Rebuilding Employee Morale Essay

Layoffs and work-force reductions have a big impact on both those who lose their jobs and those who remain. Employees who remain after a work-force reduction may be affected for weeks or months afterwards. They may feel overwhelmed, have a hard time focusing on work, or experience low morale. This may be a stressful time for you as well. As a manager you not only have to make the transitions yourself, but you’re also counted on to help steer your team through the changes. As a manager, it’s important to be aware of what employees are feeling and to offer support in ways that can help your team get through this difficult and challenging period. And it’s important to recognize how the changes affect you as well. Common feelings employees may have Several employees, or hundreds of employees, may have lost their jobs at your company. Whatever the size of the work-force reduction, it’s likely that many well-liked people who were doing good work will be leaving the company and that the employees who remain are sad and are grieving for co-workers who were let go. The remaining employees may also be fearful about the security of their own jobs or how their roles might change. Employees may experience some or all of the following emotions, all of which can affect productivity, commitment, and morale: †¢ Sadness. †¢ Anger. †¢ Guilt. †¢ Fear and anxiety. Many may wonder, â€Å"Am I the next to go?† †¢ Envy of those who are leaving. Employees may feel that those who were laid off are moving on to new opportunities while they are â€Å"stuck at the same old job.† †¢ Apathy. They may find it hard to concentrate or get back to work. †¢ Loss of trust in the organization. Employees may lose trust in upper management’s messages and mission and may not feel that the company cares. †¢ Overwhelmed. People may feel overloaded and worried about how their workload will change. 57114-1008 2 Rebuilding Employee Morale Following a Layoff Helping employees cope A layoff or downsizing is a business decision. But before employees who remain can move on and begin working productively again, it’s important to deal with the emotional side of the job cuts and their impact on people’s lives. †¢ Hold an initial meeting with employees staying on your team on the day of the downsizing announcement. Have an open and honest discussion with them about the job cuts and why they took place and how they will help keep your organization moving forward. Employees need to know why the cuts happened and what the organization is doing to avoid more job cuts. Talk about the layoffs in terms of job functions and the business. Do not discuss specifics or specific individuals. Expect this to be a time of deep emotion, confusion, and anxiety for your employees. †¢ Hold a â€Å"jump-start† meeting. A work-force reduction can change the way your team functions. In the days following the announcement, plan and hold a jumpstart meeting to get people focused on what matters. At the meeting: – Review the organization’s goals, strategy, and new direction. Enlist your team’s support in finding ways to meet those goals. – Clarify the reasons for the change. Identify and describe ways that individual employees may have to shift their attention. – Explain fully the expected results of the team’s efforts, linking those results to the overall business goals of the organization. – Identify those things the team and individuals are already doing well that support the new direction or business strategy. Highlight what may change. – Discuss needs and develop concrete action plans for short- and long-term periods. – Provide training if employees will be asked to take on new work or functions. †¢ Give employees continued opportunities to talk about their feelings. Encourage them to voice their fears, questions, complaints, and concerns. Hold meetings. You can do this both one-on-one with employees and as a group. Have drop-in sessions. These will be helpful for employees and for you as a manager. Remember that when people are allowed to express their feelings they are better able to adjust and move on. Continue to have these discussions for as long as they seem productive. Watch that employees don’t get stuck or caught up in too much negativity. Use coaching skills to help them accept the change and move on. †¢ Be honest with employees and keep lines of communication open. The more honest and straightforward you are, the more quickly you’ll rebuild trust on your team. During times of major change, information is often incomplete. No manager has all the answers. If an employee asks a question about the reorganization that you are not in a position to answer, don’t be afraid to say, â€Å"I don’t have the answer to 3 Rebuilding Employee Morale Following a Layoff that question.