Hydrogen Balloon Explosion Experiment

Human Resource Management As A Strategic Partner - 1705 Words

Human Resource Management as a Strategic Partner Generally, when one thinks of the role of Human Resources, many people will think first of the role that HR plays in important functions such as staffing, training, retention, and the development of workplace policies. While these are all important functions for Human Resource Management, the evolution of HRM is such that it is important to think of these functions in terms of the impact they have on the overall strategic vision for the company. Key HRM functions can be split up into two different categories. These include those functions that relate directly to the employee such as staffing, retention, training and development, but also those functions that relate more to company policies and government regulations. Examples include compensation and benefits strategies, the development of basic workplace policies, and adherence to regulations that are enforced by government. Each of these functions play important roles in the implementation of an overall strategic vision for the com pany, and ensuring that HRM understands the role that it plays is important for making sure that HRM policies are in line with the company s long-term strategy. One excellent example of the way in which the role of Human Resources plays out in the context of a long-term strategy is that of Walmart s HR practices and the way they fit into the overall business strategy of the organization. With that said, in order to understand the HRM ofShow MoreRelatedHuman Resource Management : A Strategic Partner At All Times1386 Words   |  6 Pagescritical for human resources management to be a strategic partner at all times in the business environment. The leaders of management are required to make sound and competent decisions that will have a positive impact on their organization. Some reasons why human resource departments choose to be strategic may be partly due to profit, perceptions, funding resources and the overall values of the company. First, â€Å"the concept of profitability is t he primary driving force behind strategic management† (MayhewRead MoreA STUDY ON STRATEGIC ROLE OF HUMAN RESOURCE MANAGEMENT Essay1679 Words   |  7 Pagesï » ¿PREFACE Strategic management is the management of change involving the system of corporate values, the corporate culture, and all managerial process of change, such as leadership, planning, control, and human resources management. The strategic management process represents a logical, systematic, and objective approach for determining an enterprises future direction. Researchers usually distinguish three stages in the process of strategic management: strategy formulation, strategy implementationRead MoreStrategic Role Of Outsourcing849 Words   |  4 Pagescontributing to the traditional human resources role becoming a thing of the past (Parus, 2003). The new innovative technology being introduced allows human resources professionals the ability to communicate and work more effectively amongst other professionals in the organization and industry. The business process of outsourcing gives certain functions in the organization a way to improve basic services; providing human resources profes sional’s time in playing a more strategic role in their organizationsRead MoreHuman Resources Strategic Direction Essay example1589 Words   |  7 PagesHuman Resources Strategic Direction The decisive difference in the business climate of any organization is determined by strategy. A successful execution of a business strategy, being the ultimate goal, if inclusive of the Human Resources Department, then like all other departments within the organization will be strategy-driven. Human Resource’s future, by understanding the paramount importance of human and intellectual talent, is on the verge of becoming seen as more of a strategic businessRead MoreStrategic Human Resource Management772 Words   |  4 Pagesbusinesses to adapt quickly to changing opportunities. In a growing number of organizations human resources are now viewed as a source of competitive advantage. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes and systems. This is in contrast to the traditional emphasis on transferable resources such as equipment. Increasingly it is being recognized that competitive advantage can beRead MoreArgues the benefits or disadvantages of Human Resources being a strategic business partner964 Words   |  4 PagesThis essay is to write a discussion paper which argues the benefits or disadvantages of Human Resources being a strategic business partner giving consideration to the impact of Human resources polices and practices on strategy, people and organizational culture. Strategic human resource is considered as a term to describe an integrated approach to the development of human resources strategies within a business, which will enable the organization to achieve its goals. (Kramar et al., 1997) It isRead MoreThe Field Of Human Resource Management Essay1543 Words   |  7 PagesExecutive Summary Several studies in the field of Human Resource Management concentrate on the importance of a Human Resources Business Partner to the organisation’s performance. Bredin (2008) notes a shift from traditional to strategic Human Resources Management and the implications for the organisation. Ulrich (1997) suggested how Human Resource Management and the role of a Human Resources Business Partner can contribute to an organisation’s competitive advantage. The objective of this literatureRead MoreLegal Issues In The Workplace Essay1375 Words   |  6 PagesCase for Human Resources as a Strategic Partner In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s marketRead MoreThe Relationship Between Hrm and Organisational Strategic Direction1494 Words   |  6 PagesHUMAN RESOURCES IN ORGANISATIONS – hrmt 11011 | The relationship between HRM and organisational strategic direction. | Assessment Item 1 - Essay | | Tracey Lee – s0048653 | 8/4/2012 | This essay discusses the role that HRM plays in the strategic direction of an organisation. | What role does HRM play within the strategic direction of an organisation? Within this essay it will be discussed how the effective management of human resources positively impacts the performance and success

An Insight into Indigenous and Non-indigenous

Question: Discuss about the Insight into Indigenous and Non-indigenous Australians. Answer: Putting on the cap of a sociologist gives me immense pleasure to highlight the fact that ours is a diverse country. The word diverse includes every corner of the country counted within the maps. However, in this report, my focus is on the indigenous and non-indigenous Australians (Australianstogether.org.au 2017). The action of focus might result in the transformation of their predicament. Comparison between indigenous and non-indigenous groups of Australia broadens the gap between them. The major drive behind this is the average life expectancy ratio. The numerical projections, 69.1% for men and 73.7% for females, compel me to highlight the discrepancies. On the other hand, the numbers are quite high for the non-indigenous Australian groups. As a matter of specification, for men it is 79.7% and 83.1 for women (Pmc.gov.au 2017). The root causes for these discrepancies are: Lack of education Addiction towards alcohol, drugs High mortality rates Unemployment The lack of access to schools, hospitals and foods aggravates the complexities of these groups. Application of theoretical conflict in this context enables me to enliven their existential crisis. A quantitative research in this context projects the reality behind their survival. Moreover, the research acts as a cornerstone in gaining an insight about the socio-cultural discriminations, within which these groups are entrapped. In this crisis, Prime Ministers initiative towards diminishing this gap, takes my report into a different direction (Australianstogether.org.au 2017). I take stance with the governmental viewpoint of setting agendas for ensuring the wellbeing of the groups. Inclusion of equal treatment and education can be considered as a future scope for the research on the identity of indigenous and non-indigenous groups of Australia. References Australianstogether.org.au (2017) Australians Together. [online] Available at: https://www.australianstogether.org.au/stories/detail/the-gap-indigenous-disadvantage-in-australia [Accessed 28 March. 2017] Pmc.gov.au (2017) Closing the gap. [online] Available at: https://closingthegap.pmc.gov.au/ [Accessed 27 March 2017]

Scorpion Essays - Buthidae, Scorpion, Arachnid, Spider, Pedipalp

Scorpion S corpions are of the class Arachnid. They are considered to be relatives of the spiders, mites, and ticks. There are about 1,300 species of scorpions in the world. Scorpions live in the deserts, but also they can occur in many other habitats, such as grasslands, savannas, forests, and caves. Also scorpions have been found in the Himalayas of Asia and Andes Mountains of South America. They live there under the rocks that are covered with snow at elevation over 12,000 feet. There are about 90 species in the U.S. They have a flat, narrow body. Scorpions have mouth (chelicerae), a pair of pedipalps, and four pairs of legs. The pedipalps are used for capture and defense. Their body is divided into two main regions. They are called a cephalothorax and an abdomen. The scorpions bodes are covered with sensory hair. Also scorpions have a pair of median eyes and two to five pairs of lateral eyes. The abdomen consists of twelve distinct segments, and the last five refer to tail. At the end of the abdomen there is a telson, and it contains the venom gland. Long tailed scorpions can reach a length of eight inches. Such scorpions live in the South Africa. Scorpions are nocturnal animals. They eat insects, spiders, and also other scorpions. The larger scorpions usually eat vertebrates, such as small lizards, snakes, and also mice. Pray are located primarily by sensitive vibrations. Sensitive hair called trichobothia that feel air vibrations, and tips of the legs have small organs that feel vibration on the ground. Scorpions have a meeting ritual. In such ritual male is trying to lead female on a courtship dance. The details of courtship are a little different in different species of scorpions. All scorpions have a long gestation period. It goes from several months to a year and a half, depending on species. The young scorpions develop as an embryo in the mothers ovariuterus. During this time, the embryo gets food from his mother. When the young scorpions are born they live on their mothers back for week or two after birth.. The mother scorpion makes a birth basket, with her folder legs. It helps to catch the baby as it is born and to help them to climb her back. On the average, a female gives birth to about 25-35 young scorpions. The average scorpion lives about three to five years, but there are some species that live at least 10-15 years. The venom of scorpions is used for prey capture and also for defense. Scorpion venom is the mixture of many substances, and every species has different mixture. In fact only one species in the United States and about 20 other worldwide have venom that is dangerous for humans. One of the species that is found in the United States is Centruroides exilicauda. It is found in Arizona. The sting of this scorpion may cause pain, numbness, frothing at the mouth, difficulties in breathing. But death is rare. The worlds most dangerous scorpions live in North Africa and the Middle East, South America, India, and Mexico. Science

Origins of the Moon essays

Origins of the Moon essays The moon has fascinated mankind for many thousands of years. It has assumed a role in legend and lore alike, being worshiped as a god, and feared as a demon. Indeed, from the days when man first looked skyward, he knew the moon served some important purpose, one he could not yet comprehend. During the scientific advances of the 1600s, and the industrial and literary revolutions that soon followed, the moon played a central role in story and equation alike. Newspapers of the 1800's proclaimed the greatest "feat of physics ever accomplished": weighing the moon. And when man finally reached the moon in 1969, he accomplished the impossible dream of eons past. Nevertheless, with the boundary of space conquered, we have gained only slightly greater understanding of the giant looming in the sky. Now, scientists are attempting to answer a question as difficult as space is vast: how did the moon form? Some important factors need to be considered in order to form a successful theory about the origin of the moon One factor is the size of the Moon relative to the Earth. The Moon is about one-fourth the size of the Earth (Editors 22).. Also, the Moon's density needs to be taken into consideration. The Moon is only 60% of the Earth's density, which indicates that the Moon is lacking in heavy metals such as iron and nickel. Also the Moon's bulk composition appears to be similar but not identical to the Earth's upper mantle, which is comprised dominantly of iron- and magnesium-rich silicates (Spudis 137). A third factor that needs to be considered is the angular momentum of the Earth-Moon system. Angular momentum needs to be conserved. Therefore if the Earth slows down in its rotation then the Moon must move away from Earth a fraction to conserved momentum (Editors 23). There have been many theories over the years on how the moon became to be. Only four scientific theories have been accepted for any length of time. They are th...

