Biography of Walt Disney, Animator and Film Producer

Walt Disney (born Walter Elias Disney; December 5, 1901–December 15, 1966) was a cartoonist and entrepreneur who developed a multibillion-dollar family entertainment empire. Disney was the renowned creator of Mickey Mouse, the first sound cartoon, the first Technicolor cartoon, and the first feature-length cartoon. In addition to winning 22 Academy Awards in his lifetime, Disney also created the first major theme park: Disneyland in Anaheim, California. Fast Facts: Walt Disney Known For: Disney was a pioneering animator and film producer who won 22 Academy Awards and built one of the largest media empires in the world.Born: December 5, 1901 in Chicago, IllinoisParents: Elias and Flora DisneyDied: December 15, 1966 in Burbank, CaliforniaAwards and Honors: 22 Academy Awards, Cecil B. DeMille Award, Hollywood Walk of Fame, Presidential Medal of Freedom, Congressional Gold MedalSpouse: Lillian Bounds (m. 1925-1966)Children: Diane, Sharon Early Life Walt Disney was born the fourth son of Elias Disney and Flora Disney (nà ©e Call) in Chicago, Illinois, on December 5, 1901. By 1903, Elias, a handyman and carpenter, had grown weary of crime in Chicago; thus, he moved his family to a 45-acre farm he purchased in Marceline, Missouri. Elias was a stern man who administered â€Å"corrective† beatings to his five children; Flora soothed the children with nightly readings of fairy tales. After the two eldest sons grew up and left home, Walt Disney and his older brother Roy worked on the farm with their father. In his free time, Disney made up games and sketched the farm animals. In 1909, Elias sold the farm and purchased an established newspaper route in Kansas City, where he moved his remaining family. It was in Kansas City that Disney developed a love for an amusement park called Electric Park, which featured 100,000 electric lights illuminating a roller coaster, a dime museum, penny arcade, swimming pool, and a colorful fountain light show. Rising at 3:30 a.m. seven days a week, 8-year-old Walt Disney and brother Roy delivered the newspapers, taking quick naps in alleyways before heading to Benton Grammar School. In school, Disney excelled in reading; his favorite authors were Mark Twain and Charles Dickens. Love of Drawing In art class, Disney surprised his teacher with original sketches of flowers with human hands and faces. After stepping on a nail on his newspaper route, Disney had to spend two weeks in bed recuperating. He spent his time reading and drawing newspaper-style cartoons. Elias sold the newspaper route in 1917 and bought a partnership in the O-Zell Jelly factory in Chicago, moving Flora and Walt with him (Roy had enlisted in the U.S. Navy). Sixteen-year-old Walt Disney attended McKinley High School, where he became the school newspaper’s junior art editor. To pay for evening art classes at the Chicago Academy of Fine Arts, he washed jars in his father’s jelly factory. Wanting to join Roy, who was fighting in World War I, Disney tried to join the Army but at age 16 he was too young. Undeterred, he joined the Red Cross’ Ambulance Corps, which took him to France and Germany. Animation After spending 10 months in Europe, Disney returned to the U.S. In October 1919, he got a job as a commercial artist at the Pressman-Rubin Studio in Kansas City. Disney met and became friends with fellow artist Ub Iwerks at the studio. When Disney and Iwerks were laid off in January 1920, they formed Iwerks-Disney Commercial Artists. Due to a lack of clients, however, the duo only survived for about a month. After getting jobs at the Kansas City Film Ad Company as cartoonists, Disney and Iwerks began making commercials for movie theaters. Disney borrowed a camera from the studio and began experimenting with stop-action animation in his garage. He shot footage of his animal drawings using different techniques until the pictures actually â€Å"moved† in fast and slow motion. His cartoons (which he called Laugh-O-Grams) eventually became superior to the ones he was working on at the studio; he even figured out a way to merge live action with animation. Disney suggested to his boss that they make cartoons, but his boss flatly turned down the idea, content with making commercials. Laugh-O-Gram Films In 1922, Disney quit the Kansas City Film Ad Company and opened a studio in Kansas City called Laugh-O-Gram Films. He hired a few employees, including Iwerks, and sold a series of fairy tale cartoons to Pictorial Films in Tennessee. Disney and his staff began work on six cartoons, each one a seven-minute fairy tale that combined live action and animation. Unfortunately, Pictorial Films went bankrupt in July 1923; as a result,  so did Laugh-O-Gram Films. Next, Disney decided he would try his luck at working in a Hollywood studio as a director and joined his brother Roy in Los Angeles, where Roy was recovering from tuberculosis. Having no luck getting a job at any of the studios, Disney sent a letter to Margaret J. Winkler, a New York cartoon distributor, to see if she had any interest in distributing his Laugh-O-Grams. After Winkler viewed the cartoons, she and Disney signed a contract. On October 16, 1923, Disney and Roy rented a room at the back of a real estate office in Hollywood. Roy took on the role of accountant and cameraman of the live action; a little girl was hired to act in the cartoons; two women were hired to ink and paint the celluloid, and Disney wrote the stories and drew and filmed the animation. By February 1924, Disney had hired his first animator, Rollin Hamilton, and moved into a small storefront with a window bearing the sign â€Å"Disney Bros. Studio.