Managing Conflict in People in Organizations

Managing Conflict in People in Organizations Abstract Organizations are made up of individuals with different beliefs, values and interests. The interactions among members of the organization often lead to disagreements on acceptable beliefs, norms, values or strategies. Thus, conflicts occur when individuals disagree on acceptable values, interests and beliefs (Gala and Garoupa, 2002, pp. 41-65).Advertising We will write a custom essay sample on Managing Conflict in People in Organizations specifically for you for only $16.05 $11/page Learn More Conflicts have both positive and negative influences on organizations. Hence, conflict management focuses on minimizing the negative effects of conflict and improving its positive effects. The sources of conflicts include cultural differences, organizational structure and the personality orientations of the employees. It is important to correctly identify the sources of conflicts within an organization in order to enhance conflict management. Cultural conflict s can be reduced by promoting tolerance to cultural differences. Reviewing the organizational structure can help in identifying and resolving conflicts arising within the organization. Finally, counseling and enhancing job characteristics can help in minimizing personal conflicts. Managing Conflict in People in Organizations Introduction Organizational conflict is â€Å"a state of discord caused by the actual or perceived opposition of needs, values and interest between people working together†. Conflict comprises different human affective states which include but not limited to anxiety, resistance, antagonistic interaction, as well as, hostility. Conflict develops in an environment where at least two individuals interact. Conflicts can be functional or dysfunctional. Functional conflicts are normally beneficial to the organization. For instance, it can enable the organization to identify important problems that need urgent solutions. Additionally, functional conflicts provid e information that facilitates consideration or reconsideration of decisions that affect various stakeholders in an organization. Dysfunctional conflicts, on the other hand, have negative effects to the organization. In most cases, dysfunctional conflicts encourage hostilities, weaken group cohesion and divert energies. Conflict management focuses on reducing the negative effects of dysfunctional conflicts. It attempts to promote organizational learning, as well as, group outcomes such as employees’ performance. Conflicts emerge from different sources with an organization. Thus, effective conflict management requires an â€Å"in-depth understanding of the nature and sources of conflicts within the organization†. This paper focuses on the sources of conflicts within organizations. The difficulties faced by managers in reducing conflicts will be highlighted. Additionally, recommendations for reducing conflict and its negative effects will be suggested.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Cultural Conflicts Culture refers to â€Å"shared attributes, values, goals and practices that characterize an institution, organization or a group†. People tend to hold different values, beliefs and attitudes in different parts of the world. Thus, culture varies from region to region. Cultural conflicts normally develop when members of a multicultural workforce can not tolerate each others culture. Intolerance to cultural differences can cause interpersonal and intergroup conflicts. It can also cause conflicts with groups in an organization. Cultural conflicts occur under the following circumstances. First cultural conflicts can occur when members of the organization hold different values. People perceive the world according to their cultural orientations. Thus, the beliefs of a worker can conflict with those of her co-workers. Workers who can not accept opposing views will, thus, have trouble in working with colleagues. For instance, workers and labor unions in America believe in negotiations as a way of solving organizational problems or conflicts. However, in Asia, most organizational problems are solved through a top-down decision making approach. Thus, conflict is likely to arise between American and Asian workers regarding the approach to solving an organizational problem. Second, cultural conflicts can result from non-correspondence of behavior. The business culture in a given country determines the accepted level of employees’ effort, accountability, and leadership style. Thus, the behavior of employees will be based on their culture. For instance, leadership in Japan is associated with the male gender. Consequently, Japanese who can not tolerate cultural differences will find it difficult to obey a female leader. Finally, cultural conflicts are caused by poor communication. People from different cultures normally speak different languages. Hence, conflicts arise if the language or communication channel used in the organization does not promote understanding among the employees. Difficulties in Minimizing Cultural Conflicts Lack of a clear understanding of cultural differences is the main challenge in minimizing cultural conflicts. A manager will not be able to identify and solve cultural conflicts if she does not understand the cultures of the employees. Learning the cultures of most employees is usually difficult since it involves a lot of time and commitment which most managers do not have.Advertising We will write a custom essay sample on Managing Conflict in People in Organizations specifically for you for only $16.05 $11/page Learn More Language barriers within the organization can prevent employees from channeling their grievances to the management. In some cases, language barriers limit the management’s ability to implement decisions that are meant to solve organizational conflicts. For example, a manager can decide to promote teamwork in order to enhance group cohesion. However, teamwork can be interpreted differently in different cultures, thereby limiting the chances of promoting team cohesion. Incompatibility of staff expectations and the organization’s priorities is also an impediment in the process of cultural conflict resolution. In this context, the employees might not accept the approach used by the organization to manage cultural conflicts. In such circumstances, the conflict between the employees is likely to continue instead of reducing. Finally, managers might not be aware of the best strategies to solve cultural conflicts. The use of an inappropriate approach to conflict resolution can create new conflicts or worsen the existing conflicts in an organization. Addressing Cultural Conflicts Cultural conflicts can be managed effectively through a multi-dimensional approach. First, the concerned manager s hould attempt to learn and understand the cultures of his employees or team members. This can be achieved through culture immersion, as well as, learning new languages. Cross-cultural competency will enable the manager to understand the employees from their cultural perspectives. Hence, the manager will be able to develop organizational policies that take into account