The Author personally conducts the Lecture-Workshop in your Country. She lives in Tagaytay City, Philippines. To Reserve a Workshop Date in your Venue, please call her directly: Local (Philippines): 09295197788 or International: (63) 9266787938.E-mail: wellnesspilipinasinternational@gmail.com. E-mail: ambassadorzara@gmail.com ARRANGEMENT & FEES: Professional Fee: (Philippines): P10,000 per talk provided the Organizer will fetch and bring back the Speaker in Tagaytay City. For Companies Without Transportation Arrangement, Speaker's Fee is P15,000 for Private Companies Hotel Accommodation and Plane Tickets c/o Organizer (for out-of-town) INTERNATIONAL Professional Fee: $1,000 USD per talk Hotel Accommodation and Plane Tickets c/o Organizer FYI: Ambassador Zara Jane Juan conducts the Training herself to fund the Peace Missionary Programs of Sailing for Peace because she doesn’t receive donations to prevent corruption. PEACE VIGIL Programs are: Initiating Peace: Interfaith Interracial Intercultural Worldwide Prayers to End Terrorism Educating Peace: Wellness for Peace Education on Climate Change Worldwide Innovating Peace: Climate Change & Peace Building Eco Forum and Symposium

1. Types, Causes, Impacts to Health &Wellness, Management & Prevention

2. Covers a wide range of behaviors of an offensive nature. It is commonly
understood as behavior intended to disturb or upset, and it is
characteristically repetitive. In the legal sense, it is intentionalbehavior
which is found threatening or disturbing.

3.  Electronic harassment is the alleged use of
electromagnetic waves to harass a victim.
Psychologists have identified evidence of
auditory hallucinations, delusional disorders
or other mental illnesses in online
communities supporting those who claim to
be targeted.

4.  Landlord harassment is the willing creation,
by a landlord or his agents, of conditions that
are uncomfortable for one or more tenants in
order to induce willing abandonment of a
rental contract. Such a strategy is often
sought because it avoids costly legal
expenses and potential problems with
eviction

5.  Mobile harassment refers to the sending any
type of text message, sext, photo message,
video message, or voicemail from a mobile
phone that threatens, torments, humiliates
the recipient of these messages. It is a form
of cyber bullying.

6.  Online harassment
 Harassment directs obscenities and
derogatory comments at specific individuals
focusing for example on race, religion,
nationality, sexual orientation. Sending hate
e-mail to interested parties.Any comment
that may be found derogatory or offensive is
considered harassment.

7.  Police harassment
 Unfair treatment conducted by law officials,
including but not limited to excessive force,
profiling, threats, coercion, and racial, ethnic,
religious, gender/sexual, age, or other forms
of discrimination.

8.  Power harassment is harassment or unwelcome
attention of a political nature, often occurring in
the environment of a workplace including
hospitals, schools and universities. It includes a
range of behavior from mild irritation and
annoyances to serious abuses which can even
involve forced activity beyond the boundaries of
the job description. Power harassment is
considered a form of illegal discrimination and is
a form of political and psychological abuse, and
bullying.

9.  Psychological
 This is humiliating, intimidating or abusive
behavior which is often difficult to detect leaving
no evidence other than victim reports or
complaints.This characteristically lowers a
person’s self-esteem or causes them torment.
This can take the form of verbal comments,
engineered episodes of intimidation, aggressive
actions or repeated gestures. Falling into this
category is workplace harassment by individuals
or groups mobbing.

10.  Racial harassment
 The targeting of an individual because of
their race or ethnicity.The harassment may
include words, deeds, and actions that are
specifically designed to make the target feel
degraded due to their race or ethnicity.

11.  Religious
 Verbal, psychological or physical harassment
is used against targets because they choose
to practice a specific religion. Religious
harassment can also include forced and
involuntary conversions

12.  Sexual harassment
 Harassment that can happen anywhere but is
most common in the workplace, and schools.
It involves unwanted and unwelcome words,
deeds, actions, gestures, symbols, or
behaviours of a sexual nature that make the
target feel uncomfortable. Gender and sexual
orientation harassment fall into this family.
Involving children, "gay" or "homo" is a
common insult falling into this category.

