Capital Budgeting Techniques Outlook Italy â€Myassignmenthelp.Com

Question: Talk About The Capital Budgeting Techniques Outlook Italy? Answer: Presentation Capital planning practice is viewed as one of the significant contributions to speculation procedure of settling on choice getting onto the venture ventures the board. An exact decent investigation, assessing, examination, checking, and usage of such ventures or undertaking could create the normal results for the investors. As per Ghahremani, Aghaie, and Abedzadeh (2012), the capital planning practice viewpoints are utilized to settle on the choice for interest so as to build the estimation of the investors. Capital planning is predominantly worried about considerable interest in long haul resources on the grounds that these specific resources might be unmistakable like plants, properties, and gear or can likewise be immaterial like innovative work, structure, new innovation, trademark and patent rights. This task endeavors to clarify how the executives could utilize affectability, situation, breakeven and reproduction methods according to the part of capital planning. Capital planning fundamentally includes differing strategies used by organization officials, for example, This is a capital planning that alludes to a time span that it takes for a financial specialist to recuperate back the underlying sum put resources into an undertaking or a property (Ahmed, 2013). Since compensation period is viewed as a customary technique for planning, chiefs ordinarily utilize this specific strategy while deciding the time allotment that a speculation will take care of the capital contributed. This is the pace of enthusiasm at which the NPV of the incomes that is either negative or positive from an undertaking or adventure equivalents to zero. Inside Rate of Return (IRR) is used to survey the undertaking viability in such a case that the IRR of another speculation outperforms a firm required pace of return, at that point the venture is proper (Maroyi, and Poll, 2012). The organization should dismiss any venture that its Internal Rate of Return (IRR) falls underneath the pace of return that is required organization. As indicated by Internal Rate of Return (IRR) idea, the board as a rule utilizes this specific strategy to decide the adequacy of the undertaking in light of the fact that fundamentally, IRR ought to be in abundance of the arrival rate that is required for a contributed venture. The Net Present Value (NPV) is a budgetary bookkeeping technique that includes the limiting of all the incomes and processing the current incomes esteem at a given limiting rate typically called the expense of capital or the necessary pace of return. The underlying money expense is then deducted present worth in order to get the Net Present Value. (NPV = P.V Io). On the off chance that the task has a rescue esteem, the current expense of the rescue worth ought to be added to the expense of the current estimation of the given income (Daunfeldt, and Hartwig, 2014). This method is significant for directors since it considered the time estimation of cash and is essentially predictable with the points of amplifying incomes for the proprietors. Benefit file is viewed as the extent of the current expense of future incomes of a venture to its underlying task that is required for the speculation. This specific procedure is generally utilized by the administrators in deciding the proportion of things to come income of a task close by (Rossi, 2014). Fundamentally, gainfulness list gauges the current estimation of profits that is gotten from per sum contributed that will show the essential connection between the expense and the advantages of the venture. How those administration dynamic can be identified with capital planning strategies Affectability Analysis is essentially reffered to as the method that is used to decide how various estimations of an autonomous variable may affect a particular ward variable in a gave set of appraisals (Ahmed, 2013). It is generally utilized in explicit limits that will depend on more or one information factors like the effect that shifts in paces of intrigue will contain on a cost of a bond. Affectability Analysis helps in estimating the affectability of a choice to the adjustments in the factors of at least one boundaries. This specific investigation is viewed as a method of analyzing changes in the activities Net Present Value for a gave variety in one of the factors. Affectability Analysis fundamentally shows how significant the tasks IRR or NPV are to the adjustments in a specific variable. The more delicate is the Net Present Value, the more intense is the variable (Brunzell, Liljeblom, and Vaihekoski, 2013). Steps included in Sensitivity Analysis use Recognize all the factors that affect the ventures NPV or IRR Characterize the key relationship in the factors. Break down the effect of the adjustments in every one of the resultant factors on the ventures Internal Rate of Return or Net Present Value. The producer of the choice while executing the part of Sensitivity Analysis considers the ventures Internal Rate of Return or Net Present Value for every projection in three presumptions; idealistic, expected or critical (Cooper, Cornick, and Redmon, 2011). Fundamentally, affectability investigation permits posing consider the possibility that inquiries. For example, what is the Internal Rate of Return or Net Present Value if the volume diminishes or increments? What is the IRR or NPV if the cost diminishes or increments? The method has been end up being static since it just dissects one factor at a specific time that essentially causes the directors to depend on their own judgment. Despite the fact that the method is viewed as acceptable, it might require chiefs to have more aptitudes on the most proficient method to complete equal the initial investment investigation and connection that may make it complex to be utilized in little and medium organizations particularly in the creating nations, and this henceforth makes the procedure less pertinent in less created or creating countries (Rossi, 2014). Affectability Analysis enables an association to surmised what will happen to the tasks if the assessments and suppositions ends up being flighty since it regularly envelops changing the evaluations or the suspicions in a computation on the off chance that the speculations doesn't create anticipated results, so they can more readily dissect the endeavor before thinking about for venture. This angle is valuable to administrators since they will have an away from of a task before proceeding onward to put resources into the venture. Situation Analysis While affectability investigation is viewed as the most generally used instrument for getting to the danger of the undertaking, the directors are typically keen on knowing how the venture will carry on if different factors change simultaneously. Essentially, situation examination is viewed as an apparatus that defeats the impediment of the affectability investigation. It regularly quantifies the adjustment in Net Present Value of the undertaking under various situations, changing different factors one after another in view of the interrelationship of factors among themselves. Situation Analysis is the method of dissecting plausible future exercises by thinking about conceivable various outcomes (Burns, and Walker, 2015). Various situations are set up in a situation examination to exhibit plausible future outcomes, and it is essentially used to create a blend of a hopeful, skeptical, and most likely situations. Situation examination regularly underscores on evaluating the estimation of the portfolio that could diminish to, if a horrible action of the most pessimistic scenario was figured it out. The initial phase in using this specific method is to decide the Internal Rate of Return or Net Present Value at that point distinguish all the potential mistakes of these specific incomes and the examine the significant impact or effect of assorted presumptions on the Internal Rate of Return or Net Present Value. Truly, situation investigation can't be utilized to decide the venture alone; it can likewise be used to enhance other assessment procedures by recognizing the components that influence the incomes of the task with the end goal that organization chiefs or executives can think about them (Baker, and E nglish, 2011). Situation Analysis offers a way to assess the possible fluctuation in a capital planning ventures Net Present Value for supervisors. Via completing a situation investigation, a financial specialist can essentially create a hazard profile for an estimated venture and fabricate a reason for contrasting planned activities or speculations that can improve creation. Make back the initial investment Analysis Make back the initial investment Analysis centers around the assurance of least volume per income that would bring about recuperation all things considered. For whatever length of time that income results, the benefit variety is viewed as an issue by the administration on the grounds that the principle point of the administration isn't to make any misfortune. Under Break Even Analysis, directors can make an evaluation that respects likelihood of not achieving the Break Even degree of deals. The lower the Break Even or further the normal degree of activity from the Break Even point, the more secure the anticipated foreseen. This specific viewpoint is alluded to as the edge of security (Hasan, 2013). Despite the fact that a shortsighted viewpoint of hazard, it essentially serves the target of hazard evaluation. Earn back the original investment Analysis requires a base measure of information as nor other information are required other than those effectively arranged for assessment of d ata. Every technique has its own bad marks and justifies and the capacity of the investors in the undertaking. In the event that a specific technique is second rate or predominant relies upon the circumstance. For example, it would be absolutely pointless and unrealistic to run a recreation movement for a negligible venture. Thus, money related organizations while offering budgetary help to a venture, they rely vigorously upon affectability examination since recreation or situation investigations are too enormous for them. Anyway a few administrators who need to take various basic choices are viewed as increasingly worried about Scenario Analysis that the Sensitivity Analysis during capital bud

Shakespeares Othello - Desdemona in Othello Essay -- Othello essays

Desdemona in Othelloâ â   â â In William Shakespeare’s disastrous dramatization Othello, the spouse of the hero is Desdemona. She is a stunning, canny, healthy and devout individual. This paper will break down her.  In Act 1 Scene1, Iago convinces the dismissed admirer of Desdemona, Roderigo, to go with him to the home of Brabantio, Desdemona’s father, in the night. Once there the two stir him with boisterous yells about his daughter’s elopement with Othello. In light of Iago’s profane depictions of Desdemona’s inclusion with the general, Brabantio emerges from bed and, with Roderigo’s help, accumulates a hunt gathering to proceed to discover Desdemona and bring her home. The father’s disposition is that existence without his Desdemona will be a lot of more awful than previously:  It is too obvious an underhandedness: gone she is;  â â â And what's to happen to my scorned time  â â â Is nothing however harshness. (1.1)  So clearly the representative has extraordinary regard for his little girl, or possibly for the solaces which she has managed him up the start of the play. This regard is shared by her new spouse Othello, who says to Iago  that I love the delicate Desdemona,  â â â I would not my unhoused free condition  â â â Put into circumscription and restrict  â â â For the ocean's worth. (1.2)  When that Brabantio has found Othello, the dad squeezes charges freely so as to have Desdemona returned:   â â â To jail, till fit time  â â â Of law and course of direct meeting  â â â Call thee to reply. (1.2)  The procedures which occur before the Duke of Venice cause the dad to for all time lose his little girl, for the most part due to Desdemona’s own familiar introduction of her perspective in the city... ...he was grand true!† And upon the appearance of Iago, she openly blames him for lying:   â â â You lied, a terrible, condemned lie;  â â â Upon my spirit, an untruth, a mischievous falsehood.  â â â She bogus with Cassio! (5.2)  At that point she blames him for causing murder: â€Å"And your reports have set the homicide on.† Emilia’s shocking cross examination and conviction of her own better half as the shrewd genius behind the homicide results in Iago’s murder of her. Naïve Othello, despondency stricken by regret for the grievous slip-up he has made, cuts himself and kicks the bucket on the bed close to his better half, his distress being as profound as his adoration for Desdemona before Iago’s intrigues.  WORKS CITED  Shakespeare, William. Othello. In The Electric Shakespeare. Princeton University. 1996. http://www.eiu.edu/~multilit/studyabroad/othello/othello_all.html No line nos.  Â

10 most popular programming languages to learn in 2020.

