The Law of Obligations and Evidence - Free Essay Example

Sample details Pages: 5 Words: 1591 Downloads: 4 Date added: 2017/06/26 Category Law Essay Type Cause and effect essay Level High school Topics: Contract Law Essay Did you like this example? 1. Brief introduction to the scenario 1.1 Significant facts found between Barnard Building (BB) and Happy Construction (HC) HC negotiated with BB and was successful in winning the contract. BB sent the offer letter to HC with detailed term and conditions via post. HC sent a counter offer via post. No communication is made from BB afterwards. HC signed a contract with Edward Building Specialists (EBS), and sent a letter to BB to withdraw their acceptance. BB threatened to take legal action against HC. 1.2 Significant facts found Between EBS and HC HC signed the contract with EBS.to build steel structure for a high rise building. HC emailed a scanned version of the signed contract documents to EBS. Also HC sent the original signed documents to EBS via courier. Contract Clauses 5 and 10 are related to employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ health and safety and milestones of the project in order as given in the scenario.[1] HC circulated EBSà ¢Ã¢â€š ¬Ã¢â€ž ¢s health and safety procedures among all employees. All the employees did not read but signed a document confirming they have understood the policies. Wearing safety harness and being clipped on the safety rail is one of those procedures while working at height. One of HCà ¢Ã¢â€š ¬Ã¢â€ž ¢s employees fell down from the height and became paraplegic, as it was second fall and most serious. As the result EBS decided to terminate HC. 1.3 Significant facts found Between Susan and HC Susan is HCà ¢Ã¢â€š ¬Ã¢â€ž ¢s employee working as a steel welder. Health and safety procedures were circulated to her as well. Always she unclipped her from the safety rail while moving one section to the next, as being clipped while moving was impractical. She did not inform to anyone about that or did not listen her colleagueà ¢Ã¢â€š ¬Ã¢â€ž ¢s advice. She fell down while unclipped and became paraplegic. 2. Advice to HC by considering events occurred between BB and HC A negotiation is a formal discussion between people who are trying to reach an agreement.[2] While two parties are engaged on negotiation there will be a lot of bargain on the offer until the à ¢Ã¢â€š ¬Ã…“meeting of mindsà ¢Ã¢â€š ¬Ã‚  is reached. Parties can halt the negotiation at any levels, either initial or matured stage, if the meeting of minds is not reached. Sometimes this will cause disputes, because one party may think that other party has agreed a contract with them while other party will be thinking that they are still negotiating on the offer.[3] In the given scenario, there is no such misunderstanding from BB, because the scenario says à ¢Ã¢â€š ¬Ã…“HC was successful in winning the contract and BB prepared the offer letter with detailed terms and conditions of the proposed contract.à ¢Ã¢â€š ¬Ã‚ [4] A contract is a legally binding or valid agreement between two parties.[5] Generally a contract can be agreed either orally or in writing. A legally binding agre ement includes, Don’t waste time! Our writers will create an original "The Law of Obligations and Evidence" essay for you Create order The intention to create legal relations As construction agreements are falling under commercial agreements, we can presume BB and HC had intention to create legal relations.[6] Legal capacity BB and HC as construction companies will be registered under Companies Act 1996, therefore we can presume they have legal capacity. Offer In simple terms this is a willingness to do or give something to somebody. It is seen as a main body of a contract. Price, unit, quantity and the like form parts of an offer. Also Offer can be in verbal. Acceptance An acceptance is an unqualified assent to all the terms of the offer.[7] It can also be in verbal form Consideration (in English Law) Consideration is the benefit that each party gets or expects to get from the contractual deal[8] Here BB will pay wages to HC to the steel framework built on behalf of it. à ¢Ã¢â€š ¬Ã…“à ¢Ã¢â€š ¬Ã‚ ¦the doctrine of consideration requires the existence of a bargain but it does not demand that the bargain be a good one.