Premarital Sex: A Morally Issue

Pre-marital sex, young Catholics know it is wrong. So why do they do it? Most teenagers have heard or coined the phrases â€Å"everyone†s doing it.† â€Å"If you loved me you†d do it† and also â€Å"It†s okay I have a condom.† Sex before marriage can be harmful to your body, your future, but the scariest of all your eternity. In this paper we shall look more into the Catholic point of view on pre-marital bliss. The purpose of sex is to unite a married couple as one loving body in consummating a marriage, to leave the possibility of procreation open, and to and to educate a child. The purpose of sex is to unite a married couple as one loving body. This is because God†s intention in creating the first man and woman was for them to love and create more men and women. To do so a married couple must join as one loving body or to have sexual intercourse. In having intercourse the first time in a marriage you are consummating the marriage therefore making the marriage official in the eyes of God. The Catechism of the Catholic Church says: â€Å"the union of man and woman in marriage is a way of imitating the flesh in the creators generosity and fecundity: ‘Therefore . . . and they become one flesh† (Gen4:24) All human generations proceed from this union† (Catechism 2335). Sex is meant for mature individuals who are prepared to face the consequences of sex. Two of the biggest fears in premarital sex are STDs (sexually transmitted diseases) and unwanted pregnancy. A married individual normally does not have to deal with such problems. This is because at the average age of marriage most STDs are not common. Second, in a marriage a couple normally wants a child to care for. However, teenagers do not want these responsibilities. Which leads to common use of contraceptives in teen sex. Sex is meant to leave an opening for procreation. Contraceptives are commonly used in premarital sex. These are used to prevent unwanted pregnancy and STDs. How can one use a condom and leave an opening for a child to be conceived? The Bible says â€Å"God blessed man and woman with the words: ‘Be fruitful and multiply†Ã¢â‚¬  (GS 50). Condom, the most popular choice for a contraceptive, is a latex cover for the male phallus, which prevents the sperm from entering the vagina and making it†s way to the egg. In humans sexual reproduction is done through intercourse. When the sperm meets the egg. When a condom does fail there is a high risk of catching a STD or having an unwanted pregnancy. In the chance of a pregnancy there are alternatives such as raising the child on your own, giving it up for abortion, and the sinful way out, having an abortion. Abortion is a mortal sin because it is the death of an unborn child. The Catechism of the Catholic Church states: â€Å"By its very nature the institution of marriage and married love is ordered to the procreation and education of the offspring and is in them that it finds their crowning glory† (1652, 460). Raising a child on your own is not impossible however it is not easy. Finally, Sex is meant to aid in educating a child. Without sex there is no child. In the cases of teen-parents, it is not probable that the child will grow up with the proper education. This is most probable because the teens themselves are still learning. In the instances of single parent parenting, the education can be very tedious. It would be tedious because the single parent would have to play the role of the mother and the father as well. Such examples prove that sex inside of marriage is the simplest choice. One would not have as many issues to face and will be able to raise a family almost problem free. In parenting there will naturally be problems too, however when an adult is there to help their children they have the personal experience and moral guidance needed to lead the offspring off on the right foot. The Catechism of the Catholic Church states: † Parents are the principle and first educators of their children. In this sense the fundamental task of marriage and family is to be at the service of life† (1653, 461). When your child comes to you and tell you that their boy/girlfriend is pressuring them for sex you can be able to tell them to abstain. â€Å"Abstinence is the only safe and morally correct form of contraception†. In conclusion, sex is meant to unite a married couple as one loving body in consummating a marriage, to leave the possibility of procreation open and to and to educate a child. The previous information has shown sex to only be moral and truly worry free in a marriage. â€Å"Let the Hebrews marry, at the age fit for it, virgins that are free, and born of good parents. But if the damsel be convicted, as having been corrupted, and is one of the common people, let her be stoned, because she did not preserve her virginity till she were lawfully married; but if she were the daughter of a priest let her be burnt alive† (Pastor David, Virginity/Marriage, 1)