† If possible, commit to finding answers and information within a fixed period of time and â€Å"close the loop† with the employee who asked the question. If relevant, share the information with everyone on the team. Remind employees that in times of flux even some of the updated information will change but that you will keep them as up to date as you can when this happens. †¢ Lead by example. Take a close look at your own attitudes and behavior and how you are responding to the workplace change. Positive, sincere, and communicative managers who demonstrate strong leadership qualities while acknowledging the difficulty and pain of the layoff are typically able to get their staff back on track during times of adversity and challenge. †¢ Offer resources to help employees reduce feelings of stress. Make sure members of your team are aware of the resources available to them to help reduce feelings of stress, including the employee assistance program (EAP) or the program that provided this publication. †¢ Recognize that, initially, employees may be so absorbed with the reorganization that they get less work done than usual. During times of major change, especially in the period right after the change, it’s common for people to look out for themselves. Employees may spend increased amounts of time on personal activities like phone calls and Internet use. By keeping employees actively engaged in constructive job-related tasks with a direct value to the business, anxiety can be kept in check and employees will be more focused on what matters. It’s important to take action to rebuild the team and help employees get back up to speed and move forward. Ways to rebuild trust and morale It can take months for employees to adjust to a major organizational change and to new systems and ways of doing things. It’s important to keep an eye on employee morale during this transitional period. Here are some ways to rebuild trust and morale on your team during this time: †¢ Spend extra time with your team and with individual employees. In times of stress managers can be tempted to spend more time in their offices away from their anxious employees, but this is just the time your employees need you to be more visible and accessible than usual. †¢ Communicate openly and often about company strategies and goals. Share information. Clarify goals. Be honest in your communications. If more change is coming, share as much as you’re able to with employees. It’s critical to check with upperlevel managers on what messages to communicate to employees. Different messages coming from managers across departments will result in mixed messages and rumors. Encourage employees to share any rumors they hear with you and address each one as quickly as you can. 4 Rebuilding Employee Morale Following a Layoff †¢ Talk about changes within the organization and how these may affect the work and your group. Talk about how the work will change as a result of the reorganization. Let everyone know that plans or tasks may change and that this is normal during times of transition. If work expectations for the department or individuals have changed, communicate this as soon as possible. Be clear and concise about new job duties and responsibilities. Remember to give frequent updates. This helps employees deal with feelings of uncertainty and confusion. †¢ Avoid complaining about the organization or telling employees your woes. Managers sometimes do this to reduce feelings of guilt — they want employees to feel that they are suffering, too. But a manager who complains to employees only loses respect and creates more anxiety among employees. Speak with other managers you trust about your feelings and concerns and to get more ideas of what steps you can take to help rebuild your team. Take very good care of yourself during this time as many managers experience additional stress as they guide their teams through challenging times. †¢ Use team-building exercises to renew relationships and commitments to goals. Work on a group or team project together. You might order pizza or bagels when you do. Offer a seminar on dealing with workplace change. Work hard to be sure everyone understands his or her role on the team and how group efforts contribute to the larger business goals. †¢ Be respectful of the people who have been laid off. Avoid comments like â€Å"He wasn’t such a great employee anyway.† Focus on the positive attributes of employees who have left. Express regret and make sure your team knows that you wish them well. This will show those who are staying that the organization treats people with respect and dignity. Your employees will assume that if they were to be laid off, you would talk about them the same way you talk about former em ployees. †¢ Help employees see the opportunities that change can bring. The reorganization may mean that people will have the opportunity to learn new skills or to take on new responsibilities. †¢ Recognize and reward good work and continued commitment. Let employees know that you appreciate everyone pulling together to do their part in meeting the company’s goals. It’s more important than ever at this time to reward employees who are staying — for meeting goals and milestones and for steady, dependable effort. Here are some ways to offer rewards: – through company recognition or incentive programs – by giving public recognition at a meeting – by sending an e-mail to upper management applauding an employee’s efforts and spelling out what those efforts were and how they contributed to the company’s goals – by using bulletin boards to call attention to someone’s good efforts 5 Rebuilding Employee Morale Following a Layoff Keep in mind that it takes time for people to let go of old ways, adapt to new ones, and recommit to the organization. The more proactive you are in helping employees through this transition, the more everyone will be able to adjust, move on, renew their enthusiasm, and confirm their commitment to the company. Written with the help of Elizabeth Bakken, B.A., M.A. Ms. Bakken has a certificate in organizational development and an extensive background in the fields of human resource development and career coaching. She writes a column, CareerWise, on executive career issues for the Rochester Business Journal.  © 2001, 2008 Ceridian Corporation. All rights reserved. 102908