10 most popular programming languages to learn in 2020. Hello There, Here we are going to talk about the ten most popular programming languages. We are also going to share which one is best. On the basis of vast scope in future, creative, performance and where are they used. 1. Python Summary 1. Python 2. JavaScript 3. Rust Applications of rust:Where it is used4. Java Types of Java ApplicationsWhere it is used5. C Benefits of CWho is Using C6. C++ Uses/Applications of C++ LanguageWhere is using C7. Go Benefits of GoWho is Using Go:8. Swift Applications9. TypeScript Benefits of TypeScriptWho is using TypeScript:10. Ruby Benefits of RubyWhere it is used Python is WOW. Every beginner and expert’s first choice is Python. Because of its easy syntax, it is using worldwide and helpful in making web and mobile applications. Python is a growing programming language. It shows no signs of disappearing. Because of the easy syntax involve readability. Therefore reduces the cost of program maintenance. Python supports modules and packages. It encourages program modularity and reuse of code. Python is the best programming language for beginners. Applications: Web and Internet DevelopmentScientific and NumericEducationDesktop GUIsSoftware DevelopmentBusiness Applications Who is using Python: Here are some brands that are using Python. GoogleFacebookInstagramSpotifyQuoraNetflixDropboxReddit most popular programming languages 2. JavaScript It is the most- commonly used, high-level programming language for computers. Javascript or JS is a scripting language. It allows you to build interactive websites. This language enhances HTML pages and is commonly found embedded in HTML code. Developers also use this for in other contexts than a Web browser. It is a scripting language. So it doesn’t need to be compiled. JS utilization has now reached out to application development, game advancement, etc. Where is JS suitable? Applications developmentGame advancementDesktop app development. Who is using JS: Any company that is working on the Web page is using JavaScript. For companies that only work on JS. Any web development/ The design company should make use of it. FacebookGoogleTwitterTumblr 3. Rust Rust is a general-purpose programming language. It focuses on security, exceptionally secure concurrency. The syntax of rust is the same as the C++ but is designed to provide better memory protection. It is also maintaining high performance. Greystone Hore initially created the rust in Mozilla research with the contributions of Deist Harman, Brendan, and others. Designers refined the language by writing a servo layout or browser engine and rust compiler. Applications of rust: Preventing segmentation faults.It introduces a new way of memory safety.The compiler will always tell whenever there is a memory leak until you explicitly tell it not to.it runs amazingly fastIt used threads in many programming languages like C++ and C#, but with Rust, it’s easier and safer to implement a thread Where it is used DropboxYelp 4. Java Java is an Object-oriented, general-purpose programming language. It is very helpful to create web applications, mobile applications, and game applications. It will be more comfortable to learn if you know C and C++. Types of Java Applications Standalone ApplicationsAppletsWeb ApplicationsDistributed Applications Where it is used In the USA, more than 64% of companies are using java. AirbnbUberLinkedinMicrosoftPinterestGroupon 5. C The C programming language is one of the most popular programming languages. It is also the best programming language for beginners. In the year 1972, Dennis Ritchie developed this language. Which enhances the features of the Basic language. C is a very handful of language for the beginners. Linux kernel is written in C. Benefits of C C combines the characteristics of both high-level and low-level languages.It can work efficiently on applications requiring enterprise applications, games, graphics and calculations.It is highly portable. Who is Using C Apple: The operating system is written in C.Intel and AMD use C for drivers. 6. C++ C++ is an object-oriented programming language. Bjarne Stroustrup creates it in the 1980s as an extension of C. C++ is best to learn after C cause its all syntax like C except the OOP. OOPs is a real-life based concept it uses an object, classes, polymorphism, etc. C++ does not fully support OOPs. Java supports the full OOP concept. It is highly recommended to learn C++ before Java. Uses/Applications of C++ Language Operating SystemsBrowsersLibrariesGraphicsBanking ApplicationsCloud/Distributed SystemsDatabaseEmbedded Systems Where is using C MicrosoftAdobePaypalAmazonOracle 7. Go Go programming is statistically typed, Open source programming language. It was created by Google in 2009. The syntax of this language is the same C programming. But with memory safety, garbage collection, etc. It has two compilers, GC and gccgo. The complex the program, go will be quicker. Because it is simpler to compose it accurately with fewer bugs. Benefits of Go High speedGo is lightweight because Go uses goroutines instead of threadsFunctions are reduced to provide readability and make the learning process easier Who is Using Go: GoogleDailymotionTwitchFabricSendgridMedium 8. Swift Swift is the most popular programming languages of Apple. It provides a fantastic way to create software. Its creates mobiles, webs and game software. Besides, it is a powerful language to create macOS, iOS, watchOS, and tvOS. Swift code is safe according to design. Furthermore, it creates software that runs lightning-fast. If you want to join the IOS then you should learn Swift. Swift is similar to languages like Ruby and Python. Applications Application DevelopmentWeb app DevelopmentMac OS DevelopmentWho is Using swiftApple 9. TypeScript Microsoft has founded typescript. It is designed for the development of large scale JS applications on any OS. A readable and standards-based JavaScript compiles by TypeScript. After two years of internal growth in Microsoft. The TypeScript was first made public in October 2012 on version 0.8. And TypeScript 0.9 was founded in 2013. The latest version is TypeScript 2.0. It was released on September 2016. Benefits of TypeScript There is a proven ability to increase the quality and understanding of code in typescript.TypeScript gives you the future of javascript with typing.You can quickly write simple object-oriented code in typescript with very little knowledge. Who is using TypeScript: Microsoft themselves uses it.Accenture used typescript on a few projects.Asana, Intuit, and Third Iron 10. Ruby Ruby is a dynamic open-source object-oriented programming language. It was developed and designed by Yukihiro Matsumoto. Ruby runs on many platforms, like Windows, Mac OS, and Linux. And the syntax of the ruby is quite similar to C and Java. Ruby is designed to provide a programming language. It focuses on simplicity and productivity. We can count ruby in most popular programming languages. Benefits of Ruby The simple and fast creation of web applications.It is free of charge.It is free to copy, use, and modify. Where it is used GitHubFiverrYellow PagesShopifyGroupon If you are a Computer science student and looking for Programming assignments help. Then you are in the right place. Calltutors provide the best Programming assignment and homework help. We are serving our services all over the world. Submit your query now

Child Pornography Essay - 2036 Words

Child Pornography So how important is sex, in general, to this country and the whole world for that matter? Here is a very easy, simple test. Do a search on google.com with the keyword sex. The results will give back over sixty-two million sites. This is a staggering number, especially when you do a search with the keywords family, love and education and see that you come convincingly short of the results you get in the former. Pornography has been the leading player in exhibiting sexual behavior to those who care for such things. In fact, Pornography has become an $8 billion a year industry. However, like every industry, ethical and moral questions and situations come up. Although there are many in dealing with†¦show more content†¦Arthur Green, M.D., stated â€Å"Although illegal, child pornography constitutes about 7% of the pornography market. Studies indicate that there are at least 264 different magazines being sold each month that deal with sexual acts between adults and children†¦.Child pornography may also be used to lure children into sexual activity and instruct them, since young children who view such material may be led to believe that this is acceptable behavior†¦this material may cause sexual arousal in some children.† In light of Dr. Green’s observations, studies have portrayed how child molesters use child pornography to influence children. The 4 steps are: 1) Lower inhibition of the child by showing him or her pictures of other children 2) Molester uses pictures to teach the child what he wants them to do. 3) If pictures are taken of the child, the molester uses them to blackmail the child into not telling anyone of what has happened to them 4) Molester uses the pictures as a tool for simulation and masturbation Child Pornography, as seen, can have a very wide range effect upon children and their whole lives. The National Coalition for the protection of Children and Families noted how â€Å"children are being subjected to sexual material and messages before they are mentally prepared to understand or evaluate what they areShow MoreRelated The Morphing of Child Pornography Essay732 Words   |  3 PagesMorphing of Child Porn      Ã‚   At issue before the Circuit Courts has been the constitutionality of the 1996 Child Pornography Prevention Act (CPPA) in which Congress sought to modernize federal law by enhancing its ability to combat child pornography in the cyberspace era(Free Speech). There is a split in the circuit courts regarding this bill, and this essay will address the discrepancy.    This piece of legislation classifies an image that appears to be or conveys the impressionRead MoreChild Sexual Abuse and Child Pornography2003 Words   |  8 PagesChild pornography is a broadly defined term mainly because there is no internationally agreed upon definition. There are also some conflicting laws between different countries that further complicate the issue of child pornography. It can become difficult to prosecute with the increased use of computers and anonymous online networks. Both the offenders and the victims can come from a wide range of social and cultural backgrounds. Child pornography includes pictures or videos that present childrenRead MoreThe Debate On Virtual Child Pornography734 Words   |  3 Pagesstated the ban on ‘virtual child pornography’ was unconstitutional, and in turn, The Federal Child Pornography Prevention Act was overturned. The parties involved are the disgusting, scum of the earth who produce this ungodly entertainment for sick minded pedophiles, the US Supreme Court who have taken an oath to protect the innocent, and the putrid pedophiles who watch this abomination of god and all that is evil. In addition to every child that ever was, and every child that will be sexually abusedRead MoreEssay about The Fight Against Child Pornography2339 Words   |  10 Pages     Ã‚  Ã‚  Ã‚   In recent years, pornography has established itself as perhaps the most controversial topic arising out of the use of the Internet. The easy availability of this type of sexually explicit material has caused a panic among government officials, family groups, religious groups and law enforcement bodies and this panic has been perpetuated in the media.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One of the unique challenges to regulating or settling on the appropriate way to regulate is that there is no concrete definitionRead MoreChild Pornography Is An Acceptable And Unavoidable Work Practice1910 Words   |  8 Pagesemploys approximately 75% women. In California, where most adult films in the US are made, there are up to 1,500 adult film workers. There aren’t very many regulations in the porn business as it is protected by the first amendment, however, child pornography is strictly banned (APHA, 2010). Adult film workers engage in sex acts that are short term in nature and include multiple concurrent partners. The acts the workers perform are high risk as well, as they can include double penetrations ofRead MoreChild Pornography: Legal Analysis and policy implication1218 Words   |  5 Pagesnumber of people to trade child pornography. The ever expanding child pornography market is an affront to public decency, and the ubiquitous circulation of these images and videos brings endless and even permanent injuries to child victims engaged. One of the child pornography victims has described her feeling as â€Å"being abused over and over and over again† when she knows her images as a child being sexually abused are repeated watched. The â€Å"non-contact† defendants of child sexual abuses are offendersRead MoreChild Pornography And Child Trafficking Essay1197 Words   |  5 Pagesobtains children for the purpose of sexual exploitation or child pornography and plan to victimize these children for illegal activities, this is defined as commercial sexual exploitation Commercial Sexual Exploitation Fact Sheet. UNICEF Commercial Sexual Exploitation, which includes child trafficking, child pornography, and child sex tourism U.S DEPT, is one of the fastest growing and most profitable criminal activities in the world. CHILD TRAFFICKING. Thailand is the beginning destination and transitRead MoreWe Must Make Virtual Child Pornography Illegal Essay2771 Words   |  12 PagesThe Supreme Court lifted a 1996 act banning virtual child pornography. The six to three ruling, led by Justice Anthony Kennedy, says the law violates First Amendment freedom of speech rights guaranteed to every citizen of the United States of America. Although many free speech advocates are shouting victory, many citizens across the country are lamenting over the loss in the fight against child pornography. Child pornography has been present in society for centuries, but has only recently becomeRead More The Legality of Child Pornography Essays1097 Words   |  5 PagesThe Legality of Child Pornography Child pornography is an ongoing issue as technology progresses in today’s world. Now there are ways to produce child pornography without actually using a real child. While there are acts and laws to protect the children, there are still many unsatisfied people on each side of the issue. There are people who believe the adult entertainment companies, who produce the child pornography; they believe that their First Amendment rights are being violated withRead MoreDefinition Of Child Pornography888 Words   |  4 Pagesreceipt, transportation or production of child pornography, Attorney Gabriel L. Grasso can help. Over his nearly 30 years in practice, he has successfully represented individuals facing federal prosecution. The Definition of Child Pornography According to federal law, child pornography refers to any kind of visual depiction that displays sexually explicit conduct that involves individuals who are under the age of 18. The Law in Reference to Child Pornography Federal law forbids the production, importation

