A Defense of Epicurius :: Essays Papers

You did What? To Whom? When? A defense of Epicurius. There have been many attempts at formulating a theory that accounts for our intuitions regarding the harm of death. intimately theories attempt to account for this intuition by attributing the harm of death to a deprivation of some sort. That is a person is harmed when she dies because she is deprived of some good thing. This paper is a defense of Epicuriuss argument regarding death as a response to deprivation theories. Before I enter into the argument proper, two statements should be made. First, I do not int set aside to defend hedonism in this paper. Although, I am uncomfortable defending any particular thing as having intrinsic value, I am inclined to say in that respect must be some things other than pleasure that have intrinsic value (and the converse). However, this rejection of hedonism is in no port relevant to my defense of this argument, because the loss of goods has no bearing on death, regardless of what exactly t he goods are. Second, I will define death as follows the permanent end to existence. Since existence is a binary property (either there exists something that corresponds to x or there does not), this means that death must be instantaneous. For at any presumption moment one could ask, Does Kai exist? and receive an answer, we can narrow the time of death to an instant. Thus, death mimics a function of the form f(x) = 1 if x < 1 f(x) = 0 if x 1. The idea is that at every organize after 1 you are dead, but at every point up to and including 1 you are alive. In other words, there is no point at which you are not either alive or dead and no point at which you are both. Now thats done. Epicuriuss argument is essentially that there is no point at which we are harmed by death, and therefore death is not bad. Specifically, he formulates his argument in the following way 1. Death is not bad for the victim before death. 2. Death is not bad for the victim after death. 3. Thus, there is no time at which death is bad for the victim. 4. Thus, death cannot be bad for the victim. A defense of Premise (1) is not hard. Since my death has not withal occurred it is impossible for it to act as a cause of anything that is occurring now.

Analysis of the First Two Acts of Brechts The Caucasian Chalk Circle :: The Caucasian Chalk Circle

Set shortly after World War two, the Prologue commences with twogroups of peasants seated in the ruins of a ovalbumin village, presentis a delegate from the State Reconstruction Commission. We areintroduced to the two parties as they argue the retrieval of a valleythe goat herders (on the right) originally owned the bring in andtherefore believe that as they were there first they should hence keepthe land, whereas the party on the left (the fruit farmers) argue thatthey could put the land to better use by means of superior production.The delegate moderating the debate chooses the fruit farmers. Thisintroduction non only sets the plays structure but excessively possesses manycommunist undertones as in a capitalist government the land would bereturned to its original owner, yet under Communist supervision the consistent explanation is to give the land to whoever will put it tothe best use. In order to celebrate the peaceful resolution to thedispute the peasants on the left brook a vocalizer named Arkadi to singa song entitled The Chalk Circle. The positioning of the two partieson the stage is very effective, as one direct comprehends thepolitical significance. The party on the right representing right-wingbeliefs and that of the left conveying that of the communists, thefact that the delegate selects the Communists to receive the landsuggests the topic of the play and the eventual aftermath of it,resulting in a foreboding and somewhat confusing atmosphere. Theprologue serves as a means for Brecht to present his ideas before theplay essentially commences thus allowing the audience to simulate themoral of the play and be inclined to acknowledge the Communist messagebefore the actual production begins. The singer appears to be symbolicof wisdom end-to-end the play he narrates the fable in a lyrical andpoetic fashion with metaphors that offers insight on the variouscharacters feelings and clarification of the various scenes.The prologue appears historicall y sinless yet the initiation of ActOne presents an entirely different mood the singer causes his storyto be perceived as a fairytale. By utter in verse all realism istaken away and the audience is transported to a fabled world createdby the singer. Though not announced, the Acts having titles emphasizesthe storybook theme. The play commences with the singer seated on thefloor surrounded by a group of listeners (the chorus) in his hand is abook, as he commences his tale he does not read from the book butrather narrates from memory the manner of his recitation makes itclear that he has told his story over and over again.

Attitude in All Quiet on the Western Front :: essays research papers

All Quiet on the Western precedentAll Quiet on the Western Front shows the change in attitudes of the men before and during the struggle. This figment is able to portray the overwhelming effects and power warfare hasto deteriorate the human spirit. Starting verboten leaving youre home and family and ready to fight for you country, to ending up tired and scarred both physically and mentally beyond description. At the beginning of the novel nationalist feelings are present through pride of Paul and the rest of the boys. However at the end of the war it is apparent how pointless war in reality is. All Quiet on the Western Front is a novel that greatly helps in the understanding the effects war. The novel best shows the attitudes of the soldiers before the war and during the war. Before the war there are high morals and growing nationalist feelings. During the war however, the soldiers discover the trauma of war. They discover that it is a waste of metre and their hopes and dreams of their life fly further and further away. The remains of Paul Baumers company had moved behind the German front les for a short rest at the beginning of the novel. After Baumer became Pauls first dead schoolmate, Paul viewed the older generation bitterly, particularly Kantorek, the teacher who convinced Paul and his classmates to join the military. While they taut that work to ones country is the greatest thing, we already that death-throes are stronger.... And we saw that there was nothing of their world left. We were all at once terribly alone, and alone we must rule it through.(P. 13) Paul felt completely betrayed. We will make ourselves comfortable and sleep, and eat as much as we can stuff into our bellies, and drink and smoke so that hours are not wasted. Life is short. (P 139) Views of death and becoming more comfortable with their destiny in the r became more apparent throughout the novel. Paul loses belief in the war in each passing day. * Through out the novel it wa s evident that the war scarred the soldiers permanently mentally. Everyone was scared to go to war when it started. Young recruits were first sent because the veterans knew they were going to come back dead. When we runt again, although I am very excited, I suddenly think wheres Himmelstoss? Quickly I jump back into the dug-out and find him with a small scratch lying in a corner pretending to be wounded.

Do Men and Women Experience Pain Differently? :: Biology Essays Research Papers

Do Men and Wo workforce Experience Pain Differently?Pain has been an under-researched sports stadium of medicine, but today physicians are increasingly interested in the workings and treatment of various types of bruise. In particular, a growing body of research exists on the different ways in which men and women may experience unhinge and the implications of these differences for medical treatment. Does the sex of an individual make a difference in their pain experience? Numerous researchers believe that women are more sensitive to pain than men, while some others believe that the differences between the pain experiences of men and women are not significant. everywhere the course of my research I found that part of the problem in trying to answer the question lies in how scientists measure the pain experience of men and women.The difference in the pain experience of men and women is an understudied area because most previous studies of pain and its potential treatments have onl y used men or male animals. For scientists, using only males was simpler since women have reproductive hormone cycles that could complicate the studies. The implication of this, of course, is that sex differences in the experience of pain (and in many other aspects of health) has remained an understudied area. However, in 1993 President Clinton signed the NIH Revitalization Act, which requires the inclusion of women in NIH research. In 1996 the NIH formed a Pain Research Consortium, and in 1998 the NIH held a conference entitle Gender and Pain (1).At the NIH conference, some researchers argued that sex differences in pain are substantial and argued specifically that women are more sensitive to pain. For example, women study pain more often and also report it at higher levels than men. Additionally, when men and women are exposed to the same pain stimulus, women will say that they are in pain more quickly than men (1).However, others believe that sex differences in the experience of pain may not be so significant. The higher report pain levels of women may be due more to gender socialization than to biological differences between men and women. For example, in most laboratory pain studies women report about twenty percent more pain than men (2). However, researchers at the University of Florida examined pain reporting of chronic pain patients in a clinical setting and found that women reported only three to ten percent more pain than men, a significantly smaller difference.

The Human Heart :: essays research papers

AbstractDorlands Illustrated Medical Dictionary defines the emotional state as "the viscus of cardiac vigor that maintains the circulation of the blood". It is divided into four cavities two atria and two ventricles. The left atrium receives oxygenated blood from the lungs. From there the blood passes to the left ventricle, which forces it via the aorta, through the arteries to supply the tissues of the body. The right atrium receives the blood afterward it has passed through the tissues and has given up much of its oxygen. The blood then passes through the right ventricle into the lungs where it gets oxygenated. There are four major valves in the heart the left atrioventricular valve (also known as the mitral or bicuspid valve), the right atrioventricular valve (tricuspid), aortic valve, and the pulmonary valve. The heart tissue itself is nourished by the blood in the coronary arteries.2Position of the Heart Within the BodyThe heart is placed obliquely in the chest. The two atria are directed upwards and rearwards to the right and are at the level of the fifth unwrap through the eightsome dorsal vertebrae. The apex of the heart points downwards and forwards to the left and corresponds to the interspace between the fifth and sixth ribs, two inches below the left nipple. Its atrial border corresponds to a line drawn across the sternum on a level with the upper border of the third costal cartilage. Its lower border (apex) corresponds to a line drawn across the lower end of the same bone, near the xiphoid process. Its upper surface is rounded and convex, directed upwards and forwards, and formed mainly by the right ventricle and part of the left ventricle. The posterior surface of the heart is flattened and rests upon the full point muscle. Of its two borders, the right is the longest and thinnest, the left is shorter but thicker and round.SizeIn an adult, the heart measures about five inches in length, three and a half inches in the broadest par t of its transverse diameter, and two and a half inches in its antero-posterior. The average weight in the male varies from ten to twelve ounces. In the female, the average weight is eight to ten ounces. The heart will continue to grow in size up to an advanced period of life. This growth is more obvious in custody than in women.3Circulation of Blood in an AdultThe heart is subdivided by a longitudinal muscular septum into two lateral halves which are named right and left accord to their position.

The Human Heart :: essays research papers

AbstractDorlands Illustrated Medical Dictionary defines the heart as "the viscus of cardiac muscle that maintains the circulation of the line". It is divided into four cavities two atria and two ventricles. The go away atrium receives oxygenated blood from the lungs. From there the blood passes to the left ventricle, which forces it via the aorta, through the arteries to supply the tissues of the body. The right atrium receives the blood after it has passed through the tissues and has given up much of its oxygen. The blood then passes through the right ventricle into the lungs where it gets oxygenated. There are four major valves in the heart the left atrioventricular valve (also known as the mitral or bicuspid valve), the right atrioventricular valve (tricuspid), aortic valve, and the pulmonary valve. The heart tissue itself is nourish by the blood in the coronary arteries.2Position of the Heart Within the BodyThe heart is placed obliquely in the chest. The two atria are directed upwardly and backwards to the right and are at the take aim of the fifth through the eight dorsal vertebrae. The apex of the heart points downwards and forwards to the left and corresponds to the interspace surrounded by the fifth and sixth ribs, two inches below the left nipple. Its atrial border corresponds to a line drawn across the sternum on a level with the speeding border of the third costal cartilage. Its lower border (apex) corresponds to a line drawn across the lower end of the same bone, near the xiphoid process. Its upper surface is rounded and convex, directed upwards and forwards, and formed mainly by the right ventricle and part of the left ventricle. The posterior surface of the heart is form and rests upon the diaphragm muscle. Of its two borders, the right is the longest and thinnest, the left is shorter but thicker and round.SizeIn an adult, the heart measures about five inches in length, three and a half inches in the broadest part of its transverse diameter, and two and a half inches in its antero-posterior. The average encumbrance in the male varies from ten to twelve ounces. In the female, the average weight is eight to ten ounces. The heart will continue to grow in size up to an advanced period of life. This growth is more obvious in men than in women.3Circulation of Blood in an AdultThe heart is subdivided by a longitudinal muscular septum into two lateral halves which are named right and left according to their position.

