining
Vocational university
Practice firm
Career break
No call, no show
35-hour workweek
Four-day week
Eight-hour day
996 working hour system
Flextime
Retroactive overtime
Six-hour day
Workweek and weekend
Wages and salaries
Maximum wage
National average salary
Progressive wage
Performance-related pay
Take-home vehicle
Epilepsy and employment
Human factors and ergonomics
Karoshi
Occupational burnout
Occupational exposure limit
Occupational health psychology
Occupational injury
Occupational noise
Occupational stress
Right to sit
Occupational fatality
Workplace phobia
Equal pay for equal work
Corporate collapses and scandals
Accounting scandals
Control fraud
Corporate behaviour
Exploitation of labour
Sleeping while on duty
Boreout
Careerism
Civil conscription
Critique of work
Dead-end job
McJob
Refusal of work
Bonded labour
Labour camp
Penal labour
Peonage
Truck wages
Wage slavery
Work–life interface
Workaholic
At-will employment
Banishment room
Layoff
Notice period
Letter of resignation
Severance package
Golden handshake
Golden parachute
Discouraged worker
Long Depression
Frictional unemployment
Full employment
Graduate unemployment
Involuntary unemployment
Jobless recovery
Phillips curve
Job losses caused by the Great Recession
Lists of recessions
Recession-proof job
Reserve army of labour
Technological unemployment
Types of unemployment
Unemployment Convention, 1919
Unemployment extension
List of countries by unemployment rate
Employment rates
Employment-to-population ratio
Wage curve
Bullshit job
Busy work
Emotional labor
Evil corporation
Kiss up kick down
Make-work job
Money-rich, time-poor
Narcissism in the workplace
Post-work society
Presenteeism
Psychopathy in the workplace
Slow movement (culture)
Toxic leader
Toxic workplace
See also templates
Aspects of corporations
Aspects of jobs
Aspects of occupations
Aspects of organizations
Aspects of workplaces
Corporate titles
Organized labor
Absenteeism
Anti-pattern
Computer surveillance
Counterproductive behaviour
Deviance
Divide and rule
Employee morale
Employee silence
Feminisation
Incivility
Kick the cat
Machiavellianism
Micromanagement
Personality clash
Psychopathy
Queen bee syndrome
Robotics safety
Role conflict
Work–family conflict
Labour movement


The Kemper America Filter Table is an affordable combination of working table and welding smoke extraction filter unit. The large work surface allows for effective welding and grinding with low to medium levels of smoke and dust. A durable steel housing with anti corrosive powder coat finish, and industrial heavy duty stands make this unit suitable for even the toughest welding jobs.
Sparks are captured by an aluminum pre-filter mesh to prevent the unit from catching fire.
Contaminated air continues to the main filter, where harmful substances get removed with a filter efficiency of 99.9%.
Optional: final cleaning stage consists of an activated charcoal foam, where odors and harmful gases are absorbed.


text:
Urban (372 sesazen)
 Esuperanzio ? (zmíněn 603)
 Grazioso (zmíněn 680)
 Aicardo (zmíněn 731)
 Alboino (zmíněn 744)
 Gerolamo (zmíněn 775 circa)
 Pietro (zmíněn 781)
 Lamberto (před 827 – po l'835)
 Guibodo (o Wibodo) (před 857 – 895)
 Elbungo (895 – po 915)
 Aicardo (před 920 – po 927)
 Sigefredo I (před 929 – d opo il 944)
 Aldeodato I (před 947 – po 953)
 Oberto (před 961 – 980)
 Sigefredo II (980 – po 1006)
 Maiolo (zmíněn 1013/1014 circa)
 Enrico (1015 – po 1026)
 Ugo (před 1027 – po 1040)
 Pietro Cadalus (před 1046 – po 1071)
 Everardo (1073 – po 1085)
 Wido o Guido (1085 o 1087 – 1104 ?)
 Sv. Bernardo degli Uberti, O.S.B.Vall. (1106 – 4 dicembre 1133)
 Alberto (1133 – 1135)
 Lanfranco (1139 – circa 1162)
 Aicardo da Cornazzano (před 1163 – 1167 nebo 1170 sesazen)
 Bernardo II. (před 1172 – 1194)
 Obizzo Fieschi (1194 – 1224)
 Grazia (před 1224 – 1236)
 Gregorio ? (zmíněn 1236)
 Martino da Colorno (1237 –[[1242])
 Bernardo Vizio de' Scotti (1242 – 1243)
 Alberto Sanvitale (1243 – 1257)
 Obizzo Sanvitale (1257 – 1295)
 Giovanni da Castell'Arquato, O.Cist. (1295 – 1299)
 Goffredo da Vezzano (1299 – 1300)
 Papiniano della Rovere (1300 – 1316)
 Simone Saltarelli, O.P. (1317 – 1323)
 Ugolino de' Rossi (1323 – 1377)
 Beltrando da Borsano ( 1378 – 1380)
 Giovanni Rusconi (1380 – 1412)
 Bernardo Zambernelli, O.F.M.Conv. (1412 – 1425)
 Delfino della Pergola ( 1425 – 1463)
 Giacomo Antonio della Torre (1463 – 1476)
 Sagramoro Sagramori (1476 – 1482)
 Giovanni Giacomo Sclafenati (1482 – 1497)
 Stefano Taverna (1497 – 1499)
 Giovanni Antonio Sangiorgio (1499 – 1509)
 Alessandro Farnese (1509 – 1534)
 Alessandro Farnese jun. (1534 – 1535)
 Guido Ascanio Sforza di Santa Fiora (1535 – 1560)
 Alessandro Sforza di Santa Fiora (1560 – 1573)
 Ferdinando Farnese (1573 – 1606)
 Papirio Picedi (1606 – 1614)
 Alessandro Rossi (1614 – 1615)
 Pompeo Cornazzano, O.Cist. (1615 – 1647)
 Sede vacante (1647 –1650)
 Gerolamo Corio (1650 – 1651)
 Carlo Nembrini (1652 – 1677)
 Sede vacante (1677 – 1681)
 Tommaso Saladino (1681 – 1694)
 Giuseppe Olgiati (1694 – 1711)
 Camillo Marazzani (1711 – 1760)
 Francesco Pettorelli Lalatta ( 1760 – 1788)
 Adeodato Turchi, O.F.M.Cap. (1788 – 1803)
 Carlo Francesco Caselli, O.S.M. (1804 – 1828)
 Remigio Crescini, O.S.B. (1828 – 1830)
 Vitale Loschi (1831 – 1842)
 Giovanni Tommaso Neuschel, O.P. (1843 – 1852
 Felice Cantimorri, O.F.M.Cap. (1854 – 1870)
 Domenico Maria Villa (1872 – 1882)
 Giovanni Andrea Miotti (1882 – 1893)
 Francesco Magani (1893 – 1907)
 Sv. Guido Maria Conforti (1907 – 1931)
 Evasio Colli (1932 – 1971)
 Amilcare Pasini (1971 – 1981)
 Benito Cocchi (1982–1996)
 Silvio Cesare Bonicelli (1996 – 2008)
 Enrico Solmi, od 19. leden 2008