Occupational Health and Safety (OH&S) in the workplace. Essay

Occupational Health and Safety (OH&S) in the workplace requires co-operation from both employers and employees to ensure that the workplace is a healthy and safe environment. Both employees and employers are required to co-operate by the rights and responsibilities that are set for them. OH&S is the safety procedures in place in every enterprise to ensure both the health and safety of each and every employee. It is the responsibility of employers, who are legally (due to the OH&S Act 1996, 2001 amendment) and morally obliged to provide a safe and healthy environment. It is also the employee’s responsibility to co-operate with employers in maintaining health and safety at work. Read more: Measures that prevent fires from starting essay Employers are required to: -Provide a safe and healthy workplace -Provide and maintain a safe system of work -Provide the required resources (safety clothing & equipment) -Provide information and training for employees to work in a safe and healthy environment -Provide a process to identify, assess and then eliminate unsafe practices and hazards -All relevant laws must be followed -Ensure that employees carry out workplace rules. In the same way, employees have the right to be provided with the above-mentioned elements from their employers. It is also the employee’s obligation to abide by these regulations. Any employee who fails to meet their responsibilities can be disciplined under award conditions. WorkCover is also responsible for safety in the workplace. They are required to conduct regular checks in the workplace to ensure that the OHS act is being followed and that hazards are kept to a minimum. In most states, workers are represented through either an OHS representative or an OHS Committee depending on the size of the enterprise. Hazards are categorised into 4 different sections; Physical, Chemical, Ergonomic and Biological. It is important to be aware that a hazard does not have to be seen for it to exist. Quite often hazards you can’t see – such as ultra violet radiation, are only appreciated when it is too late to prevent damage. Many hazards have been made known in the workplace. Some of these include:  ·Exposed wires  ·Power leads on ground  ·Equipment in walkways  ·Temperature often too hot or too cold  ·Glare from windows and lights These hazards can be fixed by ensuring that the OHS committee is kept informed of these problems, and they can then ensure that they are fixed, in cases such as exposed wires. Things such as anti-glare screens can help the prevent the glare on the computer screens, and also moving employees desks  away from the air-conditioning vent can help with the temperature problems. Another cause for concern is the ergonomic factors. People do not sit in their chairs correctly and are causing backaches and injuries. To prevent injuries you should have;  ·Feet flat on the floor  ·Knees at a 90 degree angle  ·Back at 90-100 degrees  ·Relaxed shoulders and;  ·Forearm support Employees should take regular breaks and use their workstations ergonomically so that fewer injuries occur. There are also a few more Acts such as the Anti Discrimination Act (1977) and the Sex Discrimination Act 1984 and Workers Compensation Act 1987, which are all there to protect employees in the workplace. The Anti Discrimination Act aims to protect all employees in the work environment from being discriminated against on many things such as:  ·Race  ·Colour  ·Religion  ·Gender  ·Age  ·Sexuality If an employee feels as though they are being discriminated against, for any of the fore mentioned things then they should first try to approach the perpetrator and ask them to stop. If this behaviour continues, or they feel they cannot approach the perpetrator then they should report immediately to their employer or supervisor for further action. The Sex Discrimination Act aims to protect employees from being sexually harassed by someone in the workplace. Sexual harassment is any unwanted attention in an incorrect manner, whether it be:  ·Making sexual comments  ·Making sexual gestures  ·Asking someone out on a date continuously  ·Sending inappropriate materials Again if this happens, you should approach the perpetrator and let them know how you are feeling. If this behaviour continues, or they feel they cannot approach the perpetrator then they should report immediately to their employer or supervisor for further action. The Workers Compensation Act is where employers insure workers against the possibility of suffering injury arising out of or in the course of employment. If an injury does occur the worker can apply for Workers Compensation where they can receive money to cover their losses, and to pay for medical treatment. Workers Compensation can also be paid to the families of workers who die because of a work injury. In conclusion, it is evident that co-operation from both employers and their employees is needed to ensure that the work place is a healthy and safe  environment, with the help of legislations along the way.

