Applicant Tracking System Implementation free essay sample

About Applicant Tracking Systems Companies use applicant tracking systems for several reasons, but most often it is for one or more of the following, according to CareerBuilder’s May 2005 paper entitled â€Å"Total Integration: Your Roadmap for Streamlining the Recruiting Function†: †¢Real-Time Job Postings †¢Resume Data and Application Integration †¢Third-Party Resume Database Integration †¢Reporting †¢Leveraging External Technologies According to CIO. com, â€Å"an applicant tracking system (ATS), also called a candidate management system, is a software application designed to help an enterprise recruit employees more efficiently. It is estimated that roughly 50 percent of all mid-sized companies and almost all large corporations use some type of applicant tracking system. † Taleo Corporation, a major leader in this space, defines an ATS on their website as follows: â€Å"An applicant tracking system is a program (usually with a web-based section) used to monitor and coordinate an organization’s job applications and help manage its recruitment needs. In general, an applicant tracking system stores candidate resumes inside a database to permit effective searching, filtering, and routing of applicants. We will write a custom essay sample on Applicant Tracking System Implementation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Such systems usually include a job board, allowing companies to post jobs onto a secure website as a means of attracting candidates. † Taleo goes on to describe why such a system is useful: â€Å"Corporations and agencies use an applicant tracking system to improve productivity in their recruiting process. Electronic handling of candidate data from their resumes plays a major role in reducing inefficiencies through automated processes. Further, the improved organization of candidate information through the use of an applicant tracking system allows quicker recruitment decisions. All of which leads to reduced cost and time per hire. †

Disability Attorneys of Michigan Has Opening For Entry Level Office Assistant!

Disability Attorneys of Michigan Has Opening For Entry Level Office Assistant! Disability Attorneys of Michigan Has Opening For Entry Level Office Assistant! Position Available Now:Â   Entry Level Office AssistantDisability Attorneys of Michigan seeks a team member with a desire to serve and inspire both clients and coworkers. This position involves answering phones, processing social security documents, accurately logging and scanning incoming mail, and requesting medical records. Attention to detail is critical for this position. Our office assistants work directly with department team members to provide our clients with excellent service.We are always looking to recruit talented, compassionate people from diverse backgrounds and experiences to join our firm! We encourage a diverse and robust work environment to invoke quality discussions and superior solutions for our clients. Each employee is supplied with individualized training and the tools necessary to promote personal growth and overall success.To apply for the position of Entry Level Office Assistant please send your resume to: resume@damichigan.com DA Michigan, DA Michigan Job s, Entry Level Office Assistant, Job Opening, Office Assistant Job, Resume

Concepts of childhood Essay Example | Topics and Well Written Essays - 250 words

Concepts of childhood - Essay Example A number of books on children were published at different time since 1980 and most of these authors acknowledge the difficulty in writing about children. Monographs were used to explore the history of children in many different sub topics. Works of children literature were first seen in the early modern era after a number of women embarked on studying history of childhood. Some scholars investigated the relationship between poverty and children and came up with various conclusions. Different authors wrote on different subjects on matters related to children’s affairs. In addition, scholars have conducted numerous studies on childbirth, pediatrics, and midwifery among others and these works have paved way for other great works by scholars. Cultural studies have also been used to study the history of children. Despite the many works scholars have done on children, there are some neglected areas such as the ancient medieval age. During these years, most children were dependent on non-family members. In my opinion, scholars have done a great job in studying the history of children and bringing a number of factors that affect childhood development into light. With the literatures of these scholars, it is easier to understand and appreciate childhood and do all that it takes to help children develop to be better people in the

Alcohol Control Issue Essay Example | Topics and Well Written Essays - 1250 words

Alcohol Control Issue - Essay Example Heavy drinking causes lethal damage to the body where it is a risk factor for diseases like cancer, liver cirrhosis, and heart problems. Alcoholism and alcohol abuse also has negative and devastating social consequences. Alcoholics have high chances of getting divorced, are more vulnerable to domestic violence, struggle much with employment and live in absurd poverty (Boyle, 2013). One effect that an alcohol abuser cannot escape is the effect on personal relationships. The problem of alcoholism puts enormous strains to all the people surrounding the alcoholic. It mostly tasks family members and close friends with covering the alcoholic. The burden is covered between people who do not take alcohol and children suffer from trauma in case the alcoholic is a parent or caregiver. Alcohol abuse has damaging effects on the brain that include memory lapses, blackouts and other types of brain damage. With these adverse effects of alcoholism and alcohol abuse, alcohol control ways were established to minimize the effects on society (Boyle, 2013). Alcoholism is said to be a fatal illness whose medical cure is yet to be known. Alcohol control has been enacted right from its production, marketing as well as consumption. The control measures may also have effects on limiting competition and create a partial monopoly. This will in return increase profits for the ones that remain in the market. With some considerations, alcohol controls may, therefore, put some economic interests at stake. Professional means of alcohol control through rehab centers could also act effectively in reducing alcohol-related dangers (Boyle, 2013). The controls are therefore inevitable in this modern society. Some alcohol control methods include; Price of alcohol plays a major role in influencing the level of consumption and its subsequent related harm.