employees’ cultural make-up in order to avoid conflicts. Second, cultural conflicts can be reduced through staff training and development. In a multicultural workforce, the employees must be trained on the business cultures associated with the organization and its subsidiaries. For example, cohesion in a multinational corporation with its headquarters in America and subsidiaries in India and China can benefit from cross-cultural training. In this case, the employees in America will be trained on the business culture in India and China. The employees from China and India, on the other hand, will be trained on the business culture in America. Additionally, the training should be backed up with mentorship programs that promote teamwork and tolerance to diversity. Third, cultural conflicts can be managed by adopting a cross-cultural communication policy or strategy. The strategy should define the most suitable language and communication channels to convey important messages within the organization (Kornberger and Pitsis, 2011, pp. 306-319). Additionally, the objectives of the communication strategy should enhance cultural tolerance and teamwork among employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Finally, adopting appropriate human resource management policies can help in reducing cultural conflicts. Employee selection process should be based on a predetermined criterion that defines the desired personality attributes in the workforce (Bambacas and Patrickson, 2009, pp. 109-120). This will help in selecting the right employees who can tolerate cultural differences. Performance appraisal and remuneration policies should take into account the cultural make-up of employees in order to promote acceptance. In conclusion, managing cultural conflicts should be a teamwork that involves managers, employees and outside experts. Teamwork will enable the organization to identify several solutions and select the best alternative to manage cultural conflicts. Organizational Structure Conflict can arise from the organizational structure of a firm. Organizational structure refers to the activities such as coordinating production, supervising employees and allocating tasks; which are meant t o achieve the objectives of the firm. Organizational structure can lead to conflicts under the following circumstances. First, conflicts can arise if there is ambiguity in the organizational structure. Ambiguity in the purpose, as well as, the objectives of the organization can lead to divergent views on the best strategy to be pursued. When the objectives of the organization are not clearly defined, each manager might have a different opinion on the best strategy to be pursued. Thus, there will be conflict of opinion at the management level. In some cases, the members of the organization may have the same objective, but different views on the best approach to achieve the objectives. Second, role conflicts can arise if decision rights, task allocation and reporting relationships are not clearly defined (Leluch, Banthan and Kasouf, 2011, pp. 1082-1088). Decision rights define the authorities entrusted with the task of making important decisions in the organization. Conflict over the legitimacy of decisions can arise if there is no consensus on the individuals allowed to make certain decisions. Role conflict arises when the job descriptions do not clearly specify the tasks allocated to each employee. Thus, employees and their supervisors may disagree on what they are supposed to do or not do. Finally, conflict can arise due to scarcity of resources (Shanon and Gent, 2011, pp. 124-144). Some departments or groups in the organization are likely to receive more resources than others if the resource allocation policies do not promote equity. Inequality in resource allocation normally results into competition among members of the organization. Competition for scare resources can degenerate into hostility and confrontations. Additionally, competition for supremacy can result into conflicts. For example, two employees competing for promotion can resort to unorthodox means such as blackmail in order to outshine each other (Shanon and Gent, 2011, pp. 124-144). Difficulti es in Minimizing Conflicts Caused by Organizational Structure Reviewing the organizational structure of a firm in order to identify the sources of conflict is usually very difficult. For example, reviewing the structure of a multinational corporation will require a lot of time and financial resources. Financially distressed organizations might not have the resources to devote to reviewing their structures. Thus, identifying sources of conflicts and appropriate solutions becomes difficult. In small firms, the organizational structure can be easily reviewed and the sources of conflicts identified. However, the managers may disagree on how to restructure the organization in order to reduce conflicts. Besides, the managers may lack the competence or skills required to restructure the organization. Finally, restructuring an organization involves significant changes in the organization’s processes. Most employees tend to fear change, especially, if such changes are likely to affect their work or roles within the organization. Consequently, restructuring the firm in order to eliminate sources of conflicts can, possibly, meet resistance from employees. Strategies for Minimizing Organizational Conflicts A review of the organizational structure should be done in order to identify the sources of conflicts (Hoogervrost, Koopman and Flier, 2004, pp. 288-311). Surveys, interviews, as well as, focus group discussions can be used to identify the sources of conflicts with the firm’s structure. Alternatively, best practice can be used to predict sources of conflicts with the organization. In this case, the management will use predetermined standards to assess the effectiveness of the organization’s structure. The following recommendations can, thus, be used to reduce conflicts arising from the structure of the firm. Ambiguity in the organizational structure can be eliminated by demarcating departments according to their objectives. Mutual dependence among d epartments should be promoted through appropriate teamwork policies. Role conflicts can be reduced by accurately delineating and allocating responsibilities according to employees’ capabilities and qualifications. The tasks assigned to the employees should match their skills and competencies (Clare and Danislovic, 2010, pp. 3-27). Additionally, the human resources policies should clearly define the reporting structure and decision rights in the organization. Conflicts over scare resources can be addressed by enhancing employees’ satisfaction. The resource and power distribution policy should encourage equity and fairness. Employees should be rewarded according to their efforts and contribution towards achievement of the organization’s goals. Additionally, functional conflicts can be achieved by encouraging every employee to express his opinion concerning the effectiveness of the organizational structure. Personal Conflict Personal conflicts refer â€Å"to an in dividual’s inner workings and personality problems†. Since personal