à ¢Ã¢â€š ¬Ã‚ [9] Therefore we can conclude in our case that the contract formed orally. It is not must to a construction contract to be in writing, but it is preferred to avoid the unnecessary disputes in future. But the consequent events are not supporting us to come to that conclusion, because, afterwards BB sent the offer letter to HC with all the terms and conditions. The basic formula of a contract is that there must be an offer, followed by an acceptance meeting the offer.[10] Also, we are not sure that the written offer sent by BB comprised all the scope, terms, and conditions as they discussed at the time of negotiation. Generally to form the contra ct the offeree needs to accept the offer from the offeror as is. Otherwise it will be treated as rejection of the initial offer. In our case, upon the receipt of the offer from BB, HC made minor changes on payment terms and completion date. It means HC did not reject the offer but made minor changes on the original offer. This is called as qualified acceptance or counter offer in law. If offeree is sending a counter offer it means the initial offer has gone null and void. In other words initial offer has been killed by counter offer, no longer capable of acceptance. Even HC accept again the initial offer also, BB does not required to bind on it.[11] But If BB agreed to the changes made by HC then there will be a new contract formed. Another important point here is that HC sent its qualified acceptance via post. According to the postal rule, an acceptance becomes effective from the time of posting. But as this is a counter offer contract will not become valid until the initial offero r accept the offer. Here in our case, BB was silent on the counter offer by HC. Expect the rare situations, silence will not be considered as acceptance of the offer. Even though, Whilst HC signed a contract with EBS, concurrently it sent a letter to withdraw their acceptance to BB. It can be seen only as revocation of counter offer. An offer can be withdrawn before the acceptance by effectively communicating with the offeree.[12] In England Wales jurisdictions if the offeror did not define the period of time open for the acceptance along with its own consideration the offer can be withdrawn at any time.[13] It can be applicable to counter offer as well. So in our case HC revoked its counter offer according to right procedures. But BB threatened to take legal action against HC. In case, if BB goes for a legal action, it needs to prove that it is suffering to a material extent as it took some steps based on the promises of HC at the time of negotiation with prior knowledge of HC. But this concept is widely applicable only in Scotland. English courts may see this case in such view if applicable. Generally English courts do not accept prior negotiations as evidence because the bargains between the parties during the negotiation stages towards finalising the contract may change suddenly until the contract is agreed.[14]Also BB cannot argue that HC signed a contract with EBS before revocation of their qualified acceptance, because HC as a construction company has right to involve in one or more contract according to its operational capacity. 3. Advice to HC by considering events occurred between BB and HC 4. Bibliography 4.1 BOOKS Richard Stone, The Modern Law of Contract, 10th ed, Routledge, Oxon,2013 Fafinski, S Finch E, Law Express: Contract Law (Revision Guide), Pearson Education: 2012 McKendrick, Contract Law, Text materials 2003 4.2 ELECTRONIC SOURCES The law hand book, your practical guide to the law in Victoriaà ¢Ã¢â€š ¬Ã¢â€ž ¢ https://www.lawhandbook.org.au/handbook/ch12s01s01.php accessed 10 January 2015. Magazine insite law, Daily online law news and law blogsà ¢Ã¢â€š ¬Ã¢â€ž ¢ https://www.insitelawmagazine.com/ch4acceptance.htm accessed 10 January 2015. Nolo, Law for all, Consideration: Every Contract Needs Ità ¢Ã¢â€š ¬Ã¢â€ž ¢ https://www.nolo.com/legal-encyclopedia/consideration-every-contract-needs-33361.html accessed 10 January 2015. Sarah Cole, à ¢Ã¢â€š ¬Ã‹Å"Mersey Docks Harbour Board v. Coggings Griffithsà ¢Ã¢â€š ¬Ã¢â€ž ¢ https://www.safetyphoto.co.uk/subsite/case m n o p/Mersey Docks v. Coggins Griffiths.htm accessed 31 December 2013. 