Employment contracts Essay

An employment contract is made between an employer and employee where the employer agrees to offer a salary in return for the employee performing duties. The purpose of a contract of employment is to draw up rules and regulations concerning the rights, obligations and conditions between an employer and employee. It generally states the relationship between the two parties. Any breach of contract by any side is not acceptable by law. Contractual entitlements often include: †¢ Amount of pay and when it is paid †¢ Type of employment: whether it is temporary or fixed. †¢ Hours of work †¢ Notice period †¢ Disciplinary rules †¢ Pension benefits TYPES OF EMPLOYMENT CONTRACTS Here are the four most common types of employment found in the Maldives. †¢Permanent employment is commonly found in the public sector where profit and loss are not very significant. And this type of employment usually provides job guarantee throughout the employees working life †¢Temporary employment helps businesses to manage costs more effectively as employees are expected to leave the organization after a certain period of time †¢Zero-hour contracts are more flexible as an employer pays only for the hours that have actually been worked and does not specify a specific amount of hours †¢In a self-employed contract a person is asked to a job but on the basis that they are doing it as if they are running their own business. They have to sort out their own National Insurance, tax, sick pay and holiday pay. MANAGING EMPLOYEE PERFORMANCE Managing employee performance is important to make sure that set targets are consistently being met in an effective and efficient way. Appraisal systems in an organization are designed to motivate and encourage  employees to perform to the best of their ability. Targets are set by the employer which will later be evaluated at the review meeting. Then the targets will be measured against what has been achieved by the employee and a decision will be made on how well the employee has performed. Sometimes, self-appraisal systems are also implemented where the employees analyze their own performance by setting themselves personal targets to achieve. Self-appraisal helps employees to manage and increase their own performance making them more motivated in the workplace. The second technique used to manage employee performance is linking rewards to performance. Employers can offer either monetary or non-monetary rewards to encourage employees to work harder. Carefully monitoring employee performance is important to ensure that desired results have been achieved. Giving a reward for performance is only effective if the right outcomes are achieved.

Two Journals Movie Review Example | Topics and Well Written Essays - 750 words

Two Journals - Movie Review Example The case of Na’vi humanoids, however, is way beyond a frightening state of dominion from species of other forms, for humans in this regard would be found the emerging culprits whose greed causes perils even upon the unseen world. Even though the Na’vi possess looks and stature that are nearly dreadful, the feelings they convey are deeply heartfelt it almost moves me to tears while watching some scenes that exhibit tribe members communicating warmly with each other. Like real humans, they manage to deliver thoughts and emotions in a sensible manner just as how Jake Sully under his avatar suit is able to derive fruitful and solemn interactions with Neytiri. It is greatly fascinating to see that instead of anticipated mysteries or mystic potentials, creatures of another dimension are revealed as almost equal to men in strength, intelligence, and general capacity in coping with love, fear, and hatred. Despite all the wonders and beauty to marvel at in the Pandora’s biosphere, science-oriented humans have reached that stage of discontent in simply navigating cosmic systems. It turns out they desire moreover to explore and gain further knowledge to meet intellectual objectives even at the expense of the moon’s habitat. This is something that makes me reflect on human nature at depth especially when it comes to the extent to which greed among humans may proceed just so the amply increasing demands on human economy are satisfied. The film exemplifies a future possibility when men are no longer astonished by the exquisite sights and encounters of the wonder-filled nature whether on this planet or in a region of outer-space yet to be fathomed. How awful indeed it is to realize when human beings become consumed with covetousness whereby as long as we are conscious regarding the adjustable measure of our potentials, there seems no room for rest until

Effect of Material and section shape in bending Lab Report

Effect of Material and section shape in bending - Lab Report Example It is therefore a complicated endeavour. In selecting materials for beams, various properties other than the cost and the availability, are taken into consideration. These properties include the Type, Yield Strength, Ductility, Youngs Modulus, Hardness, Poissons ratio, and behaviour in low or high temperatures (Charles, Crane & Furness, 1997, p. 43). Yield strength is the amount of stress at which deformation of a material starts to occur. The Youngs modulus is the measure of a beams resistance to deformation. Materials show different behaviour at low and high temperatures. The strength of material reduces with increasing temperature. For example the Youngs modulus of copper is at room temperature and at almost 100Â °C. The selected material should be able to withstand all the applied forces without failure. A beam under bending stress experiences a negative strain on the side whereby force is applied, and a positive strain on the opposite side (Dupen, 2012, p.68). This results in the change of size on either side. The st iffness of beam under stress depends on the product of modulus of elasticity () and the second moment of area (), that is (Krenik, 2001, p.27). For a simply supported beam, the deflection () of beam is determined by the following equation, that is When the load () is increased, the defection () also increases and if the length is increased, greater deflections are obtained as a result of the cubed term. An increase in the modulus of elasticity and the second moment of area results in a decrease in the deflection. The stiffness of a material is determined by the Youngs modulus, which is expressed by rearranging the deflection equation as . A graph of load plotted against the has a gradient equal to the Youngs modulus . The stiffness is derived by plotting the load against deflection. It is the slope of the graph. The three point