Do the benefits of midwife-assisted delivery outweigh the Research Paper

Do the benefits of midwife-assisted delivery outweigh the disadvantages - Research Paper Example For this reason, childbirth has been considered as a serious health condition that needs clinical or medical intervention. Since the 20th century, the number of women who give birth from home has significantly declined. Although there are some parts in the U.S. that legally consider midwife-assisted delivery to have some benefits over the health condition of pregnant women during the child delivery, some states in the U.S. including Alabama, Georgia, Illinois, Indiana, Iowa, Kentucky, Maryland, North Carolina, South Dakota, and Wyoming do not legally allow the practice of midwife-assisted delivery not unless the midwife has been certified as Nurse Midwife (Mana). Approximately 50% to 80% of the childbirth today takes place within the hospital settings. (Wagner) Despite the fact that majority of childbirth is done within the clinical areas, the number of minor to life-threatening childbirth complications remains high not only in caesarean surgeries but also in normal spontaneous delivery. Aside from the fact that hospital births can cause a significant increase in the number of infant deaths, hospital births also contributes to the significant increase in the number of mothers who died due to maternal hemorrhage, shoulder dystocia, eclampsia, or infection. For this study, whether or not the benefits of midwife-assisted delivery outweigh the disadvantages will be thoroughly discussed. Approximately 87.3% of child delivery that has occurred in the hospitals was personally attended by the midwives (Declercq). Between the years 1975 to 1988, the number of total births that was attended by the midwives has increased from 0.9% up to 3.4% respectively (Advance Report of Final Natality Statistics, 1988). Since the U.S. Department of Health has tried to minimize maternal and infant mortality rate, some states in the country prohibit lay midwives to assist in child delivery especially when assisting childbirth from home. Since then, the