Giles Corey - Salem Witch Trials

Giles Corey Facts: Known for: pressed to death when he refused to enter a plea in the 1692 Salem witch trials Occupation: farmer Age at time of Salem witch trials: 70s or 80s Dates: about 1611 - September 19, 1692 Also known as: Giles Coree, Giles Cory, Giles Choree Three marriages: Margaret Corey - married in England, mother of his daughtersMary Bright Corey - married 1664, died 1684Martha Corey - married April 27, 1690 to Martha Corey, who had a son named Thomas Giles Corey Before the Salem Witch Trials In 1692, Giles Corey was a successful farmer of Salem Village and a full member of the church. A reference in the county records shows that in 1676, he was arrested and fined for beating a farmhand who died of blood clots associated with the beating. He married Martha in 1690, a woman who also had a questionable past. In 1677, married to Henry Rich with whom she had a son Thomas, Martha gave birth to a mulatto son. For ten years, she lived apart from her husband and son Thomas as she raised this son, Ben. Both Martha Corey and Giles Corey were members of the church by 1692, though their bickering was widely known. Giles Corey and the Salem Witch Trials In March of 1692, Giles Corey insisted on attending one of the examinations at Nathaniel Ingersolls tavern. Martha Corey tried to stop him, and Giles told others about the incident. A few days later, some of the afflicted girls reported that they had seen Marthas specter. At the Sunday worship service on March 20, in the middle of the service at Salem Village Church, Abigail Williams interrupted the visiting minister, Rev. Deodat Lawson, claiming she saw Martha Coreys spirit separate from her body. Martha Corey was arrested and examined the next day. There were so many spectators that the examination was moved to the church building instead. On April 14, Mercy Lewis claimed that Giles Corey had appeared to her as a specter and forced her to sign the devils book. Giles Corey was arrested on April 18 by George Herrick, the same day as Bridget Bishop, Abigail Hobbs, and Mary Warren were arrested. Abigail Hobbs and Mercy Lewis named Corey as a witch during the examination the next day before magistrates Jonathan Corwin and John Hathorne. Before the Court of Oyer and Terminer, on September 9, Giles Corey was accused of witchcraft by Ann Putnam Jr., Mercy Lewis, and Abigail Williams, based on spectral evidence (that his specter or ghost visited them and attacked them). Mercy Lewis accused him of appearing to her (as a specter) on April 14th, beating her and trying to force her to write her name in the devils book. Ann Putnam Jr. testified that a ghost had appeared to her and said that Corey had murdered him. Giles was formally indicted on the charge of witchcraft. Corey refused to enter any plea, innocent or guilty, simply remaining silent. He probably expected that, if tried, he would be found guilty. and that under the law, if he did not plead, he could not be tried. He may have believed that if he were not tried and found guilty, the considerable property he had recently deeded to his sons-in-law would be less in danger To force him to plead, beginning September 17 , Corey was pressed -- he was forced to lie down, naked, with heavy stones added to a board placed on his body, and he was deprived of most food and water. Over two days, his response to the requests to enter a plea was to call for more weight. Judge Samuel Sewall wrote in his diary that Giles Cory died after two days of this treatment. Judge Jonathan Corwin ordered his burial in an unmarked grave. The legal term used for such pressing torture was peine forte et dure. The practice had been discontinued in British law by 1692, though the judges of the Salem witchcraft trials may not have known that. Because he died without trial, his land was not subject to seizure. Before his death, he signed over his land to two sons-in-law, William Cleaves and Jonathan Moulton. Sheriff George Corwin managed to get Moulton to pay a fine, threatening to take the land if he did not. His wife, Martha Corey, was convicted of witchcraft on September 9, though she had pled innocent, and was hanged on September 22. Because of Coreys previous conviction for beating a man to death, and his and his wifes disagreeable reputations, he might be considered one of the easy targets of the accusers, though they were also full members of the church, a measure of community respect. He might also fall into the category of those who had property that might be in question if he were to be convicted of witchcraft, giving a powerful motivation to accuse him -- though his refusal to plead made such a motivation futile. After the Trials In 1711, an act of the Massachusetts legislature restored the civil rights of many of the victims, including Giles Corey, and gave compensation to some of their heirs. In 1712, Salem Village church reversed the excommunication of Giles Corey and Rebecca Nurse. Henry Wadsworth Longfellow Longfellow put the following words into the mouth of Giles Corey: I will not pleadIf I deny, I am condemned already,In courts where ghosts appear as witnessesAnd swear mens lives away. If I confess,Then I confess a lie, to buy a life,Which is not life, but only death in life. Giles Corey in The Crucible In the fictional work of Arthur Millers The Crucible, the character of Giles Corey was executed for refusing to name a witness. Giles Coreys character in the dramatic work is a fictional character, only loosely based on the real Giles Corey.

The Bioethics Of Human Genetic Engineering And Modification

The Bioethics of Human Genetic Engineering and Modification Humans are marvelous creatures no other animals compare in intelligence or general abilities. As humans, we never have enough, we always are in search of self-improvement and personal gain. Our lives are based on the pursuit of personal gain and to help better the human race as a whole. Sometimes we must sacrifice everything and other times it comes as little to no price to achieve something greater for ourselves and others. Genetic engineering is an area of science that is one of those fields in which we may find a lot of benefit from, but there may be a large price to pay for that benefit. The benefits that could come in the future from genetic modification of human DNA may†¦show more content†¦Scientists are not gods they are not all knowing, but research in the field of genetic engineering still has a long way to find out if we are ready to take such a step. In addition, Some believe that we should take advantage of such technology, while others believe that the risks are too great to change our genetics. Gene therapy has been used in modern medicine to treat several illnesses, yet this is not true genetic engineering. To change a living person s DNA is nearly impossible, while it is possible to change the offspring s DNA through Preimplantation Embryos Genetic Modification. This process could be used to improve the future children life by enabling â€Å"someone with two copies of the gene for Huntington s disease to have a biological child unaffected by the disease. This process could also could allow parents to â€Å"enhance† their children by promoting resistance to HIV infection or cancer† (Dresser). Preimplantation embryo genetic modification is proven to be safe, but is it ethical to create a person perfected by science. All things considered, it would be great to live on a disease free world. What if there is good th at comes from a variation in DNA that leads to genetic diseases? As Dr. Maggie Pearce states, â€Å"some people are more likely to be infected by West Nile Virus because of a DNA difference in their CCR5 gene. But this same difference makes them resistant to HIV and getting AIDS.† A genetic disease is in a way a curse and a blessing andShow MoreRelatedGenetic Engineering Bioethical Concerns1331 Words   |  6 PagesGenetic Engineering Bioethical Concerns Bioethics is a relational field of science that deals with the intersection of biological scientific practices and ethical concerns raised by these procedures. Genetic engineering is a relatively new scientific practice and is greatly concerned with the field of bioethics, as it raises many worries revolving around the blurred moral lines of manipulating a person’s genome.This method of engineering the human genome originated from the idea that cancers andRead MoreHuman Blueprint: Thoughts on Genetic Modification Essay examples734 Words   |  3 PagesHumans have strived for improvement in every facet of their lives, all the way from technology down to their diet. In this current day and age, humans are now capable of gene manipulation in their children, meaning mankind is taking a great step in familial modification. Yet even with our advancements in the medical field, we still fall to the ills of cancer, Alzheimer’s, or anything else on the laundry list of genetic di sorders. With such opportunity to better improve our children, what mother orRead MoreGenetically Modified Foods And The Human Body1159 Words   |  5 Pagesand maintenance of the human body. A nutritious diet is the foundation of good health. Eating healthy protects your cells from damage, which is why genetically modified foods shouldn t be an option. Genetically modified foods are foods produced from organisms that have had changes introduced into their DNA using the methods of genetic engineering. Not only are genetically modified foods unhealthy for your body, but they have negative effects on many other things. Bioethics allows technology to interfereRead MoreThe Ethical Dilemma Of Designer Babies1305 Words   |  6 Pageschildren who are genetically engineered are considered superior and a person’s value is based entirely on their DNA (Molina, 2016). An idea that once seemed like mere science fiction is now, ever closer to becoming a reality thanks to advances in genetics, and the development of a gene editing technology called Crispr-Cas9, in 2012, which uses natural enzymes to target and snip genes with pinpoint accuracy. It has already been suggested that this technology could be used to eliminate defective genesRead More The High Cost of Genetic Engineering Essay1207 Words   |  5 PagesCost of Genetic Engineering    Genetic research on human embryos, in correlation with the human genome, is the key to gene therapy, genetic diagnosis, and even to genetically engineered human beings.   Knowing which gene controls what trait and causes what genetic disease will arm doctors with a powerful tool to treat their patients at the molecular level.   On the other hand, this allows people to possibly manipulate genes to enhance specific traits or create the perfect baby.   Genetic researchRead MoreThe Field Of Reproductive Technology1484 Words   |  6 Pagesfascination with biotechnology and genetic engineering. This is especially true within the field of reproductive technology. Advancements in this field has expanded family options significantly with the advent of reproductive technologies such as in vetro fertilization, embryo transplant, and varying genetic testing and screening (Finsterbusch, 2008). However, what drives humanity to want to modify humankind? Should there be limits placed on thes e modifications? And, how far should we really go?Read MoreConcerns with Mitochondrial Replacement Essay1240 Words   |  5 Pagesthe new technology on human offspring. Pronuclear transfer and mitochondrial spindle transfer techniques have only been used on animal subjects such as rhesus monkeys and mice and human zygotes that were abnormally fertilized (unipronuclear or tripronuclear) (Craven at el. 82). Because PNT and MST were used on animals- which does not have the same genetic makeup as humans- and abnormal human zygotes it is impossible to know exactly what effect the procedure will have on a human offspring. AccordingRead MoreShould Scientists Genetically Modify Human Embryos?998 Words   |  4 PagesIssue Investigation Should scientists genetically modify human embryos? Information to be used There is an argument in mind to whether humans should be able to chose to design their pre-born babies. Suitability Bias Credibility Accuracy Introduction Have you ever wondered if it is possible to genetically engineer and design babies before they are born? It is Widely considered a revolutionary scientific breakthrough, genetic engineering has been on a path toward changing the world since its introductionRead MoreIs the Use of Transgeneric Organisms Essential to the Advancement of Therapeutic Medicine?1315 Words   |  6 Pages1. Introduction Genetic modification is currently at the forefront of modern science and is being utilised in various fields such as medicine, agriculture and industry. Genetically Modified or transgenic organisms are organisms that have been genetically altered in a specific way for a particular purpose. It is now possible for scientists to exchange genes from one species of organism to another. This process is performed when certain characteristics of one organism are desired in another organismRead MoreGenetic Engineering : Human Race2497 Words   |  10 PagesAndrew Leicht 8/24/2014 Genetic Engineering Genetic engineering is a compelling argument that mankind was destined to be upgraded. Most humans find attraction in being faster, smarter, stronger, happier, and healthier. With this being said, sometimes it is better to let nature run its course. An unaltered human race may be for the best decision when accounting for the longevity of humans. Genetic engineering by definition is â€Å"the group of applied techniques of genetics and biotechnology used to

