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             \author[1]{Rupini Uthaya  Shangar}

             \author[2]{Dr. Rashad  Yazdanifard}

             \affil[1]{  American Degree Program, Upper Iowa University, Segi University, Kota Damansara}

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\date{\small \em Received: 12 December 2013 Accepted: 5 January 2014 Published: 15 January 2014}

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\begin{abstract}
        


This paper is proposed to deliver an overview of literature concerning with workplace bullying and to which extend it affects the victims and the organization development. Organization has to endure the cost pertaining to act of bullying. This paper also covers the health issues faced by the workers and the legal cost to compensate is what might increase the company?s liability. There is an extensive variety of behaviors that could be related with bullying at work, and some of these zones are highlighted. This study shows how the dominant perpetrator takes control of the victims and why it occurs. This research also shows that the number of women being sexually bullied in the workforce is very much higher than men.

\end{abstract}


\keywords{bullying, discrimination, health issue, legal cost, productivity.}

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\let\tabcellsep& 	 	 		 
\section[{Introduction}]{Introduction}\par
ccording to Workplace Bullying Institute (WBI), the expression "workplace bullying" envelops a really extensive variety of circumstances, yet as a rule, it alludes to rehashed, wellbeing hurting abuse of one or more individuals that can include verbal misuse, hostile nonverbal practices, or meddling with somebody's capacity to accomplish work.Most likely the dominant becomes the perpetrators while the weaker employee becomes the victim.\par
According to  {\ref (Gordon, 2013)}, the victims of this kind of bullying are in fear and pain. They have to begin every week with a pit of nervousness in their stomachs and check during the time until the weekend or their next holiday. In reality, nerve-wracking working atmosphere can leave the employee so traumatized that they feel frail, confused, and befuddled. They even feel numb and helpless to take care of the circumstances. Victims of bullying usually encounter some difficulty deciding, an inadequacy to work or concentrate, a hardship of respect toward oneself and become less effective with the lack of inspiration and with the developing of health issues as an effect from bullying.As mentioned by,  {\ref (Lebowitz.S, 2008)}, when the workers are not excited to work and they care more getting out of the job and not on increasing companies productivity. The employers have to manage the cost of replacing a new worker and it consumes time as well. The victims that voices out their problem to the media will leave a greater impact on the corporate are prestige and future development of the organization.\par
Anni  {\ref (2008)}, stated that the organizations have to face with many impacts when the victim apply for leave due to health related issues inflicted by the bully, facing significant turnover due to bullying impact hampers the company's growth on the long run. 
\section[{II.}]{II.} 
\section[{Behaviors of Workplace Bullies}]{Behaviors of Workplace Bullies}\par
Bullying can also be taken into considerations as from the behaviors of the bullies. Even though, the act of bullying is not direct by the bully but the behavior of the person which has different methods which are indirect are also considered as bullying.As mentioned by  {\ref Harvey et al. (2006)}, cited in "Workplace bullying: consequences, causes and controls (part one)", Journal of Industrial and Commercial Training [Appelbaum, Gary, Mohan, 2012], workplace bullying falls into five gatherings of practices of indirect bullying which are destabilization through helping the exploited person to remember their failures, this means repeatedly reminding the victim of the weaknesses which eventually will result in low self-esteem. Besides that, invading access to circumstances or withholding essential data. This is done by perpetrator when he knows the personal dilemma of the victim, thus taking advantage of their unstable emotion as an advantage to bully. Exhaust or work weight through an expand of workload to focused on people, when the bully feels superior from the victim, maybe by having one step higher rank in job, for an instance, supervisor for food and beverage restaurant orders the "bottom line" staff to get do extreme workload than what they were supposed to do. Dangers to individual remaining by offending or teasing the victimized person, very emotional type of workers that are easily attacked by bullies are vulnerable of doing something even to the extreme level and some may end up in committing suicide lastly is the dangers to expertiseby openhumiliation, this behavior is an act of condemning and showing disrespect towards a wellknown figure in the public, for example, spreading faulty news, or making fun of an act through social media where the news are easily spread.\par
According to Mary (2005), most part-time workers were pushed with extreme workload by the fulltimers. The bullies "dump" their work onto the support staffs, leaving them feeling powerless to handle the circumstances. 