Literatura
 Serie cronologica de'vescovi di Parma

Parma
Parma

redpajama_set_name: RedPajamaWikipedia


text:
Free Case Review: 1-877-FCRA-LAW (1-877-327-2529) or Email Us
About Our Firm Our experienced litigators have testified before Congress, and are among the VA Superlawyers and Lawdragon 500
Leonard Bennett, Esq
Matthew Erausquin, Esq
Susan M. Rotkis, Esq
Craig Marchiando, Esq
Elizabeth Hanes, Esq
Donna L. Winters
Vicki L. Ward
CLA News Coverage
"NY Times: Credit Error? It Pays to be on the VIP List"
"USA Today: As Lenders Clamp Down, Credit Scores Take a Hit"
Recent Litigation
$10M settlement
$723,000 Verdict
Free Consultation... Videos and Articles about your rights under the Fair Credit Reporting Act
Congressional Testimony & Presentations
Published CLA decisions
Consumer & Privacy Laws
Virginia Consumers
Credit Learning Center
Request Your Free Credit Report You can get a free copy of your credit report from these credit bureaus once every 12 months...
Inaccurate Credit Reports
Employment Background Checks
Problems with Mortgage Companies
Identity Theft Inaccurate Credit Reports Debt Collection Abuse Problems with Mortgage Companies Employment Background Checks
Leonard A. Bennett, Esq
Title: Founding Partner
Bennett has been a trial attorney and consumer advocate since 1994 in Newport News, Virginia. He is on the Board of Directors of the National Association of Consumer Advocates (NACA), on the National Consumer Law Center's Partner's Council and a Williamsburg Society member of the Virginia Trial Lawyers Association. He has been a speaker at numerous programs, including NACA and NCLC conferences, ABA and state bar CLE seminars, NAVY and ARMY JAG instruction and law school courses. Mr. Bennett presented NACA's "Fair Credit Reporting Act" Congressional Testimony before the House Committee on Financial Services in 2003, 2007 and 2008. He has been quoted by the New York Times, the USA Today, Kiplinger's and the Washington Post, amongst other media sources. He was a Federal Trade Commission invited panelist for its 2011 Debt Collection 2.0 Roundtable. Mr. Bennett is also a contributing editor to the NCLC Fair Credit Reporting Manual.
Mr. Bennett's practice is focused on the representation of consumers. He has litigated individual and class cases throughout the country, trying as many credit reporting cases to a jury as nearly anyone in the nation and has been approved as Class Counsel in numerous class action cases.
George Mason University School of Law and Economics, J.D., 1994
George Mason University, B.A., 1989
Law Dragon's National Top 500 Plaintiff's Attorneys
2009 Virginia Leaders in the Law
2010, 2011, 2012 and 2013 Virginia Super Lawyers
National Consumer Law Center Conference Speaker
Virginia State Bar, 1994
North Carolina State Bar, 1995
3rd, 4th, 6th, 9th, 11th Circuit Courts of Appeals
numerous federal District Courts around the country.
This email address is being protected from spambots. You need JavaScript enabled to view it. | | LinkedIn | AVVO
Firm Profiles
Matthew J. Erausquin, Esq
Client & Co-Counsel Access
Connect with us via a selection of popular social media, networks and other platforms.
Consumer Litigation Associates, PC
@CLALegal
For immediate help: This email address is being protected from spambots. You need JavaScript enabled to view it.
Consumer Litigation Associates, a professional corporation
Our firm has successfully litigated hundreds of cases for consumers in federal courts across the nation.
Northern Virginia Office
1800 Diagonal Rd, Ste 600
763 J Clyde Morris Blvd, Ste 1a
Free Case Review: 1-877-FCRA-LAW (1-877-327-2529) or Contact Us!
Legal Disclaimer: **Obviously, all cases are determined on their unique facts, and in no instances are the facts of any two cases identical. Just as there are differences between all individuals, the impact of any company's violations of the law will affect them differently. Accordingly, nothing on our website constitutes a guarantee or assurance of the outcome of any other case. These materials are presented for informational purposes only and are not intended, nor do they constitute, legal advice. Review of these materials does not create an attorney-client relationship between you and Consumer Litigation Associates Since the unique facts of each case are different, you should not act or rely upon the information contained herein without professional advice and counsel. While no lawyer can guarantee the outcome of any case, Consumer Litigation Associates continually strives to obtain the best possible results for its clients.
Copyright © Consumer Litigation Associates . All rights reserved.