10 Success Lessons from Successful People

10 Success Lessons from Successful People We all have a different definition of success. Some people define success by having a loyal family and children. But most of the world would identify it as achieving power and wealth. Here are some tips from successful people, you can use in college, future career and personal life. If You Want to Learn Something – Just Do It. â€Å"The best way of learning about anything is by doing.† Richard Branson Richard Branson is a very successful English businessman, whos inspiring a lot of young people to start their own business and stop being afraid of doing something new! Richard can give us valuable advice – you cant learn about anything without actually doing it. You can read a lot of books on how to ride a bike, but unless you start riding it, you wont be able to know how to do it well. Develop Yourself â€Å"If I really want to improve my situation, I can work on the one thing over which I have control myself.† Stephen R. Covey How can people control others without knowing how to control themselves? If you want to be successful and improve some things around you – start with yourself. Every person should improve themselves before trying to influence the others. Very often it becomes the hardest thing to do. Everybody can see mistakes in others, but when it comes to yourself – its hard to notice anything wrong. Be Persistent I have not failed. Ive just found 10,000 ways that wont work. - Thomas A. Edison Thomas Edison is one of the most successful American inventors. If his new invention didnt work right away, Edison started trying so many times, until it worked. Simple as that. You shouldnt give up as soon as something doesnt go your way. Edisons key to success is to be persistent and confident. Eventually, youll be able to achieve great results. Many people give up without understanding that next try could be successful. Love What You Do â€Å"The only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle. As with all matters of the heart, you’ll know when you find it. † Steve Jobs Many people settle on their lousy jobs and work until retirement. It is not necessary! Everyone has a thing they love to do. It can be programming, singing or writing, it doesnt really matter. Your work will be truly successful only if youre passionate about it. Start chasing your dreams, try different jobs. If youre young, you have a lot of possibilities to choose from. Steve Jobs doesnt want you to settle until youre sure its what you want to do! Work Hard â€Å"There are no secrets to success. It is the result of preparation, hard work, and learning from failure.† – Colin Powell Colin Powell is right. You may think there are some secrets to success you dont know. Or that you have to be talented in one area to achieve wonderful results. To be honest, it is result from very hard work and learning from failure. It is important to learn from mistakes to not let them happen again. Before you start doing something, you need to prepare, research and work as long as it takes. Dont Procrastinate â€Å"Procrastination is one of the most common and deadliest of diseases and its toll on success and happiness is heavy.† Wayne Gretzky No more â€Å"Ill start on Monday/tomorrow/next month/year† words! Its now or never. We all know what it is to be a procrastinator. You just cant do anything, you want deadline extension, even if it takes less than an hour to do something. Stop looking for excuses! Successful people dont procrastinate. This is their key to success. Be Passionate Stop chasing the money and start chasing the passion. Tony Hsieh Weve all heard about Zappos – a company with the happiest employees. Tony Hsieh realized that he didnt have to chase the money. He should find his passion and go for it! If you manage to find that passion, youll see it can bring money as well. Tony used to spend days, not even hours at work, because he loved it! If youre not ready to devote most of your time and energy on your work, maybe its not for you. Choose Wisely â€Å"It is our choices, that show what we truly are, far more than our abilities.† J. K Rowling You may have some great abilities and talents. But the most important thing is what you do with those abilities. You need to make a lot of choices in your career and they define who you really are. So make sure they are the right ones. Dont let others influence your choices and stay true to your principles. Revenge Your Enemies by Being Successful The best revenge is massive success. Frank Sinatra Be ready to hear a lot of meaningless critics. But listen to Sinatras words – the best revenge is to show all these people how successful you are. There is no need to worry about someones mean words. All you should do is forget about the bullies and show the world youre better than them. Stay Focused The successful warrior is the average man, with laser-like focus.† – Bruce Lee Bruce Lee was a wise man, who thought it was important to stay focused all the time. You should think only about things, which matter and ignore all the distractions. There are some long-term goals you should think about, so be focused on them. Decide whats important to you and motivate yourself to reach all your goals. You wont find some extraordinary secrets to success. The most important part is to work hard, believe in your dream, be persistent and dont listen to meaningless critics. Be confident and dont let others stop you. And always practice! Even the most talented people had to spend hours every day to become great. So get rid of procrastination and enjoy improving your skills! Any success tips you would like to share? Dont be shy! Go to the comments below!

Final Exams Term Paper Example | Topics and Well Written Essays - 1000 words

Final Exams - Term Paper Example 1. B 2. E 3. D 4. D 5. A 6. D 7. A 8. C 9. C 10. C 11. C 12. A 13. C 14. D 15. C 16. A 17. A 18. C 19. D 20. C 21. C 22. B 23. C 24. C 25. D 26. A Computation Section (Answer 6 Questions) Follow instructions in the Final Examination document. Answer all questions according to the instructions. Number each question here according to its number in the Final Examination document provided by your instructor. Show your work. 1. Solution: mass = 10 kg ; horizontal force (P) = 50 N ; frictional force (f) = 25 N By Newton’s Second Law of Motion: F = ma P - f = m*a ---? 50 - 25 = m*(10) ---? 25 = 10*a Dividing each side by 10 ---? a = 2.5 m/s2 2. Solution: (a) frequency = 3 cycles / sec (based on the given) (b) wavelength = 2 meters (given) (c) speed = wavelength * frequency = (2 m.)*(3 cycles / s) ---? speed = 6 m/s 3. Solution: First, find the rate constant ‘k’ ---? k = = ---? k = 0.2235 Applying A = A0 e –kt where A0 - initial amount and A - amount at any time (t , min) At A0 = 1.0 gram and t = 9.3 minutes A = (1.0) ---? A = 0.1251 gram 4. Solution: Since V = I*R where V = 6 V and R = 10 ohms Then, current I = V / R = ---? I = 0.6 Ampere and power, P = I2R = ---? P = 3.6 Watts 5. Solution: pH = - log [H3O+] = - log (1.0 x 10-5) ---? pH = 5.0 Since the pH is below 7.0 (neutral), then the solution is ACIDIC. pH + pOH = 14 ---? 5.0 + pOH = 14 ---? pOH = 9.0 pOH = - log [OH-] so that [OH-] = = [OH-] = 1.0 x 10-9 M 6. Solution: (a) Start balancing atoms other than O atoms 2 Ni + 3/2 O2 ---? Ni2O3 Then get rid of fraction coefficient(s) by multiplying each by 2 4 Ni + 3 O2 ---? 2 Ni2O3 (b) Start balancing with HF, then HBr F2 + 2 HBr ---? Br2 + 2 HF Essay Section (Answer 8 Questions) Complete these answers in your own words. Follow instructions in the Final Examination document. Answer all questions according to the instructions. Number each question here according to its number in the Final Examination document provided by your instructor. 1. How would you explain the difference between kinetic energy and potential energy? Give an example from the real world where potential energy is transferred to kinetic energy. Kinetic Energy (KE) is the energy associated to the body or object in motion whereas Potential Energy (PE) is the energy stored in a stationary particle or system based on its position, specifically height. One concrete example of conversion from potential to kinetic energy is an automobile at rest on top of a hill is driven down the slope so that it is set in motion which may vary over time when the driver decides to increase or decrease its speed. 2. How would you describe the differences between heat, temperature, and thermal energy? Give examples of how each term is used. Temperature is an intensive property and a measure of hotness or coldness of an object or body of particles. On the other hand, heat is referred to as an energy transfer that takes place due to temperature difference while thermal energy is r egarded as an internal energy of a thermodynamic system. Heat flows from a region of higher temperature to a region of lower temperature and without a change in temperature, no heat is shifted. As an energy established within the system, moreover, thermal energy may either increase or decrease when work is done by or on the system and similarly, when heat is absorbed by the system or released on the

The various theoretical approaches to Employment Relations all fail to Essay

The various theoretical approaches to Employment Relations all fail to provide an adequate explanatory framework for the development and practise found within this function of management. Discuss - Essay Example (Dodge, 1997) These companies do not discover these characteristics on a resume, so they employ behavior-based interviews as well ad in depth interviews of their pertinent candidates. Southwest gathers a group of job candidates in a room and observes how they interact. They ask them questions that will reveal personality traits. (Woog, 1998) Consistent feedback is a key element in keeping employees stuck to their respective jobs. This feedback should go both ways and recommends that managers ask employees open-ended questions to provide an opportunity to express their opinions. Employees today will change jobs many times during their careers. These workers are continuous learners and they keep pace with change, take responsibility for their own careers and are committed to the company’s success. (Nink, 2006) Talent management is a function of HR that needs identification of true talent and retaining of employees who work within their instinctive levels, let alone show prowess which is best suited for meeting the desired needs of the HR function. The role of the government in such an exercise is all the more significant since it has to realize that its role is significant right from the onset. The relationship between the organization and the government is one of a symbiotic one since the organization has to recog nize the talent pool which is available and the government needs to make viable conditions for them to exist and work in the best manner possible. (Bell, 2001) The role of HR thus is to liaison these activities in the best interests of the organization as well as the linkage that it has with the government. This helps the overall mission and vision basis of the organization and helps develop the objectives on a long term basis more than anything else. The need is to realize that talent management can truly play a pivotal role