Biographical Synthesis Essay Example | Topics and Well Written Essays - 500 words

Biographical Synthesis - Essay Example Death was inevitably his favorite topic in both his poems and short stories. During his life, Poe experienced severe social isolation. These feeling of isolation started when his father demised or disappeared about the time of his sister’s birth. His sister’s name was Rosalie (Patrick 20-22). The family then relocated and Poe was isolated from his older brother, who was left with relations in Baltimore. During those younger years, he found his mother in the final phase of tuberculosis. On her demise, he was then isolated from his younger sister, Rosalie. Another major low point in Poe’s life was the demise of his surrogate mother, Mrs. Frances Allan, and his surrogate father rejecting him, all happening at one time. The most important setback to him was the sudden demise of his cousin, whom she had married-Virginia Clemm. This solitary loneness was the cause of almost all of his feelings of separation in his adulthood. He was attacked by a fit of apprehension that made him believe that almost everyone he become close to would eventually die. The topics of isolation become inherent topics in his work (Silverman 12-19). William Wilson is a short story which tells of a man and his doppelganger, which runs after the man around the universe trying to keep him away from trouble. Poe created his character to represent his own accounts of boyhood, which was he spent â€Å"a large, rambling Elizabethan schoolhouse, in a misty-looking village of England† (30-33). The setting of William Wilson is undoubtedly semi-autobiographical and passes as relation to Allan Edgar Poe’s home in England as a boy. â€Å"The misty-looking village of England† (30-33). The poem A Dream within a Dream explores the difficult process o saying goodbye to a loved one. Poe wrote this poem after the experience he went through after losing the women he had affairs with. In Poe’s mind, he perceived

Violence and Aggression in Human Behavior Essay

Violence and Aggression in Human Behavior - Essay Example Hate crimes and their etiology will be next to explored. Then domestic violence, examining one theory that explains the power dynamics between couples and how these dynamics cause couples violence. Black men, who are more violent than other groups, will next be explored, in the context of the sociological reasons for their violent behavior. Lastly, the way that violence is learned will be explained. Joran van der Sloot savagely attacks a woman with a baseball bat, leaves her dead body and takes off. Ted Bundy kills a multitude of women over a long period of time. Hitler. Charles Manson. John Wayne Gacy. Jeffrey Dahmer. Jack the Ripper. These are just a few of the infamous names that have become household over the years. What causes these men to kill? Is it sociological, psychological, neurological, or all of the above? Jonathan Pincus, MD and Dorothy Lewis, MD theorize that violent criminals are made through a combination of neurological damage, psychiatric illness and abuse. This underlying pathology is the cause of all kinds of killers – one-time killers, serial killers, rage killers and killers who dissociate. Roy Hazelwood, an FBI profiler, contends that killers are disorganized or organized, the disorganized being the one-time rage killers, the organized being the stereotypical serial killer. These causes point to individualistic, psychological, neurological and abu se causes. There are other factors that cause violence as well, sociological causes. Hate is one of these – when individuals stereotype, scapegoat and dehumanize whole groups of people, hate-related violence ensues. Blacks suffer a disproportionate amount of violence, and the causes for this is sociological as well. Violence is learned through cultural expectations, television exposure and through witnessing violence at home. Domestic violence is caused through complex power dynamics between couples. This paper reviews just some of the theories for all types of