PESTLE Analysis of Qatar

PESTLE Analysis of Qatar (P)OLITICS Qatar has an emirate -type government. Qatar claims that it is developing into a constitutional monarchy but it doesnt allow political parties nor hold elections on a national level yet.Suffrage is currently limited to municipal elections (for both males and females aged 18 years or more). Expatriate residents are excluded, as are the vast number of residents who are prevented from applying for citizenship. The elected Municipal Council has no executive powers but may offer advice to the Minister. Qatar is divided into ten municipalities,also occasionally or rarely translated as governorates or provinces: Ad Dawhah Al Ghuwariyah Al Jumaliyah Al Khawr Al Wakrah Ar Rayyan Jariyan al Batnah Ash Shamal Umm Salal Mesaieed Since 2004, Qatar has been divided into eight municipalities. A new municipality, Al Daayen, was created under Resolution No. 13 formed from parts of Umm Salal and Al Khawr; at the same time, Al Ghuwariyah was merged with Al Khawr; Al Jumaliyah was merged with Ar Rayyan; and Jarayan al Batnah was split between Ar Rayyan and Al Wakrah. (E)CONOMY Basic Economic Facts GDP: US$71.2 billion (2007 est, Qatar Statistic Authority) GDP per capita: US$74,000 Annual Growth: 14.2% Inflation: 13.73% Major Industries: Petrochemicals, Financial Services, Construction Major trading partners: Japan, US, UK, Singapore, South Korea, Italy, Germany, UAE, France, Saudi Arabia Exchange rate: Â £1 = QR 5.97 (October 2009) US$1 = QR 3.64 (fixed) AVERAGE OIL PRODUCTION Global economy expected to grow 3.9% in 2010, emerging economies to expand 6.0%.US economy registered 5.6% growth in Q4 2009, fastest since third quarter of 2003.Global composite PMI indicates continued expansion of manufacturing and services industry activity. Qatars real GDP is expected to expand by 18.1% in 2010 Continued government support and increased hydrocarbon revenues to boost the economy.Central Banks net reserves estimated at US$ 19.3 bn (2009), up from US$ 9.8 bn in 2008. Business optimism in the non hydrocarbon sector has stabilized in last two quarters.Drop in selling price optimism becomes a drag on the hydrocarbon sector outlook. Global construction sector currently driven by infrastructure spending as commercial property undergoes correction.Demand outlook for Qatars construction sector shows signs of improvement with increasing optimism on new orders.Profitability levels are expected to stay muted due to higher raw material costs.While income from oil, currently pr oduced at around 800,000 barrels per day, accounts for most of the governments revenue, Qatars future economy will depend increasingly on gas. Qatar has invested heavily in world class Liquefied Natural Gas (LNG) facilities including a deep-water port at Ras Laffan to exploit the North Dome gas field. This field is the worlds largest non-associated gas field, holding 14-16% of world reserves. At current planned rates of extraction the field will last for over two hundred years. Qatar is already the leading global supplier of LNG and output is expected to increase to 77 million tonnes per year by 2012. There are two national gas companies, Qatargas and RasGas. Through the South Hook LNG terminal in Wales, Qatar is capable of supplying up to 20% of the UKs gas needs. Government efforts to diversify the economy have led to the establishment of petrochemical, oil-refining, and fertiliser industries, as well as the establishment of Qatar Airways, the Qatar Science and Technology Park and the growth of Doha as a regional conference centre. Qatar pursues a vigorous program of Qatarization, under which all joint venture industries and government departments strive to move Qatari nationals into positions of greater authority. Growing numbers of foreign-educated Qataris, including many educated in the U.S., are returning home to assume key positions formerly occupied by expatriates. In order to control the influx of expatriate workers, Qatar has tightened the administration of its foreign manpower programs over the past several years. Security is the principal basis for Qatars strict entry and immigration rules and regulations. (S)OCIAL Nationality: Noun and adjectiveQatari(s). Population (May 2008 est.): 1,448,446; males 1,096,815 (75.7%); females 351,630 (24.3%). Population growth rate (May 2008 est.): 59.6%. Ethnic groups: Qatari (Arab) 20%; other Arab 20%; Indian 20%; Filipino 10%; Nepali 13%; Pakistani 7%; Sri Lankan 5%; other 5%. Religion: Islam (state religion, claimed by virtually all of the indigenous population). Languages: Arabic (official); English (widely spoken). Education: Compulsoryages 6-16. Attendance98%. Literacy (2004 est.)89% total population, 89.1% male, 88.6% female. Health (2007 est.): Infant mortality rate17.46/1,000 live births. Life expectancy74.14 years. Work force (2006): 508,000. Private sector61.2%; mixed sector28.5%; government5.6%. Public health services and education are provided free by the state through the Ministry of Labor and Social Affairs, which also provides help to orphans, widows, and other Qatari nationals in need of assistance.Both law and Islamic customs closely restrict the activities of Qatari women, who are largely limited to roles within the home. Women are not allowed to obtain a drivers license without the permission of her husband. Shariah law governs inheritance and child custody matters and favors men. However, growing numbers of woman are receiving government scholarships to study abroad, and some women work in education, medicine, and the media. Women comprise two-thirds of the student body at Qatar University. Although domestic violence occurs, it is not a widespread problem. Non-Muslims and Shia Muslims experience discrimination in employment and education. They are also unable to bring suits as plaintiffs in Shariah courts. Noncitizens make up 75% of the workforce yet are discriminat ed against and sometimes mistreated. A constitutional committee convened in 1999 to draft a permanent constitution that would allow for parliamentary elections. Corporal punishment is allowed by law, although amputation is not. In 1995, an American received 90 lashes for alleged homosexual activities. (T)ECHNOLOGY Qatars strength is derived from its oil and gas revenues which have made it one of the wealthiest countries in the world in terms of per capita income. The Government of Qatar has ownership interests in several economic sectors, including oil and gases production, petrochemicals, and the steel and fertilizer industries. Impressive Technology is the main reason for Qatar winning bid for 2022 FIFA