\section[{Year ( )}]{Year ( )}\par
A a type of bullying, people might think ignoring someone rather than saying something mean is better, but studies show that ignorance makes the employee feel worthless and not being cared by the employer.\par
According to  {\ref Baruch (2005)}, more recent types of bullying can be found in email correspondence and from other media sources. 
\section[{III.}]{III.} 
\section[{Inequality and Discrimination}]{Inequality and Discrimination}\par
Bullying is not only about verbal or non-verbal abuse, an act of inequality and discrimination is also categorized as workplace bullying. The feel comes about when the big boss only favors specific groups without considering the welfare of common workers, which is known as favoritism.From favoritism leads to inequality; means is not having the same benefits. For instance, a company with two workers doing the same job but one worker is paid higher compared to the other. Meanwhile, discrimination is handling someone poorly because of some features that is beyond their control. For example, an employer that is reluctant to hire a person because of his skin color or his personality that is not attractive as the employer expected. According to (Kapadia.S, 2013) "ability, knowledge and skills should be considered when making decisions that impact prospective and current federal employees, rather than basing such decisions on personal favoritism"."The act of inequality can additionally undermine interpersonal progress inside the association. When workers are certain that they will be assessed and remunerated focused around their benefits, they are more prone to believe their directors and their associates. However, about 80 percent of workers reported decreased admiration for their administrators as an aftereffect of bias, also diminished work fulfillment, \hyperref[b16]{(Kapadia.S, 2013)}.In another hand, discrimination is rising due to narrowed mentality employers that care less about the success for organization and be "picky" hiring employees based on how they look and who they are but not based on their abilities to perform. Even if they have been hired, mostly are bullied because they are "different compared to the existing workers".\par
According to Eley\&Nield (2000) cited in "Two dilemmas in dealing with workplace bullies -false positives and deliberate deceit", International Journal of Workplace Health Management [Axel 2011; Suzanne, 2011], an end product of administration industry expansion has been the feminization of the workforce and the development of associates of female specialists into positions of power. The reversal of traditional sex roles can prompt forceful responses in subordinate males as prove by the disproportionately high number of female directors reporting the rate of such harassing. It has been proposed that "resistance to ladies administrators may be a possible explanation" According to  {\ref Vickers, (2008)} defective generalizations predominate: individuals with inability are not beneficial; they don't" "fit in" with alternate specialists; they cost more than different laborers, particularly on the off chance that they require lodging; they require more supervision; they take more leave; and, they are not prone to be particularly helpful to the association that is striving to accomplish more with less. Regardless of such suspicions being possibly wrong, and having little confirmation to help them, they keep on influencing the treatment of individuals with incapacity at work.\par
According to Dinham and Scott (2000), employees that are older deals with; set of expectations being always showed signs of change without their approval,and being overlooked or avoided. This behavior shows that the organization has low level of appreciation towards their senior staffs. 
\section[{Sexual Harassment by Dominant}]{Sexual Harassment by Dominant}\par
Perpetrator's\par
According to McLaughlin, Uggen\& Blackstone, (2012),sexual harassment is a type of segregation on grounds of sex in connection to states of business. In other words, it could also be said as the unwelcome or wrong guarantee of prizes in return for sexual favors. This type of bullying commonly takes place in most of the workplaces. As per discussed by McLaughlin et al (2012), male colleagues, customers, and managers use sexual harassment as an "even up" against ladies in force, steady with examination demonstrating that sexual badgering is less about sexual yearning than about control and mastery. According to (DeSouza\&Solberg, 2004; Waldo, Berdahl, and Fitzgerald, 1998), men may be defenseless against badgering in the event that they are seen as ladylike in as much as ladies may be focused on the off chance that they challenge their subordinate position in the sexual orientation framework. Other than that, according to  {\ref (Willer, 2005)}, men respond to dangers to their masculinity by instituting a great type of manliness when there is a manly overcompensation. According to (De Coster and colleagues, 1999), females with more prominent residency, autonomous of age, were more inclined to view sexual provocation as an issue for them at work, reasoning that the practice is utilized instrumentally against effective females who infringe on male region. Sexual harassment seems to be very high in hospitals, Hoel (2002) mentioned that 24\% of hospital staff's experienced undesirable sexual consideration at work, the most highest figure compared to other sectors. 