conflict occurs at the individual level, it can also be referred to as intrapersonal conflict. Personal conflict occur when a person experiences difficulties when making a decision due to uncertainty. In this context, personal conflict can take three forms which include the following. First, a person can experience an approach-approach conflict. This occurs when an individual is expected to make a choice between two equally attractive options. For example, a manager can be in an approach-approach conflict if he has to select one of two equally profitable investments. Second, a person can experience an approach-avoidance conflict. In this case, the individual has to make a decision concerning a situation with both positive and negative aspects (Gala and Garoupa, 2002, pp. 41-65).This means that the individual experiences the same degree of attraction, as well as, repulsion towards competing goals. For ex ample, a manager is in an approach-avoidance conflict if he has to dismiss a high performing but rude sales executive. In this case, dismissing the sales executive has both negative and positive effects to the organization. Finally, an employee can experience avoidance-avoidance conflict (Gala and Garoupa, 2002, pp. 41-65). In this case, the individual has to choose between competing alternatives. However, both alternatives have negative consequences. For example, a manager can experience an avoidance-avoidance conflict if he has to choose between resigning and accepting a demotion. Personal conflicts can also occur when an employee decides to pursue interests (personal goals and objectives) that are incompatible with those of the organization. In conclusion, personal conflicts can be attributed to personality orientation, goal incongruence and the expected level of performance. Difficulties in Minimizing Personal Conflicts Detecting personal conflicts is challenging due to the diff iculty associated with predicting or understanding the personality of an employee. In most cases, self-reports are used to collect information about employees’ personality orientations. However, the inaccuracy of self-reports limits the usefulness of the information collected using them. Assessing an employee’s capability during recruitment is usually very difficult due to the subjective nature of the process. An employee can be assigned too high or too low targets if his or her capability is not correctly gauged. In such circumstances, the management will not be able to understand the source of conflict that is facing the employee. A person can also experience personal conflicts due to his or her personal problems. However, personal problems can not be understood by the management if such problems are not shared. Additionally, some employees tend to shy off from sharing their problems for fear of being rejected by their colleagues. Thus, the management will not be in a position to minimize the personal conflicts facing the employee. Strategies for Managing Personal Conflicts Counseling can be used when personal conflicts lead to frustrations and inefficiencies among employees. Counseling is an important method of dealing with personal conflicts since it enables the counselor to understand the personality and personal problems of the employee. Managers can be trained to offer basic counseling services to their employees, thereby eliminating the need to hire a professional counselor. Personal conflicts can also be minimized by enhancing the job characteristics. For instance, employees entrusted with the role of making decisions should be trained on a variety of skills that will enable them to make the right decisions or choices. Employees who can not work without supervision should not be entrusted with tasks or jobs that provide great autonomy. This is because such employees may fail to make the right decisions or they may use the freedom provide d by their jobs to fulfill their personal interests. Other job characteristics that should be enhanced include task identity, and task significance. Enhancing these characteristics will help in avoiding role conflicts and promote employee satisfaction. Conclusion Conflicts occur when there is perceived or actual incompatibility of values, needs and interests among members of an organization. Conflicts have both positive and negative effects in organizations. The negative effects of conflict include poor team cohesion, hostility among members of an organization and reduced productivity. Consequently, conflict management focuses on reducing the negative effects of conflicts (Gala and Garoupa, 2002, pp. 41-65). Sources of conflicts include organizational structure, cultural differences and personality orientation of employees. Understanding the cultures of employees is the main difficulty experienced by managers in their attempt to reduce cultural conflicts. Difficulty in understanding the personality orientation of employees limits the chances of reducing personal conflicts. Conflict management begins with identification of the sources of conflict. Appropriate strategies are then formulated to minimize the conflicts as discussed above. References Bambacas, M., and Patrickson, M., 2009. Assessment of Communication Skills in Manager Selection: Some Evidence from Australia. Journal of Management Development 28(2), pp.109-120. Clare, J., and Danislovic, V., 2010. Conflict Management and Peace Science 29(1), pp.3-27. Dreu, D., 2008. Conflict in Organizations. New York: McGraw-Hill. Gala, J., and Garoupa, N. 2002. A Theory of International Conflict Management. Public Choice 110(1), pp.41-65. Gent, S., 2010. Decision Control and the Pursuit of Binding Conflict Management: Choosing the Ties and Bind. Economics of Knowledge 20(4), pp.2-12. Hoogervrost, J., Koopman, P., and Flier, H., 2004. Impact of Communication in Organizations: the Impact of Culture, Structure and Man agement Practices and Employee Behavior. Journal of Management Psychology 19(3), pp.288-311. Johanios, K., 2010. How does Democratic Accountability Shape International Cooperation. Journal of Conflict Resolution 34(2), pp.28-55. Kornberger, C., and Pitsis, M., 2011. Managing and Organizations: an Introduction to Thoery and Practice. London: Sage. Leluch, K., Banthan, J., and Kasouf, C., 2011. The Role of Trust in Buyer-Seller Conflict Management. Journal of Business Research 64(10), pp.1082-1088. Majur, K., 2010. Positive Organizational Culture as a New trend in Cross-Cultural Management. Journal of Positive Management 1(2), pp.65-74. McCalman, J., 2009. Lateral Hierarchy: The Case of Cross-Cultural Management Teams. European Management Journal 14(5), pp.509-517. Pathak, M., 2011. Managing Organizational Conflict. Journal of Conflict Resolution 55(5), pp.710-734. Shanon, M., and Gent, S., 2011. Bias and the Effectiveness of Third-Party Conflict Managment Mechanisms. Conflict Managem ent and Peace Science 28(2), pp.124-144. Shimoni, B., 2011. The Representation of Culture in Interactions and Cross Culture Management. Journal of International Management 17(1), pp.30-41. Usanier, J., 2011. Lenguage as a Resource to Access Cross-Cultural Equivalence in Quantitative Management Research. Journal of World Business 46(3), pp.314-319.