Two Former Tyco Executives Found Guilty

The past three years have witnessed stunning financial collapses in many companies that were ranked among the most admired companies in America. Sunbeam, Enron, WorldCom, Tyco, and HealthSouth were lauded, imitated, and canvass for their stunning performances. Now they be studied for their failures. What went wrong? How could so much go so wrong? And, the inevitable headway, where were the auditors and the accountants as these financial statements of well-being were released?Tyco external CEO Dennis Kozlowski, origin CFO Mark Swartz, and former general counsel Mark Belnick were all indicted on charges that Kozlowski and Swartz, among others, stole $170 one thousand thousand from the company and pocketing $430 one thousand thousand from the fraudulent sale of Tyco stock. Belnick was charged with hiding $14 million in loans to himself. Tycos centering fired back as well. It filed a lawsuit against Kozlowski looking to subtract $244 million in afford and benefits. Tyco, over th e close betwixt 1964 and 2001, went from a small research unattackable based in New Hampshire to a accumulate with a presence in over 100 countries and over 250,000 employees. Between 1991 and 2001, then-CEO Dennis Kozlowski took Tyco from $3 billion in annual sales to $36 billion in 2001 with over 200 acquisitions at a cost of $60 billion.It was through its expansive acquisition program that Tycos accounting pushed the envelope. Tyco made its acquisitions look as weak as possible. Called spring-loading, the goal was to have the acquired company seem to be a nonperformer in terms of gain, much below its actual performance. However, if the acquired company then evidently performs normally the following year, Tyco enjoys a boost to both its growth as well as respect for its management ability. Spring-loading is easily accomplished by, for example, having the acquired company pay all bills for the acquisition, even if that bill is not due, and also pay all other bills, whether t hey atomic number 18 due and owing. give offchems treasurer sent out the following e-mail when Tyco was acquiring RaychemAt Tycos request, all major Raychem sites will pay all pending payables, whether they are due or not I understand from Ray Raychems CFO that we have agreed to do this, even though we will be spending the money for no tangible benefit either to Raychem or Tyco. A report completed by David Boies, at the direction of Tycos board, included an interview with an employee of another Tyco acquisition in which the employee indicates that a Tyco administrator asked How high can we compress these things? How can we justify getting this higher? (Ackroyd & Thompson, 1999). The Boies report indicates that Tyco executives used both incentives and pressure on executives in order to get them to push the envelope on accounting rules in the acquisition process.The SEC has begun an investigation into Tycos accounting in its acquisition of U.S. Surgical in 1998. Documents in the case include memoranda between Tyco financial executives proposing ways to slow U.S. Surgicals growth between the Tyco acquisition announcement and actual transfers of the assets. The memos refer to their ideas as financial engineering. Just prior to last closure, U.S. Surgical took a one-time hit of $322 million in miscellaneous charges. Beginning in the last quarter of 2001, Tycos shares began to drop in price as shareholders complete the extent of the accounting creativity. By the summer of 2002, when Kozlowski was indicted for sales tax evasion on transactions involving his personal art collection, shareholder trust was dissipated and Tycos shares had locomote 80 percent, from over $50 per share to just above $10.For purposes of examining ethics instruction for accountants, auditors, and managers, thither are two common factors in these case studies. First, the financial pictures painted of the companies were grossly distorted. Only the level of sophistication in terms of ma sking the true financial condition varies among the companies. Enron used the slightly more nuanced SPEs plot of land WorldCom used the less glitzy sleight of hand in turning ordinary expenses into capital expenses. Sunbeam relied on quantitative materiality standards to evade detection of its management of song, and HealthSouth seemed to start with the numbers it wanted for results and work backward.Second, these were also companies trying to maintain exponential growth. There were continuing pledges from their CEOs to keep the double-digit growth going. That pressure to maintain numbers increased with each passing quarter as the economy took a downturn and as their once unique strategies for growth fell victim to rivalry or the realities of economic cycles. The distortions were a function of their goals of maintaining an unrealistic pace of earnings growth.In short, individuals in the companies felt pressure and succumbed to deceit to satisfy increasing demands. These companies and those responsible for(p) for their financial reports were not dabbling in gray areas. The issues in these cases are clear and the conduct plainly wrong. With all the training in ethics and professional responsibility, the question that arises is as follows How could so much go so wrong for so long in such large companies with no one raising an hard-hitting objection to halt the juggernauts of creative financial reporting and accounting? That this question must be posed in the wake of such staggering failures actually provides the answer. The answer is that those who were engaged in the creative and, often, not-so-creative but fraudulent accounting were trained in schools of transaction in which the curriculum (including ethics courses) is misguided in terms of training ethical leaders.The senior officer group of Enron included M.B.A.s who were trained during the financial wizardry era of M.B.A. programs in the 1980s. Mark Schwartz, the CFO of Tyco, held an M.B.A. Jeffrey K. Skilling, the former CEO of Enron, held an M.B.A. from Harvard. Andrew Fastow, then CFO, graduated from the Kellogg School at Northwestern. Clifford Baxter, another member of Enrons senior executive team, graduated from NYUs M.B.A. program. Tragically, Mr. Baxter took his own life following the collapse of Enron and during the period of daily revelations about its activities and the pending Congressional hearings. Mr. Baxter clearly saw the accounting issues within the company because Sherron Watkins, considered the whistleblower in the case, references him in her internal memo as someone who understood the accounting improprieties. Mr. Baxter left the company in the final months prior to its collapse.The M.B.A. curriculum has, since the time of the Milken and Boesky era, trained students in the importance of smoothing out earnings so as to maximize shareholder value, the often-stated role of business. While the role of business in society and the issues surrounding maximizing shar eholder wealth are typical topics of coverage in ethics courses and modules in business schools, very little in textbooks and mandates from the American Assembly of Collegiate Schools of Business (AACSB) focuses on moralistic absolutes or bright line virtue ethics such as honesty, fairness, or even false impressions in financial disclosures. The AACSB guidelines contain no mandates or references to these issues of honesty or training students in resolution of dilemmas involving honesty, disclosure, and false impression.The typical topics for business ethics textbooks, indeed for the literature in the field, center around amicable responsibility, and include a plethora of materials and cases on environmental issues, health and safety issues, sweatshops, diversity, and corporate philanthropy. The officers of all of the companies examined here and the companies themselves were all heavily involved in companionship and philanthropic work.Because of the focus of business schools on so cial responsibility as ethics, many of these officers and, to a large extent, the cultures of these companies, felt comfortable with deceptions in the name of shareholder value because they were accomplishing what they were trained to do in business school and they had ethics derived from their dedication to philanthropy, diversity, and environmentalism. These were all soft companies in the sense that they were not involved in those types of activities that are the targets of environmental protesters or labor activists.These were not companies running sweatshops or producing chemicals. Their perception of being good derived from the definition of good touted and taught by business ethicists in schools of business. The split, in their minds, between right and wrong did not lie along the lines of virtue ethics, but, rather, along the lines of social responsibility. Enrons CFO, Andrew Fastow, was beloved in Houstons Jewish community for his fund-raising for the citys proposed final sol ution museum. He was also involved in the citys art museum and virtually every other philanthropic cause related to the arts in the Houston area.Even those who worked with these officers in community projects and fund-raising had equated social responsibility with ethics, and were consistently shocked when Enrons financial conduct and reports were revealed. All of the companies noted here, as well as Charles Keatings American Continental and Finova detonating device (the 7th-largest bankruptcy in the history of the United States), were widely known for their dedication to philanthropic activity, social responsibility, environmental activism, and dedication to community generosity.The curricula at business schools had permitted them the opulence of rationalization when it came to accounting and financial reporting because, in their minds, they had reached the conclusion Jeffrey Skilling touted in nearly every interview he gave, which was, We are on the side of angels. The demeanor of executives in these companies reflects their grounding in any one of the three currently used sits of business school ethics training (1) the social responsibility model (2) the code model and (3) the stakeholder/normative model.Under the social responsibility model, students are educated in the importance of environmentalism, diversity, human rights, and philanthropy. Included in this approach whitethorn also be extensive discussions of product liability issues. Deficiencies in this approach are characterized in the previous section. The most descriptive list of this approach to ethics is engraft in the burys used by social responsibility investment funds, listed as follows1. The hiring of women and minorities3. Equity interest and ownership of South African operations (this screen is now dated because of the elimination of apartheid)5. No layoffs and the hiring and promotion of those with disabilities6. No generation of revenue from weapons production7. Donations and the u se of economically disadvantaged contractors and suppliers andSo long as stock prices are cranking up, it seems the CEO can be cellophane man for all anyone cares. But CEO divas are still quite an item in the business press. One thing is clear Credibility and character count. Post-Enron, integrity and fair play matter more than the old gung-ho. Press reports about the lack of executive integrity are everywhere. One notable media story exposed the rise of companies conducting extensive background checks, complete with credit reports and neighbor interviews, for prospective CEOs.Ronald Zarrella, Bausch and Lombs chief executive, was found to have shaded the truth about his credentials, saying he had an M.B.A. from New York University. Actually, he left prior to graduating. The board responded by cutting him out of a $1.1 million year-end bonus. Today CEOs are getting slammed for hoarding huge bonuses as they terminate legions of mid-level managers and production workers in the face of recession fears. Dennis Koslowski, CEO of Tyco, siphoned off millions from the firm by granting and forgiving employee relocation loans. He used the wealth for such essentials as a $15,000 umbrella.A guilty plea by one auditor and the criminal conviction of his audit firm have resulted in statutory reform, new policies on financial reporting, and stricter regulatory requirements for audit firms. When all the reform constellate settles, however, and the new statutes, regulations, and rules are implemented, auditors and those who educate them will still be left with the same question why were auditors willing to allow the types of financial reports and reporting decisions that produced basically unfair and inaccurate portraits of the companies they were auditing? The answer to this question requires exploration of ethics education in both business schools and schools of accountancy. While there are voids in that training, there are also seminal works that could be used to help futu re accountants and auditors understand the dilemmas they will face and how to resolve such dilemmas.The Israeli bank-shares fiasco, the Enron affair, and, in its wake now, the WorldCom and Tyco scandals clearly demonstrate that unethical managers are a liability not only to their own organizations, but to the general public. The problem is that the formulation and yield of codes of ethics alone do not guarantee that managers and employees will behave ethically.Moreover, it is evident that managerial ethical behavior has a great deal of puzzle out on the ethical climate and culture of the organization. Walking the talk is the name of the game, managers must not only be familiar with the ethical culture and cause it, but must serve as examples to the rest of the corporation. Any disparity between the declared ideology of the organization and managers behavior has a deleterious effect. To build a reputation of ethical leadership, managers must adhere to a high moral ground and ensu re that their actions are perceived to be ethical.When ethical dilemmas are not confronted and when ethical aspects of daily managerial life are ignored, employees quickly perceive that ethical considerations do not constitute an integral component of the organization. They may rightly observe that bottom line and profits, not integrity and accountability, are core values. Consequently, when employees are faced with an ethical dilemma, the almighty dollar is most presumable to rule the day.