4.3 CASES Edwards v Skyways Ltd. [1964] 1 WLR 349 Harvey v Facey [1893] UKPC 1, [1893] AC 552 Pickfords Ltd v Celestica Ltd [2003] All ER (D) 265 (Nov) Byrne Co v Leon Van Tien Hoven Co [1880] 5 CPD 344 Routledge v Grant (1828) 4 Bing 653. Prenn v Simmonds [1971] 1 WLR 1381 4.4 STATUTORY PROVISIONS Companies Act 1996 Law of Property (Miscellaneous Provisions) Act 1989, s.1 Unfair Contract Terms Act 1977(UTCA) S2 S14 Personal Protective Equipment at Work Regulations 1992/2966 Health and Safety act 1974 Occupiers Liability Act [1] à ¢Ã¢â€š ¬Ã…“Clause 5. Happy Construction must ensure that all of their employees are informed and abide by EBS health and safety policies at all times whilst on site. Any breach of this clause will result in Happy Construction assuming all liability for any tortious acts resulting from the breach.à ¢Ã¢â€š ¬Ã‚  à ¢Ã¢â€š ¬Ã…“Clause 10. Happy Construction undertake to meet all milestones. Failure to do so where there is no reasonable reason for the delay, will result in the EBS having the right to terminate the contract immediately.à ¢Ã¢â€š ¬Ã‚  [2] Oxford advanced learnerà ¢Ã¢â€š ¬Ã¢â€ž ¢s dictionary 8th edition [3] Harvey v Facey [1893] UKPC 1, [1893] AC 552 [4] This is statement will be contrasted further below [5] https://www.lawhandbook.org.au/handbook/ch12s01s01.php [6] Edwards v Skyways Ltd. [1964] 1 WLR 349. [7] https://www.insitelawmagazine.com/ch4acceptance.htm [8] https://www.nolo.com/legal-encyclopedia/consideration-every-contract- needs-33361.html [9] McKendrick, Contract Law, Text materials 2003 [10] BSM 743 Lectures Notes Topic 4: Introduction to Contractual Obligations Formalities [11] Pickfords Ltd v Celestica Ltd [2003] All ER (D) 265 (Nov) [12] Byrne Co v Leon Van Tien Hoven Co [1880] 5 CPD 344 [13] Routledge v Grant (1828) 4 Bing 653. [14] Prenn v Simmonds [1971] 1 WLR 1381

Critical Analysis of an Article on HIV/AIDS Prevention...

Introduction: This review is about the main points, gaps and critique of the article. The main information provided in this review will help you gain new insight on women HIV/AIDS prevention issues. As a society, we focus on individualist ways of prevention. We try to enforce and educate individuals on HIV/AIDS prevention on an individual level but it’s more complex because women have a lower status compared to men, this disempowerment can lead to violence in relationships with men therefore, negotiating condom use for women can lead to violence. The angle this review will be focusing on is how these gender roles affect women’s HIV sexual risk behaviours and behaviour reduction. Article Structure: The article was organized very well†¦show more content†¦Lastly, we need to understand that HIV/AID affects men and women differently; women are more susceptible physically and emotionally. Men can transmit the virus to females easier then vice versa. Since men usually have higher power than women, they are more likely to decide on condom use. There are still gaps in HIV/AIDS prevention. Firstly, just recently the female condom has been put into place to give women the power in controlling their sexuality but this is not the social norm compared to the male condom, thus creating many problems still. The female condom is not as widely accepted therefore it still creates barriers (e.g. accessibility) for many women using it. Secondly, most researchers did not provide a theoretical framework for understanding gender differences or the social factors that could be important for risk reduction of HIV/AIDS in women. Article critique: The limitations stood out to me about the article. Since most of the models (e.g. The health belief model (HBM) or The theory of reasoned action model (TRA)) are based on the individual and rarely consider the cultural and social context consequently failing to account for behaviour change and risk factor. It’s hard to tie in the theoretical concepts of these models in prevention for women. This makes me question how useful these models are in the context of HIV prevention among women. Also, it is very unfortunate that many sexual encounters are imposed, not voluntary. This puts women at risk forShow MoreRelatedPhiladelphia Movie Review1571 Words   |  7 PagesPhiladelphia Prepare a critical analysis of the movie Philadelphia (1993). Ensure that you address the following: * Myths and stereotypes about homosexuals and people living with HIV/AIDS (PLWHA) helped to propel his dismissal from the firm? * Prejudice, discrimination, oppression, and institutional discrimination. * Include analysis of any additional issues for gays and lesbians such as legal