7 Reasons Why It’s Never Too Late To Change Your Career

7 Reasons Why It’s Never Too Late To Change Your Career Leaving a job can be enormously stressful, and very daunting. And sometimes leaving in a fit of rash frustration is not the way to go. But there are circumstances in which it’s a very prudent- even life changing- thing to change careers. If you suspect this might apply to you, and that you’re ready for a change- even if that means leaving your contacts and colleagues, many of which have now become your friends- then watch this little video and psych yourself up.  Then think of all these reasons why you’re making the right call.1. You’ll Gain More KnowledgeChanging careers means being brand new to a job again. Remember your super intense learning curve at your first job? Remember how that curve tapered off and flat-lined eventually as you got more settled in? Once you’ve mastered your current job, you stagnate. Putting yourself in a situation where you haven’t yet mastered something means you’ll broaden your knowledge base and learn a lot- fast.2. New Challenges are  GreatIf your current job doesn’t challenge you anymore, that’s a great sign it’s time to go. Bend your comfort zones a bit, and expand your horizons. Put yourself in a situation where you’re not absolutely sure you’re on top of everything every day you go to your desk- a bit of risk and fear and having to rush to keep up or excel will be great for your morale. Maybe it’s just plain time for a change.3. You’ll Increase Your Earning PowerIt’s possible that your skills might be even more valuable in another industry, or in another kind of company structure. Start looking around to see what your counterparts are making in other industries, and take the leap.4. No More Toxic StressYour current job- let’s face it- is making you physically sick. Your immune system is shot. You’re exhausted. You’re grumpy all the time. Maybe this is because you’re bored, or on the contrary , you’re under far too much pressure. Maybe you just cannot stand your boss- or your coworkers are hostile and insufferable. Either way, no job is worth sacrificing your health. Reboot and reset somewhere fresh.5.  Finding Firmer GroundSometimes it’s just plain time to wake up and smell the sinking ship. If your company is going under or merging, or your industry is changing- and not in a way that you think will be good for you, then getting yourself somewhere more stimulating and secure could be your lifeboat.6. Growth OpportunitiesChanging careers can give you a way to use all of your assets and talents. To expand as far as you can within your skills, and to grow as high as you can up the ladder. Get vertical! Get promoted! Get a raise! Do the things you’ve always wanted to do.7.  A Renewed Sense of PurposeIf you do successfully change careers, at least you get to feel totally at the helm of your own boat. You’re living your life with purpose- and m aking decisions that are best for you and where you want to end up. When you take charge of such things, you gain valuable confidence.