Is Macbeth truly an evil-tyrant, or is he a tragic hero? Essay

The low thing that we must subscribe to into account when analysing Macbeths character is that he is a normal human organism, and like normal human beings, he has moments of weakness which when soured upon fundament result in huge mistakes. The story of Macbeth is an example of causation at the expense of everything else. He begins the play as a strong character, much admired and respected, and we witness his personality and actions become more and more duplicitous which eventually leads to his destruction.The first thing we hear of Macbeth is people singing his flatterys. We hear the Captain say For Brave Macbeth well he deserves that name and Duncan greeting him, O valiant cousin, worthy gentleman. for certain somebody so highly praised could not be an evil person?Macbeth was an honourable gentleman with no criminal tendencies. With so many people praising his courageous fighting, he returns from a victorious battle, puffed-up with self-love that demands ever-increasing re cognition of his greatness. The first flaw in his personality is that he takes the praise too much to heart and begins to believe that he deserves great rewards. When he then meets the weird sisters, they prey upon his new-found egotism, predicting his greatest dreams to be reachable. They greet him, Thane of GlamisThane of CawdorKing hereafter. afterward on this initial meeting, he pushes aside their prediction until it arises that he has been given the post, Thane of Cawdor. This seems too coincidental to him to be able to brush off.There are two important driving forces behind Macbeths own self-destruction. The first being the witches involvement in encouraging his ambition, and the second, his wife, Lady Macbeths clever emotional manipulation and her blackmailing him into his first evil deed of conveyance. The witches afford basically hit his vulnerable spot by telling him that he shall become King. Macbeth is a aline and manly war hero, but deep down he harbours insecuri ties of his manliness and the power he possesses over others it is his wife that hits these insecuritiesIn Act 1, Scene 3 lines 126 onwards, we see that Macbeth plays with the idea of pickings things into his own hands in order to become King. I believe, however, that had he not consulted Lady Macbeth over the matter, he would have let it drop as he would not have had the strength in him to perform such an evil deed. When she receives the letter telling her of his meeting with the witches, it is as if she takes it upon herself to make it her duty to jibe he goes ahead and kills Duncan. I gathered this from her soliloquy at the beginning of Act 1, Scene 5, where she says That I may pour my spirits in thine ear, and discipline with the valour of my tongue in other words, she is saying that by what ever means she will persuade him to carry out the act of murder.Lady Macbeth analyses her saves nature, and talks about him being too full othmilk of human kindness to act without pity, which shows us that Macbeth cant naturally be an evil character circumstances and the equivalent of peer pressure lead him to become the character he is at the end.The Macbeths have a very good relationship and in the letter he writes her, he calls her my dearest partner of greatness, showing just how devoted and closure to her he is. No man who is that devoted to their wife is likely just to brush off what they say.In Act 1, photograph 7, we see how dead-set against the murder Macbeth very is. In a soliloquy we hear him sum up the pros vs. the cons and he comes to the conclusion that there is only superstar motivation for him to go ahead with it challenging half a dozen cons. We hear him talk of vengeance, kinship, loyalty, hospitality and religion, among others, persuading him away from committing the ultimate act of evil. I dont believe that a man who is that morally challenged about committing a crime could possibly be a truly evil tyrant, later described as bloody, treac herous, false, deceitful and malicious. He was not born evil and until this point in his life, has never been evil.However, Lady Macbeth is a clever woman and knows what consummation her words will have upon her husband. She deliberately hits him where she knows it will hurt him questioning his manliness. When he tells her his decision to not kill him, she immediately uses every tactic she can think of to lure him into changing his mind. She uses descriptions such as green and pale e.g. sickly and weak to accuse him of cowardice and lack of manliness. She also bribes him with emotional blackmail, claiming that if he loved her he would do it and that she would rather kill her own baby than break a promise she had made to him. Using vicious imagery describing how she would rather have plucked her nipple from his boneless gums and dashed the brains out, she convinces him to continue with the murder.I dont know about you, but if I had my true love using phrases like that to blackmai l me into doing something, it is likely that I would buckle and give in. Macbeth is trying to keep his partner happy, rather than do it for his own benefit, which is some other reason I believe that he is not an out-and-out villain, as we all possess the desire to please people.The first place in the play where I begin to doubt Macbeths innocence is the beginning of Act 2, Scene 1.Banquo and he have always been best friends and incredibly close, but in this scene we see Macbeth deceive his friend and deny that he has thought about the witches prediction.Only a few short minutes after this, however, Macbeth beings to hallucinate of a dagger very vividly. This makes me question his control over the situation. His feelings and fears have already created false images in his mind, and he hasnt even attached the deed yet. Surely an evil tyrant strong and powerful, would not be open to such a display of various emotions? Evil thoughts are now deceiving and beginning to take over his mind , every minute increasing as he begins to see large, drops of blood form on the dagger in his mind. This implies a guilt-ridden conscience. someone this racked with guilt, surely must not have been born with the capability of killing another?What we do see, however, from his act of murder is his extreme greed and ambition and by chance by the way Lady Macbeth can persuade him by threatening his manhood, an inferiority complex. Throughout the play he is trying to create a in force(p) world for himself whereby he is completely in control of Scotland.After killing Duncan, he is absolutely tortured by his own mind punishing him for the deed and cannot sleep or see Amen due to his extreme guilt. Although he continues with his constant self-torture, he realises that there is no turning back and he may as well continue with his quest for his prefect rulership even if it means being ruthless enough to kill his best friend and a whole family. We know that he tries to shut out his deed as he says I am afraid to think what I have done.In Act 2, time Macbeth is completely falling apart, it is Lady Macbeth who keeps them both calm and sane, using the corresponding tactics of taunting him, calling him a coward. It seems to me that if Lady Macbeth wasnt so ambitious over his manliness, that he would not have so much prove to himself and therefor would not result in taking all the actions that follow. Macbeth later takes the same taunting tactics to pursuade the murderers into killing Banquo, so her words have obviously stuck in his sub-conscience, as if something is repeated and drummed into you enough, sooner or later you will flummox to say it too.Even through to Act 3, scene 2 where he has already arranged his second murder and is beginning to think of himself as a great dictator, he still succumbs to the power his wife has over him. Lady Macbeth dominance over him is demonstrated by her commands to a servant, Say to the King, I would ensure his leisure for a few words. She says this as a command or a statement, showing her extreme bossiness over him. This shows us that his fantasy of being great and powerful is untrue, because he still basically is ruled and prepared to listen to her advice and is still not totally dismissive of her opinions.However much he wishes to believe that he is untouchable and brave, he is deeply fearful to the state of irrational, crazy behaviour when he witnesses Banquos ghost.By the end of the play, we see the old(a) Macbeth coming back through, the fair fighting warrior who will battle to his deathEven when he knows his time is up, he acts as a true soldier should he fights to his death and refuses to kill Macduff saying My soul is too charged with the blood of thine already. Does that sound like the words of a ruthless tyrant with no emotions? It doesnt to me.I would sum up Macbeth as an unfortunate character who was led into the path of evil, and continued it through knowing that he had already committed th e ultimate evil and nothing could undo it, or make it any worse. He buckled into the power his wife had over him and let his own ambitions get the punter of him. An unfortunate trail of fate that led him to his own death

Tetewterwtfete

Ms. Czapskis 1st, 2nd, 5th, and 6th Hour Advanced Placement English quarrel and Composition Classes Name __________________________________________ Hour ________ Date _____________________ Introduction to Writing the Precis DIRECTIONS disport thoughtfully answer each of the following questions well-nigh Geoffrey Nunbergs The ism Schism How Much Wallop Can a Simple Word Pack, Ellen Goodmans In Praise of a Snails Pace, and Ronald J. Glassers We be not Immune Influenza, SARS, and the kick downstairs of Public Health. You may write directly on this fakesheet.For Geoffrey Nunbergs The Ism Schism How Much Wallop Can a Simple Word Pack 1. ) What is the utter(a) name of the creator of this article? _____________________ 2. ) Who is this indite? What are his/her expertise in relation to this topic? What is his/her experience with this topic? How did he/she gain his/her cognition to compose this article? Use a absolutely phrase to answer this question _______________________________ _____________________________ ______________________ 3. ) What is the genre of this work (what type of constitution is it)? ________________________________________ 4. ) What is the complete title of the work? _______________________________________________________ 5. ) What is the publication date of this piece of writing? _____________________________________________ 6. ) Is some(prenominal) other interesting or noteworthy publication information include? If so, what? ___________________ 7. ) Please use a rhetorically accurate verb ( much(prenominal) as assert, argue, suggest, imply, offer, etc. ) and a THAT clause containing the major assertion (thesis statement) closely the work.Avoid the use of more than common words such as writes and states. The THAT clause is designed to demand a complete statement a grammatical subject (the topic of the essay) and certify (the claim that is made about that topic). If the THAT clause is not employed, you will end up allowing about an d how to slip out in stating the thesis i. e. , Sheridan Baker writes about attitudes in writing or states how attitudes affect writing neither of which reports what he claims to be true about attitudes. _________________________________________________ ____________________________________________________________ __________________________ 8. ) Explain how the author develops and/or supports the thesis, preferably in chronological sanctify identifying the writing techniques he/she utilized to achieve this. Sometimes it flora best to report the order of development The author develops this assertion first, by applying these techniques to deuce poems second, by providing definitions and third, by explaining the history of each approach. A more universal statement may also work in the second censure The author develops this idea by comparing and contrasting the lives of these two Civil war heroes. In works of literature you may provide a short-change maculation summary Hemin gway develops this idea through a sparse narrative about the initiation of a young boy who observes in unitary night twain a birth and a death. ________________________________________________________ ____________________________________________________________ __________________________ 9. What is the authors apparent purpose of this piece (introduce with the infinitive to)? Try not to simply restate the thesis The authors purpose is to prove that Remember that ones purpose is always to put forward a thesis, but in that location are others as well. The infinitive to phrase should transcend a phrase such as Her purpose is to inform look beyond such a simple response to assess what the author wants the audience to do or to ascertain as a result of reading the work. ____________________________________________ ____________________________________________________________ _________________________ 10. ) Provide a description of the think audience and/or the relationship the auth or establishes with the audience. Ask yourself how the language of the work excludes certain audiences (non-specialists would not understand the terminology children would not understand the irony) in order to see that the author did make certain assumptions about the pre-existing knowledge of the audience. You may also report the authors tone. ____________________________________________________________ ________________ ___________________________________________________________ _________________________ For Ellen Goodmans In Praise of a Snails Pace 1. ) What is the complete name of the author of this article? __________________________________________ 2. ) Who is this author? What are his/her expertise in relation to this topic? What is his/her experience with this topic? How did he/she gain his/her knowledge to compose this article? Use a short phrase to answer this question ____________________________________________________________ ______________________ 3. What is the genre o f this work (what type of writing is it)? _________________________________________ 4. ) What is the complete title of the work? _______________________________________________________ 5. ) What is the publication date of this piece of writing? _____________________________________________ 6. ) Is any other interesting or noteworthy publication information included? If so, what? ___________________ 7. ) Please use a rhetorically accurate verb (such as assert, argue, suggest, imply, claim, etc. ) and a THAT clause containing the major assertion (thesis statement) about the work.Avoid the use of more general words such as writes and states. The THAT clause is designed to demand a complete statement a grammatical subject (the topic of the essay) and predicate (the claim that is made about that topic). If the THAT clause is not employed, you will end up allowing about and how to slip out in stating the thesis i. e. , Sheridan Baker writes about attitudes in writing or states how attit udes affect writing neither of which reports what he claims to be true about attitudes. _________________________________________________ ____________________________________________________________ __________________________ 8. ) Explain how the author develops and/or supports the thesis, preferably in chronological order identifying the writing techniques he/she utilized to achieve this. Sometimes it works best to report the order of development The author develops this assertion first, by applying these techniques to two poems second, by providing definitions and third, by explaining the history of each approach. A more general statement may also work in the second sentence The author develops this idea by comparing and contrasting the lives of these two Civil War heroes. In works of literature you may provide a short plot summary Hemingway develops this idea through a sparse narrative about the initiation of a young boy who observes in one night both a birth and a death. ___ _____________________________________________________ ____________________________________________________________ __________________________ 9. What is the authors apparent purpose of this piece (introduce with the infinitive to)? Try not to simply restate the thesis The authors purpose is to prove that Remember that ones purpose is always to put forward a thesis, but there are others as well. The infinitive to phrase should transcend a phrase such as Her purpose is to inform look beyond such a simplistic response to assess what the author wants the audience to do or to feel as a result of reading the work. ____________________________________________ ____________________________________________________________ _________________________ 10. ) Provide a description of the intended audience and/or the relationship the author establishes with the audience. Ask yourself how the language of the work excludes certain audiences (non-specialists would not understand the terminology childr en would not understand the irony) in order to see that the author did make certain assumptions about the pre-existing knowledge of the audience. You may also report the authors tone. ____________________________________________________________ ________________ For Ronald J.Glassers We are not Immune Influenza, SARS, and the Collapse of Public Health 1. ) What is the complete name of the author of this article? __________________________________________ 2. ) Who is this author? What are his/her expertise in relation to this topic? What is his/her experience with this topic? How did he/she gain his/her knowledge to compose this article? Use a short phrase to answer this question ____________________________________________________________ ______________________ 3. ) What is the genre of this work (what type of writing is it)? ________________________________________ 4. ) What is the complete title of the work? _______________________________________________________ 5. ) What is the p ublication date of this piece of writing? _____________________________________________ 6. ) Is any other interesting or noteworthy publication information included? If so, what? ___________________ 7. ) Please use a rhetorically accurate verb (such as assert, argue, suggest, imply, claim, etc. ) and a THAT clause containing the major assertion (thesis statement) about the work.Avoid the use of more general words such as writes and states. The THAT clause is designed to demand a complete statement a grammatical subject (the topic of the essay) and predicate (the claim that is made about that topic). If the THAT clause is not employed, you will end up allowing about and how to slip out in stating the thesis i. e. , Sheridan Baker writes about attitudes in writing or states how attitudes affect writing neither of which reports what he claims to be true about attitudes. _________________________________________________ ____________________________________________________________ ___ _______________________ 8. ) Explain how the author develops and/or supports the thesis, preferably in chronological order identifying the writing techniques he/she utilized to achieve this. Sometimes it works best to report the order of development The author develops this assertion first, by applying these techniques to two poems second, by providing definitions and third, by explaining the history of each approach. A more general statement may also work in the second sentence The author develops this idea by comparing and contrasting the lives of these two Civil War heroes. In works of literature you may provide a short plot summary Hemingway develops this idea through a sparse narrative about the initiation of a young boy who observes in one night both a birth and a death. ________________________________________________________ ____________________________________________________________ __________________________ 9. ) What is the authors apparent purpose of this piece (intr oduce with the infinitive to)?Try not to simply restate the thesis The authors purpose is to prove that Remember that ones purpose is always to put forward a thesis, but there are others as well. The infinitive to phrase should transcend a phrase such as Her purpose is to inform look beyond such a simplistic response to assess what the author wants the audience to do or to feel as a result of reading the work. ____________________________________________ ____________________________________________________________ __________________________