\section[{( )}]{( )} 
\section[{A}]{A}\par
According to Matilda, (2014), even ignorance is 
\section[{IV.}]{IV.}\par
According to Quaye, (2010), as cited in Workplace Bullying and Its Impact on Productivity [Claudia, 2010],In Ghana, there is tenable confirmation that numerous specialists in both government and private areas, particularly ladies, regularly confront arrangement of badgering in the process of satisfying their obligations at the hands of their bosses.\par
According to Hershcovis and Barling, (2010) as per cited in "Sex and position status differences in workplace aggression", Journal of Managerial Psychology \hyperref[b29]{[Lee 2011}; Brotheridge 2011], Conversely, comparative status aggressors were more prone to fall back on immediate structures, for example, belittlement and verbal showdown either in light of the fact that they had less to lose if tested or because of the nonattendance of common admiration among associates.\par
V. 
\section[{Working Environment}]{Working Environment}\par
Every workforce has its own organizational culture, some workforce provide friendly environment and some may not. Friendly working environment should be like an organism, which grows naturally. But workplace bullying is not heavily relying on the environment, and it is strongly affected by the relationship between employees and employers.According to Bradley et al, (2006) a manifestation of minor animosity, incorporates discourteous and rude conduct and is more unsafe to the representatives and associations than pioneers. Employees who experience verbal ill-use are considerably more inclined to participate and involve in turnover.\par
In spite of the uncommon example of overcoming adversity in coworkers joined the bullied individual to face the bully and mutually vouched for the superintendent about what was carried out to their harmed partner, most colleagues are famous for not helping harassed targets. It is harmful to expect that level of backing. From a 2008 Workplace Bullying Institute (WBI) study, we realize that that uncommon coordinated effort happens in less than 1\% of cases.\par
From the WBI 2014 U.S. Workplace Bullying Survey, mentioned that 21\% of grown-up Americans have been roundabout, or vicarious, casualties of harassing. In the same way that families are influenced without being the immediate focuses of tormenting, so are associates. The reasons are changed for not interceding, of not helping more than is carried out. The reasons are all identified with fear. Subsequently, for coworkers and targets themselves, the working environment turns into an apprehension nature's domain. Executives ought to detest this on the grounds that it solidifies everybody. At the point when excessively hesitant to act, specialists are likewise rendered less fit for being beneficial.\par
According to \hyperref[b7]{Carey (2008)}, in the event that the bullied target is mistreated yet no move is ever made to stop the bully and the target is doubtlessly vanished, then seeing co-workers see that their employer is not legitimate. Deceptive and dishonest managers don't try to give safe work environments. Colleagues begin to fear for their own particular wellbeing if such horrific treatment of the target was conceivable.\par
According to (Alsever, 2008), bullying is also encouraged by a few ways in working environment which are, by pitting the specialists against one another or accentuate a focused work style, having a careless administration style, so that representatives must fill in the spaces themselves in regards to what is adequate and what is definitely not, making preposterous requests and objectives of representatives and directors, neglecting to give directors the power to condemn issue specialists, setting incomprehensible due dates or giving excessively little financing to fulfill an objective.\par
As mentioned by Linda and Michael (2012), a toxic working place can have numerous, interrelated measurements to it and consequently, it can have an effect on the mental (e.g. anxiety and uneasiness), sociological (e.g. negative effect on gathering association) and also the physical prosperity (e.g. asthma) of the workers. The sources of poisonous quality can fluctuate from the physical measurements of the building, the hindrances to free stream of workers, impediments to up close and personal interchanges and also electronic contact, and the absence of particular protection. Each of these measurements of danger can have an effect however consolidated they can have an incapacitating set of strengths on the well-being of workers. 