Toyota’s Accelerator and Public Relations Crisis Essay Example for Free

Toyota’s Accelerator and Public Relations Crisis Essay One of the world’s top automakers, Toyota was once one of the leaders in automobile and business improvement and manufacturing. However, in 2009 the top builder of reliable and high quality cars went through one of the largest recalls in the history of the United States. Consumers had considered Toyota one of the top in the race for automobile and automobile selling among car manufacturers. They have always had a reputation as being a leader of quality and efficiency in terms of their production and manufacturing standards. Since the recall Toyota has taken a tremendous blow to its reputation and its loyal customer basis. Consumers are questioning whether Toyota was hiding the truth from the public regarding their well know accelerator issues and why they were trying to fix the problems after the issue became serious and not immediately. Some may question if this incident will permanently affect Toyota’s reputation or if Toyota handled this situation properly. In this paper we will discuss these questions as well as the cause of the problem. Several different Toyota and Lexus models were reported to have gotten in accidents regarding acceleration issues. The accelerator’s in some of the Toyota models were getting stuck, which did not allow the drivers of these vehicles to slow down or stop in time to prevent an accident. When this issue was originally brought to light Toyota claimed that â€Å"faulty floor mat placement† was to blame and that the gas pedal would get stuck behind the floor mats which would cause the inability to slow down or stop. According to Bob Carter, general manager of the Toyota-brand division of Toyota Motor Sales USA â€Å" The risk of the accelerator getting jammed is strictly a problem of unintended loose or ill fitting floor mats ( Niedermeyer)†. â€Å"Toyota refuted speculation in the press that other defects might be causing its vehicles to accelerate uncontrollable, citing its own and federal safety studies (Niedermeyer)†. After further investigation by the National Highway Traffic Safety Administration the actual problem may not have anything to do with â€Å"faulty floor mat placement† but with several model’s accelerator  mechanism. They found that â€Å"the design of the accelerator pedal (â€Å"one-piece, nonarticulating†) allowed it to become easily entrapped in the groove of the rubber all-weather floor mat if the rubber mat was not properly secured with at least of the two retaining hooks (Jensen)†. Toyota finally issued a consumer safety advisory to all Toyota and Lexus owners at the end of September 2009 and at the end of October 2009 mailed certain Toyota owners safety notices to alert them of the potential problems. It is still unknown the exact date that Toyota knew their models were faulty but it is known that reports of the faulty vehicles began arising as early as 1999. The initial problem was not made public until problems persisted over the next 10 years. Even then it took the death of 4 individuals in California driving a Lexus with a stuck accelerator to final discuss Toyota’s accelerator issues. Toyota then announced they would be recalling millions of models of Toyota Vehicles. There were several Toyota models effected which include the company’s three best sellers- the Camry, Corolla, and Rav4 SUV. â€Å"Between them, they accounted for more than half of the Toyota brand’s U.S. sales in 2009 (Isidore)†. Although Toyota should have taken this situation more seriously years ago when the problem first happened, are they really to blame? When the accelerator problem happened to only a few vehicles throughout the years it’s hard to say that Toyota is to blame. I think the fact of the matter is that they tried to pass the buck blaming the floor mat placement instead of really investigating the issue. Had they investigated the issue more carefully consumer’s confidence in Toyota may not have been tarnished. People are not buying a Toyota for just their looks, they are buying the Toyota brand because of the fact they are known to be a reliable and safe vehicle that can last â€Å"forever†. Chris Isidore says it best when he says† For years, Toyota Motor was the automaker that could do no wrong. Now it’s made a major mistake likely to have a lasting impact on the company (Isidore)†. Not only did the recall effect some of Toyota’s best selling vehicles it caused five North American plants to halt production which affected about 14,000 employees. To halt production to its vehicles is tough in an economy where there is strict competition. Erich Merkle, president of Autoconomy.com, an industry analysis  firm says â€Å"American rivals like General Motors and Ford Motor have similar vehicles to the ones recalled by Toyota, which are far more competitive than they’ve been previously. Loyal Toyota customers who decide to look at other offering are more likely to find something they like than they might have been in the past. Toyota fending off those rivals was going to be enough of a challenge without the safety issues.† Toyota does realize the negative impact this recall has is definitely not positive but they are determined to restore consumer’s confidence in their products. Many experts think that â€Å"the damage to the Toyota brand and the company’s sales may already have been done (Isidore)†. Toyota’s stock prices have gone downhill ever since the news of the recalls went public. Although the company is trying to resolve the issue with their floor mats and accelerator issues the media and customer dissatisfaction have put the company in a tight spot to respond to its troubles. This has cause competitors like Ford and Hyundai to react quickly and offer Toyotas customers incentives to trade in their Toyota’s for one of the competitor’s models. Some are even offering incentives of $1,000 and 0 percent financing to attract Toyota’s customer base. Every brand has its strengths and weakness. Toyota focused on a sub branch approach, in which most of its cars are linked to a single corporate brand. For Toyota that means that a problem with any vehicle at Toyota will not only affect sales of the effected model in question but to its entire inventory of vehicles. Therefore it comes as no big surprise that several of their vehicles were included in there recall. Audi was another car manufacturer that went through a very similar recall issue with accelerator problems. The overall impact this had on Audi was crucial. The resale value of the Audi 5000, which had been involve in a number of fatal accelerator accidents declined significantly as a result of the recall. This also had a snowball effect on other Audi vehicles such as a the Audi 4000, which lost significant resale value, and to a lesser extent also effected the Audi Quattro all due to the fact that they were a part of the same company. Any technical hitch with one car can als o mean problems with others when the auto world in known for using shared parts and technologies across multiple models. Another recall that that was notorious in history was with the Ford Pinto. This was definitely not one of the largest recalls because it only  affected about 1.5 million vehicles but some considered it the most dangerous. With this recall a driver could be subject to an exploding gas tank in the event of an accident. Initially Ford didn’t even want to recall these vehicles and would have rather dealt with lawsuits, which sparked a huge public outcry. In 1995 Honda another car manufacturer that is know for its reliability also had a recall on the Honda Accord and several other Honda and Acura models. This recall affected about 3.7 million vehicles. The main cause of the recall was the seat belt chassis, which had become either broken or unreliable in many cars. Chevy, Ford, and GM have also had their fair share of significant recalls throughout the years. These recalls affected millions as well. Most people realize that at one point or another something is going to wrong with their car. Repairs are to be expected and for the most part most cars and trucks will at some point have a recall. Recalls address safety problems, whether they are minor or major. Toyota’s recall was not so much a part had to be recalled but more of the fact they tried to blame it on the placement of a floor mat. When companies try to bush issues under the rug that’s when people remember. Although at this time the recall may affect Toyota negatively overall I think its customer’s will remain loyal. When bad things tend to happen, companies need the right strategy for talking their way out of a mess and avoiding a tarnished reputation. Choosing the best way to respond is not always easy but can make a difference towards the company’s survival. Toyota was aware there were issues with the accelerators and waited until they were in a crisis to resolve this issue. Toyota response to the recall not only affected its consumer base in the US but may have had the same negative impact with its Chinese consumers. One report indicated that â€Å"the large majority of Chinese car consumers (74 percent) are aware of Toyota’s present difficulties. Almost every two out of three of these consumers acknowledge that their confidence in the Japanese car maker has been affected (62 percent) and that the current recall practice degrades their image perception of Toyota. Among the owners, the impact is much less important though, as only a little less than one in every seven Toyota cus tomers strongly agree on a degraded image perception and decrease in trust (15 percent), compared with one out of  every four car owners of competitor brands (27 percent and 25 percent respectively) (WPP)†. The real question is did Toyota handle this situation correctly? The most important thing Toyota did was keep their customers informed, even if it was what some considered a delayed response. They issued recalls on all affected vehicles and they stopped production on their vehicles which shows consumers they are willing to correct the problem. They are also not willing to restart production or release any affected vehicles before the problem is correct. They have been working with dealers to manage the process of the recall as best as possible to limit customer dissatisfaction. With all of these positive approaches Toyota is trying to make, the concerns consumers still have are the overall reliability of Toyota and the potential effect this recall may have on the resale value of their vehicles. Several people have commented on their feelings towards Toyota after the recall. The majorities have been loyal Toyota customers that have owned one or more Toyota vehicle and the others have never owned a Toyota. Many of the Toyota customers felt that the media made a monster out of this recall and caused fear and panic in consumers. They also felt that the media created this perception that Toyota’s were no longer a reliable vehicle. Other people who never owned a Toyota feel that the Toyota name will be tarnished and that these problems were to be expected. If people really looked at the whole picture they may find these comments to be true. For several years car manufacturers have been sending out recalls. This is not the first one in history to happen and it will surely not be the last. Most industries anticipate for supply and demand. Toyota sales may have gone down since the recall but that is to be expected. Car industry forecasters do not anticipate that Toyota’s loss will cause a drop in overall demand. As long as Toyota continues to make new cars, people will buy them. May reports have indicated that people who initially thought about purchasing a Toyota before this major crisis would still purchase one. They realize that this recall is no different then other recalls that have happened through out history, with maybe the exception that Toyota did not act as quickly as the media and some consumers expected they should have. Toyota is a well known company. They will bounce back from this crisis eventually and may even try to offer its  customer’s incentives to purchase vehicles through one of their dealers that other car dealers may not be able to offer right now. Overall this recall just like anything else will pass and Toyota’s sales will be among the top again. People realize that the perception the media creates can sometimes have a long lasting impact, but then something else bigger will happen and things will return right back to normal for Toyota. It is a vicious cycle that we all live in. What people may lose now in resale value is really nothing major. People can actually benefit from this by purchasing a used Toyota at a lower price than what they would have had to pay years ago. Overall Toyota has a long history of loyal customer. This and the fact that Toyota is know for being a good quality car will allow it to bounce back from some mistakes they have made during this recall. Although its reputation may have been tarnished to some extent, they still have several loyal customers that will continue to purchase their vehicles through Toyota. This is just another obstacle they will get through. They will be able to use this incident to improve on their vehicle production and rebuild the Toyota brand and image. Works Cited 1. http://wheels.blogs.nytimes.com/2009/10/01/toyota-floor-mat-problem-was-known-two-years-ago/ 2. http://money.cnn.com/2010/01/27/news/companies/toyota_sales_halt/index.htm?postversion=2010012718 3. http://www.thetruthaboutcars.com/2009/11/toyota-fllor-mats-absolutely-positively-100-certainly-the-problem/ 4. http://www.nytimes.com/2011/02/09/opinion/09wed2.html1?_r=1 5. http://www.insurancejournal.com/news/national.2010/01/29/106990.htm