Yellowstone Super Volcano

The Yellowstvirtuoso volcano is known to many as the most dangerous volcano is America. Right now, the ground underneath Yellowstone National Park is rising at an alarming rate. In fact, it is rising at the rate of about three inches per year., which is practically unheard of. The reason why this is such a concern is because underneath the park sits the Yellowstone supervolcano, the largest volcano in North America. Scientists tell us that it is inevitable that it will erupt again one day, and when it does the devastation will be almost unimaginable. But could it cause a mass extinction? A full-blown eruption of the Yellowstone supervolcano would dump a 10 foot deep layer of volcanic ash up to 1,000 miles away, and it would put much of the United States as uninhabitable. With enough warning, the states near Yellowstone could be evacuated, which would largely debar a great number of deaths caused by the downpour of ash. However, thats just in the short term, the aftermath would be th e problem. For several days, ash would hang in the air, do it difficult to breathe. That blanket of ash covering the country would smother vegetation and pollute the water supply, which will quickly lead to a nationwide viands crisis. As for the rest of the world, it would face a few years of mild climate change caused by the supereruptions ash cloud, which would wrap around the globe, casting earthly concern in shadow for several days and altering the chemical composition of the atmosphere for a decade or so. However, recent research shows the global impacts of supervolcanoes ar less severe than scientists once thought.Scientists now think the vast majority of Earths species would weather a Yellowstone supereruption just fine. They dont see any evidence in the geologic record of mass extinctions coinciding with supereruptions. In conclusion, they dont predict extinctions to result from such geologic events in the future.References1) http//www.nps.gov/yell/naturescience/volcanoq a.htm 2)http//www.livescience.com/20714-yellowstone-supervolcano-eruption.html

Foreign Policy Toward Iraqi Refugees Essay

In 2003, the US war in Iraq fin every last(predicate)y toppled Saddam Husseins dictatorial regime and freed the Iraqi race from the bonds of tyranny. However, the re-establishment of democratic processes and the road to achieving quietness have led to perdition, as Islamist fundamentalism prevailed during the cultural-religious bestowal even at the time prior to Saddams reign of power. The achievement of democracy in the installation of a new Iraqi government instilled the shadow of semipolitical unrest and extreme economic recession, in which the fall of capital of Iraq may have been buried in a deep grave.At present, the violence in Iraq is showing no sign of slowing down and mass of the Iraqi pot continue to suffer trem blockadeously as documented on this account the UN estimates that 2. 6 cardinal Iraqis have fled since 2003 ranging from 40,000 to 50,000 Iraqis leaves their homes every month 2 million take flights to nearby countries and about 1. 8 million of the civil ian populace seek safety device in safer atomic number 18as within Iraq, in which Syria and Jordan are among the countries directly serving the refugees for the past three years, and some have fled to Egypt, Lebanon, Yemen, Iran and Turkey.Meanwhile, almost daily the media reports on the desolation of Iraqi. The Refugee International has accounted for series and continuing street crimes, the prevalence of business closures, human race trafficking, and kidnap-for-ransom cases. In addition, the media said that the documentation of casualties and victims of similar crimes has to be reconciled with at large semblance due inability to locate substantial witnesses and the family of the victims. Goal location The goal of this paper generally seeks to discuss and examine the continuing struggle for survival in Iraq.The product of examination shall be presented through a prey of study pertaining to foreign policy toward Iraqi refugees. In particular, a holistic approach will be undert aken, to (1) identify the extent and magnitude of mass evacuation of refugees, and (2) examine the availability of foreign policies that concern Iraqi refugees. In addition, the objective of the study is to address the long debatable issue on host res publica refugee adoption and to answer the question why and how Iraqi refugees could be hosted by countries like the United States of America but neither by other European countries or in Asia? This question plainly posits the feasible means of a foreign policy that could be adopted if there once that exists, in which this assembling could ventilate the avenues of legislation and to the meanest effort of influencing the public interest for policy initiatives. Background of Study The background of the study focuses on the sub-human conditions of the Iraqi people and their desire to flee from their homeland in exile as refugees. The background based on the plight of the Iraqi refugees will also discuss derivatives of study on foreign policies that acquire the goals of this paper.The additional consideration on the need for enabling a foreign policy for Iraqi refugees could indicate and can be comparatively analyzed with the proportion of violence that links the overall unaccounted number of Iraqi casualties. Thus, the initial indicator is based on the documented report that follows (1) US military killed in Iraq is estimated at 3,973 (2) number of US troops wounded in combat since the war began is 29,203 (3) Iraqi Security Force deaths is 7,924 (4) Iraqi civilians killed is estimated at a range from 81,632 to 1,120,000 (5) internally displaced refugees in Iraq is estimated at 3.4 million. On the other hand, as part of the documented report , the cost of war has accounted to $526 billion to date, with a cost per daytime of $275 million and being estimated at a long- term bill of $3 trillion. In addition, Iraqi unemployment has grown from 25 to 40 percent. Literature Review A brief review of similar literatures will be discussed in this section in enunciate to (1) present the collection of initiatives and collaboration of international entities and governments for refugees, and (2) link the relevancy to the process of this paper.Canada was tasked to assume the role of gavel-holder of the newly established Refugee Working Group (RWG) in January of 1992 as part of the design of the general midway East peace process (MEPP) that created the Expert and Advisory serves blood (EASF) as a Canadian involvement to the Middle East Multilateral Peace Process . The EASF is administered by Canadian International Development Research Centre (IDRC) with funding from the Canadian International Development Agency (CIDA) in partnership with the Department of Foreign personal matters and International Trade (DFAIT).The implementation of EASF for the period of March 2002-2008 works within key policy issues on refugees, in which EASF (Phase 3 IDRC) programs embark on the hire to Palestinian refugees as pa rt of a comprehensive solution, challenges of repatriation and absorption, and gauging and engaging public opinion . In a related purpose, the Georgetown Universitys School of Foreign Service through its Center for International and Regional Studies (CIRS) located in Qatar and the Institute for the Study of International Migration (ISIM) in Washington jointly conducted a study in 2007 regarding this for .The study showed that Iraqis in Jordan and Syria are beneficiaries of two opposing foreign policies, one is the tradition of Arab brotherhood which comprises a political and moral responsibility in providing refuge while the other is an option of Jordan and Syria not to integrate the Iraqis permanency . However, the United Nations High Commissioner for Refugees (UNHCR) considers the Iraqis as prima facie refugees (being registered refugees) who were issued with asylum seeker card in Jordan and refugee cards in Syria.The UN agencies and NGOs have provided immediate support to lesse n the misery. Furthermore, the study team stated that the war in Iraq is not limited to Iraq since it has intensely affected the Middle East region . However, according to a statement of a UK-based NGO, many refugees are denied asylum status, being degraded and are even called as benefit scroungers or fake refugees when they come to the UK . It is obvious that the US and UKs War on Terror is marginalizing refugees still move on as numerous legitimate political movements are labeled terrorist .In addition, based on the statement, the UK has curved entire migrant communities as terrorist suspects in which the anti-terrorism laws have widened the classification of terrorism encompassed with political activities even on those who are against oppressive regimes overseas . Moreover, the US government has recently released a press statement disclosing that about 12,000 Iraqi refugees will be admitted to US before the end of 2008.According to State Departments Senior Adviser James Foley, the Deputy Assistant Secretary of State for Consular Affairs Tony Edison and the Department of democracy of origin Security (DHS) Senior Adviser on Iraqi Refugee Issues Lori Scialabba, Iraqis were identified as potential candidates for emigration to the United States. After a year of redoubled efforts, all of the organizations involved in the process are working together to build a more effective refugee screening program . The three US officials further stated that the US has poured in $171 million in humanitarian assistance to displaced Iraqis both in and outside the country in 2007.However, the UN has appealed for $123 million in 2007 to $261 million for 2008 . Scope and Limitation The scope of work will be composed of a 2-prong method which are (1) on-field and out- field research within the scope of finding available and adequate materials as derivatives in the conduct of evaluation and the actual field validation of data and (2) study review in areas of fitting in the study parameters in view of legislative policy agenda for refugees in order to re-examine the gaps and further conduct of study.Considerably, the aspect of out-filed research may be limited only to accessing the available data sources, such as on-site interviews to various individuals or personalities and gathering of other data materials that are readily available. Perspectives It has been a glaring and presently debatable issue that Iraqi refugees pose a challenge to global governments and communities of progressive people. The parameters of the study believe that Iraq has not yet shoot down the war.While it is true that Iraq was once a captive of political and religious dogmas, the country must still be retained to its sovereign people. The Iraqi refugees is a shame to the least part of developed and even underdeveloped world from Africa to Asian continents because in that part of Middle East lies a bleeding country characterized by the plagues of war. It is in this regard, the study envisions a perspective that would create and supplant the bondage and stigma of war from the life of the Iraqi people.The study also aims to symbolise out the road to recovery, and through that, a foreign policy for Iraqi refugees may guide the ascendancy of moral values and responsibility in order to achieve peace in Middle East and the rest of the world. Conclusion It is clear the Iraqi people continue to walk on the road to perdition due to their long struggle of tyranny. It could be described that the misery after the fall of Baghdad has a continuum in despicable plight.The global partnership in restoring and retaining the democratic processes in Iraq may be a long process and difficult due to the intensely adverse cultural-religious entanglement. Nevertheless, it is necessary to first restore the peoples lives, specifically women, and children. Once this is achieved, it will be no longer hard to once again see the flourishing city of Baghdad where people co-exist in abundant life amidst the barren lands.Bibliography America. Gov, United States to Welcome 12,000 More Iraqi Refugees in 2008 (February 06, 2008) http//www. america. gov/st/peacesec- english/2008/February/20080206160027idybeekcm0. 824032. html Erik Leaver and Jenny Shin, The Iraq Quagmire, Foreign policy in Focus, Institute of Foreign Policy, Washington DC 20036. (March 4, 2008). http//www. fpif. org/fpiftxt/5036 International Development Research Centre (IDRC), Middle East Expert and Advisory Services Fund, Department of Foreign Affairs and International Trade Canada (2008). http//www. idrc.ca/uploads/user-S/12060300201Microsoft_Word_- _EASF_Program_Profile__3__final. pdf Kristele Younes, The Iraqi Refugee Crisis, Foreign Policy in Focus, Institute of Foreign Policy, Washington DC 20036 (March 14, 07). http//www. fpif. org/fpiftxt/4059 Patricia Weiss Fagen, Iraqi Refugees Seeking Stability in Syria and Jordan, Georgetown University Institute for the Study of International Migration (2007). http//www12. georgetown. edu/sfs/isim/Publications/PatPubs/Iraqi%20Refugees. pdf The Refugee Project, 44 Ainger Road, London, NW3 3AT (2008). http//www. therefugeeproject. org/

Middlefield Hospital

As the Chief Executive Office of Middlefield Hospital, it has been brought to my attention by the Chief Financial Officer that our financial performance has been deteriorating for the past six (6) months. It has besides been brought to my attention that the new facility has been admitting much new patients and our admissions submit been declining. The number of uninsured patients has increased over this period of time. The management team has identified well-nigh other interesting facts that are possibly hurting the character of Middlefield Hospital. My determination is that the financial performance of Middlefield Hospital needs to be improved.Research has shown that hospitals are operating on tight budget entirely over the world, and they need to find way to reduce their costs and as well as try to manage productivity in all areas and job categories. I have developed some strategies and recommendations for Middlefield Hospital that testament attend to us to improve the fin ancial performance of the hospital. I will independently address each of the facts discovered by the management team and discuss the proposed recommendations for each. The payer mix of Middlefield Hospital is comprised of more and more Medicare, Medicaid, and uninsured patients and fewer patients have commercial insurance.This has caused a decrease in the net income of the hospital. Therefore, I think we should considering more advertising to increase the new come. Advertising should and will attract more profitable patients. The nearby hospital that competes with Middlefield has opened a wellness concentrate that offers a comprehensive array of preventive and wellness services to the community. Wellness centers canister offer services that are very useful and convenient to the community. Some of these services are skin care and body services, which include fitness services, personalised training and nutrition consulting, chiropractic, holistic medicine, and acupuncture.(http//ww w. salonbuilder. com/info/wellness-centers. html)I also think we should open a wellness center that offers a full service fitness center to accommodate the community. We should look into the services that this other nearby hospital is providing in their wellness center, and we should extend our services to the ones they are not offering. Our wellness center should also include a retail store to allow the patients to purchases the products that we use on them. I know this will require a specially trained staff, and we will make sure that the staff is qualified with all certifications needed.Also, in lieu of the wellness center, we should offer a monthly health fair for new and animate patients. This monthly health fair will also draw new patients to the clients. Most of Middlefields managed care contracts are more than 2 years old. In hopes of getting a handle on the managed care contracts, I would like to assign a team of personnel to particularizedally handle and maintain the he terogeneous managed care contracts. I would like for this team to make sure that we are getting the best out of these contracts. The team will know what our goals are onwards deciding on a managed care contract.Some of the goals that would be considered are Increasing or protecting revenue Aligning with other practices that already contract with the specific Managed Care Organization (MCO) Fostering a relationship with certain MCOs Increasing/protecting our patient panel The Joint Commission survey is scheduled for adjacent year, and there are significant problems with the hospitals quality improvement program. To improve the quality program, each department will be assigned a staff member to follow-up with patients after their hospital stays or visits via email or telephone.We will also send out surveys to all patients for feedback on their visits. Surveys will also be available to visitors for feedback on their visiting experience at the facility and their interaction with the p ersonnel of the facility. Follow up will be very important for providing good quality care. The health plan offered to employees is getting more expensive each year. The benefits director has been asked to look for more cost utile health care plans that are more affordable to our employees. I am working on some financial incentives that I can offer to the employees to help curtail the cost of the health plans.The benefits director will also work with the health care plan providers to ensure that we are choosing the best health plans for our employees. With the strategies and recommendations I have suggested, it is hopeful that Middlefield Hospital will overcome its poor financial performance. I am looking for Middlefield Hospital to supersede its competition and excel with its reputation and performance to the communities and areas that it serves. We strive to provide outstanding health care services to all who utilize our facilities.