† Disney’s Alice in Cartoonland reached theaters in June 1924. Mickey Mouse In early 1925, Disney moved his growing staff to a one-story, stucco building and renamed his business â€Å"Walt Disney Studio.† Disney hired Lillian Bounds, an ink artist, and began dating her. On July 13, 1925, the couple married in her hometown of Spalding, Idaho. Disney was 24; Lillian was 26. Meanwhile, Margaret Winkler also married, and her new husband, Charles Mintz, took over her cartoon distribution business. In 1927, Mintz asked Disney to rival the popular â€Å"Felix the Cat† series. Mintz suggested the name â€Å"Oswald the Lucky Rabbit† and Disney created the character and made the series. In 1928, when costs became increasingly high, Disney and Lillian took a train trip to New York to renegotiate the contract for the popular Oswald series. Mintz countered with even less money than he was currently paying, informing Disney that he owned the rights to Oswald the Lucky Rabbit, and that he had lured most of Disney’s animators to come work for him. Shocked, shaken, and saddened, Disney boarded the train for the long ride back. In a depressed state, he sketched a character and named him Mortimer Mouse. Lillian suggested the name Mickey Mouse instead. Back in Los Angeles, Disney copyrighted Mickey Mouse and, along with Iwerks, created new cartoons with Mickey Mouse as the star. Without a distributor, though, Disney could not sell the silent Mickey Mouse cartoons. Sound and Color In 1928, sound became the latest in film technology. Disney pursued several New York film companies to record his cartoons with this new novelty. He struck a deal with Pat Powers of Cinephone. Disney provided the voice of Mickey Mouse and Powers added sound effects and music. Powers became the distributor of the cartoons and on November 18, 1928, Steamboat Willie opened at the Colon Theater in New York. It was Disney’s (and the world’s) first cartoon with sound. Steamboat Willie received rave reviews and audiences everywhere adored Mickey Mouse. In 1929, Disney began making â€Å"Silly Symphonies,† a series of cartoons that included dancing skeletons, the Three Little Pigs, and characters other than Mickey Mouse, including Donald Duck, Goofy, and Pluto. In 1931, a new film-coloring technique known as Technicolor became the latest in film technology. Until then, everything had been filmed in black and white. To hold off the competition, Disney paid to hold the rights to Technicolor for two years. He filmed a Silly Symphony titled Flowers and Trees in Technicolor, showing colorful nature with human faces, and the film won the Academy Award for Best Cartoon of 1932. On December 18, 1933, Lillian gave birth to Diane Marie Disney, and on December 21, 1936, Lillian and Walt Disney adopted Sharon Mae Disney. Feature-Length Cartoons Disney decided to add dramatic storytelling to his cartoons, but making a feature-length cartoon had everyone (including Roy and Lillian) saying it would never work; they believed audiences just wouldn’t sit that long through a dramatic cartoon. Despite the naysayers, Disney, ever the experimenter, went to work on the feature-length fairy tale Snow White and the Seven Dwarfs. Production of the cartoon cost $1.4 million (a massive sum in 1937) and was soon dubbed â€Å"Disney’s Folly.† When it premiered in theaters on December 21, 1937, though, Snow White and the Seven Dwarfs was a box office sensation. Despite the Great Depression, it earned $416 million. A notable achievement in cinema, the movie won Disney an Honorary Academy Award. The citation read, For Snow White and the Seven Dwarfs, recognized as a significant screen innovation which has charmed millions and pioneered a great new entertainment field. Union Strikes After the success of Snow White, Disney constructed his state-of-the-art Burbank Studio, deemed a worker’s paradise for a staff of about 1,000 workers. The studio, with animation buildings, sound stages, and recording rooms, produced Pinocchio (1940), Fantasia (1940), Dumbo (1941), and Bambi (1942). Unfortunately, these feature-length cartoons lost money worldwide due to the start of World War II. Along with the cost of the new studio, Disney found himself in debt. He offered 600,000 shares of common stock, sold at five dollars apiece. The stock offerings sold out quickly and erased the debt. Between 1940 and 1941, movie studios began unionizing; it wasn’t long before Disney’s workers wanted to unionize as well. While his workers demanded better pay and working conditions, Disney believed that his company had been infiltrated by communists. After numerous and heated meetings, strikes, and lengthy negotiations, Disney finally became unionized. However, the whole process left Disney feeling disillusioned and discouraged. World War II With the union question finally settled, Disney was able to turn his attention back to his cartoons; this