Do Gulf Arabs value profit over people Research Paper

Do Gulf Arabs value profit over people - Research Paper Example However, the research indicates the issues of forced labor, economic exploitation and other forms of confiscation of human rights are common in the Gulf States. Many authors believe that the Kafala sponsorship system serves as the main source of exploitation. This system enables the affluent Arabs to use their authority to gain maximum benefits from the migrant workers. Under this system, recruitment and selection process is normally conducted in the home country of migrant workers. The agents remain in constant touch with the Arabs and they provide them employment details and terms and conditions to the agents. The Kafala system enables the sponsor to impose his own determined terms and conditions and employment provisions to the migrant workers who pay a considerable amount of money to the agents in their native country in order to gain access in the Gulf countries. There are numerous incidents indicate that the Kafeel even do not provide them basic employment conditions and standa rdized wages, salaries, bonuses and other benefits to the migrant workers. As the migrant workers know the consequences if they do not accept the harsh employment terms and conditions, they become an easy prey for the Gulf Arabs who treat them as their slaves and give the inadequate employment facilities. Thesis Statement The research indicates that the Gulf Arabs value profits over people. ... ave the highest percentage of migrant workers (Sonmez et al., 2011, p.1).The Gulf Cooperation Council (GCC)’s members are Saudi Arabia, Qatar, Kuwait, Bahrain, Oman and the UAE and there are 35 million people living in the GCC countries; out of which 17 million are expatriates. According to International Labor Organization (ILO) and Human Rights Watch (HRW), about half of the UAE’s 4 million residents served in the Dubai’s construction sector and 95 percent of the UAE’s workforce are contributed by the migrant workers. As a result, the UAE has become a hub for the migrant workers coming not only from developing but also from developed countries as well. Large numbers of Western expatriates come to the UAE. The main reasons include tax-free salaries, perks and benefits. These perks and benefits are the results of the economic growth and development that has led to a substantial boom in the UAE’s sex; girls and women are illegally trafficked while oth ers find money and charm in the life style of the UAE. The forced labor and the Kafala sponsorship system The GCC countries do not offer free labor mobility. The migrant workers are disallowed to offer their services to the businesses in the GCC countries. Recruitment and selection process do not take place in the GCC countries but the migrant workers’ home country facilitates the process of selection and recruitment. As soon as workers obtain a work permit and a work contract for residence and entry, they become contractually tied to sponsors living in the GCC countries. The Kafala system is that guest-workers’ passports are held by the employer- sponsor, known as Kafeel (Gibney and Lansen, 2005 p. 407). This system can be identified as the modern manifestation of slavery (Varia, 2008, p.26). The kafala system

Polymerisation of alkenes Essay Example | Topics and Well Written Essays - 750 words

Polymerisation of alkenes - Essay Example Oil is important because it helps in relaxing. One single sofa has about 60 litres oil (Idem, 2003). The world consumption of oil is rated at 14 billion litres. The industrial process of crude oil results into environmental pollution. One such negative impact to the environment is referred to as the global warming. Carbon dioxide from the manufacture of crude oil is released in the environment. A high accumulation of green house gases like carbon dioxide in the atmosphere leads to the depletion of the ozone layer thus leading to the depletion of the ozone layer, which in turn leads to global warming. The paper explores the chemistry behind the industrial manufacturing process of crude oil. For crude oil to be separated into different chain length, it goes through the heating process up to a relatively high temperature. The involved temperature is set in a manner that the carbon chain length fractions of twenty and below are evaporated to form a mixture of crude oil. This temperature can never be set higher than this level since there would be some risks of ignition of the lighter fractions. The liquid that remains in the fractioning tower is made up of heavier factions. The fractions are passed to a second location, where they are heated to a temperature similar to the initial temperature but at a reduced pressure. The fractions of the heavy hydrocarbon will evaporate. The distillation tower functions by being progressively cooler beginning from the bottom to the top. The fraction of hydrocarbons begins in the form of gas since they would be heated to that point. The gas will then rise to the top part of the tower. The mixture of the gas encounters some barrier that only opens in the bubble caps. The mixture of the gas would then be forced to go through the liquid before it moves upwards. In the fist tray, the liquid will be at a cool enough temperature to get the heaviest fractions of gas that will condense

Has zero-based budgeting gone out of fashion Dissertation

Has zero-based budgeting gone out of fashion - Dissertation Example Aside from allowing the organisational leaders to come up with a detailed information presented in each of the proposed budget plan, the use of zero-based budgeting is effective in terms of reducing bureaucratic ambiguity, inefficiencies, or duplication in budgeting. Likewise, the use of this method promotes communication among the budget decision makers. The use of zero-based budgeting method in the UK industries has lost its fame for the reasons that the use of this method is time-consuming, triggers the development of resistance-to-change, and is very costly. Even though zero-based budgeting is no longer applicable when managing the short-term budget in companies throughout the United Kingdom, the method of zero-based budgeting can still be used when making more important long-term busines investment. Table of Contents Executive Summary †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 Table of Contents †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 I. ... 9 II. Literature Review †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 a. Brief Overview with Regards to What Zero-Based Budgeting Is †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 b. Stories behind the Success and Failure of Zero-Based Budgeting †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 14 c. Advantages and Disadvantages of Using the Zero-Based Budgeting †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 17 c.1 Advantages of Zero-Based Budgeting †¦.. 17 c.2 Disadvantages of Zero-Based Budgeting . 22 d. Comparison between the Advantages and Disadvantages of Zero-Based Budgeting and Activity-Based Budgeting †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 24 III. Research Methodology †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 30 a. Primary Research Method †¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 30 b. Research Survey Questionnaire Design †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 33 c. Target Population, Sample Size, and Research Venue †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 34 d. Research Evaluation Method †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 35 e. Ethical Considerations when Conducting a Primary and Secondary Research Study †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 36 IV. Research Findings and Analysis †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 38 V. Conclusion and Future Study Recommendations †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 50 Appendix I – Quantitative and Qualitative Research Survey Questionnaire ............................................... 52 Appendix II – Quantitative Research Survey Results .................... 53 Appendix III – Summary o f Demographic Data Results †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 54 Appendix IV – Qualitative Research Survey Results ..................... 55 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 57 - 61 Chapter I – Introduction Zero-based budgeting has been one of the most researched and talked about