Give a Boy a Gun free essay sample

He says just about â€Å"yes, ma’amed† and â€Å"no, ma’amed†. Yes ma’am, everything is fine. No ma’am, I don’t have a problem with anyone. But you could see the pain and anger in his eyes. Citation: What Brendan and Gary did was terribly, horribly, inexcusably wrong. I have no interest in defending them. But deep in my heart there is a little piece of me that at least understands what might have driven them to such a horrendous, evil undertaking. But what those boys id was equally inexcusable and evil. Brett Betzig – Brendan’s friend in Springfield. Citation: One thing about Brendan: He hated injustice Deidre Bunson – student on the Middletown high schoolPaul Burns – Football player. Citation: One day in class we were talking about morality, and Brendan said there was no God. We will write a custom essay sample on Give a Boy a Gun or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He didn’t say that he didn’t believe in God. He just said there was no God. (Because of the injustice in the world, he thinks that a God can’t exist) (Page 56) Brandan Lowlor:He is a sporty, skinny guy with glasses. His parents are very friendly and they can? t understand their son’s behavior. Brandan is highly intelligent, a litte bit excited (aufgeregt? Man kann in einer bestimmten Situation aufgeregt sein, aber fur eine Charaktereigenschaft brauchst du hier einen anderen Begriff. Was genau meinst du? ) and distrustful. He loves sports and videogames like â€Å"Doom†. He doesn’t want to move to Middletown, that’s the reason why he has problems at school.

abraham lincon essays

abraham lincon essays President Abraham Lincoln was the 16th President of the United States. He was the president during the Civil War when he fought for slave rights and ended up freeing the slaves. His life ended on April 15, 1865 at the hand of a killer named John Wilkes Booth while attending a performance at Fords Theater in Washington D.C. On February 12, 1809, the son of Thomas and Nancy Honks Lincoln was born in a log cabin in Harden County, Kentucky. They named him Abraham after his grandfather. Having no education, Thomas Lincoln, Abrahams father worked as a farmer, as his family made repeated new starts in the west. When little Abraham was eight years old, his family moved from Kentucky to Indiana, where he grew up in a wild region, with many bears and other wild animals still in the woods. Abrahams childhood was spent in a poor life, as opportunities for education and cultural activities on the frontier wes poor. In the year of 1818, his mother Nancy died of a frontier decease called Milk Sickness. Only one year after Nancys death, Abrahams father, Thomas, married a woman named Sarah bush Johnston, a mother of three children, who became Abrahams stepmothe. Sarah made sure that the by Abraham received at least some schooling to read and write. The Lincolns lived in Indiana for a period of fourteen years. Abraham was raised on hard farm work and hunting. He grew strong and very tall. He was in height, six feet, four inches, nearly weighing, on an average, one hundred and eighty pounds; he had black hair, gray eyes. To support the poor family, Thomas Lincoln kept Abraham busy at farm work until Abraham was twenty-two years old. In the year of 1830, the Lincolns decided to leave the state of Indiana, because they hoped of a better future and moved to the state of Illinois. Abraham settled in the town of New Salem, Illinois, where he began his education by study ...

Discrimination in Hiring

Discrimination in Hiring Introduction As the position of a general customer service representative for the call center requires certain skills and knowledge, the applicant should have some experience in dealing with customers via the phone communication and solving the problems in a cost-efficient way for the company and customers. Besides, the speech of an applicant should be distinctive enough so that a customer can easily understand the speech of a newly-employed.Advertising We will write a custom research paper sample on Discrimination in Hiring specifically for you for only $16.05 $11/page Learn More A second language learner can be hired for this position if he/she has sufficient language skills that would not prevent a customer from understanding the message and the essence of the information provided by the general customer service representative. As the applicant should know about the company and functions to be performed, it is necessary to make a general overview of the c ompany, its history, and peculiarities of the position for which the applicant might be hired. A person should be punctual due to the specifics of the work and dependable in being at work regularly with minimal exceptions for child care issues. Moreover, it is necessary to find out whether an applicant is planning to obtain this position for a period of five or more years or considers this to be a job for 2-3 years. A List of Questions with Reasoning Do you have some experience in the area of cold calls? For what period of time you did you obtain the position at previous job? Was the communication with customers related to orders (due date, specifications, or terms of payment)? These questions are aimed at making sure that the person is experienced in the sector of communication with customers via the phone. Die you experience difficulties with understanding someone’s speech? Are you capable of formulating your questions correctly so that customers understand exactly what the problem is? These questions should help to investigate if a person has adequate comprehension skills and language skills in order to be able to speak and listen to customers without any difficulties. Are you punctual? This information is necessary to see if an applicant is punctual. Do you have some serious health problems that can prevent you from being at work regularly? Some applicants can consider this question discriminating but it focuses on the assessment of a person dependable being at work regularly.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Do you plan to work at our company for a long period of time? This is a direct question to find out if the person fits the requirements. Is there any possibility that you may want to discontinue your performance earlier than five years elapse? This is a way for making sure that a woman would not leave due h er maternal leave or a young man would not want to go to the army or to enter a college. Did you ever have conflicts with customers while speaking on the telephone? This question will help to analyze the psychological conditions of an applicant. Legal Issues in Questions Some questions should not be asked because an applicant can take the company to court alleging some type of discrimination. The discrimination issues include separate lists of questions for men and women, questions that concern the ethnicity and origin matters, background and a number of children in the family asked in a question can become a reason for a law case. In this case, all applicants should be treated equally (Weiss, 2004, pp. 43-44). It is necessary to ask whether the applicant understands all questions correctly (Steingold and Steingold, 2009, p. 20) in order to make sure that an applicant does not feel as being discriminated due to poor language skills or other factors that can make him/her take the c ompany to the court. References Steingold, F. S., and Steingold, F. (2009). The employers legal handbook (9th ed.). Berkeley, CA: Nolo. Weiss, D. H. (2004). Fair, square legal: Safe hiring, managing firing practices to keep you your company out of court (4th ed.). New York: AMACOM Division of American Management Association.Advertising We will write a custom research paper sample on Discrimination in Hiring specifically for you for only $16.05 $11/page Learn More

Motivation Plan Essay Example | Topics and Well Written Essays - 1500 words

Motivation Plan - Essay Example A team becomes one because of the diversity exhibited by the numerous members. However, in order to achieve success, the members must use their diverse features to unify and improve the performance of the group towards the attainment of the goals and objectives of the group. To achieve such, the group requires an effective leader. One who does not only motivate but also compels the members to commit to the activities of the group. Team C has just such a perfect leader. Elected democratically by all the group members, the group leader thus exhibits the diversity portrayed by members in the democratic process. The group leader unifies the group owing to his democratic election. Additionally, he enjoys the authority to summon members thus improve the accountability required by the group members. With such, the leader becomes a directional and unifying force capable of centering the group’s energy towards the attainment of specific goals. While the leader enjoys great autonomy and control to the group, the members influence his actions and decisions. He consults great with the members a feature that improves a sense of belonging of the members into the group. The group members influence the decisions that run the group. They own the decision since they generate them. The leader thus simply unifies the energies of the group towards the completion of any one task before proceeding to the next. Such a feature earns the members trust and indulgence in the group’s activities owing to the fact that the members generate the ideas thus determines the nature of the completion of the works. As discussed earlier, for the group to function seamlessly and attain specific goals and objectives, the members require appropriate motivation. The group leader must therefore motivate the group members and ensure that he unifies them towards the attainment of specific objectives. The leader is the primary motivational factor in the group. He unifies all the group members b y determining their actions. Through his active and passionate involvement with the activities of the group, the leader motivates other members to work equally as hard. The leader must exhibit a quality of charisma capable of manipulating the strengths and weaknesses of the members. He must use such to commit members to the tasks of the group by establishing a way of earning the trust and commitment of each member into the group. The members possess diverse features that are both weaknesses and strengths in diverse measures. The leader must effortlessly find ways of suppressing the weaknesses in the members while fostering the strengths thus encouraging the active participation of the members into the team (Duck, 2006). The group members on the other hand have a moral obligation to participate in the activities of the group equally. This implies that their active participation is primary if the group is to succeed. They must exhibit the natural drive and motivation to participate by either helping the leader make decision or by implementing the decisions made by the leader. Their participation in the election of the leader earns the leader the authority over them. They therefore have the moral obligation to obey and implement the decisions made by their leader. Respect and submission to the leader is a prerogative to the success of the group’s activities. Teamwork dictates that each member suppresses their individual interests and prioritizes the interest of the group. This implies tha

My point of view on assisted suicide Essay Example | Topics and Well Written Essays - 500 words

My point of view on assisted suicide - Essay Example Jack Kevorkian, an unrepentant medical practitioner who openly engaged in euthanasia among terminally ill patients and a recent case in the United Kingdom in which Mr. Alan Reyes of East London publicly helped his partner end his life and was subsequently arrested for the subsequent death of his partner of twenty eight years. Dr. Kevorkian, was incarcerated for eight years for helping people to die, and is reported to have participated in at least 130 assisted suicides. To understand the complexities surrounding euthanasia today as the debate continues, the followin will address both sides of the coin and explore euthanasia from a holistic perspective. This essay begins now with a concise introduction to euthanasia and the ethical, social and legal aspects of euthanasia in America (CNN 1999; BBC 2009; StopPain 2009). From an ethical and legal standpoint the euthanasia issue is heavily charged and polarizing. Anti-euthanasia advocates argue that doctor assisted suicide is murder and that it must be opposed on both ethical and legal grounds. Pro-euthanasia advocates believe that the right to life is an intrinsic right and no one can tell a person when he or she can end their life. The decision end one’s life is thus a personal decision and the state has no place telling a terminally ill person that he or she cannot make a conscious decision and choose to put an end to his or her life. From a purely legal standpoint, all forms of euthanasia remain illegal in all 48 of the 50 states of the United States (both Oregon and Washington presently allow a limited form of doctor-assisted suicide) and most of the Western world. In Europe, notable exceptions include Belgium, Luxemburg, Switzerland and the Netherlands. Despite this, all forms of doctor assisted suicide remain illegal in much of the deve loped world including the United Kingdom, France,