empowerment, violence against them, coming out, ethnicity, and AIDS. * Suggest strategiesRead MoreEssay about The Impact of Two Global Health Promotion Initiatives2942 Words   |  12 Pagesof eight time-bound health related objectives, adopted in 2000 by all member states of the United Nations, and at least 23 international organisations(6). Generally, there are many factors that affect the distribution of health globally including issues like climate change, food security, gender inequalities, racism, war and conflict, lack of education and globalisation(7). However, the impacts of these factors are not equally distributed, leading to differences in quality of health and health careRead MoreChild Marriage in India4546 Words   |  19 PagesIndia overall, roughly 47.6 percent of girls are married by the age of eighteen (The implications of early marriage, 2004). Despite international human rights efforts, the eradication of child marriage is greatly hindered by the intertwined social issues that often lead to and are then in turn reinforced by the practice. Various underlying social factors inform why child marriage exists, including: traditional gender norms; the value of virginity and parental concerns surrounding premarital sex;Read MoreThe Development And Implementation Of Social Development Initiatives Essay1931 Words   |  8 Pagesrealization that human trafficking is not just explicitly related to women and the sex trade as is largely publicized, but the growing and largely overlooked forced labor and organ trading. This chapter will focus on conditions within Southeast Asia that draw trafficking to the region and what amounts to recognizing it, preventing it, and making those who deal ‘in it’ accountable. Whilst Southeast Asia detrimentally underestimates the issue, there are a significant number of organizations working acrossRead MoreHiv/Aids Summary of Research Study8804 Words   |  36 PagesImmunodeficiency Virus (HIV) results in destruction of the body’s host defenses and immune system leading to the condition called Acquired Immune Deficiency Syndrome (AIDS). HIV-AIDS is one of the world’s greatest public health crises. For many years , because of lack of understanding and effective treatment, it is now considered a rapidly progressing fatal disease. HIV infection in humans is considered pandemic by the World Health Organization (WHO). The Center for Disease Control and Prevention (2003) reportedRead MoreHealthcare in South Africa3476 Words   |  14 Pagesmiddle-income nation, but health outcomes are worse than those of low-income nations in the region. The persistent socio-economic divide between the rich and poor is vast and much of the health problems still facing the nation are poverty related. HIV remains prevalent in South Africa, with 5.6 million people currently infected. Players in the global health are consumed by and devote much of their resources to this one nation. Setting in place established indicators of health status as defined byRead MoreExaming the Cultural Practice of Ukuthwala and Its Impact on the Rights of the Child13071 Words   |  53 Pagesespecially women and girl children. Some ca use excruciating physical pain while others subject them to humiliating and degrading treatment. Harmful traditional practices emanate from the deeply entrenched discriminatory views and beliefs about the role and position of women in society. The role differentiation and expectations in society relegate women to an inferior position from birth throughout their lives. Harmful traditional and cultural practices maintain the subordination of women in societyRead MoreHiv Introduction10077 Words   |  41 PagesHIV From Wikipedia, the free encyclopediaJump to: navigation, search AIDS virus redirects here. For the computer virus, see AIDS (computer virus). For the village, see Hiv (village). For the administrative subdivision, see Hiv Rural District. HIV Classification and external resources Diagram of HIV ICD-10 B20-B24 ICD-9 042-044 OMIM 609423 MedlinePlus 000602 eMedicine article/783434 MeSH D006678 Human immunodeficiency virus (HIV) is a lentivirus (a member of the retrovirus family) thatRead MoreDiscuss the Importance of Non Verbal Communication to Education24125 Words   |  97 Pages------------------------------------------------- Top of Form Bottom of Form IFAD strategy paper on HIV/AIDS for East and Southern Africa