world cup.Qatar may not have the largest IT market but in 2010 it appeared better than many other markets. The IT services market is forecast to be the fastest-growing segment of the Qatari IT market between 2010 and 2014, outperforming the hardware and software sectors. Indeed, it has steadily increased for the last 10 years. With IT services spending estimated to grow to US$151mn by 2014, the next period promises to see more opportunities in sectors such as financial services, healthcare, education and communications. Nanotechnology in fields helping to make best quality products at lower c ost. IT companies collaborating to access the market. Inventions and innovation rate. Mechanization trend in the country. (E)NVIRONMENTAL Environmental responsibility is vested in the Ministry of Industry and Agriculture. An Environmental Protection Committee was created in 1984 to monitor environmental problems. Conservation of oil supplies, preservation of the natural wildlife heritage, and increasing the water supply through desalination are high on Qatars environmental priority list. Air, water, and land pollution are also significant environmental issues in Qatar. In addition to smog and acid rain, the nation has been affected by the air pollution generated during the Persian Gulf War. Pollution from the oil industry poses a threat to the nations water. The nations soils have been damaged by pesticides and fertilizers, and its agricultural land is in danger of desertification. Endangered species include the hawksbill turtle, green sea turtle, and white oryx. Limited natural fresh water resources are increasing dependence on large-scale desalination facilities. The State of Qatar is a peninsula located between 24o 27- and 26o 10- N latitude and 50o 45- and 51o 40- E longitude. It is about 180 km long and 85 km wide, covering an area of 11,437 km2. Qatar is surrounded on three sides by the waters of the Arabian Gulf and connected to the south by land to Saudi Arabia. As Qatar is subjected to an arid climate, it mainly possesses an arid soil, with coarse texture, shallow depth and low retention low of soluble substances. (L)EGAL Qatar has a discretionary system of law controlled by the emir, although civil codes are being implemented; Islamic law is significant in personal matters. When contrasted with other Arab states such as Saudi Arabia, for instance, Qatar has comparatively liberal laws, but is still not as liberal as some of its neighbours like UAE or Bahrain. Qatar is a civil law jurisdiction. However, Sharia or Islamic law is applied to aspects of family law, inheritance and certain criminal acts. Women can legally drive in Qatar, whereas they may not in Saudi Arabia and there is a strong emphasis in equality and human rights brought by the HRA. The country has not accepted compulsory International Court of Justice jurisdiction. On February 24, 2010, Qatar and Iran signed a defense co-operation agreement in which the two countries stressed the need to expand their defense cooperation. Iran and Qatar will:- exchange specialized and technical committees expand cooperation in training conduct joint campaigns against terrorism and insecurity in the region March 10, 2010. Qatari Prime Minister Sheikh Hamad bin Jassim bin Jaber Al Thani has given his support to Irans right to nuclear technology, and considers Irans nuclear project to be for peaceful nuclear energy purposes. ANALYSIS If we evaluate Qatar on the basis of Porters diamond model:- RELATED AND SUPPORTING INDUSTRIES Qatar is one of the richest country of the Arab. Mostly it is dependent on its Oil and Gas resources. It is improving in IT sector and emerging as great threat to many markets because it performed exceptionally well in 2010. Oil and Gas industries are the major industries.Vodafone also entered the telecomm market. FACTOR CONDITION Qatar may look small, but in commercial terms it is a rising giant. This Persian Gulf Emirate is just larger than Connecticut and its population is less than 1 million.But its reform-minded government has ambitious plans to transform this peninsula into an international hub for tourism, finance, and education. U.S. companies interested in international opportunities should consider current trends and future projects in Qatar. CONSIDER THIS Qatar has the third largest reserves of natural gas in the world. Qatars per capita GDP is one the highest in the world at around $30,000. Multi-billion dollar projects in numerous sectors in the coming years. Pro-American business climate and strengthening U.S.-Qatar relations. Business-friendly commercial procedures and political stability. Strong general government balance sheet.Substantial external liquidity.Good economic prospects and high per capita income.There is great optimism and excitement among the business community in Qatar.By transforming hydrocarbon wealth into modern health facilities, tourism infrastructure, and western-style education institutions, the Qatari Government aims to engender a forward-looking and highly-skilled population. The Qatari Government has established credibility among the population and the business community.When plans and projects are announced, they are usually realized, and contracts are awarded in a generally efficient and transparent manner.Qatar is very amenable to western visitors, and security experts consider Qatar to have one of the lowest crime countries on earth. U.S. firms also report that industrial standards that are applied in Qatar are favorable to U.S. exports. Also, Qatar has a stable currency and the country imposes no foreign exchange controls. There are well- capitalized financial institutions in Qatar, most notably Qatar National Bank. Furthermore, Qatar allows up to 100% of foreign ownership in agriculture, manufacturing, health, education, tourism, power, and projects involved in the development and exploitation of natural resources, pending approval from the Qatari Government. DEMAND CONDITION Qatar demand condition is not so good.Qatars trade and hospitality sector expect better demand conditions in the second quarter. Sales volume and new orders seen declining .Most real estate businesses expect a decline in sales.It is the worlds largest LNG exporter of more than 31 million metric tons per year this shows the huge demand for QATARS natural gas in the world. STRATEGY AND RIVALRY Qatar pursues a vigorous program of Qatarization, under which all joint venture industries and government departments strive to move Qatari nationals into positions of greater authority.The biggest rivalry is in telecomm sector between Qtel and Vodafone.

