Free Essays on Let America Be America Again

The Minority Perspective on America In the sonnet Let America Be America Again, Langston Hughes shows the discouraged state America was in during the 1930's. To numerous in America as of now, the American Dream had gotten away from their grip and misery had filled this void. In this graceful articulation, the speaker is voices the quiet Americans' anxiety of how America was expected to be, stanzas what it had become to them, and could seek to be once more. For some, this sonnet communicates the misery that the minorities, ladies, matured, and those of lower monetary statuses confronted. This caused the bringing down of their expectation and added to the issues of the financial downturn of the time. The speaker and audience interface with one another all through the sonnet. This is seen using such lines as ‘(America never was America to me)’ (line 5). This cooperation causes the peruser/audience to be pulled in to the sentiments of the speaker in the sonnet. Another issue tended to in this sonnet is that America isn't the perfect to the entirety of its kin. The first speaker starts utilizing a four-line refrain. This gets sporadic after the audience reacts to the speaker. This shows the energy felt by the two gatherings and the sadness of them too. This sonnet additionally extends earnestness in the message, which is the requirement for fairness for all men (ladies). The audience's reaction contains the fundamental thought of the piece, indicating the contrasts between the American Dream to the American Reality for the individuals who are casualties on account of race, (sex), age, or financial status. The creator's cautious utilization of similar sounding word usage in expressions, for example, pushed separated (line 19), where the p sound is prevail, and subjugation's scars (line20), where the s sound is prevail, stresses the battles and distance experienced by less lucky minority Americans who lived in this season of emergency. The speaker starts the portrayal by saying something that America should come back to th... Free Essays on Let America Be America Again Free Essays on Let America Be America Again The Minority Perspective on America In the sonnet Let America Be America Again, Langston Hughes shows the discouraged state America was in during the 1930's. To numerous in America right now, the American Dream had gotten away from their grip and sadness had filled this void. In this lovely articulation, the speaker is voices the quiet Americans' anxiety of how America was proposed to be, refrains what it had become to them, and could seek to be once more. For some, this sonnet communicates the misery that the minorities, ladies, matured, and those of lower financial statuses confronted. This caused the bringing down of their expectation and added to the issues of the financial downturn of the time. The speaker and audience associate with one another all through the sonnet. This is seen using such lines as ‘(America never was America to me)’ (line 5). This connection causes the peruser/audience to be pulled in to the sentiments of the speaker in the sonnet. Another issue tended to in this sonnet is that America isn't the perfect to the entirety of its kin. The first speaker starts utilizing a four-line verse. This gets unpredictable after the audience reacts to the speaker. This shows the enthusiasm felt by the two gatherings and the sadness of them too. This sonnet additionally extends direness in the message, which is the requirement for correspondence for all men (ladies). The audience's reaction contains the primary thought of the piece, indicating the contrasts between the American Dream to the American Reality for the individuals who are casualties in light of race, (sex), age, or financial status. The creator's cautious utilization of similar sounding word usage in expressions, for example, pushed separated (line 19), where the p sound is prevail, and subjection's scars (line20), where the s sound is prevail, accentuates the battles and distance experienced by less lucky minority Americans who lived in this season of emergency. The speaker starts the portrayal by saying something that America should come back to th...

10 Ways to Use Smartphones to Teach English

10 Ways to Use Smartphones to Teach English Cell phones are digging in for the long haul. For English educators, that implies we have to either boycott iPhones, Androids, Blackberries, and whatever next flavor shows up, or we need to figure out how to consolidate the utilization of cell phones into our daily schedule. Understudies who sit in class and utilize their iPhone or Android are passing up a great opportunity; in any case, its likewise evident that understudies are going to utilize their cell phones on the off chance that they havent been removed. Here are ten hints on the best way to valuably permit the utilization of cell phones in class. A portion of the activities are only minor departure from customary study hall exercises. In any case, urging understudies to utilize cell phones to finish these exercises will assist them with figuring out how to utilize their gadgets to effectively improve their English aptitudes. At long last, its imperative to demand that cell phone or tablet use in the study hall is endorsed distinctly as an apparatus during a particular movement. Thusly, they may not be enticed to utilize their cell phones for different reasons during class.â Jargon Exercises Using Google Image Search Words generally can't do a picture justice. Have understudies utilize their cell phone to look into explicit things on Google pictures or another web crawler. Youve all perceived how a visual word reference can enormously improve jargon maintenance. With cell phones, we have visual word references on steroids. Interpretation Activities Urge understudies to peruse utilizing three stages. Just permit cell phone use in the third stage. Understudies are satisfied in light of the fact that they can look into words. Be that as it may, theyre growing great perusing aptitudes by not quickly interpreting each word they don't comprehend. Peruse for essence: no stopping!Read for setting: How can the words encompassing obscure words help with understanding?Read for accuracy: investigate new jargon utilizing a cell phone or word reference. Use Apps for Communication Activities We as a whole speak with our cell phones in various manners relying upon various applications. At the end of the day, messaging with an informing application will undoubtedly be unique in relation to composing an email on your PC. Exploit this and advance exercises that are explicit to a given setting. One model may be to have understudies message each other to finish a given task.â Practice Pronunciation You can utilize cell phones to record sound as you model elocution for your understudies. For instance, accumulate proposals, at that point request that understudies open a chronicle application. Peruse five distinct approaches to make a recommendation so anyone might hear. Respite between every proposal. Have understudies return home and work on impersonating your articulation in the respite between every recommendation. There are many, numerous minor departure from this theme.â Another incredible use for articulation is to have understudies change the language to English and attempt to direct an email. Theyll need to take a stab at word level articulation so as to get the ideal outcomes. Thesaurus Activities Have understudies search on the expression words like... furthermore, a large group of online contributions will show up. Urge understudies to utilize their advanced cells during composing class thusly while concentrating on building up a more extensive scope of jargon. For instance, take a basic sentence, for example, The individuals talked about legislative issues. Request that understudies think of various variants utilizing their cell phones to discover substitutes for the action word express. Mess around This is something we ordinarily shouldnt energize in class; in any case, you may urge understudies to record phrases they experience while messing around to bring into class to talk about in more detail. There are likewise various word games, for example, Scrabble or word search confounds that are really informative just as fun. You can prepare for this in your group as an award for finishing an errand, simply make a point to attach it to a report back to the class. Track Vocabulary There are a wide assortment of MindMapping applications accessible, just as a horde of glimmer card applications. You can even make your own glimmer cards and have understudies download your arrangement of cards to rehearse in class.â Work on Writing Have understudies compose messages to one another so as to finish a particular errand. Switch up the assignments to rehearse various kinds of register. For instance, one understudy may compose an item request with another understudy answering to the request with a subsequent email. This is the same old thing. Be that as it may, simply utilizing their cell phones can help spur the understudies to finish the assignment. Make Narration This is a minor departure from composing messages. Have understudies pick photographs they have taken and compose a short story portraying the photographs they have picked. By making the movement individual as such, understudies connect all the more profoundly with the assignment. Keep a Journal One all the more composing exercise for the cell phone. Have understudies keep a diary and offer it with the class. Understudies can take photographs, compose portrayals in English, just as depict their day.

The Optimism Bias and Its Impact

The Optimism Bias and Its Impact Theories Cognitive Psychology Print Understanding the Optimism Bias AKA the Illusion of Invulnerability By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on August 12, 2019 Brand New Images/Stone/Getty Images More in Theories Cognitive Psychology Behavioral Psychology Developmental Psychology Personality Psychology Social Psychology Biological Psychology Psychosocial Psychology While we often like to think of ourselves as highly rational and logical, researchers have found that the human brain is sometimes too optimistic for its own good. If you were asked to estimate how likely you are to experience divorce, illness, job loss, or an accident, you are likely to underestimate the probability that such events will ever impact your life. This is because your brain has a built-in optimism bias. The phenomenon is also often referred to as the illusion of invulnerability, unrealistic optimism, and a personal fable. This bias leads us to believe that we are less likely to suffer from misfortune and more likely to attain success than reality would suggest. We believe that we will live longer than the average, that our children will be smarter than the average, and that we will be more successful in life than the average. But by definition, we cant all be above average. The ?optimism bias is essentially a mistaken belief that our chances of experiencing negative events are lower and our chances of experiencing positive events are higher than those of our peers. This phenomenon was initially described by Weinstein (1980), who found that the majority of college students believed that their chances of developing a drinking problem or getting divorced were lower than that of other students. At the same time, the majority of these students also believed that their chances of positive outcomes like owning their own home and living into old age were much higher than their peers. The Impact of the Optimism Bias The optimism bias doesn’t mean that we have an overly sunny outlook on our own lives. It can also lead to poor decision-making, which can sometimes have disastrous results. People might skip their yearly physical, not wear their seatbelt, miss adding money to their emergency savings account, or fail to put on sunscreen because they mistakenly believe that they are less likely to get sick, get in an accident, need extra cash, or get skin cancer. Cognitive neuroscientist Tali Sharot, author of The Optimism Bias: A Tour of the Irrationally Positive Brain, notes that this bias is widespread and can be seen in cultures all over the world. Sharot also suggests that while this optimism bias can at times lead to negative outcomes like foolishly engaging in risky behaviors or making poor choices about your health, it can also have its benefits. This optimism enhances well-being by creating a sense of anticipation about the future. If we expect good things to happen, we are more likely to be happy. This optimism, she also explained in a 2012 TED Talk, can act as a self-fulfilling prophecy. By believing that we will be successful, people are in fact more likely to be successful. Benefits of Positive Thinking Optimism also motivates us to pursue our goals. After all, if we didnt believe that we could achieve success, why would we even bother trying? Optimists are also more likely to take measures to protect their health such as exercising, taking vitamins, and following a nutritious diet. So why are we so geared toward optimism? Experts believe that our brains may be wired by evolution to see the glass half-full. Researchers have suggested various causes that lead to the optimism bias, including cognitive and motivational factors. When we are evaluating our risks, we compare our own situation to that of other people, but we are also egocentric. We focus on ourselves instead of realistically looking at how we compare to others. But we are also highly motivated to be so optimistic. By believing that we are unlikely to fail and more likely to succeed, we have better self-esteem, lower stress levels, and better overall well-being. The Optimism Bias Conundrum Optimism bias increases the belief that good things will happen in your life no matter what, but it may also lead to poor decision-making because youre not worried about risks. Factors That Make the Optimism Bias More Likely to Occur Infrequent events are more likely to be influenced by the optimism bias. People tend to think that they are less likely to be affected by things like hurricanes and floods simply because these are generally not everyday events.People experience the optimism bias more when they think the events are under the direct control and influence of the individual. As Sharot described in her TED Talk, its not that people believe things will magically work out, they think that they have the skills and know-how to make it so.The optimism bias is more likely to occur if the negative event is perceived as unlikely. If for example, a person believes that getting skin cancer is very rare, he or she is more likely to be unrealistically optimistic about the risks. Factors That Decrease the Occurrence of the Optimism Bias Research has also shown that people who are depressed or anxious are less likely to experience the optimism bias.Actually experiencing certain events can reduce the optimism bias.People are less likely to experience the optimism bias when they are comparing themselves to very close loved ones such as friends and family members. While researchers have attempted to help people reduce the optimism bias, particularly to promote healthy behaviors and reduce risky behaviors, they have found that reducing or eliminating the bias is actually incredibly difficult. In studies that involved attempts to reduce the optimism bias through actions such as educating participants about risk factors, encouraging volunteers to consider high-risk examples, and educating subjects and why they were at risk, researchers have found that these attempts led to little change and in some instances actually increased the optimism bias. For example, telling someone the risks of dying from a particular habit such as smoking can actually make them more likely to believe that they will not be negatively affected by the behavior.