The Adoption of Integration of Information and Communication Essay

The Adoption of Integration of Information and Communication Technologies by Sainsburys - Essay Example Notably, the various reasons for executing the ICT by the business organisations include diminishing the transaction costs and ultimately raise the productivity and delivers instant connectivity which thereby improves the accuracy and transparency of the business organisations. Furthermore, the other valuable reasons also include enlarging the geographical scope of the potential markets for the business organisations, adequately accessing different products and commodities and ultimately raising the profitability of the business organisations (Picot & et. al., 2008). In this paper, the business organisation, i.e. Sainsbury’s, has been taken into concern. The main objective of this paper is to discuss regarding the self-service checkout which has been implemented by Sainsbury’s. The main reason behind this phenomenon has been related to attaining competitive advantage and it might also have been the case that they must have evaluated the previous processes and re-created it in order to attain success for the organisation. In addition, adequate execution of ICT that enhances the shopping process of Sainsbury’s and few concluding lines will also be portrayed in the discussion. The Chosen Organisation Sainsbury’s is regarded as one of the oldest retailers which was founded in London as its home city, in the year 1869. It is recognised as the third largest chain of supermarket prevailing in United Kingdom. Currently, it acquires a considerable market share of 16.5% in the global retail market. The company delivers broad variety of quality food commodities. In this regard, the vision of Sainsbury is to promote healthy consumptions along with... This essay stresses that the practical application of ICT has been apparently increasing in the current day phenomenon. It has also been recognised that most of the business organisations execute different types of technological equipments ensuring that those might raise as well as enhance the competitive position of the company in the long term. Similarly, in this context, Sainsbury’s which is one of the oldest and foremost retailing companies prevailing in the UK tends to execute ICTs such as self-serviced counters while operating the business functions. This paper makes a conclusion that the adequate implementation of the above discussed ICTs eventually raised the competitive advantage along with greater improvement in the business process of Sainsbury’s. Moreover, an innovative conception in relation to ICT has been prescribed for Sainsbury’s that would considerably enhance its business processes along with attaining competitive benefit over its competitors. Thus, it can be stated that Sainsbury’s can attain superior position in this competitive world along with sustaining its productivity through the execution of different types of ICT equipments to a significant extent. The company i.e. Sainsbury’s might enhance its working efficiencies through the application of improved self-service checkouts involving innovative technological equipments that ultimately would accelerate the efficiencies of the business procedural functions by a considerable level.

Local Ecology Term Paper Example | Topics and Well Written Essays - 750 words

Local Ecology - Term Paper Example Most of the plants are either fruit or vegetable plants. This is our way of promoting an organic lifestyle! There is a pomegranate tree, an apricot tree and two apple trees. We have also planted garlic and tomatoes. There is a crowd of electrical wires upon the street at the level of the street light. Normally, they remain covered with insulation tape, but a couple of times, crows have been electrified when they tried to sit over the wires while it was raining. On the street, one can often find wild dogs chasing cats, and wild cats chasing mice. Most of the people in my area are pure vegetarians and there is a culture of growing vegetables within the homes. List of factors distinguishing between my local ecology and environment and those of the nearby towns: The factors are as follows: Cultivation of vegetable and fruit trees Intense electric wiring across the roof Dense population Houses made of stones and bricks Occasional outburst of heavy smoke generated by the burning of rubbish heap Frequent rainfall Wild cats, dog and mice wandering around Temperature significantly lower than the nearby towns because my town is at a greater altitude. The effect of human activities on the local ecosystems: The ecology and environment of my locality was considerably different two to three decades back than what it is now. â€Å"Human activity such as farming, building dams and clearing for development can also change the characteristics of land cover, which in turn affects how an ecosystem operates† (Hartman, 2010). Human activities have also caused a lot of changes in the local ecology and environment. Since my town is at an altitude, it used to be one of the greatest attractions for the local and foreign travelers. That is why, one can still notice a lot of rest houses in my area. It is basically a hilly area. About twenty years ago, it used to be very green. There were pine trees everywhere. One could not locate one brown spot in the whole depth of valley. Everyt hing was green. There were very less houses. It was like a forest. â€Å"Close to 1.6 billion people – more than 25% of the world’s population – rely on forest resources for their livelihoods† (FAO, 2011). Likewise, the people of my town used to earn by entertaining the travelers with the folk tales, local dance, selling fresh fruits and vegetables from the forest trees to them and renting their houses. As more and more people started to dwell here, they cut the trees to make fire. Within a decade, trees were greatly reduced in number. Accordingly, tourists lost interest in coming here. This impacted the businesses of hundreds of local people. They became jobless and moved to the cities for jobs. The temperature of my region today is generally 5 to 6 degrees higher than what it used to be twenty years back. Today, we can not see any sea-gulls flying over the sky unlike in the past. Twenty years back, many people kept cattle and would eat their meat. But t he gradual shift from this area to the city reduced the trend of keeping cattle and more people became pure vegetarians. Comparison of the effect on my local ecosystem change with other areas: In comparison to other areas, my local area has suffered from a greater change of ecosystem because of the fact that it is a hilly area has been the greatest tourist attraction for many years in the past. Today, one

Ideaistic versus materialistic motivations Essay Example for Free

Ideaistic versus materialistic motivations Essay Behind every great society, there is always a story. Today, the nation of America is referred to as God’s own land. With population of approximately 293,500,000 and land mass of GDP of approximately $10. 98 trillion per year, the country commands the respect of many of its fellow nations. The question that readily comes to heart is that; has this always been so? What we see in the nation of America today did not just start in a day. It was a process – one that was filled with patriotism from dedicated hearts. In fact, the wonderful story we hear of the great nation all started from the period called the American Revolution of 1775 when the then thirteen colonies of America gain independence from the British colonial power. Many people have from different schools of thought hold different views about this revolution. Some are of the idea that the revolution was based on the mere idealistic and scholarly works of some philosophers and sages of that time. On the other hand, some are of the opinion that these seeming patriots were merely motivated by their materialistic class interest. To this, I will say both sides have a point. I state the reason for my assertion in the following paragraph. Evidently, ideological belief in the notion of individual liberty and human equality was part of what motivated the revolution. This can be seen in the works of John Locke and Montesquieu. We can also see this in the declaration of independence. On the other hand, looking at it critically, some patriots of this revolution knew that the independence will bring political position to them. Some of the we motivated by the savour of power and authority that will be passed into their hands However, I think that no matter what the motivation was, it was a good fight. Generations to come will forever be grateful to them that they did and their name will be in the sand of time. Reference: Fleming, T. (1997). Liberty! : The American Revolution. New York: Viking.