Social Issues in Hedda Gabler Essay -- Hedda Gabler Essays

Social Issues in Hedda Gabler It has been suggested that Hedda Gabler is a drama about the individual psyche -- a mere character study. It has even been written that Hedda Gabler "presents no social theme" (Shipley 333). On the contrary, I have found social issues and themes abundant in this work. The character of Hedda Gabler centers around society and social issues. Her high social rank is indicated from the beginning, as Miss Tesman says of Hedda, "General Gabler's daughter. What a life she had in the general's day!" (Ibsen 672). Upon Hedda's first appearance, she makes many snobbish remarks. First, she turns up her nose at George's special handmade slippers. Later she insults Aunt Julie's new hat, pretending to mistake it for the maid's. Hedda seems to abhor everything about George Tesman and his bourgeoisie existence. She demands much more class than he has been able to provide her, for she was the beautiful, charming daughter of General Gabler and deserved nothing but the finest. As the character of Hedda Gabler develops, the reader learns that she has only married George Tesman because her father's passing away left her no significant financial resources, nothing but a respectable heritage. She tells Brack of her decision to marry Tesman: "I really had danced myself out, Judge. My time was up. ... And George Tesman -- he is after all a thoroughly acceptable choice. ... There's every chance that in time he could still make a name for himself. ...It was certainly more than my other admirers were willing to do for me, Judge." (Ibsen 684). Hedda needed someone to support her financially, and George Tesman was the only decent man to propose to her. She was forced to cross beneath her social class and marry this commoner in the hopes that he would make a name for himself as a professor. As for love everlasting, Hedda disgustedly comments to Judge Brack, "Ugh -- don't use that syrupy word!" Rather than having become a happy newlywed who has found true love, "Hedda is trapped in a marriage of convenience" (Shipley 445). Hedda was raised a lady of the upper class, and as such she regards her beauty with high esteem. This is, in part, the reason she vehemently denies the pregnancy for so long. A pregnancy will force her to gain weight and lose her lovely womanly figure. Hedda has grown accustomed to her many admirers; therefore, Hedda is ... ... Lastly, the tile itself represents the social theme of the drama. In using the name Hedda Gabler, despite her marriage to George Tesman, Ibsen has conveyed to the reader the importance of social class. Hedda prefers to identify herself as the daughter of General Gabler, not the wife of George Tesman. Throughout the play she rejects Tesman and his middle class lifestyles, clinging to the honorable past with which her father provided her. This identity as the daughter of the noble General Gabler is strongly implied in the title, Hedda Gabler. In considering the many implications of the social issues as explained above, it can not be denied that the very theme of Hedda Gabler centers on social issues. "Hedda Gabler is ...indirectly a social parable" (Setterquist 166). Works Cited 1. Ibsen, Henrik. Hedda Gabler. The Bedford Introduction to Drama. Ed. Lee A. Jacobus. 3rd ed. Boston: Bedford Books, 1996. 672-709. 2. Setterquist, Jan. Ibsen and the Beginnings of Anglo-Irish Drama. New York: Gordian Press, 1974. 46 - 49, 58 - 59, 82 - 93, 154 - 166. 3. Shipley, Joseph T. The Crown Guide to the World's Great Plays. New York: Crown Publishers, Inc., 1984. 332 - 333.

Nutrition topic

This is one of the vitamins that form food supplement for man: others are Vitamin B1 [thiamin], Vitamin B2 [riboflavin], vitamin B3 [niacin], vitaminB5 [pantothenic acid], folic acid and vitamin B6 [pyridoxine]. These are important supplements that are required for the maintenance of metabolism in the organisms; they act as coenzymes and cofactors in various anabolic and catabolic reactions essential for the survival of cells, and the organism [1.4]. Of peculiar interest for this article is Vitamin B12. The reason for choice of this, among other things is because of the devastating medical cases including neural tube defects, irreversible Vitamin B12 neuropathy that may arise as a result of deficiency. It would be considered under the following headings: source, metabolism [structure, absorption, transport, biochemical function] and deficiency. SOURCE The vitamin is only available in animal sources. It is synthesized by microbes; animals acquire it by eating other animal foods, by internal production from intestinal bacterial flora. Its sources include food of animal origin, such as meat, fish, dairy products, liver. It does not occur in plant sources: cereals, fruits or vegetables [1]. METABOLISM STRUCTURE [1]: There are a variety of forms in which Vitamin B12 exists: as methylcobalamin in human plasma, as deoxyadenosylcobalamin in human tissue, as hydroxocobalamin for treatment, and cyanocobalamin in study of Vitamin B12 activity. All have the same basic structure: cobalt is at the centre of a corrin ring which is attached to a nucleotide. ABSORPTION: A normal diet contains a large excess of vitamin B12 compared with daily needs. B12 is combined with the parietal cell-produced glycoprotein, intrinsic factor. The IF-B12 complex binds to a specific receptor in the distal ileum called Cubilin. Vitamin B12 is absorbed here at the distal ileum. TRANSPORT: Vitamin B12 is absorbed into portal blood through the circulation from the intestine to the liver via the portal vein. Here it becomes attached to the plasma-binding protein transcobalamin II [TCII] which delivers B12 to the bone marrow and other tissues, where it is utilized for biosynthetic functions [4]. BIOCHEMICAL FUNCTION: Vitamin B12 is a coenzyme for two biochemical reactions in the body. First, it acts in the form of methylcobalamin as a cofactor for methionone synthase, the enzyme responsible for the conversion of homocysteine to methionine; methyl tetrahydrofolate is used as methyl donor during the reaction. Second, it acts as deoxyadenosylB12 where it acts as cofactor for the conversion of methylmalonyl conenzyme A to succinyl coA [4]. DEFICIENCY CAUSES: In this part of the world, perincious anemia is the commonest cause of Vitamin B12 deficiency [3]. In this condition, autoimmune reactions on the gastric mucosa cause production of antibodies against parietal cell products, intrinsic factor and its receptors; females are more affected and it is usually associated with other autoimmune conditions such as vitiligo, Hashimoto thyroiditis, thyrotoxicosis, etc. Other causes include malabsorption secondary to gastrectomy, congenital abnormailtiy of the IF, chronic tropical sprue, Crohn’s disease, intestinal stagnant loop syndrome such as stricture [4]. EFFECTS: Vitamin B12 deficiency causes megaloblastic anaemia [2]; it features include signs and symptoms of anaemis such as anorexia, easy fatiguability, pallor of skin and mucous membrane and malaise. Others are glossitis, angular stomatitis, purpura and lemon-tint jaundice. Severe Vitamin B12 deficiency may cause a progressive neuropathy affecting the peripheral sensory nerves and dorsolateral columns of the spinal cord [4]. The neuropathy is usually symmetrical and affects the lower limbs than the upper limbs. These changes are irreversible. The cause of this is usually accumulation of s-adenosyl homocysteine in nervous tissue. In a pregnant woman, the fetus is predisposed to neural tube defects [4]. LABORATORY FINDINDS: Blood file shows macrocytosis; the mean corpuscularf volume > 95fL. The macrocytes are oval. There are hypersegmented neutrophils, leucopenia and thrombocytopenia [1]. TREATMENT: Diagnosis is confirmed by absorption tests including schilling test. treatment is by taking Vitamin B12 preparations [1]. REFERENCES Vitamin B12. www.mayoclinic.com/health/vitamin-B12/NS_patient-vitaminb12   Chanarin I. [1970] The Megaloblastic anaemias. Blackwell Scientific Publications, Oxford. Toh B-H, Van Driel I.R and Gleeson P.A. [1997] Pernicious Anaemia. N. Engl. J. Med. 337: 1441-8. Mehta A.B.   and Hoffbrand A.V. Haematology at a Glance. 2000.   

Cert Introduction Essay

205 cert introduction to duty of care in health, social care or children and young people’s settings. 205 cert. 1 understanding the implications of duty of care. Q 1.1 Define the term duty of care. A 1.1 Health and social care organisations have what is called a duty of care towards the people look after, that means that they must do everything they can to keep the person in their care safe from harm, it is not only the care establishment that needs to prioritise the safety, welfare and interests of the people using its services, but also the care workers of the establishment. My employer also has a duty of care for staff members, to ensure that workers conditions are safe, suitable to deliver the service. Q 1.2 Describe how the duty of care affects own work role. See more: how to start a paragraph A 1.2 Duty of care is a legal obligation imposed on an individual requiring that they adhere to a standard of reasonable care while performing any acts that could foreseeable harm others. 205 cert. 2 understanding support available for addressing a dilemmas that may arise about duty of care. Q 2.1 Describe dilemmas that may have arisen between the duty of care and an individual’s rights. A 2, 1 as a care worker my aim is to help people live independently. That means encouraging them to make decisions for themselves. When someone in our care decides to do something that we think is unsafe, we face a dilemma (a difficult choice between two decisions). If we stop them doing it, are we denying them the right to take risks? If we let them do something dangerous, are we failing in our duty of care? Q 2.2 explain where to get additional support and advice about resolve such dilemmas. A 2.2 Additional support may come from: Families and friends of the individual. Colleagues. Peers. Senior carers. Managers. Registered managers. Advocates. Care standards. Community psychiatric nurses. Health visitors. Doctors. Police. Local counsellors. Members of parliament. 205 cert. 3 Know how to respond to complaints. Q 3.1 describe how to respond to complaints. A 3.1 Individuals and their relatives and friends are confident that their complaints will be listened to, taken seriously and acted apon. The registered person ensures that there is a simple, clear and accessible complaint procedure which includes the stages and timescales for the proses, and that complaints are dealt with promptly and effectively. The registered person ensures that the person home has a complaint procedure which specifies how complaints may be made and who will deal with then, with an assurance that they will be responded to within a maximum of 28 days. A record is kept of all complaints made and includes details of investigations and any action taken. The register person ensures that written information is provided to all individuals for referring a complaint to the QCA at any stage, should the complainant wish to. Q 3.3 Identify the main points of agreed procedures for handling complaints. A 3.3 There are principles of good complaints procedures by the local government ombudsman and heath service ombudsman .they are the following. 1 Getting it right.