Comparison of Stereotypes and Stereotyping in A Dolls House and The Breakfast Club :: Movie Film comparison compare contrast

Stereotyping in A Doll's House and The Breakfast Club      Ã‚   When you see someone with expensive jewelry, driving a Lexus with tinted windows, rap music blaring from a mega stereo system, do you assume that he is a punk or drug dealer? This is an example of stereotyping. How are stereotypes assigned? Often they are created by society and are based on gender, race, religion, age, or social standing. Henrick Ibsen focused on the theme of stereotyping in his play A Doll's House.    In A Doll's House, Nora is seen as more an object than a person. When the play was written, women in general were viewed as wives and mothers, not individuals. Nora skillfully plays the part of obedient wife as Torvald questions her about what she did in town, assuring him that she "would never dream of doing anything [he] didn't want [her] to (Ibsen 933)." In "The Breakfast Club," the characters' peers designate stereotypes as a result of a combination of social status and behavior. Brian is "the brain" because he is an A student, Bender is "the criminal" on account of his rebellious behavior, and so forth. In his essay to Mr. Vernon, Brian addresses the stereotypes that have been placed on him and his peers:    "...we think you're crazy to make us write this essay telling you who we think we are. You see us as you want to see us...in the simplest terms and the most convenient definitions. You see us as a brain, an athlete, a basket case, a princess, and a criminal. Correct? That's the way we saw each other at seven o'clock this morning. We were brainwashed" (Hughes).    In agreement with the opening quote from the movie, these characters "are quite aware of what they're going through" (Hughes).    Stereotypes are superficial, however, and when they are peeled off they often reveal something completely unexpected. When Torvald receives the letter from Mr. Krogstad and learns of Nora's secret, he begins to see her as "a hypocrite, a liar...a criminal" (Ibsen 974). When the conflict is resolved and it becomes clear that no one will suffer because of her forgery, Torvald returns Nora's stereotype of vulnerable woman, telling her he "wouldn't be a proper man if [he] didn't find a woman doubly attractive for being so obviously helpless" (Ibsen 975). In "The Breakfast Club," the teenagers have been aware of their stereotypes for quite some time.