IFAD strategy paper on HIV/AIDS for East and Southern Africa A. Assessing the Impact of HIV/AIDS on IFAD-Supported Projects 34. This section looks at the relevance of HIV/AIDS to agricultural and rural development projects, considering the vulnerability of project target groups and IFAD project staff and their families to HIV/AIDS; the reduced project implementation capacity resulting from theRead MoreA Knowledge, Attitudes and Practices Survey regarding Sex, Contraception and Sexually Transmitted Diseases among Commerce College Students in Mumbai2000 Words   |  8 Pagesrise of sexual crimes and the lack of sexual awareness and education among other factors (8). Thus, in the current scenario, sexuality education and awareness are paramount. Sexuality education comprises of physiological, psychological and social issues related to sex, a lack of which may lead to inappropriate attitudes and practices. Sex education can help children transform into well-adjusted adults with established sexual identity, functioning, and ability. Previous studies have revealed a less

Booker T. Washington (542 words) Essay Example For Students

Booker T. Washington (542 words) Essay Booker T. WashingtonBooker T. Washington was the first African American whose likeness appeared on a United States postage stamp. Washington also was thus honored a quarter century after his death. In 1946 he also became the first black with his image on a coin, a 50-cent piece. The Tuskegee Institute, which Washington started at the age of 25, was the where the 10-cent stamps first were available. The educators monument on its campus shows him lifting a symbolic veil from the head of a freed slave. Booker Taliaferro Washington was born a slave on April 5, 1856, in Franklin County, Va. His mother, Jane Burroughs, was a plantation cook. His father was an unknown white man. As a child, Booker swept yards and brought water to slaves working in the fields. Freed after the American Civil War, he went with his mother to Malden, W. Va. , to join Washington Ferguson, whom she had married during the war. At about age 16 Booker set out for Hampton Normal and Agricultural Institute, which had been established by the chief of the Freedmens Bureau to educate former slaves. He walked much of the way, working to earn the fare to complete the long, dusty journey to Virginia. For his admission test he repeatedly swept and dusted a classroom, and he was able to earn his board by working as a janitor. After graduation three years later he taught in Malden and at Hampton. A former slave who had become a successful farmer, and a white politician in search of the Negro vote in Macon County obtained financial support for a training school for blacks in Tuskegee, Ala. When the board of commissioners asked the head of Hampton to send a principal for their new school, they had expected the principal to be white. Instead Washington arrived in June 1881. He began classes in July with 30 students in a shanty donated by a black church. Later he borrowed money to buy an abandoned plantation nearby and moved the school there. By the time of his death in Tuskegee in 1915 the institute had some 1,500 students, more than 100 well-equipped buildings, and a large faculty. Washington believed that blacks could promote their constitutional rights by impressing Southern whites with their economic and moral progress. He wanted them to forget about political power and concentrate on their farming skills and learning industrial trades. Brickmaking, mattress making, and wagon building were among the courses Tuskegee offered. Its all-black faculty included the famous agricultural scientist George Washington Carver. The open controversy over acceptable black leadership dated from 1895, when Washington was invited to address a white audience at the Cotton States and International Exposition in Atlanta, Ga. While emphasizing the importance of economic advancement to blacks, he repeatedly used the paraphrase, Cast down your bucket where you are. Some blacks were incensed by his comment, The wisest among my race understand that the agitation of questions of social equality is the extremest folly. Others feared that the enemies of equal rights were encouraged by his promise, In all things that are purely social we can be as separate as the fingers, yet one as the hand in all things essential to mutual progress.