redpajama_set_name: RedPajamaCommonCrawl


text:
O  é um método de busca de raízes que bissecta repetidamente um intervalo e então seleciona um subintervalo contendo a raiz para processamento adicional. Trata-se de um método simples e robusto, mas relativamente lento quando comparado a métodos como o método de Newton ou o método das secantes. Por este motivo, ele é usado frequentemente para obter uma primeira aproximação de uma solução, a qual é então utilizada como ponto inicial para métodos que convergem mais rapidamente. O método também é chamado de método da pesquisa binária, ou método da dicotomia.

O método

Este método pode ser usado para encontrar as raízes de uma função contínua , , tendo  e  sinais opostos, ou seja, . Nestas condições, o teorema do valor intermediário garante a existência de uma raiz no intervalo .
O método consiste em dividir o intervalo no seu ponto médio , e então verificar em qual dos dois subintervalos garante-se a existência de uma raiz.  Para tanto, basta verificar se . Caso afirmativo, existe pelo menos uma raiz no intervalo , caso contrário garante-se a existência de uma raiz no intervalo . O procedimento é, então, repetido para o subintervalo correspondente à raiz até que  aproxime a raiz com a precisão desejada.

Análise

A cada passo, o erro absoluto é reduzido pela metade, e assim o método converge linearmente. Especificamente, se  é o ponto médio do intervalo, e  é o ponto médio do intervalo da -ésima iteração, então a diferença entre  e uma solução  é limitada por

Assim, se  for a estimativa do erro absoluto na -ésima iteração, então

e o método da bisseção tem convergência linear, o que é comparativamente lento.

Esta fórmula também pode ser utilizada para determinar de antemão o número  máximo de iterações que seriam necessárias para que a aproximação fornecida pelo método estivesse dentro de uma determinada margem de erro (ou tolerância) :

sendo  o tamanho do intervalo inicial, isto é,

Algoritmo
Com o método da bisseção podemos construir um algoritmo para aproximar a raiz de uma função. Por exemplo, temos o seguinte pseudocódigo:
 ENTRADA: Função f, extremos do intervalo a, b, tolerância TOL, número máximo de iterações NMAX
 CONDIÇÕES: a < b, ou f(a) < 0 e f(b) > 0 ou f(a) > 0 e f(b) < 0
 SAÍDA: valor que difere de uma raiz de f(x)=0 por menos do que TOL

 N ← 1
 Enquanto N ≤ NMAX # limita o número de iterações para prevenir um loop infinito
   c ← (a + b)/2 # novo ponto médio
   Se f(c) = 0 ou (b – a)/2 < TOL então # solução encontrada
     Retorne(c)
     Pare
   Fim
   N ← N + 1 # incrementa o contador de iterações
   Se sinal(f(c)) = sinal(f(a)) então a ← c senão b ← c # novo intervalo
 Fim
 Retorne("O algoritmo falhou.") # núm. máximo de iterações excedido

Exemplo

Calculemos os zeros da função

De início temos de achar valores para  e  tais que  e  tenham sinais contrários.  e  respeitam esta condição.

e

Como a função é contínua, sabemos que existe uma raiz no intervalo .
A primeira iteração gera , e . Como  é negativa,  se tornará nosso novo  para que continuemos tendo  e  com sinais opostos, e com isso saber que a raiz se encontra em  . Repetindo esses passos, teremos intervalos cada vez menores até que o valor de  convirja para o zero de nossa equação. Veja os valores plotados na tabela abaixo:

Como podemos ver, a partir da 13º iteração o valor de  já tem 4 dígitos significativos corretos.