The Article by Atul Gawande (2009) New Yorker Term Paper

The Article by Atul Gawande (2009) New Yorker - Term Paper Example Some scholars suggest that the system has drifted out of control: â€Å"Through no planned design or evil intent, our health care system has evolved in ways that better serve a myriad of economic, professional, and political interests than those of patients and families, and the larger public† (Mechanic, 2006, p. ix). Gawande, however, sees a much bleaker picture, and suggests that there are areas in America where doctors and administrators are financially tied into provision, and that this encourages massive amounts of over-treatment, with no benefit to patients. Gawande’s article describes a huge discrepancy in the per capita costs of medical care in two comparable districts, McAllen and El Paso, Texas, while there is no evidence that the higher cost location (McAllen) offers better care or achieves better results. This gives rise to a serious ethical problem: in El Paso patients have much lower rates of access to all kinds of tests and treatments, while in McAllen, t hey have much higher rates. The variation is due to doctor behavior, and not down to the demographics of the citizens, since the two regions are very similar. This is the kind of situation that led to the passing of the 2010 Health Care Reform bill which aims to extend health coverage to from 83% to 95% of the legally resident population. (Tumulty, 2010, p. 1) Unfortunately, however, huge variation in the way that this money is spent will mean that a fair and equal service is not likely to happen. From the point of view of justice, or fairness, such unequal practices cannot be defended, since all American citizens should have equal access to the benefits of our modern technologies. From a utilitarian point of view, there is a deviation from best practice, since in the McAllen hospitals there is little effort to gain the greatest benefit to patients for the lowest cost. Increasing the amount of testing in order to maximise revenue is the very opposite of ethical behaviour on the part of institutions where doctors earn more for ordering more procedures and tests. Gawande suggests that the problem lies with the structures of delivery, and describes the McAllen healthcare model as â€Å"as system that has no brakes† (Gawanda, p. 14). He cites the example of the Mayo clinic, where doctors receive a fixed salary, as a potential solution. Fewer scans are done, and more discussion between doctors takes place to minimize unnecessary treatments, all of which come with risks as well as benefits, and to try to ensure that patients have what they need, rather than what can be sold to them for profit. There is little incentive to cherry pick patients in this kind of system, and hospitals which follow this style find that overall costs are lower, and quality of care goes up. This analysis takes a refreshing look at the way the whole system is set up, and this gives the reader an overview of things rather than just the view of an economist, or a health professional, or an administrator. It highlights the error that patients, and some doctors, often make, in thinking that more testing is always good. The point is to do what is the best for the patient, and not what sustains the system. If there was more of this kind of benchmarking across hospitals with comparable patient characteristics, then perhaps more could be done to eliminate wasteful

Management Information System In Oil Company In Libya Research Paper

Management Information System In Oil Company In Libya - Research Paper Example   According to the United States Institute of Peace (USIP), although Libya ranks 17th as a world oil supplier, it is Africa’s largest oil reserve, producing 1.8 million barrels per day (bbl/d). Libya contains nearly 46.4 billion barrels of oil, as of January 2011. The majority of existing oil fields are located in three major basins; Sirte, Murzuk, and Pelagian (Stankosvka& Lavender, 2011).   This is more than sufficient to give it much greater international leverage than its tiny population (just over 6 million people) or modest per capita GDP ($16,000)would normally suggest. Libya's oil industry is dominated by its state-owned National Oil Company, which controls at least a majority interest in all oil exploration, production, and refining (Zweig, 2009). This study is aimed to find out information about management information system used in oil companies in Libya which have to maintain their production of oil to supply the domestic and international demand.   The durat ion of the study is two months, from the middle of March 2014 to the beginning of May 2014.According to the United States Institute of Peace (USIP), although Libya ranks 17th as a world oil supplier, it is Africa’s largest oil reserve, producing 1.8 million barrels per day (bbl/d).   Libya contains nearly 46.4 billion barrels of oil, as of January 2011. The majority of existing oil fields are located in three major basins; Sirte, Murzuk, and Pelagian (Stankosvka& Lavender, 2011).