Stress Management Trends and Growth

Question: Discuss about the Stress Management Trends and Growth. Answer: Introduction: Stress is an emotional feeling of an individual that appears when an individual is faced with some problem or demand (Girdano et al. 2012). Stress put effect on the physical and psychological condition of a person and might result in mental, physical and emotional strain. Acute stress: The most common form of stress that comes from the intense pressure and demand at work. This type of stress is most common among people at the work place when the employees are told to focus on their work (Johnson et al. 2013). Episodic acute stress: The stress that occurred among people due to excessive worrying on a particular issue (Wolever et al. 2012). At times, employees have to deal with certain projects that last for a long time. In those projects, episodic acute stress occurs easily. Chronic stress: The stress that an employee might have to face with the fear of losing the job (Gorman et al. 2012). This type of fear is common among the employees due to intense competition and replacement of employees at work. The aim of the paper is to understand the level of stress at work. JP Morgan Chase has been selected for the case study of the paper. An evaluation of the various causes of stress and the symptoms of the stress at the Organization will be carried on. On the basis of the finding, certain solutions will be proposed to reduce the level of stress and the role of the HR management in managing the level of stress at workplace. Stress caused to an employee at the organization can be broadly divided under two categories. These are: Organizational factors: The stress that is caused due to increasing responsibility or pressure of work at the workplace on the employees is considered to be organizational stress factors (Rose et al. 2013). A number of reasons can be stated as under which causes stress at an organization. Task demand: It might happen that the responsibility on an employee is greater than the capability of the person. In many organizations, the work has become target based and every employee has to meet target. However, for few, meeting this target might create stress (Wolever et al. 2012). The situation at JP Morgan Chase is such that the employees are expected to be flexible to work at different positions. Sometimes, the responsibility might not match with the personality and trait of the person performing the task (Wolever et al. 2012). Role demand: Every employee is given different roles and responsibilities to perform. An employee is usually faced with stress when the person is not able to perform his or her responsibility effectively (Lottrup et al. 2012). This is when, the person get pressurized from the management that increases the stress. Interpersonal demand: People at the higher authority often have to perform more responsibility at the workplace. Expectation automatically increases on those groups of people and it demand for more work pressure that ultimately results in stress (Bhui et al. 2016). Organizational Structure: As per the organizational structure, certain vital responsibilities rest on few persons and they have to deal with various types of circumstances. This is when this group of people have to suffer utter distress (Shaw et al. 2012). The organizational structure is rigid and the employees are supposed to follow the instruction of these people at higher position. Organizational leadership: Leaders have to perform lots of responsibilities in managing people under them. At many times, there occur problems due to misunderstanding or mismatching attitude with the leaders and the team members (Jenny et al. 2015). This automatically creates stress on the leader. No such issues have been evident in terms of bad leadership in the organization at JP Morgan Chase. Personal Factors: Apart from the issues at the organization, a person might suffer from stress due to various personal factors. These factors are: Family Issues: As commented by Berman et al. (2015), that apart from the organizational issues, a person has to face with family issues as well. Any issue related to family problems is a major reason of stress for a person that at times reflects on the work of the person as well. Economic Problems: Economic and financial problems are common among people that creates stress. Life activities are largely depended on money. When a person lacks sufficient money, the person develops stress (Cooper 2015). This stress can directly reflect in the performance of the person at the workplace. The employees that get less salary are more often to fall under this category of stress. Inherent Personality Characteristics: Some people have certain characteristics of inheriting stress. These people suffer from ultimate stress levels even for minute issues. For those people, taking stress is common (Shaw et al. 2012). However, at many times, due to this nature of people, the Organization as a