time for the U.S. government. The United States had joined World War II after the bombing of Pearl Harbor and it was sending millions of young men overseas to fight. The U.S. government wanted Disney to produce training films using his popular characters; Disney obliged, creating more than 400,000 feet of film (about 68 hours). More Movies After the war, Disney returned to his own agenda and made Song of the South (1946), a movie that was 30 percent animation and 70 percent live action. Zip-A-Dee-Doo-Dah was named the best movie song of 1946 by the Academy of Motion Picture Arts Sciences, while James Baskett, who played the character of Uncle Remus in the movie, won an Oscar. In 1947, Disney decided to make a documentary about Alaskan seals titled Seal Island (1948). It won an Academy Award for best two-reel documentary. Disney then assigned his top talent to make Cinderella (1950), Alice in Wonderland (1951), and Peter Pan (1953). Plans for Disneyland After building a train to ride his two daughters around his new home in Holmby Hills, California, Disney began formulating a dream in 1948 to build Mickey Mouse Amusement Park across the street from his studio. He visited fairs, carnivals, and parks around the world to study the choreography of people and attractions. Disney borrowed on his life insurance policy and created WED Enterprises to organize his amusement park idea, which he was now referring to as Disneyland. Disney and Herb Ryman drew out the plans for the park in one weekend. The plan included an entrance gate to Main Street that would lead to Cinderella’s Castle and off to different lands of interest, including Frontier Land, Fantasy Land, Tomorrow Land, and Adventure Land. The park would be clean and innovative, a place where parents and children could have fun together on rides and attractions; they would be entertained by Disney characters in the â€Å"happiest place on earth.† Roy visited New York to seek a contract with a television network. Roy and Leonard Goldman reached an agreement where ABC would give Disney a $500,000 investment in Disneyland in exchange for a weekly Disney television series. ABC became a 35 percent owner of Disneyland and guaranteed loans up to $4.5 million. In July 1953, Disney commissioned the Stanford Research Institute to find a location for his (and the world’s) first major theme park. Anaheim, California, was selected since it could easily be reached by freeway from Los Angeles. Previous movie profits were not enough to cover the cost of building Disneyland, which took about a year to build at a cost of $17 million. Roy made numerous visits to the Bank of Americas headquarters to secure more funding. Disneyland Opens On July 13, 1955, Disney sent out 6,000 exclusive guest invitations, including to Hollywood movie stars, to enjoy the opening of Disneyland.  ABC sent cameramen to film the opening. However, many tickets were counterfeited and 28,000 people showed up. Rides broke down, food stands ran out of food, a heat wave caused freshly poured asphalt to capture shoes, and a gas leak caused temporary closings in a few themed areas. Despite the newspapers referring to this cartoon-ish day as Black Sunday, guests from all over the world loved it and the park became a major success. Ninety days later, the one-millionth guest passed through the parks turnstile. Plans for Walt Disney World, Florida In 1964, Disney’s Mary Poppins premiered; the film was nominated for 13 Academy Awards. With this success, Disney sent Roy and a few other Disney executives to Florida in 1965 to purchase land for another theme park. In October 1966, Disney gave a press conference to describe his plans for building an Experimental Prototype Community of Tomorrow (EPCOT) in Florida. The new park would be five times the size of Disneyland, and it would include shopping, entertainment venues, and hotels. The new Disney World development would not be completed, however, until five years after Disney’s death. The new Magic Kingdom (which included Main Street USA; Cinderellas Castle leading to Adventureland, Frontierland, Fantasyland, and Tomorrowland) opened on October 1, 1971, along with Disneys Contemporary Resort, Disneys Polynesian Resort, and Disneys Fort Wilderness Resort Campground. EPCOT, Walt Disney’s second theme park vision, which featured a future world of innovation and a showcase of other countries, opened in 1982. Death In 1966, doctors informed Disney that he had lung cancer. After having a lung removed and several chemotherapy sessions, Disney collapsed in his home and was admitted to St. Joseph’s Hospital on December 15, 1966. He died at 9:35 a.m. from an acute circulatory collapse and was buried at Forest Lawn Memorial Park in Glendale, California. Legacy Disney left behind one of the largest media empires in the world. Since his death, the Walt Disney Company has only grown; today, it employs more than 200,000 people and generates billions in revenue each year. For his artistic achievements, Disney amassed 22 Oscars and numerous other honors. In 1960, he was given two stars on the Hollywood Walk of Fame (one for his film and one for his television work). Sources David, Erica, and Bill Robinson.  Disney. Random House, 2015.The Disneyland Story. Walt Disney Productions, 1985.