\section[{VI.}]{VI.} 
\section[{Bullying Affects Productivity}]{Bullying Affects Productivity}\par
According to Spector and Fox (2002)cited in "Workplace bullying, employee performance and behaviors: The mediating role of psychological wellbeing", Journal of Employee Relations [Dwayne Devonish,2013], who had introduced an emotion centered model of employee behavior, workplace bullying is a form of social stressor that influences the psychosocial work environment in ways that can be as harmful and devastating for both employees and the organization itself as any other form of job stressor (Hauge et al., 2010). Thus, by monitoring the emotion centered model consistently, workplace bullying as a stressor is likely to have indirect effects on employee performance via affective based variables, but it is possible for its effects to be direct on performance behaviors as well.\par
According , leaders must comprehend that numerous types of forceful conduct have negative repercussions in associations. Incivility, a type of minor animosity, incorporates impolite and inconsiderate conduct and is more unsafe to the representatives and associations than pioneers inside these associations may think. Verbal misuse is normal in numerous commercial ventures. In the social insurance industry, 97 percent of attendants said they had as of late accomplished verbal ill-use. An aggregate of 60 percent of retail specialists reported being the casualty of verbal misuse, while the rate among college workforce and staff was 23 percent. Representatives who experience verbal misuse are substantially more inclined to participate in truancy and turnover  {\ref (Delbel, 2003)}.\par
According to Loh,(2010) as cited in "Witnessing workplace bullying and the Chinese manufacturing employee", Journal of Managerial Psychology [Randi L. Sims \& Peng Sun, 2012], there likewise is some confirmation that bullied individuals have some difficulty deciding, an insufficiency to work or concentrate, a misfortune of respect toward oneself and get less productive. This affects in the loss of productivity due to the loss of motivation, stress and health complaints. The individual's time is used attempting to protect them, keeping away from the bully, organizing for help, ruminating about the circumstances and arranging how to manage circumstance.\par
Another study called CareerBuilder discovers the amount of workers experiencing bullies at the workplace is on the ascent. Thirty-five percent of specialists said they have felt tormented at work, up from 27 percent a year ago. Sixteen percent of these specialists reported they endured health related issues as an aftereffect of bullying and 17 percent chose to discontinue their employments to escape the circumstances.\par
Based on a study of relationship between workplace bullying and effective commitment towards the organization, the result shows that the victims show a lower level of interest towards the organization develop-ment,  {\ref (Mccomack et al, 2006)}.\par
From the study of Direct Health Solutions Absence Management \& Wellbeing Report, (2013), found that absenteeism was higher with manual employees, and additionally in associations that cultivate "sickie" practice. Of course, a relationship was found with high turn-over and truancy, recommending an example of workers taking more prominent wiped out leave before quitting the job. , it has been demonstrated through an examination that working environment bullying has outcomes towards representatives particularly for people, including higher body mass, endless malady and ailment, ensured and uncertified deficiency, work disappointment mental/mental health issues, for example, uneasiness and sorrow, and even suicide. Gloom starts in bullied workers who never achieved it beforehand. For the person who was at one time disheartened and adequately managing it, bullying worsens the condition. Bullying reasons wounds, yet mental in nature and unseen, as most likely one could be hurt from physically unsafe conditions at work. As a less than dependable rule, the violence is turned inward. Right when the "way out" seems unattainable and no choices may be imagined, a few people consider suicide. 
\section[{VII.}]{VII.} 
\section[{Health Issues}]{Health Issues}\par
In the WorkplaceBullying Institute 2012-D Study shows that 29\% of tormented targets considered suicide and 16\% had an arrangement. Targets will endure wildly under trauma. Trauma's onset is commonly deferred and it keeps up long after expulsion from traumatizing conditions. Individuals throughout their life can't comprehend why or how the ache keeps ticking so long. As it were, an individual may dependably be a "recouping" casualty of trauma. The vicarious knowledge of harassing, as existed by seeing colleagues, has been demonstrated to trigger the same passionate damages as accomp-lished by people specifically harassed. Witnesses endure uneasiness, sorrow and, in most pessimistic scenarios, Post-traumatic stress disorder (PTSD), which isan indications of trauma. About whether, with delayed introduction to stretch, anybody's capability to retain new things or to recover realities might be disabled. Consequently, the anxiety reaction that goes hand in hand with despondency has a tendency to make the bullies untruth seem genuine to the gullible eyewitness or specialist. 