Book Report On Cover Up Essay -- essays research papers

Cover-Up The assassination of John Fitzgerald Kennedy Jr. was a very emotional time in our nation's history. This horrifying incident occurred on November 22, 1963, in a motorcade procession in Dallas, Texas. At 12:30 in the afternoon the procession was going down Elm Street in Dealy Plaza, when shots were fired. One struck President Kennedy in the throat and moments later a bullet tore apart his head. At 1:00 p.m., President JFK was pronounced dead. That same afternoon, Lee Harvey Oswald was arrested as a suspect of murder. Oswald however, pleaded his innocence by stating, " I'm just a patsy." This caused many suspicions and questions. Was he a lone assassin? Was he innocent? Was there a conspiracy against the president? These questions called for Lyndon B. Johnson, the new president, to form the Warren Commission specifically to investigate the assassination. It was named for the Chairman, and the Chief Justice of the United States, Earl Warren. This commission, after ten mon ths of investigation, presented their report to President Johnson. The 26 volumes of testimony and exhibits, " overwhelmingly supported the conclusions that the assassination was no conspiracy, but the work of one unhappy man, Lee Harvey Oswald." (New York Times) However many Americans continued to believe there was a conspiracy to assassinate President John F. Kennedy. The book Cover- Up, by Stewart Galanor, is a great description of the facts and fictions of the investigation. The shots the president received were both incredibly fatal. The first shot to the neck was seen to be an entrance wound, however this seems to be impossible if the assassin was behind him 6 floors up. However, like usual, the Warren Commission performed a test and proved the shot to indeed be an exit wound. The test was performed using a goatskin to show that entrance and exit wounds are similar in appearance, when they really are not. The Warren Commission stuck to their beliefs, although it was obviously a false idea. The fatal wound was also discussed and questioned. Many doctors thought there really was no fatal blast to the head, just a small exit wound. However, two Parkland doctors described the head wound to be extremely fatal. One doctor stated, "As I took position at the head of the table, I was in such a positi... ...ottom of the decade's greatest mystery. As for the Warren Commission, they were really doing the same thing, except they were just looking for the easiest way out, not the truth. They should have known that one day all of their hidden evidence would be found. And it was, which caused great distrust, by the majority of Americans, in their own leaders, their government. The people in this book who went on record showing a part of the "cover-up" are very brave people, and they should be the people who the world looks to for the truth in the investigation. The information in this book was very interesting and attention grabbing. It really focused on the evidence of a conspiracy or cover- up. This book really taught me that some people will do anything to satisfy themselves, no matter what they have to do to others. All the people directly involved in the investigation seemed to give up or take over something to keep things as simple and secretive as possible. Even though th e world still went on and there were more conflicts to deal with, I think the most plaguing question of the average American in this decade was, "Who killed JFK?"

Julio Nieto

Cede knew the athletes were losing vital water and minerals, so he mixed salt and potassium into a balancing drink. ) After players spit out the first, foul-tasting samples, Cadet's wife suggested adding lemon juice and sweetener. (5) The rest Florida Gators stopped wilting and roared Into a winning streak. (7) The new drink was named in is history. (6) Sipping the new beverage, the their honor. (8) Other Florida teams are the Hurricanes and the Seminole. (9) Today 8 million bottles of Storage are consumed dally. Paragraph 2 ) Technology enables people like the famous physicist Dry. Stephen Hawking to continue working despite serious physical disabilities. (2) For more than 45 years, Dry.Hawking has lived with Lou Gearing's disease, which attacks the muscles, but his brilliant mind works perfectly. (3) He can no longer walk, speak, or feed himself. (4) Nevertheless, a high-tech wheelchair with computer attachments allows him to continue his research and stay in touch with friends and colleagues around the world. (5) His computer is hooked up full-time to the Internet. (6) To speak, he chooses words displayed on the computer screen. And then an electronic voice machine pronounces each word. (7) A pressure-sensitive Joystick even lets Dry.Hawking make his way through traffic. 8) In his home, Infrared remote controls operate doors, lights, and his personal entertainment center. (9) He has three children with his first wife, Jane, and one grandchild. (10) Dry. Hawking continues to search for new ways to overcome his problems through technology. And connect with a community of people who â€Å"speak from the heart. (7) Poetry slams are gaining popularity as schools, arts organizations, and groups of young writers start poetry clubs or sponsor contests. 8) Now, as online videos of the winning performances reveal the power of poetry slams, the excitement has spread worldwide. Chapter 2 Cross out any prepositional phrases in each of the sentences below. Then either ci rcle each subject and underline each verb or highlight the subject and verb in different colors. * 1. Do you watch videos on Youth? * 2.This hugely popular website grew quickly out of an invention by three friends. * 3. One night, Steve Chem. shot a video of his pals Chad Hurley and Jawed Karri. * 5. Surprisingly, the three buddies could find no easy way of sharing this video online. * 6. Their solution was a video-sharing website. * 7. Their friends loved it and inspired the young men to launch Youth in 2005. * 8. Within two years, Youth had attracted millions of visitors and millions of dollars from investors. * 9. Very easily, users can view or post videos on the site. * 10.Today, Youth's millions of videos inspire creativity, news reporting by everyday people, and some engaging craziness. Chapter 31 practice 2, 3, and 4 The first sentence of each pair that follows contains an irregular verb in the past tense. Fill in have or has plus the past participle of the same verb to compl ete the second sentence. * 1. Sean took plenty of time buying the groceries.