Literature review †Anxiety and Depression in the Workplace Essay

Emotional concerns in the workplace are a considerable loss to employee’s health and welfare. They slow down the performance of employee and so they are harmful to the organisational well-being as well. This literature review would put forward a concise introduction on the two frequently occurring emotional concerns in the workplace: anxiety and depression. Anxiety and depression are a usual and adaptive reaction to the individual who is undergoing such emotional problems in our surroundings. They are a normal part of life, and would take place at any time when there are considerable positive or negative changes in one’s life. In general, it is believed that some of the anxiety and depression are challenging and positive one but some are negative where the individuals feel difficult to handle it. Anxiety and depression would take place in personal life as well as work life. This literature review is mainly focused on how an employee who is suffering from anxiety and depression should behave and at the same time how managers should handle the situations when his/her employee is suffering from anxiety and depression. Analyzations and insinuations of such emotional problems are discussed in this review. Moreover, this literature review is endowed with sensible understanding in support of recognizing and dealing with the anxiety and depression in the workplace. This review also focuses on the role of manager as supporter to the employees by taking necessary initiative steps to decrease the possibilities of anxiety and depression in the workplace. Defining Depression and Anxiety: Defining the term ‘depression’ is very complex because of the involvement of intrinsic uncertainty. According to , ‘ depression can be witnessed as a condition of mood, as a special symptom manifesting itself in many different mental disorders, as a syndrome measured by depression rating scales, and as a clinical diagnosis operationalised in diagnostic classifications’. (Weiten, 2001) and (Barlow, 2005), who are the psychology book writers, highlighted the debilitating effect that depression has on an individual which was agreed by different researchers and scholars. Through his findings, Blair stated that depression is severely debilitating and the most common mental health disorder affecting society. This was further detailed in 2000 by Akiskal that irregular depressive mood experienced as low spirits, dejection, and sadness can be a normal reaction to disappointments, adversities, and losses and should be differentiated from depressive disorders, which represent actual psychological illness and are often accompanied by distinct impairment of psychological, somatic, and social functioning . Bender and Furman agreed with Blair and came to the conclusion in 2003 that depression was found to probably be incurable and had raised to become the world’s number one public health problem. An American judge held that depression is a misleading term for an extremely debilitating illness. (Seligman, et al.,) defined anxiety as â€Å" psychological and physiological state characterized by by somatic, emotional, cognitive, and behavioral components†. Davison stated that â€Å"it is the displeasing feeling of fear and concern† . Depression and Anxiety in the work place: In the present status of the economy, anxiety and depression in the workplace are the rising concerns where the employees are facing more and more situations of work overload, no job safety, no job satisfaction, and lack of self-sufficiency. Depression has significant economic impacts relative to lost productivity within the workplace . Workplace anxiety and depression have been exposed to have unfavorable impacts on employees’ health, well-being, workplace productivity, absenteeism, and workplace performance. Lost productivity involves presenteeism, in which the employee is present in the work setting but productivity is reduced due to health concerns or depressive symptoms, or in terms of absenteeism from work . Anxiety normally occurs when an individual senses that he/she is just going to face some circumstances on which he/she will not have control and ability to manage the situations. Particularly, workplace is the main ground where such situations happen to occur. Changes in the company such as restructurings, amalgamations and change in company policies are quite common incidents which take place in an organisation are some of the source anxiety. Now a day’s most of the organisations are trying to cut off their personnel to the least by putting more pressure on employees and overloading them with more work than their capacity to handle are also one of the main cause of anxiety. In workplace, employees are likely to suffer from anxiety in the following situations; when dealing with austere managers, when there are possibilities of downgrading, being tensed whether they can get their job task completed on time, Panic of getting terminated from their job In any organisations, there are certain existing rules, regulations and company policies which all the employees are enforced to stick on to. At times, these systems of the company can also cause anxiety and depression to an employee when there is some clash of pursuits between acting based on what he/she thinks is right and what the current system of the company states. Moreover, this situation can be pointed up further when the employees have to pact with customers or with the bond with their colleagues. Generally all the employees try to relieve their own anxiety and depression either by adjusting with their work environment or by resigning their job. To overcome such situations, individuals as well as organisations can take some initiative steps to ease the harmful impacts of anxiety and depression, or to prevent it from coming up in the initial stage. Effect of Depression and Anxiety: The course of adjustment to work environment results in employees’ anxiety and depression. Workplace stress is usually caused by employees’ acuity about their position in the organisation and includes the role of variance and role of vagueness. An employee’s perception of his/ her position in the workplace comes up from the job designation, interpersonal bond models, as well as from the emotion of discreteness and relation to others. Workplace depression states several behavior performance and behavioral shortfalls of an individual in the workplace (Lerner, et al., 2004; National Institute of Mental Health, 2011; Wallace, 2011; Wang et al., 2008). An employee who is suffering from anxiety and depression is affected psychologically, physiologically, cognitively. Some of the psychological effects are aggressiveness, evading societal situations, tapered forbearance to hand stress, loosing temper, becoming impatient deprived motor