Abrahan Lincoln and the American Civil War - 782 Words

President Abraham Lincoln was known for leading the bloodiest conflict in United States history during the Civil War. Lincoln successfully protected the slaves and the South from seceding. Lincoln’s career included the following influential positions: lawyer, senator, and eventually the President of the United States of America. The experiences of his personal life, career as a political man, and his ultimate contributions to America make him an important man in American history. On February 12, 1809, Abraham Lincoln was born in Kentucky in a log cabin. As a child Lincoln spends more time with his mother; Lincoln’s mother died in 1818 when he was nine. Lincoln had hard times with his father Thomas Lincoln. Lincoln moved to his older sister Sarah, instead of staying with his father Thomas (â€Å"Lincoln†). Soon Sarah died during childbirth in January 1828. Lincoln then had no choice but to move back with his father Thomas (â€Å"Abraham†). Thomas did not s upport Abraham’s schooling because Thomas assumed Abraham would be a farmer. Lincoln educated himself, by reading books (â€Å"Lincoln†). Lincoln, attended school but not often, but he learned the basics of math, spelling, and grammar. After, learning Lincoln developed a passion of self-improvement and reading. In 1834 Lincoln taught himself the rules and laws by borrowing books; also he was given his license to practice law in September 9, 1836 (â€Å"Abraham†). At Lincoln’s adult age, he was nearly six feet four, strong and dexterous .

Organizational Factors of Stress-Free-Samples-Myassignmenthelp.com

Question: Define Stress. Briefly describe the Symptoms of Stress and Explain the role of the HR department in helping Employees cope with Stress. Answer: Definition of Stress: The report is based on the Google Company. Stress is considered as an emotional disturbance that is created out of demanding or adverse circumstances(Nieuwenhuijsen Bruinvels, 2010). Generally, it can happen to a person at school, college or workplace when the demands become more than the persons capability, or so equal that the person need to stretch himself or herself to the optimum level. Stress can be defined as a dynamic condition within which a person confronts an opportunity, demand or constraint in relation to the desires of the particular individual, and the outcome of the same is important and uncertain. The stress can be either physical, mental or emotional. Generally, the physical stress is something that an individual feels when the worker is made to work beyond the working hours, and the same person feels the fatigue but still needs to work. The physical capacity of the person might give way to feeling sleepy, fatigued, and the same individual might not be able to work for a long time(De Cenzo, et al., 2013). This physical fatigue of the worker can create a huge problem for the entire company. The mental stress might occur when the given work is too difficult or complex to understand. Such a complex piece of work might even become stressful when it is not explained properly by the management, and there is nobody to seek help(Berman Bowman, 2012). The emotional stress might occur due to quarrels at home or at the workplace, which the management is completely unaware of. The mental stress is higher in the company than the physical stress. Most of the people at the company are generally concerned about the mental stress created by the company for enhancing the creativity at workplace. The employees are also given extra leaves for doing something creative, which increases more pressure on the brains to do something creative. The employees are rather forced to bring out something creative, and targets on increasing their creative potential is given, which is a big stress factor even for the expert employees at the company. All the persons are not equally creative, and so, this particular stress factor is often observed in many companies where the project depends on the creativity of a particular employee. The employee gets no help or previous material to perform the project, however, the pressure from the management remains to make it something creative. This creates a stress factor within many companies, and this company is one of them. Report Summary: The report covers the negative effects of stress mainly concerned with workplace, which is detrimental both to the individual as well as the company. It can make the company lose a valuable employee either due to resignation or illness(Ji Kim, 2011). The report also covers the HRM techniques that are utilized to give work-life balance to all the employees at the company Causes of Stress: There are two common causes of stress in the workplace, namely, organizational and personal. The organizational stress consists of extra pressure of work given by the management whereas the personal stress is mainly caused due to pressure of certain work at household, which might increase the stress because an individual need to complete both the household chores as well as the professional work(Cooper Marshall, 2013). Organizational Factors