Research On Vigilance And Sustained Attention - 2549 Words

Introduction: Studies on vigilance and sustained attention have been a widely studied part of psychology since the Second World War. This is because it was found that people monitoring radars for enemy ships experienced what is now known as vigilance decrement. That is when the ability of a subject to detect an abnormality during a task which primarily displays a â€Å"normal† screen. In the case of WWII radar monitors, this was to detect when an enemy submarine entered the radar. (Helton, W. S. Russell, P. N. (2012). ) After a short time, typically 20-30 minutes but in certain cases as little as 5 minutes, vigilance decrement can occur. (Caggio, D. M., Parasuraman, R. (2004)). There are two main theories commonly cited to explain this phenomenon, mindless theory and resource theory. Resource theory says that the vigilance decrement is due to the exhaustion of brain resources required to maintain focus on the task. Mindless theory simply explains vigilance depletion as being caused by dis engagement from the task due to boredom. (Helton, W. S. Russell, P. N. (2012).) The two theories explain the same phenomenon much differently; resource theory says it’s caused in part by cognitive overload, while mindless theory suggests it’s caused by cognitive under-load causing boredom. (Helton, W. S., Russell, P. N. (2015)). Resource theory is strongly supported by a wide array of evidence from behavioural studies, mental workload studies, and brain imaging studies. When theShow MoreRelatedReducing Vigilance Decrement During Vigilance Tasks3331 Words   |  14 Pagesreduce vigilance decrement during vigilance tasks, a thorough understanding of it is needed. This study explores whether vigilance decrement can be explained by the resource theory or the mindlessness theory. The performance of 464 participants during a laboratory conducted dot location vigilance task lasting for twelve minutes. Six break activities were also conducted to reduce vigilance decrement. Out of the six, the Rest group had the greatest effect on vigilance decrement (no vigilance decrement)Read MoreEarly Childhood : The Transitional Phase That Follows Infancy1520 Words   |  7 Pageshugs, and devoting full attention at times throughout the day, a parent establishes a lifetime bond with his/her child and makes the toddler feel secure and loved. The Committee on Integrating the Science of Early Childhood Development reviewed an extensive and complex body of research to generate an integrated science of early childhood development and the role of early experiences. It was a committee formed by a section of the National Academy of Sciences National Research Council in Washington,Read MoreCaffeine and Sleep Deprivation: Pros and Cons for Tired Students2262 Words   |  10 Pageseffectively enlarge the gap between proper sleep and restfulness needed for body to function efficiently. However, the effects of caffeine on elevated cognitive processes are well researched even though it is â€Å"useful for restoring basic alertness and vigilance† (Huck 489). Although, caffeine seems to provide an equal opportunity for students to excel in their studies regardless of the lack of sleep that they are receiving, there is evidence that suggests caffeine may have a distinct advantage over neededRead MoreStudy on Effect of Quality of Sleep and Subjective Sleepiness, Sustained Attention and Subjective Mood.2382 Words   |  10 PagesAbstract The main outcomes of this study were that a significant (p.05) relationship was found between quality of sleep and subjective sleepiness, sustained attention and subjective mood. It was found that the better quality of sleep is obtained, the less subjectively sleepy, higher sustained attention and more positive subjective mood the participant has. The present study was in line with several other studies undertaken, with many of the findings being reflected in both this study and othersRead MoreHuman Capital Management Is Important For An Organization Essay1271 Words   |  6 Pagesrecently, digital fly-by-wire control, computers are far more capable of keeping planes in stable flight for much longer periods of times than if flown manually by humans. Vigilance research is quite clear in this regard, in that it’s very difficult for humans to sustain focused attention for more than 20–30 minutes, and sustained attention is precisely what’s needed for flying, partic ularly for long-duration flights. (zeng, 2001) Conclusion. There have been few studies in the united states on the impactsRead MoreStereotype Threat And Gender Threat On Learning1797 Words   |  8 Pagesperformance. Other factors should be considered when defining academic success. Another problem associated with stereotype threat is that it may lead to lower emotional and motivational capacity to learn. Both of these issues have been studied in research and are somewhat known in the public as a whole. Stereotype threat may lead to many problems, including emotional effects and decreased performance, which may hurt people and their ability to learn. Academic performance in school is generally characterizedRead MoreTo: Ms. Helen Soter, Instructor. From: Brandon Johnson,1622 Words   |  7 Pagesdeprivation in his or her self. The airline industry should prevent pilots who are sleep deprived from flying an aircraft by implementing policies which require testing of cognitive function and require pilots to wear a sleep tracking band. Discussion and Research Sleep experts say that adults should average seven hours of sleep nightly to be at peak performance (Frenda Fenn, 2016). According to Frenda Fenn (2016), sleep duration for the average American has declined drastically over the previous 50 yearsRead MoreEffects of Lack of Sleep to Students of Philippine State College5455 Words   |  22 Pagesthese effects are of great importance for students in all majors especially to those aeronautical students who have flight responsibilities. This research has been made to identify the relationship between lack of sleep and the quality of the performances done by the students of Philippine State College of Aeronautics. Students will benefit from this research for this may help in informing them why they should take enough sleep. This may also show the direct relationship that the quality of sleep receivedRead MoreNurses Work Hours2978 Words   |  12 Pagesprocedures. Nurse work hours are a concern to me regarding patient safety. I am also concerned with the health risk of nurses working long hours so I decided to do a search on how long hours affect nurses and their patients. I searched evidenced based research articles available from a variety of trustworthy healthcare sites like CINHAL, ANA, and Nursing Journals. I organized this literature review in three categories. These categories are: Positive and negative effects of long hours, effects of longRead MoreAttention Deficit Hyperactive Disorder (ADHD) Essay1774 W ords   |  8 Pages Running Head: ADHD ON INTELLIGENCE Social and Bio-genetic Influences of Attention-Deficit Hyperactivity Disorder on Child Intelligence nbsp;nbsp;nbsp;nbsp;nbsp;Attention-Deficit Hyperactivity Disorder (ADHD) has undergone intense research in the past decade. Much of this is rooted in the fact that approximately 5% of children are affected with the disorder. Children with ADHD are identified as having increased behavioral difficulties because of excessive motor activities, poor self regulation

What Does It Affect Our Education Essay - 1037 Words

It affects places where one can live, work, and can affect the education given to that one. Clinton thinks that communities must restore trust with the police and she even stated that police should get better training. Miss Clinton also said that all should be respected by the law, but all should also respect the law. After Clinton finished speaking for her two minutes, Trump got a turn. Trump stated that Hillary didn’t use two - very important - words†¦ Law and order. Without those two words, we wouldn’t have a country. Trump also stated that there were thousands of shootings and deaths in Chicago. The way to fix that is to get rid of their guns, according to Trump. While both candidates agree that getting rid of guns in the hands of bad people is a good idea, Hillary resorted to saying that the cops need the training while Trump said that keeping laws strict and in place. A second topic discussed was tax cuts or increases for the wealthy. Trump said that the wealthy need money to expand and to employ. He said that these huge companies are leaving this country because taxes are too high, therefore making less jobs possible in america. Trump said that 5 trillion dollars is not made in the US, but could. All 5 trillion is lost from the US because of high taxes. After Trumps short speech, Clinton gave answering that question a shot. She said that Trump proposed the â€Å"TRUMP-LOOPHOLE†, something that would really help him, not everyone else. Clinton said that building andShow MoreRelatedIs Democratic Education a Solution to South Africa ´s Educational Problems?794 Words   |  4 PagesDEMOCRATIC EDUCATION A SOLUTION TO SOUTH AFRICA’S EDUCATIONAL PROBLEMS? Education in South Africa is in crisis due to lot of issues that it’s facing. Education in South Africa is governed by the state under the department of basic education for primary school and secondary school not higher education and training. The question that I am going to address here state that â€Å"is the democratic education a solution to South Africa’s educational problems†? As lots of people know that our education in SouthRead MoreHow Technology Affects Our Education Essay1357 Words   |  6 Pagesa powerful source that has taken over our current generation. The way we do things is changing every day and technology is advancing faster than ever. We don’t think like we used to because we have no reason to anymore, with the internet we have many ways to get by things without having to try hard or to memorize anything. The internet highly affects our brains and the power of education. The internet not only affects our brains, it also affects our ed ucation through other ways, such as social mediaRead MoreSocio- Cultural Issue and Education1249 Words   |  5 Pagesand education Education gives us knowledge of the world around us. 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Every person identifies differently politically and this could change over timeRead MoreEducation Is A Major Aspect Of An American Childhood953 Words   |  4 PagesEducation is a major aspect of an American childhood. Students are first introduced to the education system at the age of five and are typically required to continue education until eighteen. After high school graduation we are granted the choice to continue our education at a university or a vocational school, or dive in full force in the workforce. Education aids students to determine how they will define success in their life. Though the hierarchy of the education system does not want to admitRead MoreThe Modern World1742 Words   |  7 Pagesyet refuses to see how important it is? This element continues to be simply, knowledge. As an impressive human species we believe knowledge is the key to life. This is why throughout history so many have attempted to eradicate this fortunate par t of our life. The Babylonians sabotaged the library of Assurbanipal in Nineveh, which was the first and finest known library of the ancient world, and it held the Epic of Gilgamesh as well as countless alternative tablets that may have occupied the answersRead MoreThe Effects of Poverty on Education1061 Words   |  4 PagesThe Cause and Effect of Poverty and Education Definition of poverty is used to define a condition of inability to satisfy ones basic needs of life-essential among which include; food, shelter, clothing and housing. It is the greatest modern form of slavery that humanity is suffering from. There are numerous chains of events of poverty leading to overall poor education. What is the poverty line anyway? According to the 2011 US Census Bureau, it is a family of four (two adults and two children underRead MoreIs America’s Education System Broke? Essay1133 Words   |  5 Pagesfact to me, because if they can’t read this then what can they read? There are many factors which have led to the failed education system of the United States. Some of the main factors that have led to this ongoing problem have connections with this economic hardship we are facing. Teachers and schools budgets are being cut which is harshly affecting education. Schools are leaning towards standardized tests to determine if a student has learned what they should through the curriculum. By these testingRead MoreThe Educational System and Social Class Essay554 Words   |  3 PagesHistorical Events In order to establish a PHILOSOPHY ON TEACHING, a sequence of events happen in history to open a doorway to â€Å"Society about Education and Schooling†, as the description of Public Education Goals for Our Educational System came from the ideas of two famous men, Horace Mann and Thomas Jefferson. 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Workplace Bullying Activists Free Essays