13.  Workplace harassment
 Workplace harassment is:
 the offensive, belittling or threatening
behavior directed at an individual worker or a
group of workers[17]
 the odious dealing through pitiless,
malevolent, hurtful or embarrassing attempts
to undermine an individual worker or groups
of workers.

15.  Workplace harassment is also known by
many other names. “mobbing”, “workplace
bullying”, “workplace mistreatment”,
“workplace aggression”, and “workplace
abuse” are all either synonymous or belong to
the category of workplace harassment.

16.  The wide-ranging types of workplace
harassment can be loosely categorized into
emotional and physical abuse.All of these
forms of workplace harassment target
various groups, including women, racial
minorities, homosexuals, and immigrants.

17.  Any act of discrimination or assault that
systematically disadvantage the employees is
considered workplace harassment.
 Workplace harassment can contribute to
deterioration of physical and emotional
health

19.  The intensity of workplace harassment is
positively correlated with the level of alcohol
use.
 One of the motives that people drink is “to
self-medicate distressful feelings resulting
from problematic social conditions”.

20.  because workplace harassment cannot be
clearly delineated like sexual or racial
harassment, victims do not counteract by
legal and institution responses, rather, they
rely on drinking to cope with the emotional
distress.

21.  PTSD is commonly known as a “war wound”,
yet it also affects workers; “when a worker
suffers PTSD, the workplace for that person
has become a war zone”.

22.  Anxiety
 Nervousness
 Stress
 Depressive Symptoms
 Tiredness
 Lack of Confidence
 Humiliation and Guilt
 Nightmares

24.  Expressions of hostility – behaviors that are
primarily verbal or symbolic in nature
 Obstructionism – behaviors intended to
hinder an employee from performing their
job or the organization from accomplishing
its objectives
 Overt aggression – violent acts

25.  Verbal–physical
 Direct–indirect
 Active–passive
 Aggressive acts can take any possible
combination of these three dichotomies. For
example, failing to deny false rumors about a
coworker would be classified as verbal–passive–
indirect. Purposely avoiding the presence of a
coworker you know is searching for your
assistance could be considered physical–
passive–direct.

26.  Criminal intent (Type I) – this type of aggression occurs
when the aggressor has no relationship to the victim or
organization.
 Customer/client (Type II) – the aggressor has a relationship
with the organization and aggresses while they are being
served as a customer.
 Worker on worker (Type III) – both the aggressor and the
victim are employees in the same organization. Often, the
aggressor is a supervisor, and the victim is a subordinate.
 Personal relationship (Type IV) – the aggressor has a
relationship with an employee at an organization, but not
the organization itself.This category includes victims who
are assaulted by a domestic partner while at work.

27.  covert behaviors are designed to disguise the
aggressive behavior or aggressive intentions
from the target.
 overt aggression do not hide the aggressive
intent and are open in their intentions.
 covert aggression is verbal, indirect, and passive
in nature, while overt aggression reflects the
physical, direct, and active side

28.  can cause bodily harm to employees, pose
physical danger for customers, create public
relations crises, and harm the business
reputation of the firm as a whole

29.  Victims of workplace aggression may suffer
from reduced job satisfaction.
 Similarly, those who perceive abuse from
their supervisors report lower levels of job
satisfaction.

30.  Prevention programs focus on reducing
instances of workplace aggression. Programs
that incorporate personnel selection,
organizational sanctions, and training are
recommended.

31.  use personnel screening and testing to
identify potential employees who are likely to
behave aggressively before they are even
hired.This proactive strategy prevents
individuals who are predisposed to aggress
from even entering the workplace

32.  Explicit policies regarding workplace
aggression may help organizations to reduce
aggression. Employees who perceived that
their organization would punish workplace
aggressors reported less workplace
aggression even when their perceptions of
interpersonal justice were high.

33.  training for both supervisors and
subordinates should focus on teaching
employees methods for dealing with
aggression. Appropriate training should
inform employees that management takes
threats seriously, encourage employees to
report incidents, and demonstrate
management's commitment to deal with
reported incidents