of Stress: Task Demands: The task demands that causes stress are mainly related to the job design, the working condition, the physical layout and the work quotas. The job design means the type of work an individual has to do, the condition of work mainly stresses on the ambience, the physical layout of a job indicates the amount of physical labor one has to put in(Carter Danford, 2013). The foreign nationals are themselves under some stress as they have to perform in unknown circumstances. There they find that some other expatriate employees have lower levels of job demands. This is again a cause of stress. The job design of various companies are of different kinds. Some kind of work are completely intellectual, where the individual needs to do an audit, or write a management report in the office. Some work consists of physical labor like the cleaning of the office(Fjorback Arendt, 2011). However, nowadays, multitasking is something that is mainly stressed on due to the maximum number of work becoming automated. This is actually making the work more stressful for the employees at the company. The working condition and the physical layout mainly talks about the office ambience. Sometimes, the office ambience is too bad, and the overall workplace does not look like an office. The facilities of toilets, the air-conditioners and the refreshments in the office are not satisfactory. Mostly, the employees at the company here adapts to two things, one, the bad atmosphere, and secondly, the work pressure. This kind of atmosphere is bound to increase the stress(Glasser Meagher, 2014). The foreign nationals are quite different than the locals because they are under the work quota. They have certain restrictions in the amount of money they can send to their own country. These nationals also get the work visa for only a limited amount of time. (Boss Bryant, 2016). So, they want to earn the maximum amount of money possible within a very short period of time. Owing to this, they work overtime and that also goes on to increase the stress factor. Role Demands: Overload, conflicts and ambiguity are the main causes of stress related to role demands. Often too much work is put on an individual due to the team target and the companys profit without concern for the person. Ambiguity signifies when an individual does not find much help to do a particular work even if one doesnt understand it(Gold Smith, 2010). The process of getting help is very vague, and everything is expected to be understood. The conflicts are generally with the management where the individual demands are not properly met. Work overload is mainly signified by the increase of work pressure over time only by concentrating on the business profits without any concern for the worker. This is also harmful for the company because it decreases the retention rate, and makes the company lose valuable employees. (Selye, 2013). Moreover, the increase of stress can decrease the quality of service by the worker. This is a fact which has been sometimes noted amidst the working at the company. Conflicts within the company signifies either the conflicts with the management or the conflicts among the fellow employees at the company. The conflicts at workplace increases the stress and decreases work productivity because it increases the passive aggression(Henderson Harvey, 2011). Ambiguity at workplace is the worst because it makes everything in the company quite vague. The employees at company dont understand their responsibility, their type of work, and the overall business of the subject company. It increases apprehensions, which increases the stress. Interpersonal Demands: The social support at a workplace comes when most of the people involved with a particular work are supportive(Back Seidler, 2012). However, when racial slurs and insulting another person at office is very commonplace, it can even increase the stress. Organizational Structure: Every company department has a structure or a hierarchy for the promotion, the management, and how everything is coordinated in the office(Wolever Bobinet, 2012). If the coordination falters, or when it becomes too vague, then it increases the stress in the minds of a worker. The organizational structure of the company is very hierarchal where the employees at the company need to follow the orders coming from the higher ranks, and the type of leadership is quite authoritarian at the top level(Marmot Allen, 2012). However, the leadership is also participative, and the company tries to reduce stress by giving a number of leaves to the employees at the company. The organizational structure of the company is given below:- (Berman Bowman, 2012) Organizational Leadership: The authoritarian leadership increases the stress in minds of workers at the company because the employees at the company always remain fearful of the boss(Grahn Stigsdotter, 2010). This philosophy might always make an employee become apprehensive about losing the job, and thus, it creates more stress on the work. Personal Factors of Stress: Family Issues: Some of the workers at the company might have certain disputes