John Holt and Daniel Pink

John Holt and Daniel Pink Several writers, sociologists and educators are speaking out about the problems being experienced in modern schools. Violence seems to be increasing, students are leaving school ill-prepared to enter the workforce and test scores continue to fall. In attempting to fix our schools, several of these individuals have suggested that the solution is not to try to fix the school, but to abandon it altogether.Advertising We will write a custom essay sample on John Holt and Daniel Pink specifically for you for only $16.05 $11/page Learn More While it may seem to be a new argument, this question of abolishing the compulsory public school system has been around for decades. There are a surprising number of similarities found in the arguments of John Holt in his article â€Å"School is Bad for Children† published in 1969 and Daniel H. Pink’s article â€Å"School’s Out† published this decade. In his article, John Holt unsurprisingly argues th at school is bad for children. He starts his article by stating, â€Å"Almost every child on the first day he sets foot in a school building is smarter, more curious, less afraid of what he doesnt know, better at finding and figuring things out, more confident, resourceful, persistent and independent than he will ever be again in his schooling† (Holt, 1969). Holt makes his claim on the evidence that children first discover and then learn to use it all while making other important discoveries about the world and grasping highly abstract concepts. They do this â€Å"by exploring, by experimenting, by developing his own model or the grammar of language, by trying it out and seeing whether it works, by gradually changing it and refining it until it does work† (Holt, 1969). More importantly, children do this naturally, without anyone showing them how or telling them why. Although Pink does not directly address the condition of the child before he enters the classroom, he do es make a strong point of the skills needed to survive in the emerging economy. â€Å"Legions of Americans, and increasingly citizens of other countries as well, are abandoning one of the Industrial Revolution’s most enduring legacies – the ‘job’ – and forging new ways to work. They’re becoming self-employed knowledge workers, proprietors of home-based businesses, temps and permatemps, †¦ part-time consultants †¦ and full-time soloists† (Pink). This great shift in the way people do business requires a skill set highly similar to the natural abilities of the early child as described by Holt.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Both authors discuss the true end results of what children are learning in school. Holt (1969) says children learn that learning is something done separate from living. Within the school setting, the child that he does not know how to learn and must adapt himself to the methods of the teacher. â€Å"In a great many other ways he learns that he is worthless, untrustworthy, fit only to take other people’s orders, a blank sheet for other people to write on† (Holt, 1969). According to Holt, the true lessons the child takes from school are to hide his curiosity, to be ashamed of thinking differently, to accept other people’s evaluation of him. â€Å"He learns that to be wrong, uncertain, confused, is a crime† (Holt, 1969). He learns how to find out what answers are expected and to give only those answers. He learns instead to be lazy, deceitful and how to pass blame. â€Å"He learns that in real life you don’t do anything unless you are bribed, bullied or conned into doing it, that nothing is worth doing for its own sake, or that if it is, you can’t do it in school† (Holt, 1969). He learns to turn himself off, to passively daydream an d to ignore the people around him. Pink would seem to agree. In listing the lessons children learned in school, Pink indicates that the results are mostly negative for the individual: â€Å"Kids learned how to obey rules, follow orders, and respect authority – and the penalties that came with refusal† (Pink). He also points out how nothing seems to have changed in as many as 40 years within the school setting or system with the exception of a computer or two within the classroom, but everything has changed outside of it. In addition, both authors argue for the abolition of the school system as it currently exists. Holt (1969) recommends abolishing the compulsory school law by arguing that these laws are no longer necessary to prevent adults from exploiting child labor. This would alleviate the anger and violence found in school classrooms and hallways and make a better learning environment for the kids that do want to be there. By making school a choice, the schools wo uld also have to make their programs something actually beneficial to the kids. Other options would be to make schools more of a learning field trip or bringing professionals into the classroom to talk honestly and frankly about their careers. Team learning is also recommended as a means of allowing children to take a more active role in their learning and to learn how to work with others. Holt also suggests getting rid of grades to allow children to assess and perfect their own work and getting rid of the established curriculum because children will only learn what is important to them anyway. Pink argues, â€Å"Compulsory mass schooling is an aberration in both history and modern society.Advertising We will write a custom essay sample on John Holt and Daniel Pink specifically for you for only $16.05 $11/page Learn More Yet it was the ideal preparation for the Organization Man economy, a highly structured world dominated by large, bureaucratic corporation s that routinized the workplace† (Pink). Now that we no longer live in an industrial economy and more people are finding it preferable or necessary to fend for themselves in creative ways, Pink says the system should change to foster these skills in our youth. Although the authors do not provide sufficient provision for the numbers of students who would not attend school if they didn’t have to or those who are actually safer at school than at home, they do make several valid points. It does seem as though the modern school system is nothing more than a system designed to create perfect factory workers, providing the ability for future supervisors and managers to excel and prove their worth. This requires workers willing to subsume their individual personalities, lose their natural curiosity and learn how to simply obey orders and ‘live’ at those times when their leaders did not have need of them. Pink provides convincing statistics that more Americans are f inding it necessary to live by the skills they had as young children as listed by Holt – curiosity, exploration, discovery, resourcefulness and independence. If America is to remain strong moving into the future, it must adopt a more effective education system that enables children to retain these skills and become the productive adults they can be.

Examples of Covalent Bonds and Compounds

Examples of Covalent Bonds and Compounds These are examples of covalent bonds and covalent compounds. Covalent compounds also are known as molecular compounds. Organic compounds, such as carbohydrates, lipids, proteins, and nucleic acids, are all examples of molecular compounds. You can recognize these compounds because they consist of nonmetals bonded to each other. PCl3 - phosphorus trichlorideCH3CH2OH - ethanolO3 - ozoneH2 - hydrogenH2O - waterHCl - hydrogen chlorideCH4 - methaneNH3 - ammoniaCO2 - carbon dioxide So, for example, you would not expect to find covalent bonds in a metal or alloy, such as silver, steel, or brass. You would find ionic rather than covalent bonds in a salt, such as sodium chloride. What Determines Whether a Covalent Bond Forms? Covalent bonds form when two nonmetallic atoms have the same or similar electronegativity values. So, if two identical nonmetals (e.g., two hydrogen atoms) bond together, they will form a pure covalent bond. When two dissimilar nonmetals form bonds (e.g., hydrogen and oxygen), they will form a covalent bond, but the electrons will spend more time closer to one type of atom than the other, producing a polar covalent bond.

Should my profession get license Essay Example | Topics and Well Written Essays - 250 words

Should my profession get license - Essay Example Hence, this is a high responsibility job. Therefore, should healthcare administration professionals get license? According to me, healthcare administration must be viewed as a managerial job equivalent to a managerial position in any other industry. Healthcare administration degree must be treated equivalent to a MBA degree. Yes, healthcare industry is dynamic and also sensitive due to its nature. But, healthcare administrators will not make an impact as that of a medical professional like a doctor or a nurse. Hence, a license must not be required to become a healthcare administration professional. A healthcare professional must have understanding of the law. Healthcare administrator with good understanding of the law will not only be able to protect himself but also their employers and even the patients (Gassiot et al., 2010). They must be tested to ensure that they are competent of doing the job and can handle the responsibility, But a license should not be mandatory to become a healthcare

International HRM Essay Example | Topics and Well Written Essays - 2750 words

International HRM - Essay Example The United Kingdom is also a very masculine society, which emphasises a cultural orientation toward achievement of success and exhibiting ambition and motivation in the professional world. This culture is also driven by a short-term orientation, meaning that future gains will be more eagerly sacrificed in order to achieve rapid results, especially in business. This is especially apparent in the professional relationship between the London Stock Exchange and UK investors, using quarterly results to help investors achieve instant gains. In order to fully understand the complexities, problems or opportunities for UK-based management expanding into France, Germany and Japan, it is necessary to outline the most prominent cultural characteristics that make up societal and professional values, beliefs and orientations. This essay describes the characteristics of the French, German and Japanese business cultures to critically assess what degree of adaptability will be required by the UK-base d organization upon new foreign business market entry. Research indicates that there are some distinct differences and moderate similarities to the UK culture that will determine the strategy direction for people management in these countries. Working with French employees For people management to be effective in France, the UK-based HR team must understand the fundamentals of what drives professional culture in this country. France scores highly on the power distance metric in Hofstede’s Cultural Dimensions framework. The notion of cultural power distance is defined as the level of inequality that is tolerated within a culture (Leng and Bothelo 2010). For instance, a less powerful figure (such as a subordinate employee) will be more indulgent and accepting of a more powerful figure (such as executives) maintaining disparity between ranking representatives of the business. Much of these cultural beliefs are driven by long-standing power distance between government and general society that was founded during the historical periods where France was governed by autocratic monarchy structures (Communicaid 2009). Powers in France, as it relates to business and government, have always been centralised in which business executives maintain the majority of control, thus creating organisational structures where decision-making authority is top-down rather than horizontal. French citizens further maintain a great deal of ethnocentrism, a belief in superiority of French culture and its rich history, which further supports acceptance and tolerance for power distance. For a UK human resources practitioner, there should be consideration of the high prevalence of tolerance of power distance. It is unlikely that French employees will be accustomed to working within decentralised business hierarchies that facilitate a great deal of team-working and horizontal problem-solving and decision-making. Therefore, there would be advantages for the UK manager that is attempting to facilitate more effective work processes and outcomes to take a hard approach to people management. Armstrong (2007) describes the hard HRM approach as an HR strategy that ensures more effective