Statistical Testing of the Impact of Working Hours and High-Risk Work Essay

Statistical Testing of the Impact of Working Hours and High-Risk Work Conditions on Injury - Essay Example Active work participation and good supervision are some of the important aspects in ensuring hazards are identified and tackled. Nevertheless, training workers is important so as to ensure that they are aware of ensuring safety in their workplaces. In this study, an investigation will be conducted in respect to the relationship between injury rates and different conditions in the workplaces. Although many organizations have some means of preventing and controlling hazards in workplaces, the effect of some conditions such as the total hours allocated for working and the impact of sensitization on high risk work places compared to less sensitization in low risk work places is ignored in many studies (Kennedy et al, 2010). Therefore, this study will investigate the impact that variation in the number of working hours and lack of protective sensitization in low risk workplaces, have on injury rates in workplaces. ... For the degree of risk involved at workplace and injury rates H0: The degree of risk involved is positively associated with the injury rates; H1: The degree of risk involved is negatively associated with the injury rates; These tests of validity for these hypotheses on the basis of results and conclusions reached in the following sections enables the researcher to establish the relationship between identified variables in this research. Method and Results The number of actual hours worked by all employees in the area/team for the 12 month period ending December 31, 2009 were taken and recorded in an excel spreadsheets. Also, operations for supervisors differed in terms of activities and risks. Risk ranged from low (1) office related to high (7) manual material handling activities. Table 1 Risk Range 1 2 3 4 5 6 7 Low ? ? ? ? ? ? ? ? ? High This data was taken and recorded in an excel worksheet as well. Finally, the average rate of injuries per 100 employees over 12 month period was r ecorded on the excel worksheets. Among these variables, the injury rate was taken as the dependent variable while the level of risk and hours worked was taken as the independent variables. The aim of the study is to find out the relationship between injury rate on the one hand and hours worked and risk, on the other hand. In other words, the researcher formulated a statistical model to find out whether the risk and hours worked can be used to predict the rate of injuries in workplaces. The data collected in the excel worksheets are then imported into an SPSS sheet for statistical analysis. The analysis conducted under SPSS includes both descriptive analysis and

The Greatest Prime Minister in Canadian History for Promoting Ethnic Essay

The Greatest Prime Minister in Canadian History for Promoting Ethnic Diversity and Communities was Pierre Elliott Trudeau - Essay Example Declarations and policies which were centered on creating a diverse community were then made under his jurisdiction (Wood, Gilbert, 2005). The continuous agenda of Trudeau and the way in which he promoted multiculturalism is one which continues to be used today with initiatives through the policies and political actions which were first implemented by Trudeau. The concept of multiculturalism was pushed by Trudeau because of the changing climate and environment in Canada and the world. Trudeau came into power after World War II and through various world revolutions based on cultural diversity and ethnic equality. Canada was also experiencing a large amount of immigrant pressures from other regions, specifically which began as an offset from World War II. The social pressures of this time were based on the desire to offer minorities the same potential as others in society while integrating opportunity. Trudeau followed these social pressures and stigmas with his own vision of creating an ethnically diverse set of communities through policies and procedures expected in society (Driedger, 2001). When Trudeau came into power in 1968, his main agenda was to promote the concept of ethnic diversity. From the 17th century, Canada had a large influx of immigration that came into the country. Before this time, there were also diversity promotions in terms of both Aboriginal land and those who had found the contemporary nation of Canada. As this grew and continued to divide, ethnic communities began to be more visible within the Canadian territories, specifically because of physical and racial differences. The largest influx came during the World Wars, based on those from Europe that began to migrate to America from the war. Asian communities also began to establish during this time. As the racial differences were noted, it was also expected that a

Detention centres are factories for producing mental illness Essay Example for Free