in the family, which results in an increased amount of stress in the workplace(Back Seidler, 2012). The conflicts of a family often create a thinking barrier in the mentality of a person at work. So, many companies advise people to wear an imaginary professional cap at workplace. Economic Problems: Some people have economic issues like pending loans, house rent, etc., which they dont openly discuss at workplace either with the colleagues or the management(Carter Danford, 2013). Such issues coupled with an increased pressure of work often creates a stress at workplace, which increases because the individual cannot communicate it with the management. Inherent Personality Characteristics: There are two types of personalities that are often found among the employees at the company, namely, the Type A and the Type B personalities. Often, the management ignores it but should not. The Type A personalities are very competitive, aggressive, and want to get promoted. These people also want incentives(Cooper Marshall, 2013). However, the Type B personality always want more freedom to work, and are not too competitive. Too much work on the Type B and too little work on the Type A personality can increase stress at workplace. Symptoms of Stress: The physiological stress symptoms are an increase in blood pressure, headache, as well as an increase in the pulse rate(Back Seidler, 2012). These symptoms are very difficult to find out, and often goes unnoticed. The physiological stress factors also include some observable symptoms by the management like not willing to take part in conversations, restless behavior, and a visible fear during the conversation with the management are certain symptoms that can make the management understand the person is under extreme stress. The psychological symptoms are an increased boredom towards the work day by day, increase of anxiety and tension, as well as an attitude to procrastinate, which is detrimental to the company (Gold Smith, 2010). The psychological symptoms are an extrovert in the company office suddenly getting introvert, and stopping to talk to others. When asked, the individual always replies being busy. Such manners are highly probable indicators of stress. The behavioral symptoms related to stress includes the sleep disorders, increase of smoking and substance abuse, and these things also affect the quality of work in an adverse manner(Cooper Marshall, 2013). The company does not allow smoking within the corporate workplace, and the employees need to go out of the premises for a smoke. However, if an employee is observed quite often in the smoke breaks, then it can be assumed that some kind of stress is going on inside that person. Unemployment and fear of losing a job was a big stress at workplace during the 90s, however, the employees were not much pressurized to learn the computer oriented skills. In the 21st century, the fear of losing jobs, and its related stress is a lot less mainly owing to the increase of jobs. However, it is also to be noted that the increasing pressure of overtime, and work demands increase greater amount of stress. Reducing Stress: Explain the role of the HR department in helping employees at the company cope with stress: HR department should help the people come out of stress factors by establishing a good communication with them(Grahn Stigsdotter, 2010). The worst HR scenario is when the employees at the company are afraid to communicate. The decreased communication also helps in the increased loss of a business. Discuss the techniques HR can implement such as: The HR department helps the individuals to get the required job according to their qualification, as well as the likes and dislikes of a person. It is always in the minds of the HR team that a person who doesnt like ones job would never make oneself happy or the company happy. HRM Approaches: Matching Individuals to Their Jobs: Every individual gets their job according to their qualifications, experience, and likings. The HRM division should allow the employees at the company to join a particular kind of work only when the same employee is deemed fit in that particular job as well as has some likings for the job(Back Seidler, 2012). It is quite difficult for an employee to survive in a particular field if the same employee has no liking for that kind of job. Clarifying Expectations: The HRM department helps the employees at the company understand the exact kind of facilities, salary, and perks they are likely to get. The HR department also tries to understand the body language of the employees at the company when the facilities, perks and other factors are informed(De Cenzo, et al., 2013). Moreover, the HR team always tries to start with the loopholes of a particular job so that the employees at the company become ready for them during the beginning. Redesigning Jobs: The same kind of work is not often given to the same employees at the company, and the types of jobs are often redesigned to make an employee taste the variety. There might be three types of jobs in the operations, namely, keeping the records, meeting the clients and