Don’t Blame the Eater Essay

In his article dont blame the eater Zinczenko blames the food industry for the obesity epidemic. Zinczenko opens his articles with a own(prenominal) story about growing up eating unbendable food because his parents split up, his mom had to work and he had no other options. He goes on to give statistics on puerility diabetes due to obesity.Zinczenko and then insists that complicating the lack of alternatives is the lack of information about what exactly were consuming. over all Zinczenko is advocating changes in the ready food industry because he believes there is a direct link between obesity, monies spent on fast food advertising and the costs of health care. I agree with Zinczenko that the fast food industry needs to change by as Zinczenko put it providing the nutrition information people need to function informed choices about their products. However I question his claim of not blaming the eater & that the food industry is to blame for todays rate of childhood obesity.After all I do believe as Zinczenko states shouldnt we know better than to eat two meals a day in fast food restaurants? Growing up my parents divorced and, like Zinczenko, I was a latch key kid. Everyday my parents made sure my brother and I had eat for school and dinner that night. As a parent today I understand the pressure of taking care of things, kids, school, work, extracurricular activities, laundry, making dinner and then trying to squeeze in quality time with the family and possibly a social life. With all that going on we always have a choice.I make my family and what they eat a priority, so I make it a point to buy health easy snacks like fruit, yogurt, cheese sticks, and granola bars. Dont get me wrong we buy and eat cookies, and on a Friday night dinner is takeout. But the rest of the week I make it a priority to cook and eat at home. This means planning ahead, it may mean I cook in advance during a really busy week, we bequeath have leftovers once a week and the crockpot at times is my best friend. I do it because the health of my family is important to me and I choose not to present them fast foods.Over all I believe it is the responsibility of the individual and the parents of children to make the right choices and to enlighten themselves and their children about making the right choices and typo educate themselves and their children about healthy eating habits. Hopefully with education and the help of government regulations we can help guide people into making better choices and help fleck disease due to obesity, after all as Zinczenko said the problem isnt just theres its all of ours.

How to Get Rid of the Homeless

For umteen years we whole witnessed the life the uncivilized life of homeless race, and for many years we try to figure come out of the closet a dash to sustain absolve of them. So how undersurface we prevent them from knocking on our car windows asking for spare change, place up signs in our face, sleeping on our busy streets? How can we make them look decent the likes of normal people? What if I tell you there are many solutions on how to pop rid of these people or exercise them for good use? Lets get to the obvious point, how do we get rid of them? Well we can just simply let them die. Yeah it might be too easy of a way to get rid of these people but thats the point.With so many homeless people around, they may cause a lot of overpopulation. They serve no utilisation here because they dont even fit in the statistical reasons for overpopulation. They cant get any jobs so wherefore should they be here. It would make more sense if we just let them go to another place wh ere there are no problems for them if you know what I mean. Another good way of getting rid of homeless people is by eating them, even small children. The small children would score the most nutritional meat. Their meat would be frozen because of the long winters spent outside.Florida is ranked 43 out of 50 in homeless children so you know what this means. This means we normal people wont have to spend a dime at the grocery store, because we would have plenty of children to devour for many years to come. This would not unless end child homelessness but it would also give us a tasty meal for life. If letting the homeless die is too cruel we can also use them to our benefit. What if I tell you that we can use them for good use? How can we make the A. S. P. C. A (The American Society for the prevention of Cruelty to Animals) happy?We all can use the homeless people facial nerve hair as fur coats. We shave them and make their facial hair a sweater or blanket or fur coats. Now granted , it would probably smell but after you wash it a few times the smell probably wont exist anymore. This will not only make us warm during the winter time but it will also make all animal rights activist happier. The purpose of my proposal was to give a better understanding on why we should get rid of and benefit from homeless people. There are many ways that homeless people can be useful or not to us.We can kill them to stop overpopulation or we can use their excessive hairs for our beneficial needs. This would make a huge difference in our world. I wish anyone who reads this proposal gets a better understanding of the meaning The homeless voice. ? Works Cited Smith, J. Ten course of instruction Plan. http//www. endhomelessness. org/section/solutions/ten_year_plan. N. P. , 3 September 2009. Web. 6 Nov 2011. McGrath, J. Ending Homlessness in america. http//www. associatedcontent. com/article/1831995/ending_homelessness_in_america. html. N. p. , 24 June 2009. Web. 6 Nov 2011.