Ver também
Método de Newton
Método das secantes
Ponto fixo
Pesquisa binária

Análise numérica
Ferramentas de cálculo


Again, Pastor Kallamu Musa Ali Dikwa, the man who alleged that President Goodluck Jonathan campaign organization gave Christian Association of Nigeria (CAN) N7billion to campaign for his failed re-election bid has insisted that he has documents of the payment of one million naira from First Bank to his Ecobank PLC account by CAN, to keep mute and withdraw his petition against its leadership.
Reacting to CAN President denial statement in Kaduna, Pastor Dikwa said that CAN through one Pastor Bosun Emmanuel in a press briefing in Abuja told newsmen that he, Pastor Dikwa had in a private meeting admitted lying against CAN leadership collecting N7billion.
He said, "as a Christian, l stand by my words and cannot because of any intimidation by anybody, group or organization begin to say the opposite for the fear of man," he said.
"It is the same Ayokunle denying today after using former youth CAN President to persuade me to withdraw my petition against CAN saying that he don't want to assume leadership of CAN with any problem.
"It is the same Ayokunle denying knowing me when conditions tabled before his representatives by my lawyers as a way of withdrawing the case from the court could not be met," he explained.
He called on CAN leadership to fear God Almighty to do the needful knowing fully well that all would stand before the creator to account for every deed.


Hope Community Church is currently led by five Elders and a full-time Pastor.
They are supported by a group of Ministry Team Leaders.
Elders are appointed, in accordance with scripture, from amongst the men in the fellowship who based on their personal confession of faith and who demonstrate the character and qualities outlined in passages such as 1 Timothy ch 3 v 1 – 7 and Titus ch 1 v 6 – 9.
The model, as demonstrated by the Lord Jesus and emphasized by scripture, is that of servant leadership.


Making millions is no easy feat. In fact, most people would probably never be able to say they've made a million dollars. J Keitsu, however, made $2M in under 12 months. Which is an even harder feat to achieve.
Before Keitsu dove head first into e-commerce, he was working for a very popular domain and host provider "Godaddy". When he was working here he discovered the depth of what was possible in e-com since he was talking many e-com owners over the phone. That's when he picked up the book "The 4 Hour Work Week" by Tim Ferris and fell in love with the concept.
In 2013 Keitsu quit working for the popular domain host and started his first store. While he had some minor success he sold it to move onto other projects. When he started the other projects they were more learning lessons because all of them were failures up until 2015 where he sold a store in October of 2015. Fast forward to June 2016, Keitsu had his first major breakthrough with e-com but it was nowhere near the recent success he had of making $1M in 5 months and $2M in 8 months. Now the founder of All the Way Up teaches other entrepreneurs how to grow and scale their e-commerce businesses to the millions. Here's what Keitsu has learned along the way.
Just because most people are buying online nowadays doesn't mean people are any less human. In a world filled with automation – intimacy is the new currency. Don't forget that your customers are people with lives and emotions and logic. If you treat them like numbers you will find yourself making decisions that will ultimately fail you. Create experiences with the user in mind. This will help increase your conversions naturally through simple optimization.
Instead of trying to guess what types of product(s) your users will like, sell a product you already know is selling. Your customers have done the hard work for you already by voicing their likes and dislikes with other products. Instead of spending money on advertising and "testing" to see if a product works. Find a product that's already doing well on the market and now your job is just to send traffic to that product and optimize it for conversion. Your job is no longer to test if that product will convert. It's now a job of how well will it convert with your audience.
One of the best ways to convert customers into clients is to automatically have branding that your customers can trust. Purchases are all about trust. People are trusting you with their money. Branding is also more than just the logo. It's about the theme and feel of your site. Do you seem legit? Or are you another scam website that just wants to make quick money. Users are looking for minimal information to affirm their desire for purchasing a product. If you can satisfy that need – you will have yourself a converting product with a brand customers can trust.
While these are very generic tips many people forget that the basics are what can level you up to be an incredible entrepreneur. Keep it simple. What did you take away from this article? Comment below!
20 yrs old. PR Geek. Sharing stories of incredible entrepreneurs.