checking whether all the registration forms are filled up properly or not. In such circumstances, where the job nature is a bit monotonous, the management generally incorporates job rotation so that there is no boredom among the employees (Fjorback Arendt, 2011). Offering Employee Involvement and Participation: The proper communication is established by involving the employees at the company in sports, meetings, and grading their managers according to their performance. When the decision of the employees at the company are taken into account, and their valuable opinions are also asked for the improvement of business, it is quite natural that their enthusiasm about the work would consequently increase(Glasser Meagher, 2014). This reduces stresses in the workplace a lot when they understand the meaning of a democratic and participative leadership. Wellness Programs: The wellness programs consists of exercises, yoga, meditation and other such parameters that can be used as an alternative stress buster at work. There are many companies that have made an exercise program compulsory for all the employees at the company (Grahn Stigsdotter, 2010). Such programs often relieves the mental stress at work, and also helps in concentrating on the work in a more positive manner. Conclusion: The overall project deals with the way the stress of an employee is managed at the workplace because it adversely affects the business as well as the overall performance of the company (Nieuwenhuijsen Bruinvels, 2010). So, there are several techniques used by the HRM for the same purpose, which is given in the workplace. The techniques are actually used for understanding the problems related to the factors of increasing of stress. The increase of stress affects a company employee in a different manner. It decreases the productivity of a workplace, which is why; the HRM department has taken the initiative for adjusting with this factor. The stress factor increases related to many factors like emotional conflicts, mental turmoil, workplace ambiguity and the physical stress that is dependent on the overload. The HRM division makes several techniques for understanding the main cause of stress in the workplace, and adjusts with the same in a proper way(Nieuwenhuijsen Bruinvels, 2010). The HRM uses manifold techniques for reducing the stress factors at workplace like mentioning the facilities and the drawbacks related to a particular type of work, and it would also help in understanding the willingness of an employee in a particular type of work, and help the employee to get a job based on his qualification and his likings. References Back, E. Seidler, A., 2012. The role of psychosocial stress at work for the development of cardiovascular diseases: a systematic review. International archives of occupational and environmental health, 85(1), pp. 67-79. Berman, E. Bowman, J., 2012. Human resource management in public service: Paradoxes, processes, and problems. 3 ed. London: Sage. Boss, P. Bryant, C., 2016. Family stress management: A contextual approach. 6 ed. London: Sage Publications. Carter, B. Danford, A., 2013. Stressed out of my box: employee experience of lean working and occupational ill-health in clerical work in the UK public sector. Work, employment and society, 27(5), pp. 747-767. Cooper, C. Marshall, J., 2013. Occupational sources of stress: A review of the literature relating to coronary heart disease and mental ill health. From Stress to Wellbeing , 1(1), pp. 3-23. De Cenzo, D., Robbins, S. Verhurst, S., 2013. Human Resources Managment. 11 ed. New Zealand: John Wiley and Sons. Fjorback, L. Arendt, M., 2011. Mindfulness?Based Stress Reduction and Mindfulness?Based Cognitive Therapya systematic review of randomized controlled trials. Acta Psychiatrica Scandinavica, 12(4), pp. 102-119. Glasser, M. Meagher, J., 2014. Choice theory. 5 ed. London: Harper Collins Publishers. Gold, E. Smith, A., 2010. Mindfulness-based stress reduction (MBSR) for primary school teachers. Journal of child and family studies, 19(2), pp. 184-189. Grahn, P. Stigsdotter, U., 2010. The relation between perceived sensory dimensions of urban green space and stress restoration. Landscape and urban planning, 94(3), pp. 264-275. Henderson, M. Harvey, S., 2011. Work and common psychiatric disorders. Journal of the Royal Society of Medicine, 10(4), pp. 198-207. Ji, K. Kim, J., 2011. Effect of high-pressure oxygen annealing on negative bias illumination stress-induced instability of InGaZnO thin film transistors. Applied Physics Letters, 98(7), pp. 103-509. Marmot, M. Allen, J., 2012. WHO European review of social determinants of health and the health divide. The Lancet, 98(9), pp. 1011-1029. Nieuwenhuijsen, K. Bruinvels, D., 2010. Psychosocial work environment and stress-related disorders, a systematic review. Occupational medicine, 60(4), pp. 277-286. Selye, H., 2013. Stress in health and disease. 7 ed. London: Butterworth-Heinemann. Wolever, R. Bobinet, K., 2012. Effective and viable mind-body stress reduction in the workplace: a randomized controlled trial. Journal of occupational health psychology, 17(2), p. 246.