Conflict Resolution Strategies and Styles

Conflict Resolution Strategies and Styles Abstract The world is turning into globalization concept to increase the productivity and efficiency to achieve the organizational goals. To achieve standard effectiveness of the organization the number of techniques and strategic management tools used in different ways either combining/integrating one and other or straight way use one technique. People techniques and organizational techniques are playing very vital role in developing the organization and growth of it. With the help of integration of these techniques we can achieve the effective results after applying in the organization. Organization and people are strongly inter-related to each other. So the effective use of these people technique directly effect on the organization and vise versa. The conflict management is the people technique but effective and timely use of this technique can give the advantage to the organization on the competitors. The consideration of the competitive advantages is very important while making the organ izational strategy. The skilled people are the competitive advantages over the same functional competitors. This skilled people force give you a huge competitive advantage and that should be avoid resolving the conflicts between them timely. Conflict management is a key success factor for any organization and we are considering this technique while the formulation of the organizational strategy like CPM (competitive profile matrix) is the organizational technique to formulation strategy. Integration of these techniques (Conflict management CPM) will directly affect the business in positive direction. Keywords: Competitive profile matrix (CPM), Internal factor evluation (IFE), External factor eveluation (EFE), Kye success factors, Conflict resolution Style, competitive advantages, latent stage,congnition and personlization, Key success factor (KSF) Introduction â€Å"Competition people† these two words are always interrelated in all the areas of the globe. New technologies, tools methods provide extraordinary results in every sector of business world. But apart from those â€Å"people† in the organization will also play a vital strategic role to success of any business and stand as a leading competitor in market. Applying people techniques into Organizational techniques and vice versa, and integrating of these techniques for an organization will help to its growth in the market. Key success factors (KSF) are usually understood to be the set of factors that can be considered key to the continued success of an organization or a business. These factors may be ‘skills, tasks, or behaviour, they can operate at a number of levels and be used for a diversity purpose .There are many key success factors will impact to a successful organizations. And these key success factors will helpful to compare the rival competitors in the market. Competitive profile matrix (CPM) is a strategic management tool to communicate with the attributes and shows the competitors in the market. And it is setting up the stages to describe your competitive advantage and the basis for your company strategy. In every organization there will be some conflicts among peoples, groups and departments, by resolving these issues among them in timely lead the organization in positive direction among the competitors in the market. It means when we compare the competitive organizations in the market, we will consider some of the key success factors, and with these key success factors (KSF) we can build the competitive profile matrix, for each success factor , indicators are measures of performance should be established and tailored , the identified information will need to be developed or modified to ensure that the success key information is collected, analyzed, and distributed, in other words , it helps to ensure that the organizations inf ormation support the key activities and thus the wider objectives. In CPM there are five main attributes, like key success factor, rating, weight, weighted score and total weight score; here we will give the ratings for each factor its ranges from 1 to 4. 1 is low, and ‘4 is high, means when we compare the organizations we will put the common key success factors (like, advertising, etc) and assign the rate for each factor. And assign the weight of the each key success factor, it ranges from 0 to 1 (low to high), weighted score value is the result achieved after multiplying each factor rating with weight. While integrating these techniques (people organization) we can put conflict management as one of the key success factor, in CPM. Means how effectively and timely the conflicts are managed in organizations among the people, groups depts. Always healthy environment in any organization helpful to its growth, by taking advantage of this making as â€Å"conflict management† is a strategic people technique, and integrating with the organization technique CPM, when the total weighted score in CPM is ranges between 1(low) to 4(high). If the total weight score fall below 2.5 consider as week, higher than 2.5 is consider as strong in the position. The firm with higher total weight score considered as winner in competitive market. Catching the competitors weak point and making it as strong point for your organization and managing any conflict issues timely in organization, makes you as the leader of the market. People Technique (Conflict management) What is conflict? Conflict is the process in which one party perceives that its interests are being opposed or negatively affected by another party. Conflict is a process in which people disagree over significant issues, thereby creating friction between parties. Conflict can exist when people have opposing interests, perceptions, and feelings; when those involved recognize the existence of differing points of view; when the disagreement is ongoing; and when opponents try to prevent each other from accomplishing their goals. Although conflict can be destructive, it can also be beneficial when used as a source of renewal and creativity. A competition and rivalry between individuals or groups over an outcome that both seek, is not the same as conflict. In competition, there must be a winner and a loser; with conflict, people can cooperate so that no one wins or loses. When people think of the word conflict, they often think of wars or violence. However, conflict exists at all levels of society in all sorts of situations. It is easy to forget that we experience conflict every day of our lives. Conflict happens when two or more people or groups have, or think they have, incompatible goals. However, in most cases we resolve the conflict. From a personal level to international level, good communication is usually used to overcome differences and to reach an agreement before violence breaks out. At a personal level, we often do not realize we are overcoming our differences. It is important to remember that conflict can be creative. Conflict is sometimes necessary to bring justice where injustice exists. It can provide an opportunity for new social and political systems to be established and can help to shape the future. However, when conflict becomes violent it will usually do more harm than good. After violent conflict, it is often difficult to see the opportunities for a better future due to the widespread destruction of infrastructure and livelihoods, the breakdown of trust and the suffering caused through bereavement, trauma, grief and anger. It is also likely that such social change could have occurred before the conflict became violent. Transitions in Conflict Thought: Conflicts are an everyday phenomenon in each organization. Conflicts are impossible to avoid, but it is possible to manage them in a way that we recognize the conflict symptoms in time. It is necessary to continuously track the organizational signals, which point to their existence. In case we do not react in due time, this can lead to a situation where the conflict itself manages the organization. Problems mostly occur in those organizations where the business results directly depend on collaboration, team work and creativity, and where having only the results in mind, we tend to forget to take care of people and mutual relationships. Disagreement which occurs when goals, interests or values of various individuals or groups are incompatible and those people block each others efforts for accomplishing goals is called organizational conflict. Reduction of work performance efficiency, reduced communication among employees, motivation fall and ultimate employees dissatisfaction are only some of the numerous negative consequences of conflict. But the conflict itself does not have to be negative; the majority of conflicts can in fact be an excellent ground for accomplishment of better business results, and an impulse for changes and growth of the Organization itself [5x]. Duly recognition and adequate conflict management can lead to series of positive effects like stimulation of creativity and innovation within the company, stimulation of changes towards work quality improvement, reduction of incurred tensions etc. Moreover, in case conflicts lead to constructive changes they should be encouraged in order to make a good relation among employees based on mutual respect. Sometimes conflicts should be regarded as a resource which enables us constant new learning, new knowledge and a potential growth and development of organization. The employees directly involved in the conflict often do not have the opportunity to cope with the whole situation or the impact of all elements in the given situation, mostly because of restricted ability for decision-making. [6x] Throughout the years there were times when conflict was perceived in a different way, so we distinguish: Traditional view of conflict Human relations view Interactionist view. Traditional view of conflict in ‘30s and ‘40s of the last century it is believed that the conflict is something bad, that it is destructive for the organization, and that it should be avoided. It is considered that the sources of conflict are mostly the results of bad communication and lack of trust. According to this standpoint one should avoid conflict, as well as people who make the conflict, so that the work performance be satisfactory. Human relations view is that the conflict is something natural which occurs within every organization. This view is characteristic for the period from the ‘40s to the ‘70s of the last century. It is considered that conflicts should be accepted, and that conflicts eventually can lead to better work performance. Interacionist view is still represented today, and is based on the approach according to which conflicts should be encouraged, because they tend to have a positive effect on creativity and innovation by the employees. [6x] Types and levels of Conflict There are four types of conflict. Inter-group conflict occurs when groups within and outside the organization disagree on various issues. Interpersonal conflict Interpersonal conflict emphasizes the interaction of human factors in an organization. Here we are concerned with these factors as they appear in a dyadic relationship. It is further classified into two classes of factors as conflict sources. These are: Personal.Individuals are not identical, constant or consistent. When two individuals are brought together and kept together, each with their own qualities, needs and skills, a conflict may ensue if their attributes are not meshed together in a coordinated way. Interaction between individuals with different attitudes, values and needs can produce conflict behavior and affect organizational performance.[8x] Functional. Individuals in organizations have roles which are expected sets of behavior associated with their position. In theory, individuals are not expected to engage in any discretionary behavior. Such specification would be consistent with organizational preferences for consistency and predictability. In practice, however, role specifications tend to be ambiguous and incomplete, and in their interaction with others, some individuals often feel dissatisfied with their role or position, or they may feel that their aspirations for higher positions are being frustrated. Interpersonal conflict can be accounted for, to a great extent, in terms of the incumbents roles and their expectations in particular situations. Intra group conflict occurs within a work group over goals and work procedures. Intrapersonal conflict Intrapersonal conflict is internal to the individual and is perhaps the most difficult form of conflict to analyze and manage. Intrapersonal conflict is basically a conflict between two incompatible tendencies. It arises when a stimulus evokes two different and incompatible tendencies and the individual is required to discriminate between these tendencies. [7x] Horizontal conflict takes place between departments or groups at the same level of the organization. In contrast, vertical conflict occurs between groups at different levels of the organization. Types of Conflict Task conflict: Conflicts over content and goals of the work Relationship conflict: Conflict based on interpersonal relationships Process conflict: Conflict over how work gets done Organizational conflict: Organizational conflict occurs when a stakeholder group pursues its interests at the expense of other stakeholders. Given the different goals of stakeholders, organizational conflict is predictable. Conflict is associated with negative images, such as unions getting angry and violent, but some conflict can improve effectiveness. When conflict passes a certain point, it hurts an organization. If we do not react duly, this can lead to the situation that the conflict itself manages the organization. One of the more important determinants of productivity, efficiency and performance, and finally job contentment is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on dependent variables, but first we have to understand and get a good insight into individual elements of organizational behavior. There is strong relationship between the level of conflict and the impact on the Organizational performance. [8x] Personal conflict: Conflict sometimes has a destructive effect on theindividualsandgroupsinvolved. At other times, however, conflict can increase the capacity of those affected to deal with problems, and therefore it can be used as a motivating force toward innovation and change. Conflict is encountered in two general forms. Personal conflict refers to an individuals inner workings and personality problems. It was also pointed out that there is a basic incompatibility between the authority and structure of formal organizations and the human personality.Human behaviorcannot be separated from the culture that surrounds it.