text:
New Funding Helps RealWear Lead Augmented Reality Strategy Evolution
J.C. Kuang, Analyst July 1, 2019 Augmented Reality, Augmented Reality Intelligence Service, Devices & Technology, Enterprise Transformation, Enterprise xR Intelligence Service, Head-Mounted Displays, Insight Articles
Augmented reality technology provider RealWear announced on June 1 an $80 million series B financing round, comprised of a combination of equity and debt from investors including Teradyne, Inc., Bose Ventures, Qualcomm Ventures, Kopin Corporation, and JPMorgan Chase & Co.
According to RealWear, the round will fund future development of new upcoming hardware and software platforms and expansion into new markets. But what should enterprise IT developers now expect from RealWear and its competitors seeking to transform the future of work?
After just over a year on the market, the company's first hardware products, the HMT-1 and HMT-1Z1 (with intrinsic safety) have quickly emerged as compelling AR solutions within a variety of verticals involving field service, engineering and maintenance, and hands-on training. RealWear has demonstrated meaningful differentiation from competitors by emphasizing worker safety and offering stable, low friction updates, which appeal to buyers, who require a low-maintenance solution to make scaling of larger deployments possible after conducting initial pilots.
Realwear co-founder Andy Lowery in a modified HMT-1
Safety, Security, Stability
The success of the RealWear hands-free platform speaks to the company's ability to isolate specific needs within clients' immersive technology strategies and address them directly. Other pieces of AR hardware, such as Microsoft's Hololens 2, have been unable to achieve significant penetration in verticals such as oil and gas due to issues around usability and safety in high-risk environments, whereas the 1Z1 has seen significantly more adoption in such scenarios thanks to a high degree of compliance with safety standards such as ATEX Zone 1 C1/D1 certification. Ruggedization then is certain to become a key design consideration in future AR headsets from competitors which may see use in other hazardous environments.
While the series B brings the company's private funding to over $100 million, the round is not the largest ever seen in the augmented reality space; startup Magic Leap's 2016 series C yielded a total of $793 million, led by Alibaba Group. However, response to the company's released product was tepid, and was widely considered not meeting the promises of its executive leadership. Furthermore, marketing surrounding the Magic Leap One device continues to divide itself amongst consumer and prosumer applications (in addition to enterprise), where it has asserted unfair competition from new arrivals.
Company leadership characterizes future plans for expansion as implementing RealWear "as a service", providing a turnkey solution for an expanding range of industries in need of a fully integrated AR-IoT solution as part of digital transformation strategies. RealWear also hopes to expand its product catalog to include new form factors and to provide a competitive value proposition in 'soft' enterprise verticals, including retail and healthcare.
CEO Andy Lowery characterized the role of new hardware as creating a 'centaur workforce', taking inspiration from a form of computer-assisted chess pioneered by Garry Kasparov. As in centaur chess, humans would work alongside computers, enhancing workflows and providing valuable support without inhibiting a human player's creativity. Other players in the space have similarly raised the notion of augmented reality's role as a force multiplier in "smart" workforces, including PTC's Jim Heppelman, who refers to AR hardware as a 'human modem', encoding and decoding information into forms that allow workers to perform more productively, with fewer errors. Stakeholders in enterprise AR should continue to follow this line of reasoning in order to discover subsequent compelling applications for immersive technology in the workforce.
[/s2If]
Tags:Bose, Kopin, Qualcomm, Realwear, Teradyne


text:
How much does automotive maintenance really cost?
**I found this article very informative and think it would be a very good read for customers who are debating maintenance and repair costs vs. replacing the car.
How much does auto maintenance cost over time?
Wow. Is that "check engine" light on again? Didn't you just have that looked at? Come to think of it, your car is approaching that age, isn't it? A bit more grumble in the engine, a touch more sway in the suspension -- you hate to admit it, but every time you take old faithful into the shop, the same thought tickles the back of your brain: Is it time for a replacement?
How much is too much to spend on repairs? It's a question we've all had to ask at one point or another. Perhaps it would help to have a basic sense of what auto maintenance typically costs over time.
The average American household owns 1.9 vehicles and spends around 1.5 percent of its annual income on auto repairs. In 2004, the standard family unit earned $54,453, which means they laid out around $817 annually on repairs, or $408 per vehicle. That number does not include the 3.7 percent spent on gasoline and motor oil ($1,007 per car), or the 2.2 percent ($599 per car) shelled out for insurance [source: U.S. Bureau of Labor Statistics].
Is that a lot? It depends on how you look at it. Like all complex machines, cars and their components have projected operational lifespans. Manufacturers anticipate that some components will fail often and that you'll replace them as part of routine maintenance, while others will last longer. The long-life components will generally be more costly to replace, but even those might not be so bad if you think of the cost spread over the lifetime of your car -- spending $500 to $800 to replace an alternator stings a little less if it's already kept you humming along for 75,000 to 100,000 miles (120,701 to 160,934 kilometers).
If you own your car long enough, you'll have to replace or rebuild an awful lot of it, but that doesn't mean it's necessarily a bad idea. After all, new cars are expensive. They also depreciate an average of 45 percent over the first three years of ownership -- between 48.3 and 79.3 percent over the first five years [sources:Weisbaum and Clarke].
Value of Preventative Auto Maintenance
Spending more than $400 annually on maintenance and repairs may sound like a lot, but it's nothing compared to the added expense of buying a new car, especially if your current car is paid off. In fact, by some estimates, every five years you drive your car after paying it off saves you the monetary equivalent of a new car.
To understand how, let's compare a new car to a paid-off car with standard maintenance. To make it interesting, let's stack the deck in the new car's favor by saying that you drive 24,000 miles (38,624 kilometers) per year, which is double the national average. In five years, that adds up to 120,000 miles (193,121 kilometers) under your wheels, which translates to 35 to 40 oil changes. At $40 apiece, you're looking at $1,400 to $1,600 -- let's call it $1,500. Figure in another $2,200 for miscellaneous service costs (filters, hoses, tire rotations and so on) and another $1,500 for a few major items like a timing belt replacement, new brakes and shock absorbers. Tally that up and you get $5,200, or around $1,040 per year.
Now let's compare that to a new car. According to the National Automobile Dealers Association (NADA), the average price of a new car sold in the United States in 2009 was $28,966, but we'll lowball it and say you found a good deal at $24,000 and financed $20,000 at 7 percent interest for 48 months. That comes out to a monthly payment of just under $479, which tallies to $5,747 per year [source: U.S. Federal Trade Commission].
In other words, for the cost of owning a new car for one year, you could own a paid-off car for five years, drive it into the ground, and still have money left over for tolls.
According to Consumer Reports, the average life expectancy of a new vehicle is around eight years or 150,000 miles [source: Weisbaum]. A well-maintained car also means a safer trip for you and your loved ones. And who can put a price on that?
SOURCE: Gerbis, Nicholas. "How much does auto maintenance cost over time?" 14 July 2010. HowStuffWorks.com. 26 August 2014.
independent repair