string(74) " with a celebrity spokesperson, rather than the content of the arguments\." Gary Namie, PhD, Ruth Namie, PhD Pamela Lutgen-Sandvik, PhD In S. Einarsen, H. Hoel, D. We will write a custom essay sample on Workplace Bullying Activists or any similar topic only for you Order Now Zapf, C. Cooper (Eds. ) Workplace Bullying: Development in Theory, Research and Practice (2nd edition). London: Taylor Francis 2009, in press Challenging Workplace Bullying in the USA: A Communication and Activist Perspective Introduction The goals of the multi-faceted 12-yearold campaign have been to raise awareness, and to reverse acceptance, of workplace bullying in the United States. In this chapter, we discuss the Workplace Bullying Institute’s (WBI, workplacebullying. rg) efforts with three principal constituent groups and report the current state of progress as well as the barriers we continue to face in meeting those goals. The organization has a long history of assistance for bullied workers, legislative advocacy and collaboration with academics (e. g. , Lutgen-Sandvik, Namie Namie, 2009; Neuman, 2000; Yamada, 2008; Yamada, 2002). Prior to detailing the state of U. S. awareness regarding the bullying phenomenon, we outline the central ideas behind communication ca mpaigns that focus on public health issues, such as workplace bullying, and persuasion theories relevant to the work. We then review the current state of this campaign in the United States focusing on efforts directed at three groups: the public [e. g. , bullied workers (targets), witnesses, nonbelievers], lawmakers, and employers. We close with work yet to be done and future directions to continue these U. S. endeavors. Public Health Campaigns Communication campaigns focused on reducing threats to public health have four essential elements (Salmon Atkin, 2003). First, they are intended to generate specific outcomes. In the anti-bullying campaign, these goals are to raise awareness and reverse acceptance of workplace bullying in the United States. Second, campaigns seek to meet their goals with a variety of constitu- ent groups or stakeholders. The key stakeholders in the anti-bullying campaign are persons suffering because of bullying, organizational decision makers responsible for work environments, and lawmakers who have the power to mandate worker protections against psychological violence at work. Third, public health campaigns meet these goals with stakeholder groups through â€Å"an organized set of communication activities† (Salmon Atkin, p. 450).  How can the families of the veteran better understand what to expect and how to deal with their loved ones suffering from PTSD? An important aspect of public health campaigns is segmentation of stakeholder audiences and crafting messages specifically targeting particular audiences. Message efficiency is maximized when the intended audiences are ordered according to importance and effectiveness is maximized when messages are tailored for specific audiences. There are three constituent groups addressed by the U. S. anti-bullying campaign. First, we strive to mentor targeted workers directly through coaching and indirectly through websites, speeches, and the self-help book for bullied workers and their families, The Bully at Work (Namie Namie, 2009a). Another campaign focus is the national, grassroots-lobbying project to enact anti-bullying legislation (authored by law professor David Yamada, see his chapter in this volume) in the states. The third focus is devising interventions for employers who voluntarily adopt bullying prevention policies and procedures. Applicable Persuasion Theories Two theoretical models of persuasion derived from social psychology are also applicable to the goals of convincing Americans that workplace bullying is a negative societal phenomenon deserving mitigation and eventual eradication. The first is social judgment theory (SJT) (Sherif Sherif, 1968). SJT posits cognitive processes that explain attitude change. Opinions tied to one’s self-identity are said to be anchored and resistant to change. So when a message is formulated to change one’s opinion toward bullying, the degree of personal (or ego) involvement initially determines how the person will evaluate the persuasion attempt. In practice, personal or vicarious involvement with bullying incidents is a good predictor of a lawmaker’s willingness to sponsor legislation. Pre-existing categories by which new information is judged are (1) the latitude of acceptance for acceptable positions (with an egoassociated anchor opinion setting the size of the latitude, i. e. , tolerance); (2) the latitude of noncommitment are those positions which are neither accepted nor rejected; and (3) the latitude of rejection for positions actively opposed. Incoming information is distorted to fit those categories. According to SJT, people are most persuaded when not predisposed to favor the communicated position if they are initially on-committal or indifferent about the issue. In order to for a person to understand and concur with the anti-bullying activists’ positions, the message recipient, regardless of constituent group, must be able to assimilate the position because the difference between the person’s anchor (starting) opinion and the activists’ argument is small to moderate. People indifferent about bullying can also be convinced to adopt the activist’s position if the individual’s anchor position is close to her or his acceptance zone. Large discrepancies do not lead to change. Rather than assimilation of disconfirming messages, they are rejected out of hand. SJT does partially explain the inflexibility of both the targeted worker and employer representative who often find themselves entrenched in adversarial roles, each unwilling or unable to understand the other’s attitudes toward bullying. A more nuanced theory of persuasion that can apply to anti-bullying activism is the elaboration likelihood model (ELM) (Petty Cacioppo, 1986). This cognitive process model derives its name from the likelihood that a person thinks deeply (elaborates) about a message when exposed to it. The basic premise of this model is that the route by which a message persuades its recipients depends on their involvement with the message – an aspect shared with the SJT. Two routes exist: the central route and the peripheral route. In the former, people have both the motivation (strength of desire to process the message, love of cognitive engagement) and the ability to critically evaluate the message. According to ELM, people with both motivation and ability will diligently process information via central route processing. They will look for and respond to strong arguments in favor of the message and counter what they perceive as weak arguments. When people lack the motivation or ability to evaluate the message, they are more likely to respond to cues associated with the message (peripheral route processing), such as entertainment value or association with a celebrity spokesperson, rather than the content of the arguments. You read "Workplace Bullying Activists" in category "Papers" In short, high involvement leads to central processing resembling traditional hierarchy models; low involvement leads to peripheral processing. Petty and Cacioppo (1986) considered attitudes which are the product of central route processing to be more accessible, persistent, resistant to change, and a better predictor of behavior than when the peripheral route is taken. Conditions that promote high elaboration can also affect the extent to which a person has confidence in, and thus trusts, her or his own thoughts in response to a message (Petty, Brinol, Tormala, 2002). After one invests time and cognitive effort to weigh the merits of persuasive arguments, adoption of those positions serves a self-validating role. However, high elaboration is difficult to achieve for different reasons for the three constituent groups in the campaign against workplace bullying. First, targeted workers in an emotional, aroused and negative state often lack the ability to take the central, more mentally demanding route to learn about the bullying phenomenon. Most targets learn initially about bullying on the internet, on television or from a newspaper article. Contemporary website design incorporates peripheral cue complexity (moving images, multiple columns, colors, embedded videos, lots of graphics) to pique the attention of minimally involved web browsers. Targets strained by the stresses of bullying are capable of little more than minimal involvement. The WBI web designer changed the site from its original voluminous, content-rich, but barely navigable, version to a newer one with augmented attention to peripheral details so as to not burden targets searching for answers to fundamental questions. The ELM offers sophisticated explanations for Google’s efficient, text-based, targeted advertisements resulting in clickthrough rates 10 times more effective than banner advertising (McHugh, 2004). The low peripheral cue complexity of text-only ads is precisely what the central route processor is seeking — concise information directly related to the economic or social outcome sought, allowing them to process significant amounts of information efficiently and thoroughly. On the other hand, the high degree of peripheral cue complexity designed into banner ads with splashy colors and motion graphics entices the casual, low involvement web surfer. This information complexity variable is important to anti-bullying activists because initial interactions with bullied individuals are primarily through website contacts. There is one other variable that interacts with effectiveness of web content for bullied individuals – the phase of the bullying episode when the visitor discovers the website. In the beginning of bullying episodes, targeted workers are consumed with stabilizing and sensemaking tasks to cope with the uninvited assault that disrupted their psychological comfort (Lutgen-Sandvik, 2008). Bombardment with information (central route processing in the ELM model) during acute phases is