whole has to suffer. These are some of the reasons behind the creation of stress in an individual but it has to be understood that stress is a kind of emotion that might arise at any point of time due to any condition. The particular organization should have the basic responsibility of taking care of the situation if the employees are found to suffer due to them. Symptoms of Stress: The harmful emotional and physical responses that happen to a person when there is a conflict between job demand and the performance of the employee at the workplace results in workplace stress. A number of symptoms are common among the employees when they suffer from stress. These symptoms can be broadly categorised into three categories. These are: Physiological symptoms: These symptoms are observed in a person in terms of certain changes in the traits and characteristics of the person. These include, sudden increase of blood pressure, headache and to adverse situation increase of the pulse rate of the person under stress (Bhui et al. 2016). Psychological symptoms: Increased level of stress also leads to certain psychological symptoms as well. These include increased level of tension, anxiety and boredom. The person might suffer procrastination that ultimately leads to the decrease of productivity of the person (Abraham 2013). Behavioural symptoms: a number of behavioural symptoms can also be observed on the person suffering from stress. These behavioural stress symptoms include increased smoking or other addictive substances like increasing consumption of alcohol. At times, it is often found that due to increased level of stress, the person suffering from stress is often found to fight with various situations like isolation from self or conflicting with others at work or personal place (Houghton et al. 2012). The stress sometimes comes out by the means of frustration, irritability, anger, powerlessness and restlessness. However, these symptoms are often expression less but requires great effort to deal with the stressful situation. It completely depends on the part of the victim to understand the problems and fight against the odd situations. It is only when the person is able to combat with the situation the level of stress can be reduced (Bhui et al. 2016). The above stated symptoms are common among the employees of various organizations. JP Morgan Chase is also a well established and reputed company in its industry. The company puts pressure on the employees to fight against the increasing competition in the market. It is by the means of increasing the productivity of the organization, the employees are often over stressed with huge responsibilities and duties. Reducing Stress: As stated by Houghton et al. (2012), in order to keep the functionalities and operations of the organization keep going on in a right way, it falls under the responsibility of the HR department of the organization to tackle the situation and manage to reduce stress. Role of HR department in helping employees cope with stress: Human resource staff should present on the front line for dealing with situations of stress related to work. In fact, it falls under the responsibility of the staff of the HR department to come up with different policies and strategies to help employees fight against stress. Some of the steps that the HR of the organization might undertake to fight against the stress caused among the employees can be stated here: Matching individual to their jobs: One of the crucial jobs of the HR is to understand the right person for the right job. If the right person is given the right duty to perform, then there will be definitely less stress among the people working in the organization (Houghton et al. 2012). Clarifying expectations: At times, it happens that the expectation of the employees is very high in regards to the job and responsibility that they have to perform (Michington 2014). It is important to clarify those expectation and as per the necessity, fulfilling the expectation of the employees. At JP Morgan, the organization has a number of retention and motivation plans that helps the employees to meet their expectation. Redesigning jobs: As commented by Bhui et al. (2016), sometimes the employees should be given different jobs to perform at the organization. For companies like JP Morgan Chase, this could be an easy way to combat against the stress suffered by the employees due to their job role. At the Bank, the job responsibilities are often shuffled and reshuffled that the employees do not face boredom while doing their jobs. Offering employee involvement and participation: Another way by which employees can be motivated and they can be made stress relieved is by offering them involvement and participation with the higher authority and major decision making functionalities of the organization (Michington 2014). At JP Morgan Chase, it has been observed that the employees working with the company for a long time are often involved with the