Class Relationships in US Essay Example | Topics and Well Written Essays - 500 words

Class Relationships in US - Essay Example This war turned out to be the biggest war in the history of the world, named as Civil War (Tripp). Civil war was the longest war to be fought; it took five years for American authorities to overcome this war. The central point of this war was the slavery system of black people, and the domination of white people. Civil war pushed America to reconstruct the whole nation of America by bringing them together. The nation’s unity and the new laws regarding the system of replacing slavery and the status of slaves took into consideration. The slavery system was abolished and the black people were given the freedom to utterly claim their-selves as the citizens of America, likewise the whites. The African American identity was allotted to the black nation of US. The blacks were given equal rights to contribute in the elections by voting for their preferred leader, by the US government. The statuses of the slaves were taken care of by giving four million of them the identification of being called as American citizens. Civil war stood out the nation power more superior to the state g overnment. After the Civil War, US nation endured unity and the US quickly became the primary economic power in the world. When we see the US today, it gives us the clear picture of a complete new reformed America. Zero class discrimination is being seen. There is seen to be a strong & equal bounding between blacks and whites. After the coming of Barack Obama the place of class has been changed. The coming of African American President is the proof of present class status of America. Laws are developed in the favor of blacks, for the protection of their rights. With time white has started to equalize themselves with Blacks, but on the basis of religion the issue is still in light. Slavery of Black people has overcome finely. We can see blacks in every industry. Blacks are much motivated to join US army, Hollywood & politics. Blacks are treated equally as

Water resource economics Essay Example | Topics and Well Written Essays - 750 words

Water resource economics - Essay Example The important question is whether or not it was a good idea to let the urban populations become so dependent on water sources that are so far away? This dependency developed can create a problem if water becomes scarce. Economically the urban areas will fail. Without water, these areas have nothing. No business, no homes and no communities can flourish without water. These urban areas are extremely economically dependent on water. It was not necessarily a good thing for these urban areas to develop distant water sources. Developing distant water sources has made for extra effort on the cities part to keep the water abundant and safe. Keeping the water usable is for the economic stability of the urban areas. When water comes from such a far source, the water is not constantly usable like it is in other areas that use their own water. This means that using less water and having plans in place to save water is important. There is a lot of water that must be kept usable to maintain economic stability in the urban areas. Recently in Los Angeles, state officials have cut down on water by 18.4%. This is the lowest amount of usage in 18 years (Adams2010). Cutting down on water usage by government officials sets a good example for residents and saves on water consumption. Saving on water makes it easier on Los Angeles water dependency. San Francisco is also a popular area that is dependent on water and seeks water from an outside source. The Hetch Hetchy Aqueduct provides 65% of water to the San Francisco area (Aquafornia2011). San Francisco has rearranged the earth in so many different ways in order to be able to keep up with the demands for water needs. Reservoir ponds and water reusing systems are popular scenery in California. These water systems are constant economic issues. The demanding need for water creates many projects. These projects affect the economic development