Detention centres are factories for producing mental illness Essay There are currently over 4000 people locked up all over Australia in detention centres like this one. In our so called lucky country some of these unfortunate souls have been isolated from over 2 years. Despite there rhotic to the contrary, the Australian governments treatment of asylum seekers is nothing short of disgraceful, no better than the appalling conditions from which these despite individuals have fled. Manadory detention are factories for producing mental illness. There are 1. Dehumanising 2. Our slurr on our international reputation and obligations and 3. Simply unaustralian, there are better ways top solve this problem remember this people have commited no crime. Meet Abdul Hammadi, in 4 years of detention, Adul cut himself repeatly, drank poison, took false medication and attempted suicide. He was kicked and punched by guards and beaten with batons by riot police.. Instead of being put into psychiatric care he was put into solitary confinement. Abdul fled Pakistan because he was continually persecuted, but after 6 years of leaving detention in Australia, the country where he sought refuge, he is a broken man and will never work again (Abdal doctors) Dr Suresh Sundrain of the Australian Medical Health Research Institute has stated that people enter detention, resembling resilient and healthy then we subject them to extraordinary conditions we appear to subvert there resilience and their mental health, he goes onto say that there is good data is show that most people who had significant immigration centre experiences have comprised mental health on release, and these mental health problems persist for a protracted period following resettlement. So how dumb is this ? No only do we summit these poor people to humiliating detention akin for no crime akin to a prison settlement, we inflict such a traumatic experience on them while their in detention that it leaves stars of mental illness to the point where it manes them from participating in society. We then ending up forking out their welfare payments for the rest of their lives and this can represent hundred and thousands of dollars per asylum seeker. Please explain to me, how this makes any sense ? Despite the hysteria generated by the asylum seeker debate, it needs to be remembered that Australia has always had high obligations to assist asylum seekers under international law, mainly the 1951 united nation convention relating to the status of refugees and the 1967 protocol to which Australia is a signatory. Inspective of how these people arrived to Australia, legally and illegally, the fact remains that between 2008 to 2010 the number of boat people seeking asylum in Australia rose from 161 to 6535 once here we an obligation to look after them. Many have risked everything to make the dangerous journey. Some have left families, some have been displaced and others have others tremendous torture. While they have committed no crime, it is a crime of the nation which locks people up in mandatory detention and inflicts another round of mental anguish in amongst an insurmountable beurocacy of legalism and red tape. As a recent documentary on 4 corners revealed, mandatory detention is a blight on our nation. We need to stand up to our government representatives that enough is enough. Mandatory detention is cruel and demining and just factors for producing mental illness and depression. In the land that prides itself on giving everyone a fair go it is time for us to give asylum seekers a fair go. So what can you do to make a difference ? There are three easy ways that you alone can help 1. Write a letter to your local Politian, Politians understand only one votes and if they want your vote they will need to listen, come to their party, organise a petition from other members of your school or workplace. Perhaps side with the petition being organised by four corners ( see website). 2. Be informed , be aware of the problem dig deep into the issue if you havent done so already, motivate yourself to view the four corners documentary on inhuman detention , it is powerful, confronting and informative. Dont be the emu, with its head in the sand, take an interest in whats happing around you and then you are in a position to make a difference. There is plenty of internet support about this topic. Join or find an organisation like Amnesty international are raising funds for there project freedom from fences which aims to A) get access or interview asylum seekers in remote detention centres, so that there stories can be told, B) support research and help with the protective applications of individual asylum seekers, C) monitor and support peoples claims if they have been treated unfairly and D) Lobby the government to abandon the barbaric practice of mandatory detention. Conclusion: As fair minded Australians I am sure you will agree that detention centres dont work and in fact they are responsible for causing more trauma and mental illness. Finally as an Australian, you must agree with our nation logo on which we are prided upon that is to give to everyone a fair go. Therefore we must also give these despite people a fair go also, it is time to shut down detention centres forever and lets look for more human ways of processing their refuge status. Whatever your political agenda or colour it is incumbent on us to give asylum seekers a fair go and the right to heard in a civilised and compassionate manner.