control. Physiologically, employee can suffer from fast heart beating, clammy hands, often headaches, muscle inflexibleness and aches, difficulties in breathing, indigestion, high blood pressure, frequent mood swings, change in eating habits, falling sick regularly and changes in weight. Anxiety would cognitively affect an individual’s capability of focusing, memory power and motor skills. Sometimes, an individual may not recall the names of the person whom he/she know or fails to remember what task he/she wanted to do. Depression and anxiety in the workplace would even effect the organisation in terms of financial loss. It was anticipated that 12 billion dollars was lost by the business and industry from lost output, 12 billion dollars was lost from non-attendance, for direct treatment costs business lost 26.1 billion dollars, and 5.4 billion dollars was lost due to death (Greenberg, et al., 2003; Lerner, et al., 2004). How employees should control their anxiety and depression? There are more possibilities of retaining the talents and experiences of the depressed employee for the organisations, if he/ she takes break for sometime from the work and then return back in a suitable and meaningful role. This would also decrease the possibilities of such occurrence of such situations. Every employee should know how to identify the situations of anxiety and depression and need to make use of personal coping strategies and develop. Employee can use the following methods in coping with their stress ; Meditating – learning Yoga Laughing therapy Spending some time in their hobbies on regular basis Sharing of feelings with their close ones Relaxation techniques – profound breathing, progressive relaxation, listening to relaxation music, massage therapy and hot baths Maintaining balanced diet Depressed employees need enough sleep Avoid consuming caffeine Exercising or joining in dance, swimming classes etc. These techniques will help in muscles relaxing; slowing down the heart beats and reduce emotional problems. This will also help them to concentrate and focus on things and manage anxiety and depression without any difficulty. Role of Organisation as supporters: First of all, the organisation should concentrate on the following question to determine where they are going wrong. i. Is there any circumstance that triggers employees’ anxiety in the workplace? ii. Is there any changes taking place in the organisation frequently? iii. Do the new rules and policies are threatening the employees? iv. Is there any terminations frequently done in the company that trigger the anxiety level of the employees? Successful organisations would assist their employees to defy the bigger demands, reduce their panics and negative levels in the market and the country as a whole. To overcome the emotional problems of the employees, the organisation should start implementing some strategies that can be useful in reducing the effect of depression and anxiety. The approaches are as follows; Company should allow the employer and employees to informal and frank communications so that both can have an opportunity of expressing any apprehensions. Company should have the best policies and procedures in the workplace ensuring the employees’ well-being. Company should send a message stating its support for each employee’s emotional concerns to all the employees. Organisation should aware of the work pressures handled by the employees, percentage of absenteeism and employees’ illness. They should also review their present policies and systems and indentify the positives and negatives of the same so as to change the policies suitable to the organisation. They should implement mental health policy which shows the commitment of the employer of taking care of all the employees who work for the organisation. This will prove that organisation identifies and agrees to the importance of psychological issues of the employees. Companies should make sure that all the employees feel their importance in the organisation and accept them as a part of the organisation. This will also help to reduce the stress level of the employee. They should implement management training and development with regards to anxiety and depression in the workplace. Training should be provided to employees about anxiety and depression. They should learn to identify the symptoms of depression on their own.. This will indeed help the employee’s to know recognise their problem at ease and prevent the circumstances before getting poorer. Manager should also be trained about depression and anxiety so as to be aware about the behavioural changes in the depressed and anxious employees and provide them assistance when need. To decease the situations of depression and anxiety among the employees, quite a lot of researchers have shown that organisations that implement training approaches to the managers tend to avoid practicing the following; Setting unrealistic short task deadlines Giving multifaceted job tasks to the employees without decision making authority Giving repetitive and tedious jobs only to the employee who is capable to doing thing much more than it Deprived management practices where managers are not supportive to the employees and takes unfair decisions. Not giving recognition and not congratulating for good tasks achieved by the employees Organisation should focus on employee engagement; implement programmes like Employee Assistance Programme (EAP), Stress Management Programme. Role of Employers as supporters: Different people are affected by depression and anxiety in different ways. Some people who experience anxiety or depression would manage to handle the situation and would continue with their work. But some people would definitely need a break. In such situations, there should be someone in the organisation to support the employee to return back to the workplace and this is possible only by the employers. Employers are required to realise the basis of such type of psychological problems, prevention of such emotional problems, and the array and efficiency of different treatments related to such problems. Employees can improve their performance of the work with the correct extent of anxiety. But if employee’s level of anxiety goes beyond the right extent, then there are possibilities of interference of anxiety with the employees’ performance of the work and their efficiency level. Employers are required to be familiar with various levels of anxiety or depression to facilitate the employees’ with an atmosphere that brings out their most excellent performances. How to identify anxiety or depression in the workplace? Employers should be conscious of the symptoms of depression and anxiety in the workplace. They should also try to identify the changes in the behavioral aspects of their employees. Some of the symptoms are as follows ; Irreconcilable or decreased