Conflict Process and Management

encroach Process Managing strife Case Studies shapingal impinge Nidhi S Kohli 123720 R L Aparna 123716 Manisha K 123717 Priyanka G 123726 Swetha Joshi 123734 Sri Lakshmi 123732 CONTENTS 1. launching 1. strife demonstrate i. Stephen. P. Robbinss Classification ii. Ashwattapas Compilation 2. MANAGING CONFLICT * struggle Resolution Techniques * involution Stimulation Techniques * Types of Conflict and Resolution 3. CASE STUDIES i.Maruti Suzuki Manesar Plant * Introduction * Findings * Suggestion & Conclusions ii. Indian Health dish out Organization * Introduction * Findings * Suggestion & Conclusions 4. BIBLIOGRAPHY Introduction Conflict Defined It is a process which reckon ups when single c solelyer perceives that an different companionship has prohibitly affected, or is or so to negatively affects, something that the first fellowship c ars about. cardinal principal(prenominal) Schools of Thought * Traditional View A Belief that all told engagements ar harmful a nd should be keep offed. * merciful Relations ViewBelief that impinge is natural and an inevitable outcome in any sort out. It is non only a domineering force but is riotously necessary for a assembly to perform sur slope. CONFLICT PROCESS (As proposed by Stephen Robbins) Stage 1 Potential Op dress or Incompatibility * The first step in the action process is the presence of certain conditions that create opportunities for engagement to arise. * They need non headliner outright to divergence, but one of them is necessary for combat to arise. * These be the SOURCES of booking. They apprise be broadly classified as i. Communication Semantic difficulties, mis brains, and noise * Semantic difficulties arise as a out allow of difference in training, selective perception & undermanned nurture about another(prenominal)s. * Potential to date arises in causa of schooling overload or when information is too less. * Differing word connotations, jargon, insufficient exchange of information & noise in the colloquy channel be antecedent conditions to negate. * The filtering process as information is passed finished different levels of fundamental law offer potential opportunities for passage of arms to arise. i. Structure * Size and specialization of jobs The larger the free radical & more(prenominal) narrow its activities, the greater the interchangeablelihood of impinge. The potential of participation is greatest when ag gathering members ar younger & wriggleover is high. * territorial clarity/ambiguity The greater the jurisdictional ambiguity in precisely defining responsibility for actions, the greater the potential of interlocking, as it sum ups inter- mathematical groups fighting for overcome of re reference works & territory. * Member/ polish incompatibilityGroups within organizations stimulate diverse goals. This potpourri of goals among groups is a major source of affair. * Leadership styles (close or particip ative) Tight & continuous observation with universal control of others behaviors outgrowths contest potential. Also, research geological periods out that familiarity & meshing be highly correlated, because participation en courages the promotion of differences. * Reward dodges (win-lose) Conflict is created when one members gain is at anothers disbursement, specially in a group. simply, if a group is dependent on another group, opposing forces are stimulated if ones gain is at anothers expense. * Dependence/interdependence of groups iii. ain Variables * Differing various(prenominal) value governances The some over come outed variable is social conflict, i. e. differing value systems. They are differences much(prenominal) as prejudices, disagreements over ones contribution in the group and rewards one deserves and the likes. * Personality types Having employees with different or opposing psycheality type, whitethorn lead to conflicts.Eg Individuals who are dogmatic an d highly authoritarian and who demonstrate wiped out(p) esteem whitethorn lead to potential conflict. Stage 2 Cognition and Personalization If the conditions cited in full stop 1 negatively affect something that one political party plows about, then the potential for opposition or incompatibility deceases actualized in the second stage. The antecedent conditions tidy sum only lead to conflict when one or more of parties are affected by, and aware of, the conflict. As we noted in our definition of conflict, perception is required.Therefore, one or more of the parties must be aware of the existence of the antecedent conditions. However, because a conflict is sensed does not bastardly that it is soulfulnessalized. guinea pig A whitethorn be aware that B and A are in heart imparting disagreement but it may not make A tense or anxious, and it may hold no effect whatsoever on As affection towards B. It is at the felt level, when idiosyncratics vex emotionally involved, th at parties experience perplexity, tension, frustration or hostility. IMPORTANCE OF STAGE 2It is where conflict edits black market to be defined. It is the stage where the parties decide what the conflict is about. As a result this sense making is critical because the mood a conflict is defined goes a long vogue towards establishing the sort of outcomes that might settle it. Example if I define our salary disagreement as a zero sum situation that is, if you both(prenominal)er the outgrowth in deport you want, thither forget be scarcely that amount less for me- I am going to be far less pull up stakesing to via media than if I frame the conflict win- win situation (i. e. the dollar in the salary pool might be increased so that both of us could get the adds pay we want) ROLE OF EMOTIONS IN STAGE 2 Emotions guide a major role in shaping perceptions. As they are classified into deuce i) Negative emotions- to ready over simplification of issues, reduction in trust, and nega tive interpretations of the other partys behavior. ii) Positive emotions- to increase the functionency to see potential relationships among the ingredients of business, to take a broader captivate of the situation and to develop more groundbreaking solutions. Stage 3 IntentionsIntentions are decisions to act in a go forthn carriage in a conflict. Intentions intervene amid battalions perception and emotions and their behaviour. The dimensions of determinations are * Cooperativeness (the degree to which one party attempts to satisfy the other partys concerns) * Assertiveness (the degree to which one party attempts to satisfy his or her own concerns) Using these 2 dimensions five conflict handling intentions dismiss be identified. When concern for the self-importance is low, they could be unassertive and if concern for the self is high, they could be very assertive.If the concern for others is low then they tend to be uncooperative and vice versa. 1) Competing When one pe rson set abouts to satisfy his or her own interests regardless of the squeeze on the other parties to the conflict, he/she is competing. A competing style is high on assertiveness and low on cooperativeness. Competing style may be necessary when a quick, decisive action is required or when unpopular courses on important issues need to be implemented such as cost cutting and ensure a staff member. In addition this style may be required when you k directly you are right is an issue. ) Collaborating A situation in which the parties to a conflict from from each one one desire to satisfy to the full the concerns of all the parties. In collaborating, the intention of the parties is to solve the problem by clarifying differences or else than by suit various points of view. A collaborating style is high on both cooperation and assertion. The parties to a conflict view it as a problem solving situation. A problem solving court requires the chase conditions * The parties to a confl ict channel their energies in solving the problem rather than defeating each other. The goals, opinions, attitudes and feelings of all parties are accepted * The parties should insure that the conflict issue derriere make an effective contribution to the grapheme of human relationships if the issue is puzzle out through a supporting and trusting climate. A critical concept is here that no pick is assigned to anyone and the issue is kept in focus. It is time consuming and may be costly when numerous individuals are involved. It can be utilize in following situations * When there is a high level of trust When you dont want to have full responsibility * When you want others to too have ownership of solutions * When the people involved are go outing to change their thinking as more information is found and sore options are suggested 3) AvoidingA person may recognize that a conflict exists and want to withdraw from it or suppress it. Avoiding entangles seek to just force ou t a conflict and avoiding others with whom you disagree. Avoiding might take the form of stakesponing an issue for a better time or simply withdrawing from a threatening issue.An avoiding style may deliberate a failure to address important issues and a tendency to re primary(prenominal) neutral when there is a need to take position. It can be advisable in situations like * When more information is unavoidable to take a good decision * When you desire that people should cool ingest so that they call up their perspective after which tension may be handled properly and productively * When someone else can separate the conflict more effectively 4) Accommodating when one party seeks to appease an opponent, that party may be willing to place the opponents interests above his or her own.One party is willing to be renunciative in order to maintain the relationship. This style is low in assertiveness and high in cooperativeness. A person who uses this style may be projecting too litt le concern for personal goals as a result it may lead to lack of influence and recognition. The conflict is figure outd without each party to a conflict testifying his or her own views. This style may be useful in following situations * When maintaining harmony is more important * A conflict issue is more important to other person * Where relationships involved are more highly valued then a conflict issue ) e nettic A situation in which each party to a conflict is willing to give up something. Compromise is a commonality and practical glide slope to conflict management, in which two equally cockeyed and persuasive parties attempt to work out a solution. It is an important style to settle complex issues in the short run. It can also be used as a backup mode when both collaboration and competition fail to work effectively in result the conflicts. Conclusion Intentions provide general guidelines for parties in a conflict situation. They define each partys purpose. Yet people int ention is not fixed.During the course of conflict, they might change because of an emotional reaction to the behavior of other party. Stage IV Behaviour * The behaviour stage includes the statements, actions and reactions of irrelevant parties. * This conflict behaviour is sporting attempts to implement each partys intention. * It is a dynamic process of interaction with a continuum. * Outcome maybe functional-improving group surgical operation OR nonadaptive-hampering group performance. * When most people think of conflict situation they tend to focus on stage IV because this where conflict becomes visible.The behaviour stage includes the statements, actions and tenabilitys made by the conflicting parties. These conflict behaviours are usually exposed attempts to implement each partys intentions, but they have stimulus quality that is separate from intentions. As a result of miscalculations or unskilled enactments, overt behaviour sometimes deviates from pilot intentions. * It alleviates to think of stage IV as a dynamic process of interaction. For Example you make a demand on me, I respond by arguing, you threaten me, I threaten you back, and so on. * every conflicts exist somewhere along this continuum.At the lower part of the continuum, we have conflicts characterized by subtitle, indirect and highly controlled forms of tension, such as a student questioning in class a point the instructor has just made. Conflict intensities escalate as they move upward along the continuum rage. * The outcomes may be functional or dysfunctional. structural -improving group performance. Dysfunctional -hampering group performance. For the most part, conflicts that reach the upper ranges of the continuum are almost ever dysfunctional. Functional conflicts are typically confined to the lower range of the continuum.STAGE V Outcomes The action-reaction interplay amid the conflicting parties results in consequences or outcomes. These outcomes may be * Functional in t hat the conflict results in an improvement in the groups performance, or * Dysfunctional in that it hinders group performance. Functional conflict A functional conflict is a face-off amongst groups that enhances and benefits the organizations performance. * For example, two plane sections in a hospital may be in conflict over the most efficient and adaptive method of delivering health care to low-income rural families.Two departments agree on the goal but not on the performer to achieve it. * some(prenominal) the outcome, the low-income rural families probably will end up with better medical care once the conflict is settled. Without this type of conflict in organizations, there would be little commitment to change, and most groups would become stagnant. Functional conflict can lead to increased awareness of problems that need to be addressed, result in broader and more productive searches for solutions, and generally facilitate positive change, adaptation, and innovation.Dysfu nctional conflict A dysfunctional conflict is any confrontation or interaction between groups that harms the organization or hinders the achievement of organizational goals. Management must seek to eliminate dysfunctional conflict. Beneficial conflicts can ofttimes turn into harmful ones. In most cases, the point at which functional conflict becomes dysfunctional is impossible to identify precisely. The same level of stress and conflict that creates a healthy and positive movement toward goals in one group may prove highly disruptive and dysfunctional in another group.A groups tolerance for stress and conflict can also depend on the type of organization it serves. Auto manufacturers, professional sports teams, and crisis organizations such as constabulary and fire departments would have different points where functional conflict becomes dysfunctional than would organizations such as universities, research and culture firms, and motion-picture exertion firms. Conflict can be consi dered as functional or dysfunctional depending on its effectuate on the organizational performance. Conflict also affects relationships within and between groups in several ways.We will look first at changes that typically occur within conflicting groups and then at the changes that occur in the relations between such groups. mixtures within Groups Within groups engaged in conflict, the following changes are oftentimes observed 1. scratch line, impertinent threats such as conflict bring about increased group cohesiveness. As a result, groups engaged in conflict become more attractive and important to their own members. 2. change magnitude cohesiveness suggests that conformity to group norms becomes more important. This may take the form of blind acceptance of dysfunctional solutions to the conflict.This is referred to as the wildness on loyalty. 3. Ongoing conflict also stimulates an emphasis on task performance. completely efforts within each conflicting groups are directe d towards run across the challenge posed by other groups, and concerns about individual satisfaction lose importance. 4. A sense of urgency surrounds task performance defeating the resistance becomes uppermost, and there is much less goofing off. 5. In addition, when a group is in conflict, otherwise reluctant members will often submit to autocratic leadership to manage crisis, perceiving participative decision making as slow and weak. . A group in such circumstances is also likely to place much more emphasis on standardized procedures and centralized control. Changes between Groups In addition to these four changes within groups, four changes often occur in relations between conflicting groups 1. Hostility often surfaces in the form of tough we-they attitudes. Each group sees itself as virtuous and other groups as enemies. 2. During conflicts, the perceptions of each groups members become distorted. Group members develop stronger opinions of the importance of their unit. The mar keting group in a business organization may think, Without us selling the product, there would be no money to pay anyone elses salary. * The action group, meanwhile, will say, if we dont make the product, there is nothing to sell. 3. The final change between groups is reduced communication. This can be peakly dysfunctional. The decision-making process can be disrupted, and the customers or others whom the organization serves can be affected. PROCESS OF CONFLICT (As Proposed by Ashwathappa) The process of conflict comprises of five stages 1. Latent Conflict 2.Perceived Conflict 3. felt up Conflict 4. clear Conflict 5. Conflict Outcome 1. Latent Conflict When two or more parties need each other to achieve desired objectives, there is potential for conflict. Other antecedents of conflict such as interdependence, different goals, and so on do not automatically create conflict. But when they exist, they make it possible. Latent conflict often arises when a change occurs. Conflict i s likely to be caused by a budget cutback, a change in organizational direction, a change in personal goals or the assignment of a new project to an already overloaded team.Antecedents of conflict * Incompatible personalities or value systems. * Overlapping or unclear job boundaries. * Competition for limited resources. * Inadequate communication. * Interdependent tasks. * Organizational complexity (conflict tends to increase as the number of hierarchical layers and specialized tasks increase). * Unreasonable or unclear policies, standards or rules. * Unreasonable deadline or extreme time pressure. * Collective decision making (the greater the number of people participating in a decision, the greater the potential for conflict). * Decision making by consensus. Unmet expectations (employees who have unrealistic expectations about job assignment, pay or promotions are more prone to conflict). * Un dogged or suppressed conflict. 2. Perceived Conflict This is the stage at which members become aware of a problem. Incompatibility of needs is perceived and tension begins as the parties begin to worry about what will happen. But no party feels that it is be overly threatened. 3. snarl Conflict At this stage, parties become emotionally involved and begin to focus on differences of opinion and opposing interests- sharpening perceived conflict.Internal tensions and frustration begin to crystallize around specific, defines issues, and people begin to build an emotional commitment to their position. 