Leadership and Employee Morale

Assignment Leadership and Employee Morale Dorothy â€Å"Micki† Gould Kaplan University Organizational Behavior MT302 Professor Rhonda Shannon May 09, 2012 Unit 8 Assignment Leadership and Employee Morale The ten truths, just learning them is not enough. It is crucial to good leadership to apply them. (Kouzes & Posner, 2010) * You make a difference. Believe in yourself. Believe you can make a difference. If you do not believe it, neither will anyone else. * Credibility is the foundation of leadership. Mean what you say and say what you mean.Do not be misleading; be honest and upfront about everything. * Values drive commitment. If you do not know what you stand for, find out. You need to know what you value. * Focusing on the future sets leaders apart. How can you lead if you do not know where you are going? What is the end goal; do not think you are the only person who sees it or that can get you there. * You cannot do it alone. Remember to lead you have to have followers; you cannot lead if you do not include other people in your plans and have a team. Trust rules. Trust and respect, you cannot get either one without giving it. * Challenge is the crucible of greatness. Do not be afraid of change. If it is not working, ask for suggestions and /or look for different ways to implement changes. Make the changes necessary to grow. * Either you lead by example, or you do not lead at all. Do not expect someone or anyone to do something you are not willing to do yourself. This also goes back to credibility. Do as I do not just, as I say. * The best leaders are the best learners.Strive to learn. Going back to challenges and changes, if it is not working, find a new way to do it. Also, remember you can learn from your followers and team members. * Leadership is an affair of the heart. Have passion in what you are doing, or you cannot lead your team members to want what is best. This is my favorite. My job has a saying: Have a Heart H = Help everyone you can E = Enjoy your job and your customers A = Always â€Å"be there† for your co-workers and customers R = Respect everyone, especially the difficult peopleT = Truth is always the answer (Management, 2012) â€Å"All aspects of transformational leadership—are leaders able to motivate followers to perform above expectations and transcend their self-interest for the sake of the organization. Individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence all result in extra effort from workers, higher productivity, higher morale and satisfaction, higher organizational effectiveness, lower turnover, lower absenteeism, and greater organizational adaptability. (Judge & Robbins, 2007, p. 391) References Judge, T. A. , & Robbins, S. T. (2007). Organizational Behavior (14th ed. ). Upper Saddle River, NJ: Pearson Education, Inc. Retrieved March 22, 2012 Kouzes, J. , & Posner, B. (2010, August). Leadership Truths. Leadership Excel lence, 27(8), 15. Retrieved May 11, 2012 Management, B. (2012). Employee Handbook. BMG Employee Handbook. Brundage Management. Retrieved May 12, 2012

gay dennis essays

gay dennis essays For several thousand years, Vietnamese Lunar New Year has been a traditional celebration that brings the Vietnamese a sense of happiness, hope and peace. However, in recent years, It also bring back a bitter memory full of tears. It reminds them the 1968 bloodshed, a bloodiest military campaign of the Vietnam War the North Communists launched against the South. The "general offensive and general uprising" of the north marked the sharp turn of the Vietnam War. Today there have been a great number of writings about this event. However, it seems that many key facts in the Communist campaign are still misinterpreted or In the mid-80, living in Saigon after being released from the Communist "re-education camp," I read a book published in the early 1980's in America about the story of the 1968 Tet Offensive. It said that the North Vietnamese Army supreme command had imitated one of the greatest heroes of Vietnam, King Quang Trung, who won the most spectacular victory over the Chinese aggressors in the 1789 counter-attack - in planning the 1968 The book quoted King Quang Trung's tactic of surprise. He let the troops celebrate the 1789 Tet Festival one day ahead so that he could launch the attacks on the first three days of the lunar new year while the Chinese troops were still feasting and not ready Those who claimed the similarity between the two campaigns certainly did not know the whole truth, but jumped into conclusion with wild imagination after learning that the North Vietnamese attacking units also celebrated Tet "one day ahead" In fact, the Tet Offensive broke out on the Tet's Eve - in the early morning of January 30, 1968 at many cities of Central Vietnam, such as Da Nang and Qui Nhon, as well as cities in the central coastal and highland areas, that lied within the Communist 5th Military Region.. The other cities to the south that included Saigon, were attacked 24 hours la...