\section[{VIII.}]{VIII.} 
\section[{Legal Cost to Compensate}]{Legal Cost to Compensate}\par
Working environment bullying likewise can have inconvenient impacts and expenses for the head honcho. Aside from displeasing the working environment and affecting laborer assurance it additionally can diminish profit, make a threatening nature, push non-appearance and effect laborers compensation claims. Some of the time bullying can even bring about lawful issues for the organization. In fact, the effect of bullying is not restricted to the spook and the target. It likewise influences collaborators, customers, clients, business partners, family and companions.\par
Case in point, Canadian analysts found that workers who witness tormenting are more inclined to leave their employments than the individuals who are no doubt exploited. Work place bullying also gives effects to the company, which are expanded utilization of wiped out leave, social insurance claims and staff turnover, disintegration of representative reliability and responsibility, extra expenses to select and prepare new representatives, poor open picture and negative reputetion, expanded danger of legitimate movement. According to, \hyperref[b26]{(Bryant \&Buttigieg, 2009)}, bullying hampers the profit of association by creating broken work environment conduct which is immoderate both in money related and human terms. 
\section[{IX.}]{IX.} 
\section[{Dealing With Bullies}]{Dealing With Bullies}\par
The victims of bully should speak out or confront but "less than one in 10 victims of workplace harassment let the offending person know they don't like it", (Kane, 2014).Act of bullying can only be stopped if the victim confronts the bully or report it to the higher authority, unless the higher authority is the bully, there are laws prohibited to protect the employees.\par
According to Anna (2004),as a victim of workplace bullying, employees need to recover from stress-related problems, therefore, Health and Safety Executive's (HSE) had helped in reducing the level of stress in employees through their stress management program.\par
According to  {\ref (Lublin, 2012)}, the victim should document all the incidents specifying the dates, times and spots of, and the particular proclamations, remarks or direct that constitutes the cruel conduct, this ensures the victim to have proof for what he is claiming. Besides that, if the employees are working for a large corporation, they can address the issue to human resource department. If the HR department fails to respond promptly to the circumstances, then the victim can lead to filing a legal action against the corporation that lead to risk against the manager and the organization. Lublin, (2012), mentioned if the victim is seriously ill due to an act of the abuser, they are allowed to apply for disability compensation from the corporate. In addition to that, managers can take few steps to overcome or reduce the rate of bullying which is by lighting up the problematic of creating, actualizing and managing a hostile to bullying project.\par
Beirne and Hunter, (2013), also discussed on the approaches that managers or head of department should do to handle workplace bullying which is by clarifying how the subjective implications and understandings connected to such projects are socially developed. Value can be added by showing how these implications reflect sub-social qualities and introductions. As equal to that, securing the business development against an act of bullying is crucial to be attained.\par
X. 
\section[{Laws to Manage Workplace Bullying}]{Laws to Manage Workplace Bullying}\par
According to  {\ref Breden (2013)}, under new work environment tormenting laws that go live on 1 January 2014, laborers will be given the right to review work environment harassing straightforwardly through the Fair Work Commission. Under the new laws a specialist (which incorporates workers, builders, subcontractors, outwor-kers, understudies, trainees and people picking up work encounter and additionally volunteers) can apply to the Fair Work Commission for a request to stop the tormenting which is characterized as rehashed and preposterous conduct guided towards a laborer or gathering of specialists that makes a danger to wellbeing and security.\par
According to Maclntosh (2006), found that managers with policies that tended to and implemented against bullying were best in lowering bullying rate at the organization. With the presence of policies, perpetrator will think twice to carry out unlawful act. 