A Mother Diagnosed With Cancer Psychology Essay

A Mother Diagnosed With Cancer Psychology Essay At that time, cancer for me and probably for anyone else was an unknown monster who spared no life when it hits you. There were endless nights full of hope for her recovery. At night before I would doze off to sleep I would look at her closely. She still had that same pretty face, beautiful eyes, lovely shaped lips and brilliant mind. But deep inside, it was too painful to see my ever energetic mother lying in bed with all the tubes in her body. Too hurtful to think that all we had shared, our plans might come to an endà ¢Ã¢â€š ¬Ã‚ ¦ This is an adolescent daughters account of her journey with having a mother diagnosed with cancer. Dealing with maternal cancer can cause distress and anxiety because this illness is usually associated with poor prognosis, agonizing pain, negative effects of the treatment, and low survival rates. Cancer is considered by many as a silent killer, which unsuspectingly ravages the body from within. It can be a stressful experience, not only for the patients themselves, but also for the entire family. Every member of the family, especially the children, has to adjust to the emotional burden, physical demands, and lifestyle changes which cancer brings about. The occurrence of cancer has alarmingly increased throughout the years, affecting and claiming many lives around the world. It has been estimated that around 12.2 million people are diagnosed with cancer worldwide (American Cancer Society, 2007). It is also projected that the number of cancer cases and deaths will continue to escalate in the future. New cancer cases are estimated to increase from 11.3 million in 2007 to 15.5 million in 2030 (WHO, 2008). Based on the worldwide proliferation of cancer cases, this disease is now considered to be a major health problem. In the local scene, it is estimated that one in every 1,800 Filipinos will suffer from cancer every year (Philippines Breast Cancer, 2008). Based on the 2005 Cancer Facts and Estimates (cited in A Look at Cancer, 2007), approximately 39,929 men and 32,917 women were diagnosed with cancer that year. Consistent with the worldwide trend, the number of cancer patients in the Philippines is also expected to increase in the coming years. The most common cancer sites for both men and women are as follows: lung, breast, liver, cervix, and colon (A Look at Cancer, 2007). Young and middle-aged women are at great risk of developing cancer. According to Hamouy (2007), statistics show that females have one in three chances of getting cancer in their lifetime. This risk is also due to the drastic increase in the number of breast and cervical cancer cases, which are commonly and specifically associated with women. The breast is the most common cancer site among Filipinas. As of 2008, the Philippines had the highest reported cases of breast cancer in Asia, even surpassing other European countries (Philippines Breast Cancer, 2008). Cervical cancer ranks as the second most frequent type of cancer among Filipino women (World Health Organization, 2007). According to the Department of Health (cited in DOH Launches, 2008), approximately 10 Filipinas die from cervical cancer each day. Women diagnosed with cancer belong to various age groups. However, findings consistently show that cancer risk is positively correlated with age (Baum Andersen, 2001; A Look at Cancer, 2007). This puts older women at greater risk for developing this dreaded disease. In the past years, majority of cancer cases were diagnosed at 50 years old or at a postmenopausal age (Bobadilla, 2006). Unfortunately, there has been an increase in the occurrence of cancer among women in their midlife (Bobadilla, 2006) as well. Recently, the battle against cancer has started to affect younger women. A significant number of women who belong to this population are mothers. It is estimated that 30% of women diagnosed with breast cancer has one or more dependent offspring still under her care (Faulkner Davey, 2002). The growing incidence of cancer among younger mothers means that more families are being challenged to cope with this disease. Mothers diagnosed with cancer are faced with various issues in the different facets of their lives. On a personal level, their concerns include experiencing the physical rigors of the disease and treatment, emotional issues, and preoccupation with existential matters. Aside from these, they also have additional sources of stress such as meeting the demands of being wives, mothers, and professionals in their respective fields. Being diagnosed with cancer at this stage in ones life can be stressful and in some cases, traumatic. This can be attributed to the pressure of having to fulfill different roles despite the physical and emotional demands of the disease. Mothers with cancer are forced to shift their role from taking care of their family to the one being cared for. In effect, although a maternal cancer diagnosis is experienced as a personal crisis, it also makes a great impact on the whole family system. These families are put in a predicament wherein they have to adapt with the changes and stresses brought about by maternal cancer. As the patients roles as a mother and spouse are disrupted, dealing with the illness becomes a shared crisis within the family. The husband and children are forced to adapt with the situation by handling the responsibilities which the mother could not perform, while dealing with their own emotional distress. The stressful nature of the situation puts other family members at risk for psychological distress, especially the children. In families dealing with maternal cancer, the adolescent daughters are expected to assume the responsibilities of the mother. In the Filipino culture, daughters are reared to help out in domestic chores and assist the mother with her duties (Liwag, Dela Cruz, Macapagal, 1998). Thus, when the mother is not well enough to carry out her responsibilities, adolescent daughters take over in caring for the family. This additional burden makes adolescent daughters the most vulnerable to experience psychological distress. Such circumstances subject the daughters to witness drastic physical and emotional changes in their mothers, disruption in their daily routines and changes in family roles. Aside from sharing the burden with their family, the daughters are also faced with the challenge of dealing with the developmental demands of being an adolescent. They may experience a variety of emotional responses, the most common of which are depression and anxiety, as a way to cope with their stress. Parents may fail to recognize the distress their daughters are experiencing due to preoccupation with the treatment and their own distress. In effect, the emotional issues harbored by the daughters may not be addressed appropriately. In the field of psychological research, a large body of studies had already been devoted to investigating the effects of cancer on the different aspects of a patients life. It has only been recently that researchers