Tips and Tools for Becoming a Book Critique Expert

Tips and Tools for Becoming a Book Critique Expert Writing a Book Critique Many students face the first challenges of writing a book critique even before they get started. Unfortunately, critique is not the most common school or college task, so to succeed you should first understand what the assignment is about. Book critique is often taken for a prà ©cis, which is a compressed description of the source text. Some students also think that it is a report, which is simply a summary of the plot. Basically, a critique is a piece of writing, which aims to evaluate and analyze the source book critically. As you understand, it is quite a difficult task and consists of multiple stages and skills. You won’t find a book critique, which was written by a person, who has never read the source. That is why you should not only possess good writing and analytical skills but also have enough time to reread the analyzed book several times, making notes and drafts. If you want to succeed, follow our tips. They will help you to create a thoughtful and comprehensive book critique. Book critique format As almost any other assignment, a book critique consists of three main parts: Introduction; Body paragraphs; Conclusion. Introduction As you already get from its name, the main goal of this section is to introduce readers to the topic and give them basic information on the name of the author, title of the book, year of its publication, etc. You should also include a thesis: the key idea book’s author is trying to render. It is possible to include several sentences on your own opinion and impressions. Body paragraphs This section is surely the most important part of the whole text and contains all the details you are willing to share. Start with a summary. Usually, a book critique is read by those, who don’t know the original book. That is why you should provide maximum details on the plot, main topics and discuss organization of the book. The main goal of your summary is to draw a comprehensive picture of what the source text is about. Luckily, you don’t have to summarize every chapter: just highlight the main points. After the summary goes evaluation. It is the heart of your book critique, because here you show how well you understand the book and the reasons, which urged the author to write it. Here are a few tips you can use: Is the plot logical? Discuss whether you have noticed inconsistencies of plot development; Render your own opinion about the book’s characters. Do they look natural? Are they developed? What relationships can you mark? Who are protagonists and antagonists? Give more detailed information on text’s language. What language techniques were used? How well the thoughts were expressed? Were there any units, which could be omitted? Provide your explanation of book’s ideas. Was the author able to render them to the fullest or were they confusing? If possible, write about book’s uniqueness. Was the story interesting and new? Were there any original outlooks and ideas in the text? If you had a feeling the book simply restates someone else’s ideas and characters, include your thoughts to the critique; A nice idea will be to write about the social impact of the book. Does it have a lesson to teach? If the source text contains valuable information to enrich knowledge and experience of a certain audience, don’t hesitate to use examples! Provide your own opinion on the book. Critique is quite a subjective paper, because you have your own vision and it can’t be influenced. Mention what you liked about the book and what confused you. However, you should always prove your ideas and back them with examples from the text. Conclusion The final part of your critique should give the reader an idea whether the book is worth their attention or not. You can compare it to similar books; say if you agree with book’s author and whether you recommend it to the audience. Now you have all the necessary instruments to write a great book critique. If you have any doubts or have no time to write the assignment on your own, we recommend you to get familiar with examples online. They will help you to stick to the structure and will give the right direction.

Case Study Based Report Essay Example | Topics and Well Written Essays - 2500 words

Case Study Based Report - Essay Example Samsung electronics was a brand that was known for producing cheap products. It used to make black and white television and calculators from the year 1969 to 1990. But then things started to change. Samsung unveiled a new strategy called â€Å"new management† which was a top to bottom strategy for the whole company. In the year 2009, Samsung reached a revenue of $117 billion with profit of $8.3 billion. Inter-brand selected Samsung as the fastest growing brand for a time span of more than five years. Samsung electronics became one of the leading producers of semiconductors. Samsung became one of the largest consumer electronic conglomerates in the world. As a brand, Samsung also got listed in the list of Fortune Magazine’s hundred largest global corporations. ... Hence, the main focus should be on as to what are the factors that led to such a massive transformation. Based on the case analysis it can be figured out that the Top to bottom strategy adopted by Lee Byung Chull had three important factors that were instrumental is providing strategic direction to the company. The three main factors happened to be the new product development process, adoption of product test marketing and positioning strategy of the products (Czinzota, Ronkainen, Moffett, Marinova & Marinov, 2009, pp. 423-429). New Product development focus Samsung hired some new fresh young designers to get a set of fresh ideas. These designers unleashed a surge of new products. The product development team focused on producing sleek, beautiful and bold products to target high end user in terms of product quality. The difference with the past was that the team was not looking to produce â€Å"me-too† products. The concentration of the company on new product development, exis ting product improvement and overall R&D was the key (Henry, 2008, p. 89). Adoption of the test marketing concept Product test marketing is an actually one of the steps of the new product development. In order to be a really â€Å"Wow† product each and every product produced by the company started going through market testing. Products that did not a get â€Å"Wow† feedback from the customers went back to the design lab. Samsung started conducting integrated tests of the products as well as the total marketing program including branding, advertising, distribution, packaging, segmentation, targeting, positioning at each and every marketing and budgeting levels. This helped the management to get valuable information regarding the â€Å"go or no go