ineffective. Next, targets begin to respond to the trauma and stigma ttached to bullying by neutralizing and countering accusations purported by the bully. Repairing one’s reputation comes next as shame is gradually reversed. In the post-bullying phase, when targets are no longer vulnerable to bullying, grieving over the losses (e. g. , belief in justice) and major life and career restructuring take precedence. At this point, targets may be able to incorporate information necessary for recovery. The lesson for communicating effectively to bullied targets is that when they are able to be involved, e. g. calm enough to digest more than a couple of paragraphs, and sufficiently motivated, e. g. , to want to understand the complexity of their bullying problem, comprehensive, substantive resources should be available for them. Bullying website designers have to consider the different phases through which bullied targets pass in order to optimize the utility of the site for emotional visitors who demand immediacy as well as visitors capable of contemplative, in-depth information processing. A majority of U. S. lawmakers have difficulty incorporating the message that a law should be enacted. Applying ELM theory to their receptivity, we conclude that few are sufficiently motivated. A lawmaker’s likely motivation to advance workers’ rights is blocked by a counter-campaign to protect and enlarge employers’ rights by business lobbyists who outspend labor activists by a 40:1 ratio in election campaign contributions. Further, the ability of lawmakers to attend to the details of the persuasive arguments in favor of anti-bullying legislation is undermined by their hectic schedules during short legislative seasons in most states (varying from 60-180 days per year). Few have time to study any issue in depth. Lawmakers are swayed more by vivid, televised tales of egregious crimes for which laws are hastily crafted. Prevalent phenomena like bullying are considered routine, thus, relatively benign and not covered daily in the media. Therefore, when lobbying for legislation, we are careful to devote most face-to-face meeting time to descriptions of horrific experiences (emotionally-charged tales enhance attention through pe- ripheral cue complexity) told by individuals. The less compelling prevalence statistics and reports are left behind with lawmakers for subsequent perusal (and hopefully for elaboration and incorporation). Employer motivation and ability to address workplace bullying in America are both lacking. There is no inherent executive curiosity about the phenomenon that is learned through internal complaint channels. When bullying is reported, 44% do nothing and 18% worsen the situation for the targeted worker (Namie, 2007). The employer record of inaction is revisited in the Employer section of this chapter. A Bullying-Tolerant Society A societal explanation for American employer indifference is the preference for individualistic, aggressive, and abusive responses to interpersonal problems is commonly accepted. It is normative when all types of interpersonal mistreatment are rationalized as necessary because â€Å"it’s just business† as if there were no personal consequences for the actions taken. For instance, Levitt (2009) wrote for a financial sector publication â€Å"In a competitive environment, an assertive and ‘take charge’ style is usually rewarded. If a manager exhorts and pushes subordinates to perform †¦ while those people who are laconic by nature, may view the exhortations as bullying. † From this perspective, bullied workers are evidently the rude, discourteous and unsuccessful ones. A Tennessee appellate court decision stated in a 2007 case that without proof of discrimination, â€Å"the fact that a supervisor is mean, hard to get along with, overbearing, bellig ¬erent or otherwise hostile and abusive does not violate civil rights statutes. † (Frye v. St. Thomas Health Services, 227 S. W. 3d 595. as cited in Davis, 2008). The decision implies that anything goes if the conduct is not explicitly illegal. Corporate employment law attorneys frequently defend bullying perpetrators in cases and are their best apologists. Mathiason and Savage (2008) told a revealing story about a bully in their own law office. â€Å"Clearly there is a type of abusive treatment that exceeds the standards of our firm. Yelling at staff for no reason, blaming associates for perceived errors in such a demeaning manner that their self-confidence is lost and turnover is out of control, are examples of conduct that destroys teamwork and office morale †¦ we do accept and value an individual teaching style that is very demanding of new associates. † In other words, abuse is an allowable difference in â€Å"style† that trumps â€Å"out of control† turnover. Another legal writer discounted the bullying experience by blaming targeted individuals as â€Å"employees who can’t handle valid criticism from supervisors [and who then] interpret it as harassment or bullying† (Baldas, 2007). Jeff Tannenbaum, a lawyer formerly at the San Francisco Littler Mendelson office, agreed with the courts’ general rejection of the argument that U. S. workers should be free from abusive treatment at the hands of bosses or coworkers (Bess, 1999). Tannenbaum asserted that America not only has more laws than it can handle, but that bullying has its benefits. This country was built by mean, aggressive, sons of bitches,† said Tannenbaum. â€Å"Would Microsoft have made so many millionaires if Bill Gates hadn’t been so aggressive? † Tannenbaum said that inappropriate bullying was in the eye of the beholder. â€Å"Some people may need a little appropriate bullying in order to do a good job. † He asserts that those who claim to be bullied are really â€Å"just wimps who can’t handle a little constructive criticism† (Bess, 1999). In short, American employers exert unilateral control over most work conditions with only 7. 5% of the non-governmental workforce represented by a union. Unlike other countries where workers enjoy constitutional protections of personal rights, American workers are â€Å"at will† employees facing immediate termination without a just-cause requirement. The confidence that business dominates society and the political world was illustrated by a boast from Tom Donahue, president of the U. S. Chamber of Commerce, arguably the most powerful and best funded of all the business lobbying groups. He said, â€Å"I’m con- cerned about anti-corporate and populist rhetoric from candidates for the presidency, members of Congress and the media. It suggests to us that we have to demonstrate who it is in this society that creates jobs, wealth and benefits – and who it is that eats them† (Hamburger, 2008). To challenge bullying is to defy societal norms. Bullying is not the exception. Bullying is not yet taboo here. It is an acceptable operational tactic in the under-regulated corporate world, which takes pride in its ability to dominate labor. Workers dare not complain. This is the context of unbalanced employer-employee power facing the U. S. campaign against workplace bullying. Despite the hurdles, we have enjoyed modest success with goal attainment. We next report progress in the U. S. campaign with respect to each of the three involved constituent groups – the general public, lawmakers, and employers. Group 1: The General Public The benefits of an informed public are twofold. First, familiarity with the topic helps remove its stigma. Second, people will feel empowered to challenge bullying’s current acceptance. Starting the Movement We began with a traumatic bullying experience that affected our family. Dr. Ruth Namie’s tale was the inaugural story for the movement. Her mistreatment came at the hands of a fellow woman professional in a psychiatry clinic. Approximately one year after resolution of the case, we discovered the British term â€Å"workplace bullying. † In 1997, we started the Workplace Bullying Institute (originally the Campaign Against Workplace Bullying) to help individuals. WBI originally provided three paths for bullied individuals to find support: (1) a toll-free telephone crisis line, (2) a dedicated website with a growing collection of articles about the phenomenon and the posting of online surveys to complete and dissemination of research findings, and (3) a self-help book published one year after our start. In January 2000, we staged the first U. S. orkplace bullying conference in Oakland, California. It was an unfunded two-day event. Many of the international speakers and presenters who graciously attended at their own expense are authors of several chapters in this book – Michael Sheehan, Charlotte Rayner, Ken Westhues, David Yamada, and Loraleigh Keashly. In September 2000, Suffolk University Law School hosted a second conference in Boston that focused on the legal challenges facing the workplace bullying movement. The crisis line was publicized first in two national newspapers. We coached over 5,000 emotionally wounded people 1 hour at a time in three years. We learned that it is important to establish limits for telephone counselors because the risk of vicarious trauma is high. We had to stop the inordinately expensive service. Charging a fee for coaching reduced significantly the number of callers. WBI founders brought to the movement prior academic preparation in social and clinical psychology; experience in treatment for family systems therapy, chemical dependency and domestic violence; years of university teaching management and psychology; business consulting; corporate management; combined with experience in behavioral research methodology, survey design and statistical analyses. Legal expertise was provided by colleague, David Yamada, soon after the organization began. Future advocacy groups should not rely solely on veterans of the bullying wars. Expertise is needed from individuals who did not personally experience bullying. These experts can learn about all aspects of bullying. They are less likely than bullying victims to be adversely affected from working with, and on behalf of, traumatized individuals. Website visitors expect information to be free. Bullied workers often lose their jobs (Namie, 2007) and cannot afford to pay for necessary legal or mental health services. Groups desiring to emulate our nonprofit organization’s commitment to helping bullied workers are advised to secure funding to sustain the effort. Consulting and training services for employers and fees for professional speeches support WBI’s work. In 2009, Britain’s pioneering organization, the Andrea Adams Trust, closed its charitable operation after 15 years due to lack of funding. The Media as Communication Partners Thanks to 800+ media interviews and appearances, workplace bullying in the U. S. is now publicly recognized. Our relationship with media is mutually beneficial. Media get a popular story; WBI is able to reach Americans at no cost via television, radio, newspapers and magazines sometimes with a national broadcaster or publisher, at other times local. The burgeoning blogosphere on the internet also helps carry the message that workplace bullying is a common, unconscionable, but legal, form of mistreatment. film The Devil Wears Prada, in which a powerful woman magazine publisher repeatedly berates and humiliates her female assistant, is the prototypical opening for the segment which follows with a real-life tale told by a woman who worked for, and suffered under, a woman boss. The Bully Boss The American public, if not the business media, seems ready for candor about destructive people who make work life a living hell for others. An example was the best seller, The No Asshole Rule, a