Johnson & Johnson Essay Example | Topics and Well Written Essays - 750 words

Johnson & Johnson - Essay Example The company’s target market is the health care sector. J&J aims to provide medical facilities, nursing homes and mothers with the supplies they need to operate. With its diagnostics and treatment products, J&J’s products have become household names in the health care sector, beauty parlours and homes. According to Delo and Neff (2013, p.8), J&J capitalizes on its 92 consumer product brands to maintain an enormous presence in the current competitive market.  To achieve this, J&J spends a significant part of their revenues to market its numerous brands in various media including electronic media, print media, outdoor ads, blogs and social media- products that include; baby items, medical products and devices, skin care products, hair beauty products, and health products for women, and dietary products (Cameron 2007, p.65). As Chwallek (2013, p.16) has indicated, J&J relies on its strong brands as the key cog in its marketing initiatives. Owing to the success of the company in marketing its brand, today J&J customers and prospects would rather pick on its products than settle for other products provided by its market rivals. As a result, the company’s consumers normally prefer to pay more for the brands, a development that has earned J&J more profit edge over its market rivals that sell fairly cheaper products. J&J’s leading role among the world’s top companies whose presence trace to the late 19th century is one of its major strengths (Chwallek 2013, p.16). The company boasts of high level of customer satisfaction and effective research and development programs that have resulted in its continued existence, 128 years since its inception. The long period of existence has enabled the company to build on its corporate image, customer base, and product image to its advantage. With its strong presence across the world made possible

Business in India Essay Example for Free

Business in India Essay 1. Private property-the right to own resources and bequeath property 2. Freedom of enterprise-own a business 3. Freedom of economic choice-work/not work, spend/not spend 4. Role of self-interest a. People are by nature economic creatures b. Self-interest is a fundamental characteristic of people 5. Competitive market system a. Many buyers and sellers b. Market participants, buyers and sellers, have little control over price c. Competition performs the organizing and controlling functions for a market economy 6. Limited government b. Mercantilism: the law gives preference and special benefits to the sector of the economy owned by the government. b. Free-market capitalism: A system of economics that minimizes government intervention and maximizes the role of the market. Laissez-faire is a more extensive form of free-market capitalism where the role of the state is limited to protecting property rights Pros The pros and cons of capitalism versus socialism have been debated for hundreds of years and there is a lot of misinformation out there. Capitalism increases the opportunities in the marketplace for personal economic growth. It increases opportunities for entrepreneurs to increase their personal wealth and for societies to grow as well. Hard work is rewarded under a capitalist economy. In a capitalist economy, consumers can work toward riches and financial freedom. A competitive market results from capitalism and consumers are presented with a wide array of products and services to choose from. Consumers and companies regulate the free market. This is often seen as one of the strengths of a capitalist society. Cons Capital ist economies are money-driven without much regard for people unless they are owners or shareholders of business firms. In a capitalist economy, there is fierce competition and, perhaps, unfair competition. There is a tendency, in capitalist economies, for big companies to get bigger and for monopolistic behavior to occur. Unfair labor practices may occur since companies are driven by the profit motive. Since capitalism requires continual growth, environmental damage may occur as the resources of the earth are depleted. Some say capitalism makes the rich richer. a.  Globalization is the worldwide movement toward economic, financial, trade, and communications integration. b. Connectivity: Localities being connected with the world by breaking national boundaries; forging of links between one society and another, and between one country and another through international transmission of knowledge, literature, technology, culture and information. Free Trade: Free trade between countries; absence of excessive governmental control over trade; Multinational corporations and A Composite Process: Integration of nation-states across the world by common economic, commercial, political, cultural a nd technological ties; creation of a new world order with no national boundaries; c. Pros: Because of globalization, a lot of information is shared across the world. Various cultures can be understood and acknowledged on global level. Countries sharing resources. People can buy a thing which is not local produced and find a cheaper and good quality product in markets. Globalization leads to higher employment since developed countries outsource jobs to under-developed countries. Cons: higher competitive to those local sellers. Since the outset of globalization, free trade between nations has been established, this means that worldwide trade lead these broad products have a cheaper price at the same time it will raid the local market and decrease the local price level. That can make the rich richer and left the poor poorer. Because the other side is multiple cultures will let local country loss its features. More young people just know the other countries goods and left their own specials. Like New York is a multi-culture city in American. d. Globalization is an economic process corporations move money, factories and goods around the planet at ever more rapid rates of speed, searching for cheaper labor, cheaper raw materials, and weak consumer , labor and environmental protection. Globalism is a political attitude ad Globalism appeals to the libertarian Right because this group mistakenly equates the liquidation of nations with a reduction in the power of their governments. But this does not follow. Open borders, a. Sex is biologically determined and it is cannot be changed but gender is socialized and it is variable through time and cultures. b. Men always work more than woman. In most families men is a leader. Women are always been looked as a disadvantaged group. c. Feminism is an activity that women want to get the equity rights with men in social, company and life. It is also a spiritual to tell the  women around world need to have courage, confidence, independence, and women need believe they can do the thing as same as men do. d. Since feminism that lead higher divorce rate and more girls do abortion with â€Å"my body, my choice† but at the same time it is very harmful to our body so it is not an independent behavior. a. Family is a basic social group through bonds of kinship or marriage, present in all societies. The sociology of the family examines the family, as an institution and unit of socialization

Restraint in Lord of the Flies and Heart of Darkness :: comparison compare contrast essays

Restraint in Lord of the Flies and Heart of Darkness         Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Throughout Lord of the Flies and Heart of Darkness   the importance of restraint is greatly stressed.   This being the restraint to remain human and maintain sanity.   In Heart of Darkness, Marlow was able to remain his restriant despite how difficult it was for him. He was always surrounded by cannibals and constant chaos.   On the other hand, Kurtz was unable to keep his restriant, as a result he lost his humanity and sanity, and eventually died because of it.   In Lord of the Flies, Ralph is able to restrain restrain, and he therefore remains human.   He found it difficult though, because there was only one other person who was able to do the same- Piggy.   Ralph was determined to maintain order, and he was very alone because of it.   Jack on the other hand, gave in to the temptation of simply hunting and playing, and lost his humanity in the process.   He became a savage - not a human being, but a savage with a painted body and strange barbaric ways.   In contrast, the cannibals in Heart of Darkness, (who are starving) could have easily had many satisfying meals.   After all, they outnumbered the whites thirty to five, but they still had necessary restraint to refrain from savagely feasting on some of the easily accessible seamen. Towards the end of the novel, Marlow becomes becomes very close to losing his sanity, but also has the necessary restraint to maintain it. He confuses the beat of a drum (the call to man's primative side) with his own heartbeat, but is still able to restrain from slipping over the edge as Kurt did.   Ralph in Lord of the Flies is constantly faced with temptation to join Jack and all of the other boys, especially when Piggy dies and he is all alone.   This makes it even more difficult to restrain from giving in to Jack and his animalistic tribe. Therefore, it is evident how important restrain is in these two novels.   The ability to do so may be the difference between life and death, and the one who can restrain himself teh most is the one who prevails in the end.      Ã‚  Ã‚  Ã‚  Ã‚   In conclusion, it is evident that the authors of these two novels