\section[{XI.}]{XI.} 
\section[{Discussion}]{Discussion}\par
According to Workplace Bullying Institute, the idea of bullying may be utilized as a part of numerous circumstances portraying a mixture of practices. Unfriendly and forceful practices are controlled deliberately at one or more partners or subordinates prompting a derision and exploitation of the beneficiary. Bullying has been characterized as every one of those rehashed activities and practices that are coordinated to one or more laborers, which are unwanted by exploited person, which may be carried out deliberately or unintentionally; yet unmistakably cause embarrassment, offense and misery, and that will interfere with occupational execution or disagreeable situation.\par
According to Exel\& Suzanne (2011), females have higher chances to face sexual harassment when a workplace power position is held by them compared to the one who don't hold such positions, gender nonconformity, and finally when there are a higher proportion of male workers in industries and occupations.\par
Besides that, older staffs are being ignored and their opinion does not seem to matter to the organization, this leads to an increase in job dissatisfaction. This paper also reflects that personal favoritism should not be taken into account in decision making because it impacts the prospective and current employees rather than focusing on the individual potential, knowledge and skills,  {\ref (Kapadia. S, 2013)}. According to Alsever, (2008), working environment also plays a major role in workplace bullying with a sloppy administration style so that the represent-tatives must fill in the spaces themselves regardless to what is adequate, pitting the specialist against one another or accentuate a focused work style, little amount of financials to fulfill an objective and by setting an inconceivable due dates, making preposterous requests and objectives of representatives and directors and also by not giving the directors the power to condemn workers. These issues cause fear to their colleagues upon their own wellbeing. Other than that, the productivity of the workplace is also affected by bullying. The bullied individuals will face on difficulties upon deciding an issue and insufficient concentration on work. They use up the time to think on how to overcome themselves from bullies and how to protect themselves from them. This in a way decreases the productivity of the workplace as the individual does not perform as required. Bullying also affects the health of an individual as when the individual is being bullied he or she endures wildly under trauma. Once the individual had encountered trauma, they cannot comprehend on why or how the ache keeps on ticking so long even though they had gone through medication as trauma cannot be cured, thus, the individual becomes a recovering casualty of trauma.\par
According to, Bryant \&Buttigieg, (2009), it is also mentioned that, workplace bullying affects the income of the workplace as the number of workers who leave their employments are the one who witness the bullying not the one who are being bullied. In fact, this also influences the collaborators, customers, clients, business partners, family and companions as lawful issues are brought up against the organization. An individual can overcome bullying by confronting the bully or by reporting about the incident to the higher authority. There are even laws prohibited to protect the employees.\par
Trevino and Brown (2004) argued that ethical leadership is an authority approach that includes heading in a way that regards the rights, needs and nobility of others and pushes group or hierarchical enthusiasm over serving toward oneself hobbies. Every organization should appoint leaders that are sensitive towards employees' well-being and willing to take control in case undesirable circumstances appear.\par
Bullying becomes easy to handle if the organizations build a stronger communication ground among workers, power distance should not be the reason for misunderstanding. Employers should engage with employers, take responsible on the complaints received. Moreover, there are overgeneralizations by many, interpr-eting that women work lesser than men, and the need for safety measures are low, however one should keep in mind that both men and women are equally deserve the rights to attain sufficient safety measures. 
\section[{XII.}]{XII.} 
\section[{Conclusion}]{Conclusion}\par
Workplace bullying has become a wild issue in many organizations whereby this issue can leave a scar on the victim and gives out a bad impression upon the organizations. The victims who are affected by bullying will tend to lose their affection and concentration upon their work as they will start thinking on how to overcome their bullies or even leave their workplace permanently. This will cause a decrease in the productivity of the organization as the workers will start to utilize their medical leaves; social insurance claims and also when they leave their current workplace and join into another. These bullying issues can be reduced by legalizing the law of anti-bullying and also by implementing the laws in all countries which includes the third world countries which are currently in an unstable politics as they are left far behind in legal matters compared to the rest of the countries. Not just by implementing the laws, the person in charge especially those working under Human Resource Department should take action upon the complaints that they receive from the victim rather than taking bribe from the bullies. With this the victims will feel satisfied and also will lessen their fear in their workplace thus, creating a secured environment to work. Now, employees will not hesitate on how to strike back the bullies. With less problems employee can fully contribute in increasing the productivity level. Meanwhile, higher authorities should implement an award by giving extra benefits or incentives for the employees that are performing outstandingly. With these in mind, employees will work hard and willingly in order to redeem their award, in a way; this will be a motivation for employees to strive and compete with their coworkers in a healthy manner and eventually this will be a stepping stone for employees and organizations upcoming development. 
\section[{Global Journal of Management and Business Research}]{Global Journal of Management and Business Research}\par
Volume XIV Issue VII Version I ( ) Workplace Bullying; Boundary for Employees and Organizational Development\begin{figure}[htbp]
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   			\footnote{© 2014 Global Journals Inc. (US)} 			\footnote{Workplace Bullying; Boundary for Employees and Organizational Development} 		 		\backmatter  			  				\begin{bibitemlist}{1}
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\end{document}