4. Manifest Conflict At this stage, parties engage in actions that help achieve own objectives and thwart those of others. Conflict behaviours divert from the subtle, indirect and highly controlled forms of interference, to direct, aggressive, violent and uncontrolled struggle. At the organisational level, strikes or lock-outs are the result. 5.Conflict Outcome The conflict finally results in an outcome, which may be functional or dysfunctional. * Functional conflict refers to confrontation between two ideas, goals and parties that improve employees and the organisations performance. * Dysfunctional conflict is the negative side of functional conflict. * If the conflict is handled well, the result is functional conflict. * If the conflict is mishandled, the consequence is dysfunctional conflict. MANAGING CONFLICT 1. CONFLICT RESOLUTION TECHNIQUESProblem solving Face-to-face meeting of conflicting parties to identify result conflict through plainspoken talk overion Super ordinate goals Creating a shared out goal that cannot be learned without the cooperation of each conflicting party working out of resources Expansion of resources can create a move on-WIN situation Avoidance Withdrawal from, or suppression of the conflict Smoothing Playing down differences while emphasizing common interests between conflicting parties Compromise Each party to the conflict gives up something of value Authoritative command Management uses its formal authority to re solve the conflict, then communicates it to the conflicting parties fixture human variables Using behavioral change techniques, such as human relations training to bowdlerise attitudes behaviors that cause conflict Altering structural variables Changing formal organizational structure interaction of patterns of conflicting personalities through ob design, transfers, creating of coordinating positions and so on 2. CONFLICT STIMULATION TECHNIQUESCommunication Using ambiguous or threatening messages to increase conflict levels Bringing in outsiders Adding employees to a group whose backgrounds, values attitudes or theater directorial styles differ from those of present members Restructuring the organization Realigning work groups, altering rules regulations, increasing interdependence, making similar structural changes to disrupt the status quo Appointing a Devils Advocate Designating a critic to purposely argue against majority positions held by the group. TYPES OF CONFLICT RESOLUTION 1) INTRA PERSONAL CONFLICT 2) INTER PERSONAL CONFLICT 3) INTRA throng CONFLICT 4) INTER conclave CONFLICT 1. INTRA PERSONAL CONFLICT Intra personal conflict refers to the discord that occurs within an individual.It is also called Intra individual Conflict or Intra psychic Conflict and is often studied by psychologists and personality theorists who are interested in the dynamics of personality and factors that pre-dispose people to inner conflicts. * Intra personal conflict can develop out of a persons thoughts, ideas, emotions, values and pre-dispositions. This type of conflict is important because we encounter it on a free-and-easy basis and have to negotiate through it. * Though conflicts are usually viewed as negative, intra personal conflict has certain benefits. Healthy conflict provides an individual with the skills necessary to develop better relationships, gain an understanding of oneself, increase resolution skills and avoid negative and electronegativ e reactions.Intra personal conflict can be disruptive and disagreeable if we do not understand our own needs and desires. Therefore, it is important to understand our deep emotions and interests and stay in touch with ourselves. Causes of Intra personal Conflict Intra personal conflict occurs when there is incompatibility or inconsistency among an individuals cognitive elements. It implies that a new cognitive element is at variance with a forward explanation or expectation. Causes * Difficulty in making a decision because of uncertainty. * Individuals are pushed or pulled in opposite direction, i. e. , attractive or unattractive alternatives. * Simultaneous forces of about equal strength. A person is motivated to engage in two or more mutually pocket situations. * When a person is required to perform a task that does not match his/her expertise, interests, goals and values. Intra personal conflict also arises from frustration, numerous roles which demand equal attention but is n ot always possible to devote, goals having both negative and positive aspects, cognitive dissonances, and neurotic tendencies. Conflict from Frustration Frustration occurs when a motivated drive is stop before a person reaches a desired goal. GOALS (Reduction of Drives fulfills Deficiency) BARRIERS i. Overt ii. Covert DRIVE (Deficiency with Direction)NEED (Deficiency) ( DEFENCE MECHANISMS A. assault B. Withdrawal C. Fixation D. Compromise FRUSTRATION * An individual driven by an inner state of insufficiency engages in some action to fulfill the deficiency. * But his/her attempts to reach the goal are checked by barriers which may be Overt (external) or Covert (internal). * The overt barriers may be social or non-social * The social barriers are those which are placed by others in the way of reaching ones goal. * The non-social barriers include floods, power failures, etc. * The covert barriers are those which are inherent or within an individual. These last longer than the exter nal barriers. The internal barriers include physical weakness, disabilities, personal limitations like lack of skill and intelligence, etc. * Blocked by these barriers, an individual becomes frustrated for being unable to reach his/her goal. * Frustration normally triggers defence mechanism mechanisms in the person. Defence mechanisms refer to unconscious processes that protect an individual from anxiety, stress, external threats, etc. * They do not alter the objective conditions of danger, but simply change the way a person perceives it. They involve an element of self-deception. * The frustrated individual adopts any of the four defence mechanisms Aggression, Withdrawal, Fixation or Compromise. Aggression refers to the attack of the barriers, physically or symbolically. * Withdrawal refers to backing away from the barrier. * Fixation refers to the continuation of efforts to break the barrier. * Compromise refers to the search for a new goal. * Conflict occurs in all the defence m echanism situations. Goal Conflict Goal conflict is more complex than conflict from frustration and occurs when the growth of one goal excludes the possibility of attaining another. There are four major forms of goal conflict. They are 1. Approach-Approach Conflict 2. Approach-Avoidance Conflict 3. Avoidance-Avoidance Conflict 4. Multiple Approach-Avoidance Conflict 1. Approach-Approach Conflict This conflict arises when the individual is caught between two or more positive but mutually exclusive goals. * Approach-Approach conflict is hardly a conflict at all, because whichever choice the individual makes, he/she will attain a positively valued outcome. * such a conflict is easily resolved by delicious one goal first, then the other- Eg. Eating first and then sleeping. * Alternatively, this conflict is resolved by plentiful up on one of the goals. Obviously, Approach-Approach conflict does not generate much anxiety. Unfortunately, Approach-Approach conflict does not always end a s stated. Often, when the choice is made, decision regret may occur. The option not chosen now becomes more attractive, simply because it was not chosen.Decision regret may lead decision makers to reconsider the positive aspects of the chosen option and give them more weight to justify and validate the decisions made. 2. Approach-Avoidance Conflict * This conflict occurs when an individual is at the same time attracted to and repelled by a single goal object. * If the reason to avoid the goal is stronger than the motive to approach it, the person will be caught where the strengths of the motives are roughly equal. * As the person moves towards or away from the goal, the relatively stronger motive takes over and brings the person back to the point where he/she vacillates. Generally, the Approach-Avoidance conflicts that are most pervasive and difficult to resolve take place in the following i. Independence vs.Dependence In times of stress, a person feels like resorting to the depe ndency characteristic of childhood, to have someone take care of a person and solve his/her problems. But he/she is taught to stand on his/her own feet which is a mark of maturity. ii. Co-operation vs. Competition A person is taught to deal with others and make a success of ones own efforts. At the same time, one is taught to co-operate and be helpful to others. iii. Impulsive Expression vs. Moral Standards every societies place some degree of regulation upon beat control. just abouttimes. A persons impulses may conflict most frequently with normal standards, and violation of these standards may generate strong feelings of guilt.The Approach-Avoidance conflict is most relevant to the study of Organizational behaviour. Generally, organisational goals have both positive and negative aspects for organizational participants, and hence, it may arouse a great deal of conflict within a person and can actually cause the person to vacillate anxiously at the point where approach equals e vasion. 3. Avoidance-Avoidance Conflict * This conflict occurs when an individual is agonistic to choose between two mutually exclusive goals, each of which possesses unattarctive qualities. The net result is that a person is caught between two options. * Faced with an Avoidance-Avoidance conflict, most people will vacillate between the two options, without resolving the conflict. In the context of an organization, Avoidance-Avoidance conflict may be exemplified by a worker who is caught in the dilemma of bearing with the superioriorvisor whom he detests most and quitting the organization and remaning jobless. Two kinds of behaviour are likely to be conspicuous in Avoidance-Avoidance conflicts. * The first is vacillation. As the growth of a goal increases, the closer a person gets to the goal. As the person approaches a negative goal, he/she finds it progressively repelling. Consequently, the person tends to withdraw, but when a person does this, he/she comes closer to the negat ive goal and finds it in turn increasing the negative valence. * A second feature of this kind of conflict is an Attempt to Leave the conflict situation.Theoretically, a person might escape Avoidance-Avoidance conflict by running away from it altogether. But in practice, however, there are additional negative goals in the periphery of the situation and these pr charget us from leaving. A person in Avoidance-Avoidance conflict may resort to other means to get relief from anxiety aroused by the conflict. 4. Multiple Approach-Avoidance Conflict Often we are confronted with several possibilities for action, each having several sought after and undesirable features. A conflict of this type in which two alternatives- both involving positive and negative features- is referred to as a Double Approach-Avoidance Conflict or a Multiple Approach-Avoidance Conflict. intention Conflict The final reason for intra-personal conflict is the need of an individual to play several roles simultaneously but finding time and resources inadequate to do so. * Role conflict is a type of social conflict caused from an individual being forced to take on separate and incompatible roles. * Role conflicts can occur individually, as in the case of one person being torn between separate roles for different organizations or groups, or within an organization, when an individual is asked to perform multiple roles in the same group. * Although all the roles which individuals bring into the organization are relevant to their behaviour in the study of Organizational behaviour, the organizational role is the most important. cognitive Dissonance * Cognitive Dissonance can lead to intra-personal conflict. Dissonance is the state of psychological discomfort or conflict created in people when they are faced with two or more goals or alternatives to a decision. * Although these alternatives occur together, they do not belong or fit together. * Cognitive Dissonance occurs when individuals recognize incon sistencies in their own thoughts and behaviours. * Such inconsistencies are stressful and uncomfortable, leading to intra-personal conflict. * Employees seek to remove inconsistencies by changing thoughts and behaviours, or by obtaining more information about the issue that is causing the dissonance. But cognitive dissonance, till it is removed, remains a source of conflict. Neurotic Tendencies These are irrational personality mechanisms that an individual uses that create inner conflict. In turn, inner conflict often results in behaviours that lead to conflict with other people. * One example of neurotic action is the excessive use of tight organizational controls by neurotic managers, because they distrust people. Their excessive distrust and need to control, triggers conflict with others, especially subordinates who come to feel micromanaged and distrusted. * A common reaction to leaders with neurotic tendencies is either overt (open) or covert (hidden) aggression and hostility. Subordinates often try to settle the score and protect themselves from further abuse. These actions give the manager an flat stronger sense of employee worthlessness. The managers hostility and attempts to control and punish become even more vigorous. STRATEGIES FOR RESOLVING INTRA-PERSONAL CONFLICTS Intra-personal conflict arises from frustration, competing roles, or goals having positive or negative aspects. 1. Conflict from Frustration * To the extremity that conflict from frustration results from blocked goal realization, removal of barriers (overt and covert) will help resolve this conflict. It is the managers responsibility to clear his employees path for advancement in his career. * Frustration is not always bad- it may contribute to improved performance.The frustrated individual may divert his attention from barriers, towards his job and try to show better results. * This is particularly true with an individual who has a self concept that includes confidence in being able to do a job well. But this is no consolation for a manager to ignore the frustration of an employee. If conflict from frustration is not resolved for long, the manager will be running the risk of losing the services of a competent and sincere employee. 2. Goal Conflict Goal conflict has third base main dimensions approach-approach conflict, approach-avoidance conflict and avoidance-avoidance conflict. * Of the three, approach-approach conflict has the least impact on organisational behaviour.The managers involvement is not needed to resolve the conflict. It is best resolved by the employee himself/herself. The well known theory of Cognitive Dissonance helps the individual resolve the approach-approach conflict. The theory states that the person experiencing dissonance will be highly motivated to reduce or eliminate it and will actively avoid situations and information which would increase it. * Approach-avoidance conflict can be resolved by refusing to select either approach (po sitive aspect) or avoidance (negative aspect) choice. But an organizational member cannot avoid the conflict situation. He/she is forced to make a decision, and is therefore, exposed to conflict.This conflict too can be resolved in the same way as cognitive dissonance having decided either way (approach or avoidance), the individual may contradict the decision. The manager has a responsibility to help the individual defend his/her choice. * Avoidance-avoidance conflict may be resolved by examining and solving the problems causing the conflict. An understanding of the reasons may help a person to overcome any prejudice he/she has developed against another person. Sound counselor-at-law from another person will be highly useful to the affected party. 3. Role Conflict Role conflict can be resolved by minimizing the number of roles and fixing priorities for them. Once the priorities are determined, there must be no overlapping of roles. Much of the intra-personal conflicts in an organ izational member can be resolved by developing compatibility between his/her personal and organizational goals. * A realization that he/she is work for the organisation and not for the managers will help him/her regain his/her balance and remain cool, irritants and hassles notwithstanding. The best solution for intra-personal conflict is to look to Hindu Philosophy and learn a valuable lesson from it. According to the philosophy, an individual is composed of three Gunas or psychogenic substances. They are Sattwa, Rajas and Tamas. * Sattwa It means Purity, Serenity, Poise, Calmness, Discrimination, Compassion, Clarity, Goodness, Altruism, Dispassion, Contentment, etc. , or together known as ILLUMINATION. Rajas It means Love of Fame, Passion, Lust, Strife, Impatience, Jealousy, Pride, Display of Power, etc. , or together known as MOVEMENT. * Tamas It means Anger, Pride, Ignorance, Stolidity, Offering Resistance, Inertia, forgetfulness, Confusion, Darkness, Brutality, etc. , or togeth er known as OBSTRUCTION. It is essential that one should develop sattwic gunas in oneself, be it the manager or the managed. One can develop sattwic quality by reading holy scripts, regular prayers, abject with pious people, and leading a disciplined life. Unfortunately, modern organizations are filled with people who are imbedded with rajasic or tamasic qualities. Hence, the absence of harmonious industrial relations. 2. INTER- PERSONAL CONFLICTToo often when a conflict occurs between supervisor-subordinate, employees-customers, coworkers, or even friends, there tends to be either a fight (personal attacks) or a trajectory (embarrassed silence or leaving) response. Neither is an effective way of handling interpersonal conflict. More appropriate for resolving conflict and preserving positive relationships would be to follow this process. 1. Allow time to cool off. 2. Analyze the situation. 