[5x] Many difficulties in this area are beyond the scope ofmanagementand more in the province of aprofessional counselor, but there are some aspects of personal conflict that managers should understand and some they can possibly help remedy. Social conflict refers to interpersonal, intergroup, and intergroup differences. Role Conflict: Another facet of personal conflict has to do with the multiple roles people play in organizations.Behavioralscientists sometimes describe anorganizationas a system of position roles. Each member of the organization belongs to a role set, which is an association of individuals who share interdependent tasks and thus perform formally defined roles, which are further influenced both by the expectations of others in the role set and by ones own personality and expectations. For example, in a common form of classroom organization, students are expected to learn from the instructor by listening to him, following his directions for study, taking exams, and maintaining appropriate standards of conduct. Theinstructoris expected to bring students high-quality learning materials, give lectures, write and conduct tests, and set a scholarly example. Another in this role set would be the dean of the school, who sets standards, hires and supervises faculty, maintains a servicestaff, readers and gra ders, and so on. The system of roles to which an individual belongs extends outside the organization as well, and influences his functioning within it. As an example, a mans roles as husband, father, son, and church member are all intertwined with each other and with his set of organizational roles.[4x] Conflict within groups: Conflicts between people in work groups, committees, task forces, and other organizational forms of face-to-face groups are inevitable. As we have mentioned, these conflicts may be destructive as well as constructive. In western culture, winning is more acceptable than losing, and competition is more prevalent than cooperation, all of which tends to intensify intragroup conflict. Group meetings are often conducted in a win-lose climate — that is, individual or subgroup interaction is conducted for the purpose of determining a winner and a loser rather than for achieving mutual problem solving[5x].Conflict arises in groups because of the scarcity of freedom, position, and resources. People who value independence tend to resist the need for interdependence and, to some extent, conformity within a group. People who seek power therefore struggle with others for position or status within the group. Rewards and recognition are often perceived as insufficient and improperly distributed, and members are inclined to compete with each other for these prizes. Interdepartmental Conflict The third major cause of organizational conflict is structural. Organizations are designed around product lines, regions or technical specialties. These activities are assigned to departments that often have mutually exclusive structured interests and goals and that interact within a framework of scarce resources and task dependence. When resources are relatively fixed and when one departments gain is at the expense of another, conflict should be expected. If two sub-units in an organizational system have differentiated goals and are functionally interdependent, conditions exist for conflict. Interdependence produces the need for collaboration, but it also presents occasions for conflict. [9x] Other contextual factors which affect the interaction structure between departments and create the conditions for interdepartmental conflict include: different attitudes between line and staff units, organizational size (directly related to level of conflict) and standardization (inversely related to conflict), physical or communicational barriers between departments, unequal access to authority, rewards or organizational resources and ambiguity or uncertainty in assigning tasks or rewards to different departments. These are the sources of conflict situations in organizations. How a conflict situation will change over time, how its interrelated components will alter and the environment, in which it occurs will respond, is dependent upon the administrators efforts to manage or influence it. This in turn is related to ones understanding of the source of a specific conflict situation. Process of Conflict: Process of conflict consists of 4 stages or levels of conflict according to which the development of relationships between the sides involved in conflict is shown. The first stage is also called as latent stage in which certain characteristics, like communication, structure and personal variables, can lead to conflict. It is important to point out that it is not necessary to have the simultaneous occurrence of all three factors, but occurrence of just one. Communication in organization is very important, in case there is lack of communication in the organization this can lead to conflict. But also to much communication, as well as obstacles in communication, possible lack of understanding or noise in the communication channel can produce conflict as a consequence. The second stage, cognition and personalization stage represents the outcome of the impact of first phase factors. We distinguish two sub stages in this stage: Perception of the participants in conflict which does not mean that conflict, has occurred. Not until there has come to articulation of feelings and expression of awareness of conflict, can we say that the conflict itself occurs. In the third stage there comes to conflict manifestation. There is hostile behavior among participants in conflict and we say there comes to the so called open disagreement. The last stage in this process of conflict is the conflict outcome which shows us the further relationship development of the participants in conflict and consequences of conflict. Consequences of conflict can be manifest through increased working efficacy of the organization in whole or quite the contrary, the decrease of working efficacy [8x]. Conflict management styles: The success of the organization depends on the ability of conflict recognition and the very way of conflict management. Conflict management implies integration of all factors which can contribute to conflict resolution or its prevention. Those factors are improvement of communication and practicing discipline in the organization, as well as having in mind the life phases of parties included. Different authors know about various approaches to conflict management. Besides five typical approaches and strategies on conflict management which we will show and explain, it is important to point out that an important role bears also the organization itself as the third party in conflict. The organization appears as the mediator between adversaries or as arbitrator. This third party in organization are managers which by using their experience have to constantly develop new strategies and tactic for conflict resolution by using their experience. Moreover, it is generally acknowledged that confl ict represents the most severe test of managers interpersonal skills. CONFLICT MANAGEMENT STYLES DIAGRAM: Thomas and Kilmann identified a conflict-handling grid comprised of five conflict management styles based on two dimensions: assertiveness and cooperativeness. Assertiveness is the motivation of an individual to achieve his/her own goals, objectives, and outcomes, while cooperativeness assesses the willingness to allow or help the other party to achieve its goals or outcomes. Any of the five conflict resolution styles might be appropriate based on the circumstances of the situation and the personalities of the individuals involved. Avoiding Conflict Resolution Style The avoiding style is low on both assertiveness and cooperativeness. In other words, the manager is not very cooperative in helping the other individuals to achieve their goals, but neither is he/she aggressively pursuing his/her own preferred outcomes in the situation. The original problem, conflict, or situation is never directly addressed or resolved. However, avoiding behavior might be appropriate when the issue is perceived by the manager to be trivial. It might also be an appropriate approach to use when there is no chance of winning or when disruption would be very costly. When is Avoiding Appropriate? Avoiding conflict can be an appropriate choice, depending on the circumstances. According to Thomas-Kilmann avoiding is an appropriate form of dealing with conflict when used in the following situations: When an issue is trivial and other issues are more important or pressing use time and effort where it will be most productive. When there is no opportunity to constructively address the concern attempts to deal with the problem will likely result in futility and may make matters worse. It may not be the right time or place. When the potential cost of confronting the conflict outweighs the benefits in addressing it this requires assessment and judgment. To buy time and give angry people an opportunity to cool down so that tensions can be reduced it is important for parties to take a break to regain perspective and composure when the situation becomes heated. To refrain from making a rushed decision and allow time to obtain more information or support well planned and prepared decisions are usually the best decisions. When it is more appropriate for others to resolve the conflict resist getting in the middle of conflicts that are better dealt with by other people. Working with Conflict Avoidant Individuals It is clear that the use of avoiding dealing with conflicts and differences can have both positive and negative implications. When working with individuals as a supervisor, mediator, or friend it is helpful to get them to consider the pros and cons of avoiding conflict. Developing a strategy or plan requires that conflict avoidant individuals at least consider their options. [10x] Choosing a conflict mode other than avoiding may be understood by conflict avoidant people as a better option but acting on this choice can still be very difficult. Ensure that emotions are under control so that the facts, beliefs, and goals regarding the disagreement can be clarified and understood as objectively as possible. Excessive fear can be emotionally paralyzing. Role playing or writing out a plan of action can give a conflict avoidant person the confidence they need to deal with the conflict. Assertiveness coaching may also help. These preparatory approaches allow individuals to express their thoughts and feelings in a manner that is typically less stressful than talking about them spontaneously. It is possible that one party will be in a relative power position over another, such as a boss vs. employee. In these situations involve a person in a mediator role who can be neutral yet balance the power relationship so that the weaker party will develop the courage to address their concerns. When this is not possible the weaker party may need to include another person as a third party advocate or observer to help give them some support. [10x] Competing Conflict Resolution Style The competing style of resolving conflict is also known as the win-lose approach. A manager using this style, characterized by high assertiveness and low cooperativeness, seeks to reach his/her own preferred outcomes at the expense of other individuals. This approach may be appropriate when quick, decisive action is needed, such as during emergencies. It can also be used to confront unpopular actions, such as urgent cost cutting. The strategy of â€Å"competing† as a means of gaining power and control stems from early childhood and is reinforced throughout our years in school and college. Many children learn that they can obtain material objects as well as social control over people by using assertive, demanding or aggressive behavior. As they mature they use their talent to compete to â€Å"be the best† student, athlete, musician, etc. or to socially compete to be popular and have status among peers. Some youth learn to deal with disagreements by persuading others to accept their position. Others use power negatively in the form of arguments, threats, intimidation, or physical fighting. Youth who are effective at competing are deemed to be successful. Children and youth who do not stand up for themselves in conflicts may be seen as weak. Many video games and other media directed at youth promote the thrill of engaging in conflict with the goal of defeating the â€Å"enemy†, often using a ny means possible. All of these dynamics promote the use of competitiveness. While parents and teachers also instruct children to be kind, considerate, and cooperative there remains a strong inclination toward using competitiveness as a means of solving problems and achieving success. The value of competing to resolve differences and achieve goals continues into adulthood and employment. Individuals compete for status and position within organizations, sometimes being rewarded for their ability to achieve business goals by being better than their internal colleagues or external business competitors. Successful leaders demonstrate an ability to strategically use their competitive energy and skills for personal and professional benefit. While competing can be productive it can also cause problems when used excessively or inappropriately. It can lead to misuse of power, fraudulent acts, and unethical or illegal activity as we have seen in the situation at Enron and in other business and political events in the news. Truly successful people develop the judgment and skills to use competitiveness effectively and appropriately. [10x] Competing is an appropriate form of dealing with conflict when used in the following situations: When a quick decision and action is needed. When the outcome is critical and cannot be compromised. When you know you are right and are doing the correct thing. In emergencies or when safety is a concern. When being right matters more than preserving the relationship with the other party. When important but unpopular actions are needed such as cost-cutting, down-sizing, enforcing rules, or administering discipline. When ones position, authority, or rights are being challenged. When implementing strategic change and strong, confident leadership needs to be demonstrated. When used inappropriately competing in conflict situations can lead to negative consequences such as: When it strains relationships leading to resentment and retaliation. When it causes intimidation which inhibits important communication, discussion of alternative ideas and attempts at problem solving. When collaboration or compromise would lead to a better exchange of information and better decisions or outcomes. When personal drive for power and control overrides the best interests of the organization. When it results in diminished commitment and support from staff. When it is indicative of a highly competitive personality trait resulting in overuse, causing a person to not recognize when it is important to quit or take another stance. When â€Å"winning at all costs† results in harm to people or the organization. When the personal relationship is more important than the issue at stake. In attempting to address a conflict with another person who differs with you and takes a competitive position it may be helpful to do the following: Allow the person to first thoroughly explain their position, asking clarifying questions. Summarize and repeat what you have heard to assure mutual understanding. Acknowledge the parts that you agree with. Ask the party to carefully listen to your position, clarifying points of agreement and disagreement, using logic and data to support your perspective. Consider having both positions put into writing for review and consideration. Minimize discussion or expression of feelings or subjective elements unless the other party seems open to this perspective. Point out the mutual benefits of a decision that involve collaboration or compromise if this is an option. Help the other party to understand how your position will benefit him/her and how they can gain from agreement with your proposal. I