Congratulations on being chosen by your church to serve on the pastor (or staff minister) search committee! What an important task is before you. And what great trust and respect your church must have in you to have chosen you to represent them in this way and to act on their behalf.
Our mission at CBF is to "serve Christians and churches as they discover and fulfill their God-given mission." We are committed to assisting you as you seek the leader who will serve with you in the unique mission of your congregation.
You may be feeling a bit overwhelmed. And it is possible that none of your committee members has ever served on a search committee. Whether or not that is the case, it is important for your committee members to get to know each other well. Your trust in one another is of paramount importance as you work together. There is no place on a search committee for personal agendas, unrevealed reservations about the process or a candidate, or power struggles. You will need to bathe the process in prayer and be committed to each other and to the good of the particular Body of Christ whom you represent.
While no two search committees go about the process in the same way, there are resources that can help equip you for the process of finding the man or woman who is truly called to serve with your congregation. We have listed some of them below.
If you wish to advertise your open position, we have also included links to some of the Baptist publications in which you may wish to post an ad.
As you go about your task, know of the prayerful good wishes of those of us at CBF for you and for your church.
Below you will find some helpful resources which you may download.


text:
Paper accepted in Royal Society Open Science
by Floris de Lange | Apr 16, 2018 | Publications
Every day we translate the sound waves of speech into meaningful words and sentences. When we do that, we categorize ambiguous sounds into discrete percepts (e.g. phonemes /b/ and /d/). Different speakers can pronounce phonemes differently, but our brain can flexibly adapt to these instabilities, for instance, by taking into account visual information.
Here, we demonstrate that auditory perception can be affected by previously experiencing the McGurk illusion (i.e., the illusory percept of /ADA/ due to hearing an/ABA/ sound and seeing someone say /AGA/ at the same time). Immediately after a McGurk illusion auditory /ABA/ was frequently perceived as /ADA/. The integration of the audiovisual stimulation during a McGurk stimulus was essential– the recalibration effect only occurred when the McGurk illusion was experienced. The effect was not only reflected in a shifted criterion but also in a decreased sensitivity. In other words, /b/ and /d/ became more perceptually similar. Furthermore, the effect was stimulus specific and can be accounted by a Bayesian belief-updating model of perception. We propose that our brain uses visual information (lips movements) to recalibrate auditory perception, narrowing the way that phonemes are perceived in a speaker specific manner.
This paper is now published in Royal Society Open.


I love lentils, and enjoy adding the super food into a variety of recipes, including granola bars. It's an easy (and sneaky) way to increase the fiber and protein of a favorite snack food. And try this kitchen hack: Coat your measuring cup with oil spray before measuring honey, peanut butter and other sticky ingredients so they just slide right out.
Combine lentils with 2 cups of water in a pot over high heat. Bring to a boil, reduce heat to low, cover, and cook for about 10 minutes, until the lentils are tender. Allow to cool.
Press the mixture evenly into a casserole dish liberally coated with oil spray.
Bake for about 25 to 35 minutes, until the center is very firm to the touch and the edges are lightly browned. Allow to cool slightly, then cut into bars.


Happy independence to all and hope you enjoyed our pizzas! We were so busy, we sold out on Sunday at Cultivate Brewing, and met so may amazing new people traveling into SW MI, as well as spent time visiting with our regular crowd of followers! It's a beautiful brewery, with hop fields and a lake...we'll be there every Sunday so come out for a visit, have some great beer and wood fired pizzas of course!


Marc-André Bernier, guest speaker at the sold-out Canadian Club of Halton dinner on January 26, 2017 considers himself a lucky man. As a member of the Parks Canada Underwater Archaeology Team since 1990 (26 years) and the Manager of the team for the past 8 years, he and his team played an integral role in the recent discoveries of the Franklin Expedition's Royal Navy ships, HMS Erebus and HMS Terror, in Canada's Arctic.
Sir John Franklin and his two ships, with a total compliment of 134 officers and men, set out in 1845 from England hoping to find the Northwest Passage across Canada's Arctic. During the three years that the expedition was expected to last, both the ships and their crews vanished and since then many search expeditions have attempted to locate the missing ships. It is believed that the crew, stranded amid the arctic ice flows around Victoria Island in Nunavut, eventually abandoned the ships and set out on foot to find civilization, perishing in the attempt.
The HMS Erebus was discovered in September 2014 and the HMS Terror in 2016. These search expeditions brought together the Government of Canada as well as public, private and non-profit organizations. The use of state-of-the-art technology, Inuit knowledge and oral testimony made these historic discoveries possible.
Marc-André Bernier was one of the first people to see and dive on the HMS Erebus after its discovery in 2014. Since then he has participated in subsequent return archaeological expeditions to the Erebus, and most recently the examination of the newly discovered wreck of HMS Terror this past September.
Plans are in place for 10 museums across Canada to soon have displays featuring HMS Erebus and HMS Terror.
To discover fascinating historical information on the Franklin Expedition, visit: http://www.pc.gc.ca/eng/culture/franklin/hist.aspx.