book related to bullying written by Stanford Business School professor Robert Sutton (2007). The public embraced its frankness and simplicity. It was a cathartic venting of pentup frustrations with bullies. Business media like the statistic that 72% of bullies outrank their targets (Namie, 2007). Thus, the alliterative stereotype of â€Å"bully boss† is an accurate headline. Of course, bullying originates at, and affects, individuals at most organizational levels. Executives experience the least amount of bullying (5%). The portrayal of exploitation by bullying is more vivid when it is managerial rather than internecine to the work team. The media spotlight is on the quirky or aberrant boss as an individual (without interviewing actual perpetrators) absent reportage on the work environment that sustains him or her. Questions to WBI about what individuals can do when faced with a bully boss outnumber questions about why and how employers should deal with systemic bullying. The burden for finding a solution tends to fall on the victimized target. When media experts are management consultants or executive coaches, they give poor advice to workers to subordinate themselves, to not attempt to change the toxic work environment that fosters bullying. Some business reporters doubt the targeted workers’ accounts of their bullying. A few television interviews of bullied individuals did not air because producers were reluctant to believe the target’s account or a lawsuit was threat- Workplace bullying has begun to take its rightful place among better-known topics like domestic violence, PTSD and other forms of abuse in the U. S. A typical media story begins with the â€Å"human interest† angle. A targeted worker (prescreened by us to ensure psychological stability and referred to the reporter) describes her or his bullying experience. It is then edited to 1 to 2 onair minutes or short paragraphs in print. In the early years, stories focused almost exclusively on anecdotal stories. In recent years, the media love a womanon-woman bullying story (Meece, 2009) to the exclusion of covering other forms of bullying. However, in the U. S. , only 29% of all bullying is between a woman perpetrator and woman target; men represent 60% of the bullies (Namie, 2007). The coverage enrages advocates for women’s rights. Despite the narrow focus, newspaper articles prompt 300-500 reader comments per article and televised segments on woman-on-woman bullying garner high ratings. The 2006 theatrical ened. It was â€Å"only one side† of the story. Bullying stories feature workers fighting uphill battles. Media most frequently side with Goliath, the employers. Research Bolsters the Message Since 2000, we were able to supplement anecdotal tales with empirical study data. WBI conducted descriptive large-sample surveys of website visitors (n=1,335; Namie, 2000, n=1,000; Namie, 2003). The self-selected sample studies were not extrapolated to describe national trends or national prevalence. However, several metrics did approximate estimates from the large representative study WBI conducted later (Namie, 2007). The first credible estimate for U. S. bullying prevalence was 1 in 6 Michigan workers (Keashly, 2001). The study’s sampling techniques afforded external validity. But there were only approximately 100 individuals who reported â€Å"very bothersome† mistreatment. This estimate was the best one available until 2007. In 2007, WBI, with support from the Waitt Institute for Violence Prevention, commissioned polling firm Zogby International to conduct the first U. S. survey of workplace bullying. The stratified sample was large enough (n=7,740) to represent the experiences of all adult Americans. The 20-item survey (Namie, 2007) used the WBI definition of bullying without explicit inclusion of the term â€Å"bullying. Instead, it was defined as â€Å"repeated mistreatment: sabotage by others that prevented work from getting done, verbal abuse, threatening conduct, intimidation, or humiliation. † The WBI-Zogby survey found 12. 6% of U. S. workers were either being bullied currently or had been within the year, 24. 2% were previously but not currently bullied, 12. 3% wit nessed it but never experienced it, and 44. 9% of respondents reported never witnessing and never experiencing it. Of 7,740 survey respondents, only 22 people admitted being a perpetrator despite the anonymity granted by the survey (Namie, 2007). Thereafter, media quoted the finding that 37% of the population has been bullied representing 54 million Americans. The media took a keen interest in the finding that women bullies choose women as targets in 71% of cases. Men bullies choose women targets (46%) less frequently than they target men. Women are the slight majority of targeted individuals (57%). It is common in the U. S. to blame victims for their fate. This denigration is an example of the fundamental attribution error committed by observers (Ross, 1977). However, targets themselves underestimate the negativity of their situation. The mischaracterization of targets as whiners or complainers is not warranted. We know this anecdotally; one study provides empirical support. Lutgen-Sandvik, Tracy Alberts (2007) discovered a disparity between the researcherdefined prevalence of bullying based on an operational definition (28%) and the survey respondents’ self-identification as a bullied person (9. 4%). This was true for a group of Americans as well for a Danish sample group in the same study. Framing the Message Commercial media reflect the values of American business culture as seen from the top rather than as lived by subordinate workers. It will be interesting to see if CEO credibility diminishes in light of the global economic crisis that is partly blamed on CEO failures. Any anti-CEO sentiment during tough times presents the opening for populist stories about the plight of trapped workers who face a nearly certain escalation of cruelty because few employment alternatives exist. Bullying cannot exist without tacit approval from executives and owners. WBI surveyed 400 respondents in 2009 asking whether bullying escalated after the recognized start date of the worldwide economic recession in September 2008. For 27. % of the respondents the bullying became â€Å"more abusive/ severe/frequent†, 67% reported no change, and 3. 4% reported a decrease in bullying since the onset of recessionary times (Namie, 2009). Workplace bullying activists often char- acterize the movement as â€Å"anti-abuse. † Whereas, defenders of individual bullies and the practice of systemic bullying describe the movement as â€Å"a nti-corporate. † The pejorative mischaracterization makes the activists’ public education goals harder to accomplish. Activists need to emphasize that bullying hurts business in addition to hurting people. Bullying presents a tautological predicament for the media. If media fill airtime and print space with hard-luck, but always popular, bullying stories, they can validate targeted workers’ experiences, letting people know they have experiences in common with others. On the other hand, negative stories such as bullying are not happy stories that please advertisers. In most cases, advertisers rarely tolerate social criticism. That explains the paucity of criticism of capitalism in mainstream U. S. media. Nevertheless, anti-bullying activists should be prepared to help media illustrate how abstract economic crises concretely affect the lives of real working people, if asked. Persuasion Theory Applied to Media Commercial television is the ultimate forum for persuasive appeals employing peripheral cues, according to ELM (Petty Cacioppo, 1986). Soap is not sold by listing ingredients, which would require central route processing by viewers. Instead it is sold as an indispensable route to a desirable lifestyle with distracting emotionally evocative images. News stories are also created to be visually stimulating. News has evolved (descended) into â€Å"infotainment. † Producers demand pictures, â€Å"B roll,† and moving on-screen graphics. Production of the 3-minute segment that focuses solely on content or â€Å"talking heads† is unacceptable, reserved for documentaries and non-commercial television. There is pressure to make bullying stories entertaining. TV screens now literally force the depiction of the principal story being broadcast into a frame within a frame. Surrounding it are station and network logos, wide top and bottom borders with colorful changing backgrounds, and text crawls along the bottom competing for attention with cryptic headlines, and if on a business channel, a crawl showing contemporaneous stock market activity. The actual story is only one of three or four fields competing for the viewer’s attention. A low involvement viewer can hardly be expected to remember anything about stories and their associated content being reported in the middle frame. Print media have limited space as page design has evolved into crowded, colorful spaces that emulate a TV screen or newspaper’s website. Limited space translates to short 500-700 word accounts rather than a lengthy (for newspaper) 2,000 word in-depth story. Bullying is a complex phenomenon with multiple aspects. The compromise we made is to reduce our advice to targets to an admittedly over-simplistic three steps. Similarly, we answer the â€Å"why do bullies bully? † question with a threefactor model. To optimize the likelihood that a reader or viewer will remember something about bullying from an interview, activists should adopt slogans. We use Bullies Are Too Expensive to Keep; Work Shouldn’t Hurt; and Good Employers Purge Bullies, Bad Ones Promote ‘Em. Dealing with media is not an academic exercise. The academic activist, in particular, can benefit from media training. It is through the media you can reach the public who need to know about bullying. Group 2: Educating Lawmakers Rationale For A Law All social movements that sought to stop psychological violence – child abuse, domestic violence, discriminatory harassment (gender, race, etc. ), schoolyard bullying – were able to eventually pass state or federal legislation to negatively sanction misconduct. These types of mistreatment continue, but laws compel negative consequences for offenders. The workplace bullying phenomenon most closely resembles domestic violence (Janoff-Bulman, 2002) with respect to the interaction between abuser and the abused, witnesses’ non-intervention, and societal-institutional denial nd rationalizations to excuse it. For legal purposes, however, bullying falls under the rubric of employment law, akin to anti-discrimination laws for the workplace. Regarding employment law, existing civil rights laws compel employers to create policies to prevent future occurrences. In addition, they must have procedures in place to correct discrim ination once reported, investigated and confirmed. If there were no laws in effect, would employers voluntarily stop the mistreatment of women workers with internal procedures? Evidence suggests that they did not do so before the Civil Rights Act of the 1960’s. After enactment of laws, employers took steps to comply. The sequence is clear. Laws drive internal policies. Enforcement of those policies is most likely when there exists a threat of punishment for negligent employers. Credible policy enforcement results in prevention and correction. The power of a law derives from employers’ internal preventive actions that protect workers. Perusal of Suffolk University Law Professor David Yamada’s chapter in this book reveals that, in 2009, there are no state or federal laws in the U. S. to satisfactorily address workplace bullying. Therefore, bullying