Conflict Resolution Strategies and Styles Conflict Resolution Strategies and Styles Abstract The world is turning into globalization concept to increase the productivity and efficiency to achieve the organizational goals. To achieve standard effectiveness of the organization the number of techniques and strategic management tools used in different ways either combining/integrating one and other or straight way use one technique. People techniques and organizational techniques are playing very vital role in developing the organization and growth of it. With the help of integration of these techniques we can achieve the effective results after applying in the organization. Organization and people are strongly inter-related to each other. So the effective use of these people technique directly effect on the organization and vise versa. The conflict management is the people technique but effective and timely use of this technique can give the advantage to the organization on the competitors. The consideration of the competitive advantages is very important while making the organ izational strategy. The skilled people are the competitive advantages over the same functional competitors. This skilled people force give you a huge competitive advantage and that should be avoid resolving the conflicts between them timely. Conflict management is a key success factor for any organization and we are considering this technique while the formulation of the organizational strategy like CPM (competitive profile matrix) is the organizational technique to formulation strategy. Integration of these techniques (Conflict management CPM) will directly affect the business in positive direction. Keywords: Competitive profile matrix (CPM), Internal factor evluation (IFE), External factor eveluation (EFE), Kye success factors, Conflict resolution Style, competitive advantages, latent stage,congnition and personlization, Key success factor (KSF) Introduction â€Å"Competition people† these two words are always interrelated in all the areas of the globe. New technologies, tools methods provide extraordinary results in every sector of business world. But apart from those â€Å"people† in the organization will also play a vital strategic role to success of any business and stand as a leading competitor in market. Applying people techniques into Organizational techniques and vice versa, and integrating of these techniques for an organization will help to its growth in the market. Key success factors (KSF) are usually understood to be the set of factors that can be considered key to the continued success of an organization or a business. These factors may be ‘skills, tasks, or behaviour, they can operate at a number of levels and be used for a diversity purpose .There are many key success factors will impact to a successful organizations. And these key success factors will helpful to compare the rival competitors in the market. Competitive profile matrix (CPM) is a strategic management tool to communicate with the attributes and shows the competitors in the market. And it is setting up the stages to describe your competitive advantage and the basis for your company strategy. In every organization there will be some conflicts among peoples, groups and departments, by resolving these issues among them in timely lead the organization in positive direction among the competitors in the market. It means when we compare the competitive organizations in the market, we will consider some of the key success factors, and with these key success factors (KSF) we can build the competitive profile matrix, for each success factor , indicators are measures of performance should be established and tailored , the identified information will need to be developed or modified to ensure that the success key information is collected, analyzed, and distributed, in other words , it helps to ensure that the organizations inf ormation support the key activities and thus the wider objectives. In CPM there are five main attributes, like key success factor, rating, weight, weighted score and total weight score; here we will give the ratings for each factor its ranges from 1 to 4. 1 is low, and ‘4 is high, means when we compare the organizations we will put the common key success factors (like, advertising, etc) and assign the rate for each factor. And assign the weight of the each key success factor, it ranges from 0 to 1 (low to high), weighted score value is the result achieved after multiplying each factor rating with weight. While integrating these techniques (people organization) we can put conflict management as one of the key success factor, in CPM. Means how effectively and timely the conflicts are managed in organizations among the people, groups depts. Always healthy environment in any organization helpful to its growth, by taking advantage of this making as â€Å"conflict management† is a strategic people technique, and integrating with the organization technique CPM, when the total weighted score in CPM is ranges between 1(low) to 4(high). If the total weight score fall below 2.5 consider as week, higher than 2.5 is consider as strong in the position. The firm with higher total weight score considered as winner in competitive market. Catching the competitors weak point and making it as strong point for your organization and managing any conflict issues timely in organization, makes you as the leader of the market. People Technique (Conflict management) What is conflict? Conflict is the process in which one party perceives that its interests are being opposed or negatively affected by another party. Conflict is a process in which people disagree over significant issues, thereby creating friction between parties. Conflict can exist when people have opposing interests, perceptions, and feelings; when those involved recognize the existence of differing points of view; when the disagreement is ongoing; and when opponents try to prevent each other from accomplishing their goals. Although conflict can be destructive, it can also be beneficial when used as a source of renewal and creativity. A competition and rivalry between individuals or groups over an outcome that both seek, is not the same as conflict. In competition, there must be a winner and a loser; with conflict, people can cooperate so that no one wins or loses. When people think of the word conflict, they often think of wars or violence. However, conflict exists at all levels of society in all sorts of situations. It is easy to forget that we experience conflict every day of our lives. Conflict happens when two or more people or groups have, or think they have, incompatible goals. However, in most cases we resolve the conflict. From a personal level to international level, good communication is usually used to overcome differences and to reach an agreement before violence breaks out. At a personal level, we often do not realize we are overcoming our differences. It is important to remember that conflict can be creative. Conflict is sometimes necessary to bring justice where injustice exists. It can provide an opportunity for new social and political systems to be established and can help to shape the future. However, when conflict becomes violent it will usually do more harm than good. After violent conflict, it is often difficult to see the opportunities for a better future due to the widespread destruction of infrastructure and livelihoods, the breakdown of trust and the suffering caused through bereavement, trauma, grief and anger. It is also likely that such social change could have occurred before the conflict became violent. Transitions in Conflict Thought: Conflicts are an everyday phenomenon in each organization. Conflicts are impossible to avoid, but it is possible to manage them in a way that we recognize the conflict symptoms in time. It is necessary to continuously track the organizational signals, which point to their existence. In case we do not react in due time, this can lead to a situation where the conflict itself manages the organization. Problems mostly occur in those organizations where the business results directly depend on collaboration, team work and creativity, and where having only the results in mind, we tend to forget to take care of people and mutual relationships. Disagreement which occurs when goals, interests or values of various individuals or groups are incompatible and those people block each others efforts for accomplishing goals is called organizational conflict. Reduction of work performance efficiency, reduced communication among employees, motivation fall and ultimate employees dissatisfaction are only some of the numerous negative consequences of conflict. But the conflict itself does not have to be negative; the majority of conflicts can in fact be an excellent ground for accomplishment of better business results, and an impulse for changes and growth of the Organization itself [5x]. Duly recognition and adequate conflict management can lead to series of positive effects like stimulation of creativity and innovation within the company, stimulation of changes towards work quality improvement, reduction of incurred tensions etc. Moreover, in case conflicts lead to constructive changes they should be encouraged in order to make a good relation among employees based on mutual respect. Sometimes conflicts should be regarded as a resource which enables us constant new learning, new knowledge and a potential growth and development of organization. The employees directly involved in the conflict often do not have the opportunity to cope with the whole situation or the impact of all elements in the given situation, mostly because of restricted ability for decision-making. [6x] Throughout the years there were times when conflict was perceived in a different way, so we distinguish: Traditional view of conflict Human relations view Interactionist view. Traditional view of conflict in ‘30s and ‘40s of the last century it is believed that the conflict is something bad, that it is destructive for the organization, and that it should be avoided. It is considered that the sources of conflict are mostly the results of bad communication and lack of trust. According to this standpoint one should avoid conflict, as well as people who make the conflict, so that the work performance be satisfactory. Human relations view is that the conflict is something natural which occurs within every organization. This view is characteristic for the period from the ‘40s to the ‘70s of the last century. It is considered that conflicts should be accepted, and that conflicts eventually can lead to better work performance. Interacionist view is still represented today, and is based on the approach according to which conflicts should be encouraged, because they tend to have a positive effect on creativity and innovation by the employees. [6x] Types and levels of Conflict There are four types of conflict. Inter-group conflict occurs when groups within and outside the organization disagree on various issues. Interpersonal conflict Interpersonal conflict emphasizes the interaction of human factors in an organization. Here we are concerned with these factors as they appear in a dyadic relationship. It is further classified into two classes of factors as conflict sources. These are: Personal.Individuals are not identical, constant or consistent. When two individuals are brought together and kept together, each with their own qualities, needs and skills, a conflict may ensue if their attributes are not meshed together in a coordinated way. Interaction between individuals with different attitudes, values and needs can produce conflict behavior and affect organizational performance.[8x] Functional. Individuals in organizations have roles which are expected sets of behavior associated with their position. In theory, individuals are not expected to engage in any discretionary behavior. Such specification would be consistent with organizational preferences for consistency and predictability. In practice, however, role specifications tend to be ambiguous and incomplete, and in their interaction with others, some individuals often feel dissatisfied with their role or position, or they may feel that their aspirations for higher positions are being frustrated. Interpersonal conflict can be accounted for, to a great extent, in terms of the incumbents roles and their expectations in particular situations. Intra group conflict occurs within a work group over goals and work procedures. Intrapersonal conflict Intrapersonal conflict is internal to the individual and is perhaps the most difficult form of conflict to analyze and manage. Intrapersonal conflict is basically a conflict between two incompatible tendencies. It arises when a stimulus evokes two different and incompatible tendencies and the individual is required to discriminate between these tendencies. [7x] Horizontal conflict takes place between departments or groups at the same level of the organization. In contrast, vertical conflict occurs between groups at different levels of the organization. Types of Conflict Task conflict: Conflicts over content and goals of the work Relationship conflict: Conflict based on interpersonal relationships Process conflict: Conflict over how work gets done Organizational conflict: Organizational conflict occurs when a stakeholder group pursues its interests at the expense of other stakeholders. Given the different goals of stakeholders, organizational conflict is predictable. Conflict is associated with negative images, such as unions getting angry and violent, but some conflict can improve effectiveness. When conflict passes a certain point, it hurts an organization. If we do not react duly, this can lead to the situation that the conflict itself manages the organization. One of the more important determinants of productivity, efficiency and performance, and finally job contentment is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on dependent variables, but first we have to understand and get a good insight into individual elements of organizational behavior. There is strong relationship between the level of conflict and the impact on the Organizational performance. [8x] Personal conflict: Conflict sometimes has a destructive effect on theindividualsandgroupsinvolved. At other times, however, conflict can increase the capacity of those affected to deal with problems, and therefore it can be used as a motivating force toward innovation and change. Conflict is encountered in two general forms. Personal conflict refers to an individuals inner workings and personality problems. It was also pointed out that there is a basic incompatibility between the authority and structure of formal organizations and the human personality.Human behaviorcannot be separated from the culture that surrounds it.