text:
Home » Takeover Panel criticizes Kraft Foods
Takeover Panel criticizes Kraft Foods
LONDON — The U.K. Panel on Takeovers and Mergers on May 26 criticized Kraft Foods Inc., saying the Northfield, Ill.-based company failed to meet the Panel's standards when it backtracked on its plans to keep Cadbury P.L.C.'s Somerdale facility in southwest England open following its acquisition of Cadbury.
While the Panel acknowledged that Kraft "held an honest and genuine belief" that it could keep the Somerdale facility open at the time of its public announcement, it said Kraft should not have made the statements it did when it did not know the full details of Cadbury's pending closing of the plant. Kraft only became aware of the significantly advanced stage of the Somerdale closing after its executives gained access to Cadbury's management at the end of January.
"Without this information, Kraft's belief, no matter how well intentioned, that it could continue to operate the Somerdale facility on a commercial basis was, in the opinion of the executive, not a belief which Kraft had a reasonable basis for holding," the Panel said. "Kraft had an opportunity to take mitigating action once it gained access to representatives of the Cadbury management team, which first occurred on the night of Jan. 18-19. Kraft was told on that night that the phased closure of Somerdale was well advanced, that money had been committed, and that both equipment and people had been, or were in the process of being, moved out. However, Kraft did not take this opportunity to seek further information from Cadbury in order to establish whether the closure was so far advanced that it was unrealistic to reverse it."
Kraft said it accepted the Panel's decision, although it noted it had acted in good faith.
A tortilla takeover
Kraft Foods profit climbs in third quarter
Kraft Foods to split into two companies