is nearly always legal. The Anti-Bullying Healthy Workplace Bill In 2000, David Yamada wrote the text for the original Healthy Workplace Bill (HWB). It addresses workplace bullying by prohibiting an â€Å"abusive work environment. † The proposed legislation does not mandate employer actions. It gives employers multiple opportunities to escape liability for a bully’s abusive conduct. The requirements to file a lawsuit using this bill are strict. Malice is required in addition to documented physical or psychological health harm. There is no government intervention or enforcement. Individual plaintiffs must find and pay for private legal counsel. Though the HWB provides redress for people where current laws do not, its ultimate purpose is to convince employers to stop bullying proactively. The Legislative Campaign WBI expanded its efforts by adding a separate division in 2001. The Workplace Bullying Institute-Legislative Campaign (WBI-LC) goal is to enact state laws. It was decided from the outset to focus on the 50 states rather than to seek a federal law with significantly different features. Congress and recent presidential administration in the last 30 years have not expanded labor rights. So, the WBI-LC mobilizes citizen lobbyists in the states with the help of a network of volunteer State Coordinators. To date, 28 of the 50 states are represented by at least one Coordinator. In 2003, after two years of lobbying by amateurs, California was the first state to introduce the HWB. To date, 16 states through 183 state legislators have introduced 55 bills representing some variation of the HWB. No state has yet passed any bill into law. The HWB website (healthyworkplacebill. org) is the repository of the bill’s history and current activity. Unpaid Coordinators compete with professional advocates for employers. Coordinators include attorneys, a physician, mental health professionals, professors, nurses, teachers, social workers, community organizers, and advocates who worked for other social causes. The WBILC provides Coordinators with all necessary materials to customize a lobbying campaign, an information kit for their state legislators, a private listserv, a private website, copies of the HWB, training tapes, and periodic teleconferences for the group to stay current. Whenever possible WBI leaders give expert testimony at public hearings for HWB. It is a collaborative creative group that grows in size and effectiveness every year. At the public website, citizen lobbyists from all states willing to support the bill can volunteer. Coordinators then work with those volunteers to mount writing, telephoning, and e-mailing lobbying campaigns. Coordinators orchestrate one or two in-person lobbying days at their respective state capitals. Some Coordinators have formed in-person groups and maintain websites in addition to ongoing virtual communica- tion with volunteers in their state. When organizing a group of activists such as the WBI-LC Coordinators, it is important to screen members for personality disturbances attributable or not to their bullying experience. Experience is valuable, but lobbyists must represent the thousands or millions of bullied workers in their state or province. They cannot use the lobbying platform to tell their personal story or to vent to a lawmaker. We incorporate a rule that Coordinators must be at least two years postbullying to participate. Also, with a group of veterans of bullying, some of whom suffer periodic re-traumatization, there is a risk of group dysfunction from emotional flare-ups. It is helpful to establish an intra-group code of conduct to prevent bullying from within. HWB Supporters Bullying at work ignores political party affiliation. Targeted workers have not reported personal politics as a reason for being targeted. The HWB is non-partisan. Sponsors of the HWB include members of both major political parties – Democrats and Republicans. However, Democrats were more likely than Republicans to report direct and witnessed bullying in the U. S. survey (Namie, 2007). Coordinators solicit support and endorsements for the HWB from local and state groups. Unions for state government workers, teachers, and nurses have backed the bill. Endorsements have come also from women’s groups. The Illinois Association of Minorities in Government identified the sponsor for the first Illinois bill. The HWB enjoys the support of one national group – the NAACP, the largest U. S. advocacy organization for the rights of African-Americans. According to the WBI-Zogby survey, 91% of African-Americans want additional workplace protections to supplement existing anti-discrimination laws. Data show that the group suffers a higher rate of ever being bullied than the combined groups, second only to Hispanics (Namie, 2007). HWB Opponents Membership in industry trade associations gives employers access to professional lobbyists who oppose the HWB. Opposition is based on one or more of these grounds: (1) in times of economic crises, businesses should not be regulated, government’s only role is to help business operate freely and profitably, (2) employers can control bullying voluntarily, let them alone and they will do what is best for their business, (3) whining employees will file frivolous, baseless, expensive-to-defend lawsuits that will only clog the courts, (4) current laws provide sufficient protections, and (5) bullying or abusive conduct cannot be precisely defined, it is too subjective. The WBI-LC counters with the following reasonable propositions. (1) Business leaders’ decisions led to the financial calamity. The global crisis is arguably due in part to rampant speculation and paucity of governmental controls. (2) Employers have the chance to voluntarily stop bullying whenever they become aware of it. They historically respond inappropriately. (3) Financial and emotional hurdles to file private lawsuits overwhelm aggrieved workers. The reality is that only 3% of mistreated employees file a lawsuit in the U. S. (Namie, 2007). On the other hand, employers routinely carry employment practices liability insurance to provide legal defense in the event of a harassment or misconduct lawsuit. HWB provides sufficient affirmative defenses for good employers who take steps to prevent bullying. (4) Law professor David Yamada concludes that current U. S. laws are inadequate. We trust his legal expertise. (5) Prior to the 2007 WBI-Zogby survey, lobbyists for employers argued that bullying did not exist in the workplace. Since the survey is indisputable, they now complain that bullying cannot be precisely defined. HWB requires that the plaintiff’s health harm from malicious conduct be proven. The high standard rebuts the subjectivity objection. The fundamental question about legal reform for bullying is whether or not it will take a law to compel compliance or employers will voluntarily choose to abandon abuse as routine prac- tice. The nascent intolerance of the assault on an employee’s dignity at work in the U. S. may force an answer. Persuasion Theories Applied to Lawmakers The criticality of personal involvement in social judgment theory (Sherif Sherif, 1968) as predictor of a positive attitude toward the antibullying activists; position is borne out by our legislative campaign experience. For HWB bill sponsors, bullying is not an abstraction. They agree to champion the bill because family members, legislative aides, or they themselves have been bullied. For the sake of others they want it to stop. For early adopting lawmakers, the introduction of their bill is personal. Facilitating the personal connection to bullying spells the difference between successful and failed lobbying efforts. The elaboration likelihood model, ELM, (Petty Cacioppo, 1986) applies well. One would expect that the lawmaking process is deliberate, based on facts and reasoning, and message content-dependent. That is, lawmaking should tap central route processing with reduced susceptibility to peripheral cues. Marshalling facts to support your position is the underpinning of amateur citizen lobbying. WBI-LC Coordinators refer constantly to the scientific U. S. survey showing that 13% of workers are currently bullied with an additional 24% having been bullied at some time in their careers (Namie, 2007). Its use marked a sea change in lawmakers’ reactions to workplace bullying. They stopped denying that bullying happens. Credible surveys are an essential tool for communicating with public policy makers. So, we have facts on our side and also use the power of compelling anecdotal tales told by bullied individuals (peripheral cues). Unfortunately, HWB opponents also bring forward facts. With multiple lobbyists, lawmakers hear the rationale for employer opposition to our bill repeatedly from different sources. Because of their ongoing presence of full-time paid lobbyists throughout the year in a lawmaker’s life, not just when the legislature is in session (varying from 60-180 days per year), opposing arguments are likely better remembered. WBI-LC Coordinators act primarily during the legislative season and work their regular jobs the remainder of the year. In the U. S. the tradition of giving money to politicians (the courts have defined it as the expression of a corporation’s free speech right, treating corporations as persons) leads to access and influence. WBI-LC Coordinators do not give money to elected officials. It comes as no surprise that no state has yet passed our bill into law. To augment Coordinators’ efforts, the WBI-LC has begun to form coalitions of supporting and endorsing gro up that do have full-time lobbyists advocating for labor and human rights. Perhaps those groups will lend their lobbyists to the campaign against workplace bullying. Group 3: Convincing Employers Employers determine the size and composition of the workforce, the workplace culture and every aspect of the work environment. The responsibility for the correction and prevention of bullying lies with the top management because they shape the culture of the organization through decisions made (Liefooghe Davey, 2001). Empirical studies established an association between leadership, or its absence, and workplace bullying. For example, Leymann (1996) and Einarsen, Raknes and Matthiesen (1994) found that bullying among colleagues was often associated with ‘weak’ or ‘inadequate’ leadership by the most enior managers. Similarly, Hoel and Cooper (2000) showed that bullying was associated with high scores on a laissez faire style of leadership. A lack of organizational coherence (integrated, functioning production procedures), only token accountability (few consequences for wrongdoing), low security (apprehension about layoffs) all co mbine to foster a chaotic workplace climate that gives opportunistic abusers of authority the chance to harm others (Hodson, Roscigno, Lopez, 2006). Conversely, Cortina, Magley, Williams and Langhout (2001) found that in a workplace climate in which fair, respectful treatment prevailed, bullying was rare. Employers’ Reactions to Bullying When bullying incidents are reported to employers, the most frequent response is to do nothing in 43. 7% of cases (Namie, 2007). Doing nothing is not a neutral response when an individual asks for relief. Matters were made worse for targeted workers in 18. 4% of cases. Thus in 62% of cases the response inadequate from perspective of witnesses and targeted workers. A more complete description of employer responses comes from another WBI online survey (n=400 respondents) (Namie, 2008). Employers predominantly did nothing to stop the reported mistreatment (53%) and actually retaliated against the person who dared to report it (71%). In 40% of cases, targets considered the employer’s investigation to be inadequate or unfair with less than 2% of investigations described as fair and safe for the bullied person. Filing complaints led to retaliation resulting in lost jobs (24%). Alleged offenders were punished in only 6. 