also recognized the need to shift their attention to the children of cancer patients. It is in this vein that the focus of this research will be centered on adolescent daughters whose mothers have cancer. This research will look into the psychological impact of maternal cancer on adolescent daughters, specifically in terms of emotional, behavioral, and social functioning. The mothers perceptions regarding how their daughters are dealing with situation will also be explored. It is also of interest to know how maternal cancer affects the relationship between the mother and adolescent daughter. Review of Literature Impact of Parental Cancer on the Family Cancer was found to be associated with psychological distress. Much of past research on cancer has focused mainly on the psychological impact of cancer on the patients themselves (Veach, 1998). Researchers have acknowledged that it is also necessary to look into the effect of cancer within the context of the family. Family Systems Theory The family is defined by Buckley (as cited in Papadopolous, 1995) as a system made up of sets of different parts which are interdependent and interconnected. A change in one part causes a change in the entire system. It is comprised of several subsystems which characterize the existing relationships within the family such as parental, marital, and sibling relationships (Faulkner Davey, 2002). According to the family systems theory, the condition of one family member influences the condition of other family members. It proposes that all the subsystems within the family interact and affect each other (Faulkner Davey, 2002; Papadopolous, 1995). The members of the family operate in a way that it maintains a balanced level of functioning, also known as equilibrium. The well-being of the family members and the familys functioning depend greatly on the interaction of the subsystems (Faulkner Davey, 2002). Due to the dynamic and interdependent nature of the family system, the roles and psychological functioning of individual members can affect the whole system. A role change initiated by one member will alter how the rest of the members play their roles. In this case, the whole system has to make corresponding changes in their behavior in order to compensate for the disruption in the roles among the members. This adjustment has to be made in order to regain the familys equilibrium (Jolley Mitchell, 1996). In the same way, a members psychological functioning is strongly influenced by ones interaction with the other members (Oster Caro, 1990). In families which are under a great deal of stress, the child is vulnerable to everything that is going on between the parents. The tension or conflict within a family can also induce distress within the child, whether the child is directly exposed to the stressor or not (Sokolova, n.d.). The Filipino Family The Philippine society is familial in nature (Jocano, 1995). Filipinos recognize that the family is the most basic institution in the society and is at the center of the affairs of the community. The high regard given to the family can be seen in the strong and pervasive influence this institution exerts towards individuals. According to Jocano (1995), the Filipino family is superordinate over the members. The life of each member is strongly influenced by the dynamics within the family. An individual must involve the family in decision-making and resolution of important issues. This is because the entire family is affected if something happens to its member, regardless of whether this occurrence is positive or negative. Thus, the Filipino family tends to be protective of its members, as a way to preserve not only the individual but the entire system as well. In order to uphold the traditional Filipino family system, cultural ideals which guide ones behavior are instilled in the individual. These ideals are learned through rearing practices and adherence to the societys norms. The following standards are honored and imbibed by traditional Filipino families: kapwa, damdamin, anddangal (Jocano, 1995, p.7). Kapwa refers to establishing interpersonal relationships which are based on equality and empathy. Damdamin on the other hand, deals with valuing others peoples emotions and striving in order not to hurts the feelings of others. Lastly, dangal, pertains to honoring and respecting others. Despite the changes in the society, in light of modernization, Jocano (1995) found that many Filipino parents continue to inculcate the following cultural ideals to their children: paggalang, which is giving respect to people and venerated customs; pagbabalikatan, which is empathizing and sharing the burden of others; pagbabayanihan, which is cooperating w ith one another; and pagmamalasakit, which is being considerate and concerned with other peoples welfare (Jocano, 1995, pp.7-8). The Filipino family is also described to be bilateral (Jocano, 1995). This refers to the establishment of close relationships with relatives from both the sides of the mother and father. An individuals level of affinity towards the maternal and paternal relatives are said to be equal. This bilateral characteristic of the family makes the relationships within the family system wider and more intertwined. In effect, the typical Filipinos concept of family is not only limited to the nuclear family structure, which is comprised of the parents and their children, but also includes the extended family which includes the relatives from both sides. By going beyond the immediate family, the individual can draw support and security from both the immediate and extended family. Jocano (1995) considers this close kinship among Filipinos as a significant source of strength. This provides an individual with an assurance that there will always be someone to count on when problems arise. The close ties among relatives and the ideals which families uphold influence the structure of Filipino households (Torres, 1995). It is typical for a nuclear family to share a roof with a few relatives and a nonrelative, which is usually the househelp. This is true, most especially for middle class urban families. In some cases, nuclear families who belong to the same clan reside in separate dwellings which are close in proximity. By maintaining geographical nearness, the extended family and its members are able to strengthen the support that they derive from each other. Carandang (1987) applied the family systems approach within the context of Filipino families. In line with Western theories on family systems, she suggested that any stress experienced by one member can be vicariously felt by the other members. Each of the family members responds to this stress by acting out in their own unique way. It has to be taken into consideration that the Filipino family is usually comprised of immediate family members, as well as extended relatives. There is also greater emphasis on maintaining close emotional bond among the family members. This nature of Filipino families makes it a more dynamic and complicated system. In effect, the children are challenged