Minimum wage essay Essay Example for Free

Minimum wage essay Essay Minimum wage has been a very controversial topic. Nowadays people just can’t survive on minimum wage. Prices are rising but yet the pay is still the same. How do they expect us to survive on eight dollars and twenty five cents? Minimum wage workers in Chicago land locations had joined others across the country for a one-day strike, which was held August 29, 2013 outside the ROCK N ROLL McDonalds in the River North neighborhood, demanding their wage to be at least . 00 an hour. There was a worker there named Tyree Johnson who said he has been working on McDonalds for a total of 21 years and still earning a total of eight dollars and twenty five cents an hour. He states â€Å"Every time I would ask for a raise they would just tell me you shouldn’t have joined that union, were not giving you any raise†. The workers who had gathered up there said that they were tired on choosing between paying the rent or paying the groceries. Another minimum wage worker named Dejun Jackson says it takes him three jobs to raise a family. He gets up at 4:30am to start his shift at 5:45am. He ends his first job around 1 O’clock and has to be in his second job around 1:15. He does not end his second shift until 9 or 9:30pm. He states he has no time to see his kids except the weekends for the same reason that he has two jobs. Between his two jobs he works a total of 70 hours a week. Within a year he makes an average of $50,000. Dejun Jackson is also in school hoping one day he would be able to work just one shift and spend more time with his family. But just by having just one job he wouldn’t be able to make it through since one job helps him pay the pills and the other the cost of his school. I agree that people cannot live on minimum wage since the cost of living has gone up drastically. This has always been a conflict and will continue to be unless they raise minimum wage. The type of life we are living now days won’t simply just get us through by working on minimum wage. People have things to pay for example rent, food transportation, clothes, bills; school etc. People that get pay minimum wage are usually on government assistance which means everybody who is paying taxes are actually paying for the food stamps or any type of services that they are receiving from the government. It would be better if the companies would just pay their workers a decent amount of salary instead of other people having to pay for whatever the company is not paying them. The authors’ argument is very logical since it states why people can’t survive on minimum wage. This makes people have two jobs just too sustain a family. People wouldn’t be able to make through just by having one job, since the cost of living has gone up drastically.

Psychoanalytical Approach Essay Example for Free

Psychoanalytical Approach Essay ?1. Psychoanalytical Criticism ?2. Psychoanalytical criticism is a type ofcriticism that uses theories of psychology to analyze literature. It focuses on theauthor’s state of mind or the state of the mind of fictional characters. ?3. Sigmund FreudPsychoanalytical criticism originated in the workof Sigmund Freud. Freud’s theories areconcerned with the nature of the unconsciousmind. According to Freud, the human mindconsists of three parts: the id, the ego andsuperego. ? The id is source of our instinctual and physical desires. ? The superego is the part of the psyche that has internalized the norms and mores of society. ? The ego is keeps mediating between the demands of the id and the superego. It is rational, logical, and conscious. ?4. Repression? We often repress what the id encourages us to think and do because the ego and superego tell us not to think and do, therefore forcing these unacceptable wishes into the unconscious. All of us have repressed wishes and fears.? Repressed desires emerge in disguised forms: dreams and language (slips). They emerge in symbolic form that require  analysis to reveal their meaning.? Many elements of psychology that Freud described appear in literary works. ?5. Freudian Literary Criticism? Freudian critics try to understand how the operations of repression structure or inform the work They pay close attention to unconscious motives and feelings, whether these be those of the author, or of the characters depicted in the work.? They demonstrate the presence in the literary work of classic psychoanalytic symptoms or conditions. ?6. Carl Gustav Jung and Jungian literary Criticism? Jung developed the theory of the collective unconscious, a collection of shared unconscious memories dating back to the origins of human experience and manifested in dreams, myths, and literature.? A great work of literature is not a disguised expression of repressed wishes, but a manifestation of the desires one held by the whole human race, and now repressed because of the advent of civilization.? Jungian analysis of literature tries to discover the images in a work of literature that a permanent and universal significance. ?7. Harold Bloom and the anxiety of InfluenceThe most important contemporary psychological criticis Harold Bloom. Bloom uses the Freudian concept ofrepression to apply it to literary history in general. Nopoet creates in isolation from his predecessors. In TheAnxiety of Influence, he argues that poetsunconsciously misread the poems of their greatpredecessors. The new poems are essentiallyrewritings of poems by a father-figure predecessor. Poets keep struggling to free themselves from thisinfluence of father-figure poets.