2% of cases. A NIOSH research team (Grubb, Roberts, Grosch, Brightwell, 2004) assessed employers’ perceptions about the prevalence of bullying within their own organizations. Researchers used a pair of nationally representative federal government surveys of non-institutionalized U. S. residents age 18 and older and a second representative sample of U. S. organizations in which the unit of analysis is the workplace. Some residents were asked to name their employers. Then, a single contact person was identified as the representative for each of 516 organizations, typically human resources professionals or company owners. The employer representatives were asked about a variety of organizational factors. Most relevant was their response to the question: â€Å"How often in the past year has bullying occurred at your establishment, including repeated intimidation, slandering, social isolation, or humiliation by one or more persons against another? † The majority of employer representatives (75. 5%) said bullying never happened at their site. Only 1. 6% said it happened frequently. The second most frequent response was that it was rare (17. 4%) with 5. 5% acknowledging that bullying happened sometimes. Employees were seen as the most frequent aggressor (in 39. 2% of cases) as well as being the most frequent victim (55. %). Two assessed measures of workplace climate were associated with increased levels of bullying – lack of job security and lack of trust in management (Grubb et al. 2004). Remarkably, in Sweden where the regulatory ordinance has been in effect 15 years, only one of out of nine businesses had voluntarily implemented policies and procedures against bullying ( Hoel Einarsen, 2009). The lack of employer initiative in the Scandinavian anti-bullying pioneering nations suggests modest expectations about American employers’ attitudes toward bullying, even if laws are passed. Not only do employers do very little to stop bullying, co-workers who witness bullying are similarly ineffective. From an online study (Namie, 2008) we know that self-identified bullied individuals reported that in 46% of bullying cases, co-workers abandoned them, to the extent that 15% aggressed against the target along with the bully. Co-workers did nothing in 16% of cases. In less than 1% of cases, co-workers rallied to the defense of an attacked target and confronted the bully as a group. There are several potential explanations that are explored elsewhere in detail (Namie Namie, 2009a). Suffice it to say that fear, real or imagined, prevents co-workers from getting involved most of the time. The ‘Business Case’ For Bullying Because of employers’ costs associated with bullying — productivity loss, costs regarding interventions by third parties, turnover, increased sick-leave, workers compensation and disability insurance claims and legal liability – employers should logically be motivated to stop bullying (Hoel Einarsen, 2009). One healthcare industry intervention that improved employee perceptions of trust and fair treatment was estimated to potentially save $1. million annually for a single organization (Keashly Neuman, 2004). WBI partnered with a Canadian disability management firm that determined 18% of the short-term disability claims were based on bullying. Those workers missed an average of 159 days of work per claim. The â€Å"business case† approach emphasizes the financial impact of bullying and assumes that employ ers are rational actors and will pursue their own best financial self-interest when made aware of bullying’s cost. Logic recommends termination of costly offenders. But bullying is often an irrational and illogical set of circumstances. In spite of ascertainable loss patterns, offenders are retained while targeted workers who reported mistreatment to the organization often lose their jobs. Alleged offenders were punished in only 6% of cases (Namie, 2008). But because of bullying, 40% of targets quit, 24% are terminated and 13% transfer to safer positions with the same employer (Namie, 2007). Finally, to whom should the business case be made? Bullying is typically perceived as a human resources (HR) department problem because anti-discrimination compliance officers in HR receive the majority of bullying complaints. Eighty-percent of those complaints do not require employers to respond; they are legal actions (Namie, 2007). One WBI study found that HR either did nothing in 51% of cases when approached for relief or made the situation more negative for the target in 32% of cases (Namie, 2000). In HR’s defense, without laws to compel employers to adopt internal policies, HR lacks the tools to reverse bullying even if it wanted to. HR also lacks the credibility with executives who otherwise might grant HR the autonomy to effect organizational changes. Bullying is the responsibility of executive leadership (Einarsen, Raknes, Matthiesen, 1994). Executives feel responsible to support bullies within their organizations. According to Namie (2007), sources of a bully’s support are: executive sponsors (43%), management peers (33%), and HR (14%). How can this be? Why prop up the cause of significant financial losses? No anti-bullying intervention can be suc- cessful without executive endorsement and participation. Workers in one division of a government client organization suffered heart attacks, stroke, panic attacks, and nearly every one of the 24 were prescribed anti-depressant medication. Seventeen workers filed workplace discrimination complaints. Our recommendation, with which the bully himself agreed, was to prohibit his future contact with employees. The director thought otherwise and rejected the recommendation. He called staff â€Å"feckless ingrates† and refused to allow the perpetrator to step down because the bully was â€Å"a great conversationalist and lunch buddy. † Many employers would rather absorb known financial losses than confront a hyper-aggressive bully or sever a prized personal friendship. The â€Å"business case† pales in comparison to ingratiation, aggression and pride in winning at all costs. Employers’ Motivation to Act Because there is no law to compel U. S. employers to act, when an American employer requests help with bullying, it is a rare event. WBI principals were consultants to employers 12 years prior to the starting the nonprofit organization. Since 1997, the consulting focus is exclusively the refinement of a comprehensive, proprietary approach to preventing and correcting workplace bullying (Namie Namie, 2009b) (workdoctor. com). Based on our American and Canadian clients, here is a sampling of positive, proactive reasons employers voluntarily address bullying. Some are early adopters wanting to be first, cutting-edge, industry leaders. They are pioneers and proud of their risk-taking tendencies. Some clients seek congruence with espoused organization values of respect and dignity for all, to â€Å"do the right thing. † Though every corporate mission statement includes â€Å"Respect for all individuals,† few firms actually adhere to the lofty pronouncement. Mission statements do not hold organizations accountable; policies can. Some clients seek media coverage and notoriety for their willingness to address bullying. Some CEOs want to leave a positive legacy at the end of their careers. One executive wanted to rectify his prior mismanagement of a senior manager bullying case. It was personal guilt mitigation. In 2009, the Sioux City, Iowa public school district implemented our comprehensive anti-bullying system for teachers and staff in the schools – becoming the first in the nation to do so. Schools are the single class of employer with experience, however limited, with bullying. In 38 states, there are laws mandating that schools address bullying among students. Most laws specify that a policy be written for children. Therefore, many schools and their staffs are familiar with bullying and its harmful effect on children. It is a logical step to see that the quality of interpersonal relationships among the adults is the context for student behavior or misconduct. This National Demonstration Project includes a policy, procedures, impact assessment, education, peer support, peer fact finders, and community education. The project was made possible by the rare co-occurrence of a new superintendent, a compassionate human resources director, union presidents concerned with employee health, and funding from a local foundation. We hope that schools become the first American industry to seriously address workplace bullying. The majority of anti-bullying interventions are prompted by risk aversion or loss prevention. A high profile, revenue-generating â€Å"rainmaker† commits illegal or unethical acts. A repeat offender’s legal costs finally exceed the CEO’s tolerance. Turnover of highly skilled workers undercuts productivity. Healthcare institutions must comply with an extra-legal industry requirement to craft a policy to address intimidating and disruptive physicians and staff. (JCAHO, 2008). Dispositional vs. Systemic Solutions After the decision is made to start an intervention, a second important question presents itself. Is the problem the fault of a few â€Å"bad seeds,† a dispositional issue? Or is the problem entrenched in the work environment (that includes leadership who fostered past and current bullies and will sustain new ones when personnel change)? When the preferred explanation is the offender’s personality, solutions may include skillsbased training — anger management or constructive criticism — mental health counseling, or executive coaching. Regardless of the selected solution, and even if the person gains insight, bullying will resume if the workplace to which she or he returns remains unchanged. Recidivism is predictable when bullying-prone work conditions are not addressed. For long-term success, the organization needs a new behavioral standard (policy, code of conduct) to which alleged misconduct can be compared to determine whether or not a violation occurred. Procedures to enforce the standard must be created. Weak procedures predict failed anti-bullying initiatives. The rules must apply to everyone at all levels to be fair and credible. Executives must defer to the process to justify purging a friend for the good of the organization. Medium and large organizations often establish one or more peer groups to serve various functions – as internal resource experts, as peer fact finders for investigations, as trainers within the organization. Education throughout the organization publicly launches the commitment to a new way of doing usiness. The best interventions include healing activities for targeted workers and witnesses who have been vicariously traumatized. A hybrid approach is to first create the policy and procedures. Then, when a high-profile person’s offense is confirmed as a violation, devise a personalized change program for her or him. Upon return to work, behavioral monitoring starts. Interviews of German consulta nts who specialize in workplace bullying (Saam, 2009) yielded three approaches were moderation/mediation, coaching, and organization development (OD). Moderation is a clarification process to allow the parties to move beyond misunder- standings or misperceptions. Mediation refers to the traditional conflict resolution process. Moderation/mediation works only when conflict