[5x] Many difficulties in this area are beyond the scope ofmanagementand more in the province of aprofessional counselor, but there are some aspects of personal conflict that managers should understand and some they can possibly help remedy. Social conflict refers to interpersonal, intergroup, and intergroup differences. Role Conflict: Another facet of personal conflict has to do with the multiple roles people play in organizations.Behavioralscientists sometimes describe anorganizationas a system of position roles. Each member of the organization belongs to a role set, which is an association of individuals who share interdependent tasks and thus perform formally defined roles, which are further influenced both by the expectations of others in the role set and by ones own personality and expectations. For example, in a common form of classroom organization, students are expected to learn from the instructor by listening to him, following his directions for study, taking exams, and maintaining appropriate standards of conduct. Theinstructoris expected to bring students high-quality learning materials, give lectures, write and conduct tests, and set a scholarly example. Another in this role set would be the dean of the school, who sets standards, hires and supervises faculty, maintains a servicestaff, readers and gra ders, and so on. The system of roles to which an individual belongs extends outside the organization as well, and influences his functioning within it. As an example, a mans roles as husband, father, son, and church member are all intertwined with each other and with his set of organizational roles.[4x] Conflict within groups: Conflicts between people in work groups, committees, task forces, and other organizational forms of face-to-face groups are inevitable. As we have mentioned, these conflicts may be destructive as well as constructive. In western culture, winning is more acceptable than losing, and competition is more prevalent than cooperation, all of which tends to intensify intragroup conflict. Group meetings are often conducted in a win-lose climate — that is, individual or subgroup interaction is conducted for the purpose of determining a winner and a loser rather than for achieving mutual problem solving[5x].Conflict arises in groups because of the scarcity of freedom, position, and resources. People who value independence tend to resist the need for interdependence and, to some extent, conformity within a group. People who seek power therefore struggle with others for position or status within the group. Rewards and recognition are often perceived as insufficient and improperly distributed, and members are inclined to compete with each other for these prizes. Interdepartmental Conflict The third major cause of organizational conflict is structural. Organizations are designed around product lines, regions or technical specialties. These activities are assigned to departments that often have mutually exclusive structured interests and goals and that interact within a framework of scarce resources and task dependence. When resources are relatively fixed and when one departments gain is at the expense of another, conflict should be expected. If two sub-units in an organizational system have differentiated goals and are functionally interdependent, conditions exist for conflict. Interdependence produces the need for collaboration, but it also presents occasions for conflict. [9x] Other contextual factors which affect the interaction structure between departments and create the conditions for interdepartmental conflict include: different attitudes between line and staff units, organizational size (directly related to level of conflict) and standardization (inversely related to conflict), physical or communicational barriers between departments, unequal access to authority, rewards or organizational resources and ambiguity or uncertainty in assigning tasks or rewards to different departments. These are the sources of conflict situations in organizations. How a conflict situation will change over time, how its interrelated components will alter and the environment, in which it occurs will respond, is dependent upon the administrators efforts to manage or influence it. This in turn is related to ones understanding of the source of a specific conflict situation. Process of Conflict: Process of conflict consists of 4 stages or levels of conflict according to which the development of relationships between the sides involved in conflict is shown. The first stage is also called as latent stage in which certain characteristics, like communication, structure and personal variables, can lead to conflict. It is important to point out that it is not necessary to have the simultaneous occurrence of all three factors, but occurrence of just one. Communication in organization is very important, in case there is lack of communication in the organization this can lead to conflict. But also to much communication, as well as obstacles in communication, possible lack of understanding or noise in the communication channel can produce conflict as a consequence. The second stage, cognition and personalization stage represents the outcome of the impact of first phase factors. We distinguish two sub stages in this stage: Perception of the participants in conflict which does not mean that conflict, has occurred. Not until there has come to articulation of feelings and expression of awareness of conflict, can we say that the conflict itself occurs. In the third stage there comes to conflict manifestation. There is hostile behavior among participants in conflict and we say there comes to the so called open disagreement. The last stage in this process of conflict is the conflict outcome which shows us the further relationship development of the participants in conflict and consequences of conflict. Consequences of conflict can be manifest through increased working efficacy of the organization in whole or quite the contrary, the decrease of working efficacy [8x]. Conflict management styles: The success of the organization depends on the ability of conflict recognition and the very way of conflict management. Conflict management implies integration of all factors which can contribute to conflict resolution or its prevention. Those factors are improvement of communication and practicing discipline in the organization, as well as having in mind the life phases of parties included. Different authors know about various approaches to conflict management. Besides five typical approaches and strategies on conflict management which we will show and explain, it is important to point out that an important role bears also the organization itself as the third party in conflict. The organization appears as the mediator between adversaries or as arbitrator. This third party in organization are managers which by using their experience have to constantly develop new strategies and tactic for conflict resolution by using their experience. Moreover, it is generally acknowledged that confl ict represents the most severe test of managers interpersonal skills. CONFLICT MANAGEMENT STYLES DIAGRAM: Thomas and Kilmann identified a conflict-handling grid comprised of five conflict management styles based on two dimensions: assertiveness and cooperativeness. Assertiveness is the motivation of an individual to achieve his/her own goals, objectives, and outcomes, while cooperativeness assesses the willingness to allow or help the other party to achieve its goals or outcomes. Any of the five conflict resolution styles might be appropriate based on the circumstances of the situation and the personalities of the individuals involved. Avoiding Conflict Resolution Style The avoiding style is low on both assertiveness and cooperativeness. In other words, the manager is not very cooperative in helping the other individuals to achieve their goals, but neither is he/she aggressively pursuing his/her own preferred outcomes in the situation. The original problem, conflict, or situation is never directly addressed or resolved. However, avoiding behavior might be appropriate when the issue is perceived by the manager to be trivial. It might also be an appropriate approach to use when there is no chance of winning or when disruption would be very costly. When is Avoiding Appropriate? Avoiding conflict can be an appropriate choice, depending on the circumstances. According to Thomas-Kilmann avoiding is an appropriate form of dealing with conflict when used in the following situations: When an issue is trivial and other issues are more important or pressing use time and effort where it will be most productive. When there is no opportunity to constructively address the concern attempts to deal with the problem will likely result in futility and may make matters worse. It may not be the right time or place. When the potential cost of confronting the conflict outweighs the benefits in addressing it this requires assessment and judgment. To buy time and give angry people an opportunity to cool down so that tensions can be reduced it is important for parties to take a break to regain perspective and composure when the situation becomes heated. To refrain from making a rushed decision and allow time to obtain more information or support well planned and prepared decisions are usually the best decisions. When it is more appropriate for others to resolve the conflict resist getting in the middle of conflicts that are better dealt with by other people. Working with Conflict Avoidant Individuals It is clear that the use of avoiding dealing with conflicts and differences can have both positive and negative implications. When working with individuals as a supervisor, mediator, or friend it is helpful to get them to consider the pros and cons of avoiding conflict. Developing a strategy or plan requires that conflict avoidant individuals at least consider their options. [10x] Choosing a conflict mode other than avoiding may be understood by conflict avoidant people as a better option but acting on this choice can still be very difficult. Ensure that emotions are under control so that the facts, beliefs, and goals regarding the disagreement can be clarified and understood as objectively as possible. Excessive fear can be emotionally paralyzing. Role playing or writing out a plan of action can give a conflict avoidant person the confidence they need to deal with the conflict. Assertiveness coaching may also help. These preparatory approaches allow individuals to express their thoughts and feelings in a manner that is typically less stressful than talking about them spontaneously. It is possible that one party will be in a relative power position over another, such as a boss vs. employee. In these situations involve a person in a mediator role who can be neutral yet balance the power relationship so that the weaker party will develop the courage to address their concerns. When this is not possible the weaker party may need to include another person as a third party advocate or observer to help give them some support. [10x] Competing Conflict Resolution Style The competing style of resolving conflict is also known as the win-lose approach. A manager using this style, characterized by high assertiveness and low cooperativeness, seeks to reach his/her own preferred outcomes at the expense of other individuals. This approach may be appropriate when quick, decisive action is needed, such as during emergencies. It can also be used to confront unpopular actions, such as urgent cost cutting. The strategy of â€Å"competing† as a means of gaining power and control stems from early childhood and is reinforced throughout our years in school and college. Many children learn that they can obtain material objects as well as social control over people by using assertive, demanding or aggressive behavior. As they mature they use their talent to compete to â€Å"be the best† student, athlete, musician, etc. or to socially compete to be popular and have status among peers. Some youth learn to deal with disagreements by persuading others to accept their position. Others use power negatively in the form of arguments, threats, intimidation, or physical fighting. Youth who are effective at competing are deemed to be successful. Children and youth who do not stand up for themselves in conflicts may be seen as weak. Many video games and other media directed at youth promote the thrill of engaging in conflict with the goal of defeating the â€Å"enemy†, often using a ny means possible. All of these dynamics promote the use of competitiveness. While parents and teachers also instruct children to be kind, considerate, and cooperative there remains a strong inclination toward using competitiveness as a means of solving problems and achieving success. The value of competing to resolve differences and achieve goals continues into adulthood and employment. Individuals compete for status and position within organizations, sometimes being rewarded for their ability to achieve business goals by being better than their internal colleagues or external business competitors. Successful leaders demonstrate an ability to strategically use their competitive energy and skills for personal and professional benefit. While competing can be productive it can also cause problems when used excessively or inappropriately. It can lead to misuse of power, fraudulent acts, and unethical or illegal activity as we have seen in the situation at Enron and in other business and political events in the news. Truly successful people develop the judgment and skills to use competitiveness effectively and appropriately. [10x] Competing is an appropriate form of dealing with conflict when used in the following situations: When a quick decision and action is needed. When the outcome is critical and cannot be compromised. When you know you are right and are doing the correct thing. In emergencies or when safety is a concern. When being right matters more than preserving the relationship with the other party. When important but unpopular actions are needed such as cost-cutting, down-sizing, enforcing rules, or administering discipline. When ones position, authority, or rights are being challenged. When implementing strategic change and strong, confident leadership needs to be demonstrated. When used inappropriately competing in conflict situations can lead to negative consequences such as: When it strains relationships leading to resentment and retaliation. When it causes intimidation which inhibits important communication, discussion of alternative ideas and attempts at problem solving. When collaboration or compromise would lead to a better exchange of information and better decisions or outcomes. When personal drive for power and control overrides the best interests of the organization. When it results in diminished commitment and support from staff. When it is indicative of a highly competitive personality trait resulting in overuse, causing a person to not recognize when it is important to quit or take another stance. When â€Å"winning at all costs† results in harm to people or the organization. When the personal relationship is more important than the issue at stake. In attempting to address a conflict with another person who differs with you and takes a competitive position it may be helpful to do the following: Allow the person to first thoroughly explain their position, asking clarifying questions. Summarize and repeat what you have heard to assure mutual understanding. Acknowledge the parts that you agree with. Ask the party to carefully listen to your position, clarifying points of agreement and disagreement, using logic and data to support your perspective. Consider having both positions put into writing for review and consideration. Minimize discussion or expression of feelings or subjective elements unless the other party seems open to this perspective. Point out the mutual benefits of a decision that involve collaboration or compromise if this is an option. Help the other party to understand how your position will benefit him/her and how they can gain from agreement with your proposal. I