productivity, Absenteeism, unpunctuality, or often nonappearance in the job site, Increased mistakes, decreased work excellence, Postponement, failure to reach targets, Extraction from collaboration, teamwork, or unnecessary arguments with colleagues, Over perceptive, over-responsive feelings, Becoming too besieged to work, Showing less interest in the work, Decreased work performance or deliberation procedures, Problems in focusing or recalling work responsibilities, Exhaustion and diminished energy level, Lessened attention, and Impaired educational and professional achievement How employers should deal with depressed or anxious employees? Employers should follow the below steps to deal with depressed or anxious employees. They should try to get some knowledge in regards to anxiety and depression, so as to obtain some ideas on what type of emotional problems the employees are undergoing and in what way they can support them. If the employees hesitate to respond to the questions, the employers should lend a hand to them to bring out their fears by showing care and supporting them. This would help to decrease their level of anxiety. Once the feasible ideas are identified, they should have informal meetings with their employees; listen to their problems and determine how to help them and offer support and encourage to them completely. Employees’ feels that their experiences are sensible. If they feel that they are depressed due to particular work related problems, then the employers should try to listen to their views in a laissez-faire manner and take action aptly. If any employee is acts in a different way, then the employer as well as co-workers should keep in mind that this is an outcome of his/her ill health and understand that it is not their fault. While taking these steps, it is the responsibility of the employers to maintain confidentiality about the health issues of depressed employee from other employees. Employers should inform other staffs in case of any changes in the work allocations without letting down the privacy of depressed employee. This would reduce the possibility of tittle-tattle among the other employees. Employers should be in contact with the employees when they are absent to the work and they can also provide a chance to them to present their views on tasks that are likely to happen in the office, in spite of their absence. They should provide them assistance personally and practically. For example, take them out with other staffs after office hours, encouraging them in their work, advising them eat well, inviting them to have lunch together. Employers should try to make their employees to feel more comfortable in the workplace by inviting them as well in the meetings, work related societal events to support them for speedy recovery from depression and anxiety. All the above steps would help the employee to get rid of their depression and anxiety and concentrate on their work. This will also help the employee to increase their motivation level and self esteem. Moreover, these steps will also help the managers and the organisation to be successful by increase in productivity and company profits. Conclusion: Various finding proves that depression and anxiety has negative impacts on individual, as well as organizations. This impact continues to be raising concern in the economy. Most of the people who are suffering from depression are working without taking any breaks with the anxiety of being terminated. Some try to control their depression by the awareness. Either directly or indirectly, depression has been the reason for many death by high blood pressure, heart attacks etc. Most of the workers are suffering physically and emotionally in the workplace due to harmful workplace atmosphere. From this literature review it is proved that these situations can be managed by individuals or by the management or by the organisation to reduce the psychological illness of the employees. Changes should be done from the hierarchy level and hence it is essential for the managers to identify that they have moral responsibility and authority to protect the physical and mental health of their employees . If the organisations follow the strategies and approaches mentioned in this literature review that and prevent employee from the emotional problems, facilitate required treatment, then the company can increase the net gains in productivity. References 1. Canadian Mental Health Association. (2009). Coping with too much stress. Retrieved 2012, from http://cmhanl.ca/education/publications/cwtms/index.php. 2. Angela, S. (2010). Anxiety and Stress: How Poor Performance and Absenteeism Affect the Workplace. Florida, USA: Dissertation.com. 3. Akiskal, H. S. (2000). Mood disorders: clinical features. In B. J. Sadock, & V. A. Sadock, Comprehensive textbook of psychiatry (7 ed., Vol. 1, pp. 1338–1377). Philadelphia: Lippincott Williams & Wilkins. 4. Barlow, D. H., & Durand, M. V. (2005). Abnormal Psychology: An Integrative Approach. 5. Bender, A. (2009). Depression in the workplace: Recognition and response. Benefits Canada 33 , 41. 6. Bender, K., & Furman, R. (2003). The Social Problem of Depression: A Multi-theoretical Analysis. 30 Journal of Sociology and Social Welfare , 123 . 7. Blair, D. A. (1999). Employees Suffering from Bipolar Disorder or Clinical Depression: Fighting an Uphill Battle for Protection Under Title 1 of the Americans with Disabilities Act. 12 Seton Hall Law Review , 1347. 8. Clark, J. (2002). Stress: A management guide. London: Spiro Press. 9. Cox, A. A., Ness, K. M., & Carlson, R. F. (2010). International perspectives on depression in the workplace. Retrieved 2012, from http://counselingoutfitters.com/vistas/vistas10/Article_04.pdf. 10. Cox, A. N. (2008). Depression in the workplace. Retrieved from VISTAS 2008 Online: http://counselingoutfitters.com/vistas/vistas08/Cox.htm 11. Davison, G. C. (2008). Abnormal Psychology. Toronto: Veronica Visentin. 12. Eyers, K., & Parker, G. (2011). Tackling Depression At Work: A Practical Guide for Employees and Managers. New York: Routledge. 13. Frew, J. (2004). Motivating and leading dysfunctional employees. In J. C. Thomas, & M. Hersen (Eds.), Psychopathology in the workplace: Recognition and adaptation (pp. 293-311). New York: Brunner-Routledge. 14. Greenberg, P. E., Kessler, R. C., Birnbaum, H. G., Leong, S. A., Lowe, S. W., Berglund, P. A., et al. (2003). The economic burden of depression in the United States: How did it change between 1990 and 2000? Journal of Clinical Psychiatry, 64 , 1465-1475. 15. Healey, J. (2006). Anxiety and depression. Thirroul, N.S.W.: Spinney Press. 16. Hayes, J. (2011). Dealing with Anxiety and Depression in the Workplace. Retrieved 2012, from http://www.ibectraining.ie/IBEC/Training/IBECTAD.nsf /vPages/Information_Centr

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