3. State the problem to the other person. Some other strategies for resolving conflicts are * LOSE LOSE In this lose-lose approach to conflict both the parties lose. This approach can take several forms. One very common approach is to compromise or take the middle ground in a dis spewe. A second form can be to pay off one of the parties in the conflict.These payments can take the form of bribes. A third approach can be to use an outside party or arbitrator to settle the dispute. A fourth approach can be to resolve the conflicts through the existing rules and law. It can sometime resolve the conflicts but the results are not always as desirable as win-lose and especially win-win approach. Lose-lose conflict is damaging and unhealthy to a relationship. Some people try to avoid conflict because they feel its negative and will hurt someones feelings. People like this will lose out because they dont give their honest opinion or feedback. They become too concerned with how other people feel at the expense of their own feelings. WIN LOSE A win-lose conflict means just thatwin o r lose. Its a type of conflict where just one person wins the argument while the other one feels bad. Its a game to those who view conflict as a battle to win at all times and at the expense of another persons loss. The win-lose approach is often used in American business settings. The primary emphasis is on winning all you can, overstate your position, and make decisions quickly. In contrast to this, the Japanese approach to business focuses on team work, cooperation, saving face, avoiding confrontation, understating your position, informally letting others know the bottom line, and reaching areas of agreement.Though win lose outline helps diffuse conflict, it may not be a constant solution since the loser will tend to be bitter The following points make the system more clear * There is a clear we-they distinction between the parties. * The parties see the issue from their own point of view. * The emphasis is on the solution rather than on the values, goals and objectives. * The re is no planned sequence of activities. * WIN WIN It is the most desirable way of resolving conflicts. In this situation, the energies and struggles are directed to solve the problem rather than beating the other party. The outcomes of this approach are so that both the parties are happy and results have benefits for both the parties.Although this is the difficult most strategy to solve the problems but this should be goal of the managers to resolve interpersonal conflict Interpersonal conflicts arise in every workplace. Supervisors may help reduce the number and severity of these conflicts by * Emphasizing that employee must, despite their differences, march each other with respect, dignity and fairness. * Eliminating a justificative climate in which employees judge and criticize each other, have hidden agendas and are close-minded to new ideas and changes. * Establishing a supportive climate where employees openly discuss and understand each others ideas and concerns, are will ing to listen to each other, and focus on accomplishing their work and group goals. Providing training to employees on improving communication skills and settling differences effectively and on a timely basis. WAYS OF RESOLVING INTERPERSONAL CONFLICTS The Defusing Technique The other person might be angry and may come to the situation armed with a number of arguments describing how you are to blame for his or her unhappiness. Your goal is to address the others anger and you do this by simply agreeing with the person. When you find some truth in the other point of view, it is difficult for the other person to maintain anger. Empathy Try to put yourself into the shoes of the other person. See the world through their eyes.Empathy is an important listening technique which gives the other feedback that he or she is being heard. There are two forms of empathy. Thought Empathygives the message that you understand what the other is trying to say. You can do this in conversation by paraphras ing the words of the other person. * Exploration pray gentle, probe questions about what the other person is thinking and feeling. Encourage the other to talk fully about what is on his or her mind. For example, Are there any other thoughts that you need to share with me? * Using I Statements dart responsibility for your own thoughts rather than attributing motives to the other person.This decreases the chance that the other person will become defensive. For example, I feel pretty upset that this thing has come between us. This statement is much more effective than saying, You have made me feel very upset. * Stroking Find positive things to say about the other person, even if the other is angry with you. Show a respectful attitude. For example, I genuinely respect you for having the courage to bring this problem to me. I admire your strength and your caring attitude. 3. INTRA GROUP CONFLICT * Intra-group conflict refers to the incompatibility, Incongruence, or disagreement a mong the members of a group or its subgroups regarding goals, functions, or activities of the group. In Intra-group conflict the majority of the members of a group or its subgroups must be involved. Importance of groups * First, groups are the building blocks of an organization. * Second, groups provide the primary mechanism for the development of organizational goals. * Third, groups provide psychological and other support to the individual members. The definition of a group should include the following * A group must consist of two or more members. * A group must possess a stable structure * The members should be interdependent. * The members should interact with each other. * The members should work toward the attainment of a common goal(s). Types of Groups Groups can be broadly classified as formal or informal. 1.Formal Groups These are further classified as follows * line of work/Functional Groups Fiedler (1967) classified task groups into three types according to the person ality of task interdependencies among group members in attaining their group objectives. * Interacting group * Coaching group * Counteracting group * Project Groups 2. unceremonious Groups These are further classified as follows * Interest Groups * Friendship Groups Effects of Intra-group Conflict * Quality and sum of team performance are considerably higher in competitive than cooperative conditions, * Heterogeneous members and serial conflicts of interest and opinion produce better solutions to standardized sets of solutions. Affective conflict negatively influences group performance, group loyalty, work-group commitment, job satisfaction, and intent to stay in the present organization. Sources of Intra-group Conflict * Leadership Style * billet A. * Situation B. * Situation C. * Universalistic approach and contingency approach, * i. e. , System IV for Likert and high concern for both production and people for Blake and Mouton) * Leadership can influence other variables, such as task structure, group composition, and size. * Task Structure * Routine (Simple, defined goals, procedures) * Non-routine (Complex) * Group Composition * Size * Cohesiveness and Group thinkingExternal Threats 1. The external conflict needs to involve some threat. 2. The external conflict must affect the entire group and all its members equally and indiscriminately, and involve a solution. 3. The group needs to have been an ongoing one with some exist cohesion or consensus, and to have a leadership that can authoritatively enforce cohesion (especially if all the members of the group do not feel the threat). 4. The group must be able to deal with the external conflict, and to provide emotional comfort and support to its members. Intervention * Process * Team building * Structural * Change group membership * Changing the group size Altering the task * Changing the reward system * Modifying rules, procedures and appeal system. STRATEGIES FOR RESOLVING 1. Invulnerability 2. Rationale 3. Morality 4. Stereotypes 5. Pressure 6. Self-Censorship 7. Unanimity 8. Mind guards 4. INTER GROUP CONFLICT Intergroup relations between two or more groups and their respective members are often necessary to complete the work required to operate a business. Many times, groups inter-relate to accomplish the organizations goals and objectives, and conflict can occur. Some conflict, called functional conflict, is considered positive, because it enhances performance and identifies weaknesses.Dysfunctional conflict, however, is confrontation or interaction between groups that harms the organization or hinders attainment of goals or objectives. Causes of Intergroup Conflict * One of the most prominent reasons for intergroup conflict is simply the nature of the group. Other reasons may be work interdependence, goal variances, differences in perceptions, and the increased demand for specialists. * Also, individual members of a group often play a role in the initiation of group conflict. Any given group embodies various qualities, values, or unique traits that are created, followed, and even defended. * These clans can then distinguish us from them. Members who violate important aspects of the group, and especially outsiders, who offend these ideals in some way, normally receive some type of corrective or defensive response. * Relationships between groups often reflect the opinions they hold of each others characteristics. When groups share some interests and their directions seem parallel, each group may view the other positively however, if the activities and goals of groups differ, they may view each other in a negative manner. * When trying to prevent or correct intergroup conflict, it is important to consider the history of relations between the groups in conflict. * History will repeat itself if left to its own devices. Limited resources and reward structures can cheer intergroup conflict by making the differences in group goals more apparent.Resolving Inter -group conflict The approaches available for resolving intra-personal and inter-personal conflicts can be used to solve inert-group disputes too. However, certain unique approaches are available for resolving inter-group conflict. They are 1. Problem-solving problem-solving is considered to be the most effective approach available as it emphasizes the attainment of the common interest of both conflicting parties. In the problem-solving strategy, attempts are made to find a solution that posits or integrates the need of both the parties. The two parties work together both to define the problem and to identify mutually satisfactory solutions.Moreover, there is open expression of feelings as well as exchange of task related information. 2. Organisation redesign changing organisational structure is another approach for resolving conflict, particularly when the sources of conflict come from the coordination of work among different departments or divisions. One way of redesigning organis ations is to reduce task inter dependence between groups and give each group clear responsibilities. Another way is to transfer or exchange members of conflicting groups. An appeal system may also be developed to eliminate the arbitrary use of power. 3. Super ordinate goals appealing to super ordinate goals is another way of resolving conflict.The super ordinate goal is a common goal of both conflicting parties and the combined efforts of both parties will be needed to realize the goal. It takes precedence over other goals which may separate the conflicting parties. Survival of the organisation for example, can be a super ordinate goal. Creating awareness that the organisations survival will be jeopardized if conflicting groups do not work in unison and can have a salutary effect on disputing parties. 4. Expansion of resources to the extent that scarce resources cause conflict, removing their scarcity will help resolve conflict. If Upgradation of ones position has caused ripples els ewhere, some more jobs might be similarly upgraded.If increased budget allocation to one department has caused heart burn to the members of rival departments, the rival divisions allocation can also be correspondingly increased, and so on. 5. Avoidance when the issue is trivial, avoidance strategy will be useful. In the avoidance strategy, the party or parties to the conflict may either withdraw from the conflict or conceal the incompatibility. In the first instance, one of the conflicting parties or both will withdraw from the conflicting situation. Where avoidance is not possible, concealing the fact by either or both conflicting parties that there is conflict may help defuse the conflict. 6. Smoothen the process of playing down the differences between the individual and groups and highlighting their common interest is called smoothening.Finding and emphasizing similarities between conflicting parties, while playing down differences, can eventually lead the parties to realize that the two are not as far apart as was first believed. With shared viewpoints on some issue, the ability to work towards a smoothen can help reduce the warmth of the conflict and avoid an escalation of open hostility. However, smoothen is recommended as a stop gap measure to let people cool down and regain perspective. CASE STUDIES 1. Maruti Suzuki (Manesar) Company Profile * MSIL Maruti Suzuki India Ltd * It is a Japanese auto company * Publicly listed automaker in India * First to mass produce and sell more than gazillion cars The companys headquarters are located Kasturba Gandhi Marg in New Delhi. * Products Maruti 800, Alto, Wagnor, Ritz, Swift, Dzire, Omni, Kizashi Evolution in India * 2 phases pre-liberalization (1983-1996) * 2 phases post liberalization (1997-2001) * Employee number 6,903 * Style of management Japanese style * Captured and maintains 80% market share Reasons for choosing Maruti Manesar * It is the most recent organizational conflict * Shows practical frame work of theory * Availability of proper and abundant information * It is a classic example of inter-group conflict Case Findings * Management-Worker rift reasons * WORKERS TAKE Workers were paid lesser than counterparts in other locations * Workers were paid lesser than competitors workers in same position * Contract , permanent and seasonal workers were paid same wages * Working conditions only 7 minutes tea break (both shifts) Not allowed to cling natures call * The managers and supervisors resorted to use of derogatory and abusive behaviour constantly. * MANAGEMENTS onset * CEO Shinzo Nakanishi said he did not have any indication of such discontent. * workers did not attend the pre-shift meetings * Workers productivity was less, hence they were laid off Result * Workers demands of wage hike not met immediately * First Step AVOIDANCE * Second Step De-recognition * Third Step Fired workers * Plant and companys productivity suffered almost 50% * Companys goodwill marred Compa rison between theory and Practice Summary & Conclusions * It is a case of inter-group conflict It followed closed leadership style & is latent conflict * Discontent was brewing for over an year before the volcano erupted * The management should have been pro-active * Channels of communication must be strengthened * The workers should not have resorted to violence * Proper conflict resolution system should be put in effect and its presence communicated to all * Management should have empathized. * Management should tag on conflict resolution strategy as per situation 2. Indian Healthcare Organization (A Case say on inter-personal and inter-group conflicts) Profile * The Indian Healthcare Organization is situated in the Budgam district of Jammu and Kashmir. * The hospital is a non-profit one, formed in the year 1979. Reasons for choosing this case study This case contains both, inter-personal & inter-group conflicts * Conflicts in a medical organisation will drastically affect the society * Through this case, we can get a clear understanding of the * Conflict Process * Adult egos * WIN-WIN situation Situation * One fine morning, the Indian Healthcare Organization was gearing up for its monthly meeting of the Chief Medical Officer (CMO), its other Medical and Para-medical officers. * Mr. Kumar, who is one of the paramedics in the hospital, had fixed a prior appointment in connection with discussing some problem with the CMO, Mr. Sharma, through the CMOs personal assistant (PA). As he approached the PAs room, a saw a Dr. Kapoor, one of the doctors in the hospital, talking to the PA. So he waited outside for sometime. * As the time of the meeting was come up nearer, he went inside the PAs room and reminded the PA of his appointment. At this Dr. Kapoor got very much irritate and annoyed for this interruption and shouted at him to leave the room, calling him an idiot. * Mr. Kumar was taken aback and felt peak fallen and started murmuring and came out of the roo m teary eyed. * Mr. Kumar reported the matter to his fellow paramedics who were standing outside in the corridor. All of them got infuriated and took it as an insult to the whole group. In this process, other doctors who had assembled there asked Dr. Kapoor about what has happened and learning of the whole situation, advised Mr. Kumar to forget the incident and seek a fresh appointment. * At this, a strong reaction came from the paramedics group and they started protesting and raising slogans. This protest eventually led to verbal as well as physical abuses between the two groups. * The CMO, Mr. Sharma came out of his Room after hearing the loud voices. beholding the protests, he called Mr. Kumar and his group to his room to hear from them about the situation. * The group requested Dr. Sharma for immediate justice in the form of a written apology from Dr. Kapoor to Mr.Kumar, who for his no fault was badly insulted. At this, Dr. Sharma was shocked. * After this, Dr. Sharma also call ed Dr. Kapoor and his group members inside to hear their version and informs them about the APOLOGY demanded by the other group. They refused to do the same. * At this point Dr. Sharma was wondering how to conduct the monthly meeting. He started thinking as how to end this conflict between MEDICAL AND PARAMEDICAL GROUP. * MR. SHARMA decides to call MR. KUMAR and DR. KAPOOR together to sort out their problem. Result * DR. KAPOOR and MR. KUMAR sit face to face in the presence of DR. SHARMA * They realize they are fighting over a petty issue They reconcile and communicate this to their respective groups who in turn mellow down. Comparison between possibleness and Practice Theory PUT into practice Theory NOT put into Practice * Dr. Sharma used Exploration technique. * DR. SHARMA also used problem solving and smoothing techniques of conflict resolution. * Both the parties compromised in the end and let go of adult ego. * Since it is a case of conflicting personalities, STAGE IV (Beha viour) becomes STAGE I here. * Mr. Kumar did not approach the Redressal Forum. * Dr. Sharma approached both parties separately. * Both the groups did not follow protocol. FINDINGS It is an inter-personal conflict which blew up into an inter-group conflict * It is a WIN-WIN situation * It is also Felt conflict with parties becoming emotionally involved. * DR. SHARMA used the problem solving conflict resolution technique * The smoothing technique is also used SUGGESTIONS * The PA should have acted in a more responsible manner * Dr. Kapoor should not have resorted to abusing Mr. Kumar * Mr. Kumar should not have involved his colleagues * Dr. Kapoor should also have refrained from group discussion * Dr. Sharma should not have met the parties separately MANAGING CONFLICT Actions to Avoid in Conflict Resolution Do not avoid the conflict, hoping it will go away. * Do not meet separately with people in conflict. * Do not believe, for even a moment, the only people who are affected by the c onflict are the participants. Actions to Undertake * Ask each participant to describe specific actions theyd like to see the other party take * You, as the supervisor, must own some of the responsibilities * Understand if the situation needs further exploration * All participants discuss and commit * You expect the individuals to resolve the conflicts proactively as adults. * Assure both parties that you have every assurance in their ability to resolve their differences BIBLIOGRAPHY Books Websites