does not escalate to a level for which only a power intervention is appropriate. Coaching necessarily develops solutions on a case-by-case basis. Coaching is support – tactical, emotional, career development, personalized skills education and rehearsal. The organization development (OD) approach is the third intervention strategy. Culture change is its primary goal (Saam, 2009). From an OD perspective, the source of the bullying problems can be found in attributes of the organization – the reporting relationships, layers in the hierarchy, transparency of decisionmaking processes, timeliness in responding to employee concerns, personal accountability for destructive interpersonal conduct, equitable processes that match rewards to performance, trust, reciprocated loyalty, clarity of roles, incorporation of collaborative processes, and performance expectations. An OD strategy sets new standards for doing things differently and altering performance-consequence contingencies. The OD consultant defines problems as systemic. Solutions must necessarily affect all people at all levels of the organization (Saam, 2009). The preferred tool of the OD bullying consultant is the proscription of bullying behavior via a new policy and accompanying set of enforcement procedures (Namie Namie, 2009b). Based on her clinical practice with severe cases of bullying, Ferris (2004) contends similarly that helpful, responsive organizations do not see bullying as a merely personality issue to be solved by the parties through mediation. Instead, bullying is seen as an organizational problem that needs to be addressed through coaching for the bully, counseling, performance management, and policies that clearly define unacceptable conduct. Predicting Success We identify several factors to avoid failure, while increasing the likelihood of successful interventions: if HR initiates contact with the consultant, insist on executive team approval to move forward †¢ do not incorporate traditional conflict resolution strategies (mediation, arbitration) into the systemic program to address bullying (though informal, pre-complaint resolution processes can and should be crated) †¢ at the start, articulate how the prohibition of bullying will positively impact the delivery of services, quality of production – i. e. will benefit the end user †¢ describe the engagement as proactive and preventive, resolve extant crises before launching the project †¢ clarify executive team roles: awareness and acceptance, pledge of non-interference, authorization for policy writing group, commitment to participate in launch †¢ emphasize the seminal importance of implementation procedures over the policy alone †¢ policy and procedures are to apply to every employee at all levels, no exceptions †¢ Governing Board receives advance notice of project to schedule policy approval †¢ the internal champion/future policy director must have budget control †¢ inclusion of unions, where present, is mandatory †¢ select a pool of employee-volunteers screened for compatibility to serve in one or more functions †¢ policy writing, internal resource experts, fact finding, training †¢ build-in continuity and succession of participants in the various gro ups responsible for sustaining the organization’s commitment to the anti-bullying initiatives showcase success stories in the media Persuasion Theory Applied to Employers Social judgment theory (Sherif Sherif, 1968) is the theory most compatible with understanding the challenges posed by employers for activist-consultants. An ingratiating bully who spends years successfully cultivating a fawning relationship with an executive does so for the sake of self-protection. If the executive eventually learns that his friend’s tactics are undermining legitimate business interests, the executive’s dissonance will probably drive him to discount the complaint, accuse the complainant of â€Å"troublemaking,† and reinforce the bond with the bully. Recall that according to SJT, anchored opinions linked to a person’s self-identity are the least likely to change. The executive’s allegiance to the bully feels spontaneous to him. There is a high degree of ego involvement because it was the executive’s ego that the bully was stroking in Machiavellian fashion (Paulhus Williams, 2002). The bully carefully cemented the bond over time. So, all evaluative opinions held by the executive about the bully fall well within the executive sponsor’s latitude of acceptance. Any disconfirming evidence presented – that the bully terrorizes peers and subordinates – is rejected reflexively. The target reporting the mistreatment cannot believe the denial of facts. The executive cannot believe his beloved friend could be accused of heinous actions. Executive denial that bullying operates in the organization at all is rooted in the same process. Consider the executive’s ego involvement in beliefs about the characteristics of the organization for which he wishes to take credit. From analysts, shareholders and a sycophantic inner circle of advisers, the executive only hears positive reports about operations. How to cite Workplace Bullying Activists, Papers

The Beat Generation Essay Example For Students

The Beat Generation Essay The beat movement is a literary period born out of World War II. This movement in American Literature has become an important period in the history of literature and society in America. Characterized by personal alienation and contempt for convention, the movement celebrated stylistic freedom and spontaneity. The Beat writers created a new vision of modern life and altered the nature of awareness in America. The Beat Generation was one of the first groups of writers to break down the barriers of traditional literature and set a precedent for future writers with their writing style, their way of life, and by the messages they portrayed. They were the kids dressed in black, hanging out at coffee shops, reading their latest poetry. They protested wars, were drug users, and openly expressed homosexuality, as they expressed every aspect of their life candidly. But, the Beats are best known for their writing style. It was unique for that time to cast aside conventional structures of senten ces and poetry. They used dashes instead of commas and periods; to write the way a person hears speech. Their poetry had a style of its own, unknown to any other groups of poets at the time; no rhyming, no structure, and non-conforming beauty. The Beat writers formed in New York City, started with only a few members, but grew to have an impact on American society, especially in literature and politics, which still lasts today. Jack Kerouac and Allen Ginsberg were the founders of the Beat Generation. They not only started a new style of American literature but ignited the rebellion against social conformity in the 1950s through their poems of social and political criticisms. Ginsbergs work often represents a struggle for spiritual survival in a dehumanized, repressive society. This can be seen in his writing of Howl:I saw the best minds of my generation destroyed by madness, starving hysterical naked, dragging themselves through the Negro streets at dawn looking for an angry fix, angelheaded hipsters burning for the ancient heavenly connection to the starry dynamo in the machinery of night. This poem is sometimes referred to as a violent howl of human anguish. It attacks the forces of conformity and mechanization that Ginsberg believed destroyed the best minds of his generation. This poem has no real structure or rational connection of ideas, and the rules of grammar are abandoned in order to pack imagery into one line. The poem points the way toward a new and better existence, chronicling the pilgrimage of the mad generation toward a reality that is timeless and placeless, holy and eternal. Jack Kerouac was not only a leader of the Beat movement in literature, but also a spokesman. Kerouacs major writings are loosely organized and autobiographical. Many describe his wanderings throughout the United Sates, Mexico, and Europe. Like the other works of Beat writers, Kerouacs novels emphasized spiritual liberation through sex, drugs, and the Asian religion called Zen. According to Kerouac, who was the first writer to use the term Beat Generation, the word beat had various definitions and connotations for the writers. Despair over the beaten state of the individual in mass society, belief in the beatitude, or blessedness of the natural world and in the powers of the beat jazz music and poetry. Later in the 1950s, the term beatnik was referred to the people who held the ideas and attitudes of the Beat writers. Kerouacs most famous novel, On The Road, is an account of several Beat characters that travel across the United States in search of personal fulfillment, living a beaten lifestyle. The novel celebrates the freedom from conventional responsibilities, the emotional intensity of a life of hitchhiking, casual sex, and recreational drug use. This novel was the start of the Beat Generations journey into Americas attention as journalists gave it much press, which for the most part was negative. Many classical and traditional literary scholars and poets disliked this New Art literature and lifestyle that Kerouac wrote about. Poet George Barker comically writes how he feels about Kerouacs works:Now Jack, dear JackThat aint fair wagesFor laboring throughProse that takes agesJust to announceThat Gods and MenOught to StudyThe Book of ZenIf you really thinkSo low of the soulWhy dont you writeOn a toilet roll?However, the Beat poetry and literature that scholars once scorned are now a part of college curricula. The accomplishments of the two original beat writers were not easily acquired. Jack Kerouac and Allen Ginsberg were forced to overcome endless social obs tacles in order to accomplish their journey of liberation. Although these two writers faced much criticism and even severe condemnation, they never once gave into the America that would not listen to them.The Beat Generation writers gave us insight into the attitude and way of life in the sensitive period after World War II. They broke down the boundaries of conventional literature for future writers. The Beat Generation is truly something to applaud for its boldness and addition to the thought of the American mind.STANDARD BIBLIOGRAPHY1999 World Book, Inc. .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 , .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .postImageUrl , .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .centered-text-area { min-height: 80px; position: relative; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 , .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14:hover , .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14:visited , .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14:active { border:0!important; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .clearfix:after { content: ""; display: table; clear: both; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14:active , .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .centered-text-area { width: 100%; position: relative ; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14:hover .ctaButton { background-color: #34495E!important; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14 .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0b5bcc7d3ed3ea6e4b71a8d7bc6afe14:after { content: ""; display: block; clear: both; } READ: Survey Of Romantic Versus Realism Paintings Essay PaperThis Is The Beat Generation, http://www.charm.net/~brooklyn/Texts/ThisIsBeatGen.html. Beat Movement, http://people.tamu.edu./~alethaa/beat.html