text:
IBM's Chef Watson mixing big data with Bon Appétit foodie favorites
1 of 17 NEXT PREV
Machine learning has the potential to transform virtually every industry, and the culinary world is no exception. IBM is already making strides in this space with a specialized cooking app powered by its famous supercomputer, Watson.
Yet there's no better way to put Chef Watson to the test than actually putting on an apron, and heading down to the kitchen to taste whatever big data actually has to offer.
Published: July 1, 2015 -- 11:00 GMT (04:00 PDT)
Photo by: IBM
Caption by: Rachel King
Chef Watson already has its own cookbook, Cognitive Cooking with Chef Watson. To grow its foodie community even further, the tech stalwart recently collaborated with beloved food glossy Bon Appétit, treating tech-savvy gourmands with creative access to more than 10,000 recipes from the culinary bible's pantry.
Seen here, IBM Distinguished Engineer Steve Abrams (left) and Bon Appétit Senior Food Editor Dawn Perry recently tested out the Chef Watson app at the Bon Appétit kitchen.
Being a vegetarian, fruits and veggies were obviously going to be critical components at the heart of the dishes I planned to prepare.
To choose my heroes, I first turned to seasonality charts provided online by the Center for Urban Education about Sustainable Agriculture (CUESA), a program dedicated to sustainable food systems and the organization behind San Francisco's luscious farmers market at the historic Ferry Building.
Tip: Always read through the entire recipe first.
I commenced with the mindset that looking up and deciding upon recipes would only take a few minutes. (That's about all it takes on Pinterest these days.)
Somehow I ended up spending nearly 90 minutes toggling between recipes, excluding this and that. There is actually a way to set preferences and exclusions in the setting menu from the get-go, which can speed things up for those with dietary issues and picky preferences — although even that felt like a chore.
Strawberry...curry?
Many of the suggested form factors revolved around tacos, enchiladas, strudels, curries, risottos and seared proteins.
Surprisingly, tarts or pizzas (literally edible canvases for a smorgasbord of toppings often decided at a whim) didn't pop up often in search results.
Be prepared to revise.
Given time, financial and equipment constraints (not to mention the ongoing infamous drought going around in California), I was pressed to eliminate a few starter ideas, such as summer squash, which for some unknown reason kept popping up in recipes that either demanded three hours of time alone for one dish or only "sprinkled" the squash bits on top. I didn't think the latter would have been fair in celebrating the summertime gourd.
Photo by: Rachel King
Like any considerate host(ess) and home cook, I also had to keep my audience in mind.
Certainly, Californians (and by extension, San Franciscans) are typically very open minded when it comes to trying new ingredients or dishes, looking for the hot new trend whether it's green juice, bone broth or cricket flour.
But I wanted to please as many members of my focus group (a.k.a. my co-workers at CNET News and Reviews) as possible, so I leaned closer to more familiar legumes and spices. (Even I will pass on the cricket flour.)
Broccoli Rabe Cake
With the broccoli rabe, I had intended this veggie to serve as the star of the main course. But when I was prompted with a cake option, it was so unique (if not downright bizarre) that I couldn't pass it up.
Clam juice risotto, anyone?
One of the recipes I rejected (at least for this project) included a "bay leaf pizza," which consisted of red wine, candied fruit, shallot, olive oil, flour, bread flour, cream cheese, orange, bay leaf, arugula, coriander seed, ground clove. (For all the kale haters, bay leaf doesn't seem like much of a solid topping, so just be happy with what is trending right now.)
Another tarty gem was an "orange risotto," made from cabernet sauvignon, candied fruit, scallion, avocado, olive oil, butter, yellow hungarian peppers, black rice, pear juice, cream cheese, bay leaf, basil, tarragon, clam juice, baby arugula, orange. (Caberet, oui! Clam juice, non.)
Cake batter or pesto sauce?
Out of all the recipes I tried out from Chef Watson, this was the only one throughout the mixing and baking processes I wasn't sure would work out. Not only was it taking longer to bake than expected, but the "batter" both looked and tasted more like a pesto than cake mixture.
Turns out it really does come down to the fusion of sweet and savory flavor profiles to make this one work.
"That looks weird."
Of the two dozen co-workers or so who so valiantly and selflessly tried the free food forced on them on a late Friday afternoon, about a third of the participants (myself included) actually liked the broccoli rabe cake.
The most common observation was that it worked when the taste tester got a full bite of both the cake with the chocolate/vanilla/almond milk glaze with scattered pine nuts on top. (Another common comment: "That looks weird.")
Naturally, there were a few people who didn't care for a savory cake — and then a few members of the editorial staff (who shall remain nameless) who simply saw the cake, laughed and walked away.
Not just any asparagus pasta salad
Moving along, the asparagus pasta salad really figured into the middle of the spectrum here between traditional and some outrageous spice infusions.
The most common question I received was about what gave the pasta that "kick" and the answer was a combination of white miso, roasted red pepper paste, curry powder and cardamom. Oh, and that was topped off with fresh, sliced jalapeño peppers.
Summer BBQ side dish?
Obviously, people put off by spice weren't fans. However, there were a few people who couldn't stop eating it. That said, I would consider making it again, perhaps as a nice summer BBQ or picnic side dish. But of all the dishes, this is probably the one I'd play around with most and change up again in the future.
Mission Fig Risotto
With my main course, I turned my whole menu around. Originally, I intended to save fruit for the finale, but based on my initial search results that plan turned up side down.
Figs are one of my absolutely favorite things to eat, either fresh or dried, in savory or sweet dishes. June is just the beginning of fig season, so I'm almost cutting it close, but I couldn't resist. (Not to mention I had figs on the brain after seeing some fresh batches roll into Whole Foods a few weeks ago.)
Thus, Watson pointed me toward a Mission Fig-based risotto, based upon an original recipe calling for cherry tomatoes.
Ficus carica
There are a handful of different fig varieties out there. I went with California's own Mission Fig, especially after reading this detailed history provided by Watson: "The Mission fig (also known as Black Mission or Franciscana) is a popular variety of the edible fig (Ficus carica). It was first introduced to what is now the United States in 1768 when Franciscan missionaries planted it in San Diego. It was also planted in the subsequent missions that the Franciscans established up the California coast. "
Strangely, for being the most familiar dish of the three, the risotto didn't get the all-around outstanding reception I expected.
While the broccoli cake was love it or hate it (and seriously, there were at least two people who LOVED IT), the risotto was regarded well on average.
But with the self-described "foodies" of the bunch, it was derided as too generic (although tasty and cooked well, whew!), prompting a few people to tell me I should have experimented further with it.
Read All Instructions
An important asterisk is included at the end of each recipe suggestion, so don't overlook this bit of fine print: "These quantities and steps are ideas, but Chef Watson really needs you to use your own creativity and judgement. Let us know how to make Chef smarter."
By Rachel King for Between the Lines | July 1, 2015 -- 11:00 GMT (04:00 PDT) | Topic: Big Data Analytics
There's no better way to put Chef Watson to the test than actually putting on an apron, heading down to the kitchen and taste whatever big data actually has to offer.
Big Data Analytics Data Management Digital Transformation Robotics Internet of Things Innovation
Azure Synapse Analytics data lake features: up close
Microsoft has added a slew of new data lake features to Synapse Analytics, based on Apache Spark. It also integrates Azure Data Factory, Power BI and Azure Machine Learning. These ...
Pitfalls to Avoid when Interpreting Machine Learning Models
Modern requirements for machine learning models include both high predictive performance and model interpretability. A team of experts in explainable AI highlights pitfalls ...
When chatbots are a very bad idea
Not every business problem can be solved by using chatbots. Here are some inappropriate uses for the AI tool.
How ubiquitous AI will permeate everything we do without our knowledge.
Most of us do not know that we are using chatbots to talk to service agents, so how will we know that AI will be seamlessly interacting in with our future lives? ...
Streaming becomes mainstream
The endless streams of data generated by applications lends its name to this paradigm, but also brings some hard to deal with requirements to the table: How do you deal with querying ...
Photos: How FC Barcelona uses football player data to win games
FC Barcelona is focusing on data analysis to give it an edge on the soccer field and at the bank.
Heart and sleep apps that work with the Apple Watch
If you want to track sleep and heart health, these apps will get you going.