Conflict Resolution Essay

Merriam-Webster (n.d) defines conflict as, â€Å"the opposition of persons or forces that gives rise to the dramatic action in a drama or fiction†. Interpersonal conflicts, whether they are between family members, students and teachers, employees and supervisors, or groups, have certain elements in common. Coser (1967) asserts that conflict is â€Å"a struggle over values and claims to scarce status, power, and resources, in which the aims of the opponents are to neutralize, injure, or eliminate the rivals.† (p. 8) Coser’s definition grew out of the cold war, when conflict between the United States and the former U.S.S.R. dominated Western method to conflict. Conflict was viewed as a win-lose solution. According to Dana (2001) there are only three ways to resolve any conflict; power contests, rights contests, and interest’s reconciliation. Power contest is based on Coser’s (1967) win-lose situation. Each party views their point as right each wanting power over the other. Rights contest is an orderly system which has rules, regulations, policies, precedents and a hierarchy of authority which is used in order to â€Å"win† again this model is a win-lose resolution. The solution to conflict resolution is interest reconciliation. This approach enlists support from both parties to find the best solution. All parties win with interest reconciliation model as their solution. Conflict in the workplace is a condition between or among two or more workers whose jobs are independent, who feel angry, who perceive the other(s) as being at fault, and act in a way that causes a business problem. Conflict has three elements feelings (emotions), perceptions (thoughts) and actions (behaviors). â€Å"Psychologists consider these three the only dimensions of human experience. So, conflict is rooted in all parts of the human nature† (Dana, 2001, p. 5) some confuse conflict with indecision, disagreement, stress, or some other common experience that may cause or be caused by a conflict. However, those elements are not best handled by conflict resolution. The question many ask, is conflict normal? Conflict is a fact of any organizational life. On the job, â€Å"conflict is a stubborn fact of organizational life† (Kolb and Putnam, 1992, p. 311). Rather than seeing conflict as abnormal, Pondy (1992) suggests we view organizations as â€Å"arenas for staging conflicts, and managers as both fight promoters who organize bouts and as referees who regulate them† (p. 259). In addition, Pondy states that in the company, agency, or small business, conflict may be the very essence of what the organization is about, and if â€Å"conflict isn’t happening then the organization has no reason for being† (p. 259). One study surveyed workers and found that almost 85 percent reported conflicts at work (Volkema and Bergmann 1989). With an increasing awareness of cultural diversity and gender equity issues, it is essential that employees become familiar with issues surrounding promotions and harassment. In fact, one can see training in organizations as a form of preventive conflict management (Hathaway, 1995). The recognition of the frequency of conflict at work has led to books on mediating conflict in the workplace (Yarbrough and Wilmot 1995), showing how managers can learn conflict management skills to intervene in disputes in their organization. As employees, daily work with clients, customers, co-workers, or bosses can be a struggle. Conflict is as Wilmot (1995) wrote, â€Å"What determines the course of a relationship . . . is in a large measure determined by how successfully the participants move through conflict episodes† (p. 95). Conflict resolution has five styles, giving in, avoiding, fight it out, comprise, and work together style. No style is right or wrong; however some do work better than others. Accommodation, giving in to the other’s wishes or smoothing waves sacrifices one’s own goals for the sake of the other person. Accommodators often use phrases like: â€Å"Whatever you want is fine with me.† When one party in a conflict genuinely does not care about the outcome of the conflict, accommodation may be the right choice for that situation. However, if accommodation is the only style a person utilizes, he or she is advised to learn more skills. Avoidance is characterized by behaviors that either ignore or refuse to engage in the conflict. While avoidance is by some consider a negative style that shows low concern for both one’s own and the other party’s interests, there are sometimes strategic reasons to avoid conflict. For example, when the relationship is short-term and the issue is not important or when the situation has a potential to escalate to violence, avoidance may be the prudent choice. Fight it out, competition, or win/lose, style maximizes reaching one’s own goals or getting the problem solved at the cost of the others goals or feelings. While always choosing competition has negative repercussions for relationships, businesses and cultures, it can occasionally be the right style to choose if the other party is firmly fixed in a competitive style or there are limited resources. While competitive strategy is not necessarily dysfunctional, competition can easily slip into a destructive situation. Understanding the methods and strategies of others who use competitive styles can assist conflict managers in neutralizing the negative consequences of competition and work toward a mutual gain approach. Compromise is a give and take of resources. The classic compromise in negotiating is to â€Å"split the difference† between two positions. While there is no victor from compromise, each person also fails to achieve her or his original goal. Finally, working together to collaborate is when parties cooperatively team up until a mutually agreeable solution is found. Compromise and collaboration are win-win solution where as the other styles are win-lose. Why do people avoid dealing with conflict? People have a natural instinct of fear and some let that fear overpower them. The fear of harm causes people to fight-or-flight. Individuals will choose the flight option when in a dangerous part of a city that they have never been in before in order to avoid danger, it shows wisdom or strength to get out a of physically abusive relationship, commendable to stay out emotionally abusive relationships. In spite of this, in some cases people have the response to flight to a false perception of harm. People overstress in their minds t he emotional harm that someone can cause harm. The same is said for conflict in the workplace, people will avoid conflict for fear of being harmed by others. Some avoid conflict because of a fear of rejection from others. These individuals feel others will withdraw their friendship or push them away causing more hurt. People have the perception if they do not risk rejection they can suppress their needs and feelings. Loss of relationship is the fear of rejection taken up a level they fear totally losing a relationship. Others avoid conflict to mask their true desires because preserving a relationship is more important than getting what they want. These individuals are trapped into believing their worth is dependant on another accepting them. People avoid conflict for fear of anger. These people do not like listening to someone who is angry. They believe another will hurt them, reject them, or leave them, and they just cannot stand to witness anger. However, anger is just anger and it is not necessarily directed toward them. Individuals do not want to be seen as selfish. In some situations people are not afraid of others reactions, but rather their interpretation of the situation. They fear that they will appear selfish. However, is it wrong to have a need, feeling, or want and to express it? Society has sometimes had it seem that way. Although, there is nothing wrong with asking for what individuals want versus feeling they are entitled to always getting what they want. The truth is if one never asks, then they are depriving people around them from being able give to them effectively. Still, people who feel their wants should not be fulfilled, regardless of what others want, fall into the selfishness category. Sometimes people avoid conflict for fear of saying the wrong thing or something they will regret. Individuals will avoid conflict rather than risk putting â€Å"their foot in their mouth† they contain their anger and frustration which often leads to that which they fear. When people have conflicts in the past that have failed so they avoid future conflict for the fear of failing those too and begin to believe the confrontation is not worth the em otional energy it takes to deal with others. The fear of failing can impact other aspects of ones life. The fear of hurting another is more than just saying the wrong thing. These individuals are extremely sensitive and caring. They would rather hurt themselves than risk hurting another. The fear of success is a fear that most over look. However, it is much like the fear of failure. Some people are afraid to get what they want; they believe they will never get it. These people feel they do not deserve what they want, the consequences of getting of what they want is regret, or the responsibility is more than they need or desire. The fear of intimacy is the most subconscious of the fears. People do not want to share their dreams, desires, and wants with others. They feel they are private and do not want to be exposed. People do not want to appear weak. If resolution involves giving in, avoiding, or compromise they may feel they appear as though they do not have confidence. People do not want the stress of confrontation. They feel it is better to avoid conflict rather than deal with the stress it will cause them in the workplace between co-workers. Our society tends to reward alternative responses to conflict, rather than negotiation. People, who aggressively pursue their needs, competing rather than collaborating, are often satisfied by others who prefer to accommodate. Managers and leaders are often rewarded for their aggressive, controlling approaches to problems, rather than taking a more compassionate approach to issues that may seem less decisive to the public or their staffs. Conflict resolution requires profound courage on the part of all parties: It takes courage to honestly and clearly express one’s needs, and it takes courage to sit down and listen to one’s adversaries. It takes courage to look at one’s own role in the dispute, and it takes courage to approach others with a sense of empathy, openness and respect for their perspective. Collaborative approaches to conflict management require individuals to engage in the moment of dialogue in thoughtful and meaningful ways, so it is understandable if people tend to avoid such situations until the balance of wisdom tips in favor of negotiation. People have certain perceptions in conflict when dealing with different situations. Culture shapes and frames each individual’s interpretation of appropriate behaviors during conflicts. Conflict across cultures, whether across nations or across the diverse cultures within a country, exacerbates the routine difficulties of conflict management (Fry and Bjorkqvist, 1997). There is no clear conclusion about whether men and women actually behave in different ways while conducting conflicts. However, gender stereotypes do affect conflict behaviors when individuals act and react based on stereotypes of how men and women will/should act rather than selecting behaviors appropriate for the individual one is communicating with (Borisoff and Victor, 1997). Parties respond to conflicts on the basis of the knowledge they have about the issue at hand. This includes situation-specific knowledge and general knowledge. The understanding of the knowledge they have can influence the person’s willingness to engage in efforts to manage the conflict, either reinforcing confidence to deal with the dilemma or undermining one’s willingness to flexibly consider alternatives. The person sharing the message is considered to be the messenger. If the messenger is perceived to be a threat (powerful, scary, unknown, etc.) the message can influence others responses to the overall situation being experienced. For example, if a big scary-looking guy is yelling at people they may respond differently than if a diminutive, calm person would express the same message. Additionally, if the people knew the messenger previously, they might respond differently based upon that prior sense of the person’s credibility. People are more inclined to listen with respect to someone they view more credible than if the message comes from someone who lacks credibility and integrity. Some people have had significant life experiences that continue to influence their perceptions of current situations. These experiences may have left them fearful, lacking trust, and reluctant to take risks. On the other hand, previous experiences may have left them confident, willing to take chances and experience the unknown. Either way, one must acknowledge the role of previous experiences as elements of their perceptual filter in the current dilemma. These factors, along with others, work together to form the perceptual filters through which people experience conflict. As a result, their reactions to the threat and dilemma posed by conflict should be anticipated to include varying understandings of the situation. This also means that they can anticipate that in many conflicts there will be significant misunderstanding of each other’s perceptions, needs and feelings. These challenges contribute to our emerging sense, during conflict, that the situation is overwhelming and unsolvable. As such, they become critical sources of potential understanding, insight and possibility. How do people respond to conflict? There are three responses to conflict emotional, cognitive and physical responses that are important windows into our experience during conflict, for they frequently tell people more about what is the true source of threat that is perceived; by understanding the thoughts, feelings and behavior to conflict, a better insig ht into the best potential solution to the situation. Emotional (feelings) are the feelings we experience in conflict, ranging from anger and fear to despair and confusion. Emotional responses are often misunderstood, as people tend to believe that others feel the same as they do. Thus, differing emotional responses are confusing and, at times, threatening. Cognitive (thinking) are our ideas and thoughts about a conflict, often present as inner voices or internal observers in the midst of a situation. Through sub-vocalization (self-talk), people understand these cognitive responses. Physical (behavior) can play an important role in our ability to meet our needs in the conflict. They include heightened stress, bodily tension, increased perspiration, tunnel vision, shallow or accelerated breathing, nausea, and rapid heartbeat. These responses are similar to those we experience in high-anxiety situations, and they may be managed through stress management techniques. Establishing a calmer environment in which emotions can be managed is more likely if the physical response is addressed effectively. Dealing with someone unwilling to negotiate can be difficult for the person who is trying to resolve the conflict. However, the â€Å"8 Step Model† can be very beneficial, by focusing first on listening to the other person, and seeking to u nderstand the sources of their resistance, the stage can be set for clarifying the conditions he or she requires in order to talk things out. This is not about being ‘right’ or ‘wrong’ in the situation, but a practical strategy for getting the other person engaged as a partner in the negotiation process. Another alternative is to focus on things we can do to influence conflicts in the future, rather than putting initial energy into understanding (or solving) problems we have had in the past. By remaining relatively flexible about the agenda – taking on topics individuals care about, but not necessarily the most pressing issues – thus, creating an opportunity to reduce the fears associated with resistance. While the conflict may not be able to be truly resolved, some key issues that exist will be managed and will help to prevent the issues from getting worse. Power is an important and complex issue facing anyone seeking a negotiated solution to a conflict. Before negotiating clarify the true sources of power in the room: The boss has position power, associated with the â€Å"carrots and sticks† that come with the role. She or he may also have coercive power, supported by contracts or statute that compels employees to behave in certain ways and do certain tasks associated with the job. Some may have a great deal of expertise power, accumulated from doing your job over a period of time. Either conflict participants may possess normative power, through which they know â€Å"the lay of the land† in their department and, therefore, how to get things done. And either may possess referent power, through which others show respect for the manner in which the employee conducts themselves. Generally, referent power accrues to those who demonstrate a mature willingness to seek collaborative solutions. An impasse is the sense of being â€Å"stuck†. Impasse is the point within a dispute in which the parties are unable to perceive effective solutions. People feel stuck, frustrated, angry, and disillusioned. Therefore, they might either dig their heels in deeper, anchoring themselves in extreme and rigid positions, or they might decide to withdraw from negotiation. Either way, impasse represents a turning point in our efforts to negotiate a solution to the conflict. As such, rather than avoiding or dreading it, impasse should be viewed with calmness, patience, and r espect. Multi-party disputes are complex situations, and they require careful attention and persistence. However, the same â€Å"8 Step Model† can be applied to the disputes. In spite of using the same process expect everything to take a bit longer than if there where only two or three people. Patiently make sure that all points of view are heard, that issues are clarified for all to see, and that all members in the group accept the agreements being negotiated. If there are limits to the group’s decision-making power, then it is important to acknowledge those limits and understand how they are perceived by all members of the group. There are many different ideas of the steps for resolution, some claim five steps while others claim six or seven for the purpose of this paper Weeks (1992) eight step resolution style is identified. Step one – Create an Effective Atmosphere Creating the right atmosphere in which the conflict resolution process will take place is very important, yet most overlook its importance. The atmosphere is the frame around the canvas which will be painted the negotiations and building of better relationships (Weeks, 1992). Step two – Clarify Perceptions Perceptions are lenses through which a person sees themselves, others, their relationships, and the situations they encounter. Perceptions have a great influence on behavior of people. Once people perceive something in certain way, even if the perception is wrong, in the mind it is that way, and often base behaviors on that perception (Weeks, 1992). Step three – Focus on the Individual and Shared Needs This step builds on the previous step as needs as the conditions people perceive they cannot do without, those conditions critical to each persons wellbeing and relationships. However, step three focuses more on skills involved in the conflict partnership approach. There are several key points to keep in mind in this step. 1) Needs are the foundation of relationship and are an essential part of that foundation. 2) People sometimes confuse needs with desires. 3) Personal needs in relationships perceived by individuals must allow for respect of the needs or the relationship (Weeks, 1992). Step four – Build Shared Power Power is a part of every relationship. However, the way people perceive and use power is seen frequently as a dirty word. Such as when people use power as means to control or to manipulate some else to get what they want. Although, power is and of itself not corrupt, it is the way in which people use their power and whether they allow such power to corrupt. Developing positive self power through a clear self-image means that we base our perceptions of ourselves not on what others expect of us or want us to be but what we believe to be our own needs, capabilities, priorities and goals (Weeks, 1992, p. 152). Step five – Look to the Future, Then Learn from the Past. All relationships and conflicts have a past, present and future. Resolving conflicts requires dealing with all three. The conflict partnership process encourages the use of positive power to focus on the present-future to learn from the past. The past experiences people face set the landscape for present and future decision making and how relate to others (Weeks, 1992). Step six – Generate Options People have the ability to discover new possibilities in their relationships as well as conflict resolution. However, both are often impaired by the packaged truths and limited vision people hold onto in times of stress, insecurity, and conflict. Generating options breaks through the predetermined restrictions brought into the conflict resolution process. Generating options imparts choices which specific steps to resolve conflicts and enhanced relationship can be agreed upon (Weeks, 1992). Step seven – Develop â€Å"Doables†: the Stepping-stones to Action Doables are the necessary stepping-stones taken along the way to resolve conflict. Doables are explicit acts that stand a good possibility of success, meet some individual and shared need, and depend on positive power, usually shared power to be carried out. Working on and accomplishing some doables can help the conflict partners see more clearly where they need to go. Many conflict partners have changed their preconceived definitions of both the conflict itself and the expected outcome due to the lessons learned and clarified perceptions through working with doables (Weeks, 1992) Step eight – Make Mutual-Benefit Agreements Mutual-benefit agreements are the next step on the pathway to conflict resolution. Conflict resolution agreements must be realistic and effective enough to survive and the potential to develop further as challenges arise in the future. Mutual-benefit agreements replace the need or want for demands, see the others needs, shared goals, and establish a standard wherein power is identified as positive mutual action through which differences can be dealt with constructively (Weeks, 1992). Conclusion Conflict is an unavoidable aspect of everyday life whether it is with family, teachers, students, friends, or an organization. The best approach to resolving conflict is interest reconciliation. It joins both parties of the dispute to find the best solution. In so doing, all parties win. People respond to conflict in three ways emotional (feelings), cognitive (thinking), and physical (behavior). All are important to the conflict experience. They allow a better awareness to best furnish a solution to the situation. An important tactic to conflict resolution is to develop persuasion skills with the ability to clearly explain one’s point of view and to argue for their conclusions and convictions. Week’s Eight-Step Process is a valuable tool in helping people to become more strategic about resolving conflict. References Borisoff, D., and D. A. Victor., (1997). Conflict management: A communication skills approach, 2nd ed. Boston: Allyn and Bacon. Conflict, (n.d.). In Merriam-Webster’s online dictionary Retrieved from http://www.merriam-webster.com/dictionary/conflict Coser, L. A. 1967. Continuities in the study of social conflict. New York: Free Press. Dana, D. (2001). Conflict resolution. New York: Mcgraw-Hill. Fry, D. P., and Bjorkqvist K., (1997). Cultural variation in conflict resolution. Mahwah, N. J.: Lawrence Erlbaum Associates. Hathaway, W., (1995). A new way of viewing dispute resolution training. Mediation Quarterly, 13(1), 37-45. doi:10.1002/crq.3900130105 Kolb, D. M., & Putnam, L. L. (1992). The Multiple Faces of Conflict in Organizations. Journal of Organizational Behavior, (3), 311. doi:10.2307/2488478 Pondy, L. R. (1992). Reflections on organizational conflict. Journal of Organizational Behavior, 13(3), 257-261. Volkema, R. J., and Bergmann T. J., (1989). Interpersonal conflict at work: an analysis of behavioral responses. Human Relations 42: 757-770. Weeks, D. (1992). The eight essential steps to conflict resolution: preserving relationships at work, at home, and in the community. Los Angeles, J.P. Tarcher; New York: Distributed by St. Martin’s Press Wilmot, W. W. (1995). Relational communication. New York: McGraw-Hill. Yarbrough, E., and Wilmot W., (1995). Artful mediation: Constructive conflict at work. Boulder, Colo.: Cairns Publishing.