management decision. This way they are motivated and stress is reduced (Frost 2014). Wellness Programs: Every organization should run wellness programs as well to fight against any situation that leads to creation or increase of stress among the people at the organization. Such programs might include offering office parties at a regular interval that help to reduce the regular burden and stress of the employee (Romious et al. 2016). The management of JP Morgan EAPs: Employee Associate Programs are also effective ways to fight against increasing stress among the employees or people at work. There are a number of EAPs that are designed to improve the performance of the employees at JP Morgan Chase (Michington 2014). Conclusion: The report highlighted the different types of stress and the reason behind the creation of stress among the employees of an organization. A case study of JP Morgan Chase, the bank has been considered as the case study for the report. It has been observed that there are various types of stress that occurs on an individual due to some activities at work. A number of situations have been identified that reduces the stress on the employees at the organization. It falls under the responsibility of the HR department of the organization to understand the situation that creates stress among the people and think of better ways to fight against those situations. It has also been found that the HR management of JP Morgan think of the employees at the workplace and often make efforts to reduce the stress of the employees. There are a number of retention policies and strategies as well that are designed separately to help the employees to overcome any kind of situation that causes stress. By the end, it can be said that in an organization, there will be a number of situations that will create distress for the people working in the organization that will ultimately result in creation of the stress but it should be the prime responsibility of the HR department to understand the situation and think of better ways to improve the condition of the workplace. References: Abraham, S., 2013. Workplace Stress and Its Management. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2015.Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Bhui, K., Dinos, S., Galant-Miecznikowska, M., de Jongh, B. and Stansfeld, S., 2016. Perceptions of work stress causes and effective interventions in employees working in public, private and non-governmental organisations: a qualitative study.BJPsych Bull, pp.pb-bp. Cooper, C.L., 2015. Stress Management Interventions: Reflections. InDerailed Organizational Interventions for Stress and Well-Being(pp. 271-273). Springer Netherlands. Frost, J.G.L., 2014. EEOC v. JP Morgan Chase Bank, NA. Girdano, D., Dusek, D.E. and Everly Jr, G.S., 2012.Controlling stress and tension. Pearson Higher Ed. Gorman, A.M., Healy, S.J., Jger, R. and Samali, A., 2012. Stress management at the ER: regulators of ER stress-induced apoptosis.Pharmacology therapeutics,134(3), pp.306-316. Houghton, J.D., Wu, J., Godwin, J.L., Neck, C.P. and Manz, C.C., 2012. Effective Stress Management A Model of Emotional Intelligence, Self-Leadership, and Student Stress Coping.Journal of Management Education,36(2), pp.220-238. Jenny, G.J., Brauchli, R., Inauen, A., Fllemann, D., Fridrich, A. and Bauer, G.F., 2015. Process and outcome evaluation of an organizational-level stress management intervention in Switzerland.Health promotion international,30(3), pp.573-585. Johnson, S.J., Holdsworth, L., Hoel, H. and Zapf, D., 2013. Customer stressors in service organizations: The impact of age on stress management and burnout.European Journal of Work and Organizational Psychology,22(3), pp.318-330. Lottrup, L., Grahn, P. and Stigsdotter, U.K., 2013. Workplace greenery and perceived level of stress: Benefits of access to a green outdoor environment at the workplace.Landscape and Urban Planning,110, pp.5-11. Minchington, B., 2014. Who must lead employer branding?: international waters-employer branding.HR Future, pp.14-17. Romious, T.S., Thompson, R. and Thompson, E., 2016. Ethics Training and Workplace Ethical Decisions of MBA Professionals.Journal of Education and Learning,5(1), p.190. Rose, R.D., Buckey, J.C., Zbozinek, T.D., Motivala, S.J., Glenn, D.E., Cartreine, J.A. and Craske, M.G., 2013. A randomized controlled trial of a self-guided, multimedia, stress management and resilience training program.Behaviour Research and Therapy,51(2), pp.106-112. Shaw, W.S., Tveito, T.H., Geehern-Lavoie, M., Huang, Y.H., Nicholas, M.K., Reme, S.E., Wagner, G. and Pransky, G., 2012. Adapting principles of chronic pain self-management to the workplace.Disability and rehabilitation,34(8), pp.694-703. Wolever, R.Q., Bobinet, K.J., McCabe, K., Mackenzie, E.R., Fekete, E., Kusnick, C.A. and Baime, M., 2012. Effective and viable mind-body stress reduction in the workplace: a randomized controlled trial.Journal of occupational health psychology,17(2), p.246.