Conflict: Anarchism and Long Lasting Aftermaths

Conflict can have tragic consequences for ordinary people In society’s composition, ordinary people establish the majority of the population creating the base of the group. When faced with challenges and conflict stemming from others in the same faction, they are affected and met with the consequences of the conflict. These effects may have tragic consequences to ordinary people with long lasting aftermaths such as portrayed in ‘Paradise Road’ and throughout history. Conflict, however, comes in different forms and arrangements with varying views and purposes.This signifies that not all consequences of conflict is disastrous, and can have a valuable effect on ordinary people. The characters in ‘Paradise Road’ are essentially ordinary civilians of countries torn in war that were thrust into situations that ended with tragic consequences. From the beginning scenes the women are portrayed living luxurious but sheltered lives, following that they were plun ged into the devastating prisoner’s camp showing the drastically altered life style they endured.Throughout the film the women are exposed to the unfamiliar brutality of humans, creating long lasting effects on their psychological mindset. This is seen from the ruthless death of Wing, having been caught getting medicinal tablets for Mrs Roberts. Due to the innocent and charitable nature of the act, the dreadful punishment for Wing was a surprise and vicious shock to the other women as it was nothing like their previous experiences, establishing the brutal nature of humans and course of the film.From this scene however, the idea that ‘conflict brings out the best in people’ could also be seen as Wing self-sacrificed herself. Additionally, despite the cruel conducts and treatment, the idea that ‘The survivors of conflict are true heroes’ is also brought to light as the women that were released held on til the end, surviving through will power and each other’s help and not giving into using their bodies. Evidently, although conflict can have tragic consequences on ordinary people, it can also have encouraging effects on them.Although conflict has the capacity to develop tragic consequences for average people, it additionally has positive effects on thousands of ordinary citizens around the nation. The African-American Civil Rights Movement in the United States began in 1955 due to racial prejudice and inequality, it aimed for the prohibition of discrimination and the right for African Americans to vote. The immense struggle for equal rights included many ordinary citizens throughout the nation and came in the form of nonviolent protests and marches.The confrontation lasted almost a decade and involved ordinary citizens of all nations as it sparked worldwide recognition for its aim. In 1964 the Civil Rights Act was passed allowing basic civil rights for all Americans, signifying the success of the struggle for all Americans regardless of race. This indicates that even for those not involved, the outcome affected their lives in a positive manner along with the idea that conflict not just has tragic consequences for ordinary people, but beneficial effects for them as well.Ordinary people are affected by conflict all over the world and whether the outcome is positive or negative for the particular individual, it is defined by the nature of the conflict and the possibilities it holds. Conflict does have the power to bring devastating consequences to some in many cases but there are also cases in which conflict brings about change in a positive manner with valuable and favourable effects for the individual. To define the outcome of conflict in a dichromatic way is futile as all cases will have varying components and possibilities with each action that plays on the result of the conflict.