to gain recognition so as not to be lost within the larger system. This makes the children the most vulnerable members of the family because they can be easily affected by the stresses experienced by the family (Carandang, 1987). When the family is in the middle of a crisis, there is a tendency for the children not to directly articulate their feelings, especially if these are negative and are felt towards the adults in the family. In some cases, these stresses are manifested through the childrens behavior. Carandang (1987) found out that regardless of the socioeconomic status of the family, the children play the role of the familys protector. Being the protectors, the children absorb the familys stress and respond through their behaviors. In the Philippine setting, the familys tagasalo (Carandang, 1987, p. 47) or the one who takes care of the family is considered to be at risk for developing distress. Older siblings, most especially the daughters, are commonly expected to fulfill the role of being the familys tagasalo. Daughters are groomed at an early age to assist in tasks which are domestic and nurturant in nature, such as household chores and caretaking duties. By the time Filipino daughters reach adolescence, they are expected to become mother substitutes (Liwag, Dela Cruz, Macapagal, 1998, p.155). With this new role, adolescent daughters assume a considerable number of their mothers household responsibilities. The study of Go Tian (2003) supports Carandangs premise that daughters are more likely than sons to assume the role of the tagasalo. Based on her research among Filipino college students, females exhibited higher tagasalo traits than males. In contrast, Udarbes (2001) research proposed that the familys tagasalo is not necessarily related to the childs gender or birth order. Her findings suggest that the tagasalo generally possesses the following characteristics: strong sense of responsibility, good listener, nurturant, peacemaker and a strong need for control. Traditionally, women are considered to be central to the functioning of the family. This is due to gender role socialization, which dictates that women are expected and trained to take care of household matters (Liwag, Dela Cruz, Macapagal, 1998). As the major female figure in the family, the mothers main role is to handle domestic responsibilities at home. Thus, when a mother is diagnosed with cancer, the family adapts to the situation by assuming the responsibilities which the mother could not handle. This burden is often passed on to the adolescent daughter, who had been trained since childhood to carry out domestic chores. The impact of cancer within the Filipino family was evident in a local study done by Gorospe (2002). A cancer diagnosis affects the different aspects of a patients life, as well as the rest of the family members. The debilitating effect of cancer on the patient can cause a disruption in routine, changes in lifestyle, and limitations in performing ones responsibilities. Thus, the patient and his family are confronted with overwhelming changes which they have to adjust to. As a reaction to these changes, the entire family undergoes a process of emotional distress characterized by disbelief, denial, and initial resistance to the diagnosis. The roles within the family also have to be re-assigned in order to compensate for the changes related to the patients inability to fulfill ones role. Family Changes Brought About by Parental Cancer A mothers diagnosis of cancer is not an individual struggle. The entire family is subjected to the repercussions of dealing with maternal cancer. According to Robinson, Caroll, and Watson (2005), cancer within the family can be considered as an emotional crucible. This is the shared experience in which the family goes through a series of emotional adjustments. Such experience has been described as both draining and empowering, not only for the cancer patient but for all the family members. The profound stress brought about by the illness affects the relationships and interactions within the family. As a response, the family members reactions are manifested through their behavior and emotions (Sargent, 2003). Parents diagnosed with cancer reported that due to the illness, they were unable to spend time with and address the needs of their children (Walsh, Manuel, Avis, 2005). This was supported by the study of Faulkner and Davey (2002) which revealed that parental cancer can lead to impaired parenting. The demands of the illness made both the healthy and ill parents less available to their children, emotionally and physically. There were also cases of less communication, decrease in supervision, and lack of consistency in discipline and nurturance. Such disruption in the family system undeniably exposes the children to many psychological stressors such as: threat of permanent loss of parent to death, temporary loss of parent due to the treatment demands, and changes in family roles and routines (Davey, Askew, Godette, 2003). This may result in adjustment difficulties and psychological consequences, thus, making the children vulnerable to the impact of having a parent with cancer. Cancer blurs the roles in the family. The study of Walsh, Manuel, and Avis (2005), which investigated the impact of maternal breast cancer on the family, revealed that because the mothers were not well enough to perform their usual responsibilities at home, they had to transfer some of their family duties to their spouses and children. Generally, adolescents in the family had to take on more responsibilities at home, such as household chores and caregiving tasks for their younger siblings and the ill parent (Davey, Askew, Godette, 2003; Davey, Gulish, Askew, Godette, Childs, 2005; Grabiak, Bender, Puskar, 2007; Visser, Huizinga, Van der Graaf, Hoekstra, Hoekstra-Weebers, 2003). Aside from dealing with worry over the ill parents condition, the adolescent children in the family felt that their lives were complicated due to the additional responsibilities they had to carry out in order to augment the deficiencies caused by maternal cancer (Davey, Gulish, Askew, Godette, Childs, 2005). Psychological Adjustment Among Adolescents of Cancer Patients The psychological effects of maternal cancer on children are widely investigated. The qualitative study of Forrest, Plumb, Ziebland, and Stein (2006) reported that children already suspected that something was wrong even before they were told about their mothers diagnosis. They based this suspicion on the mood and behavior changes in their mother. Upon knowing about the maternal cancer diagnosis, the adolescents experienced emotional distress. The initial emotional responses were shock and disbelief, followed by devastation and intense feelings of sadness (Davey, Askew, Godette, 2003; Davey, Gulish, Askew, Godette, Childs, 2005). Compas, Worsham, Ey, and Howell (1996) assessed the emotional distress experienced by children of cancer patients by looking into their depression and anxiety. Their distress arose from their considerable worry about their mothers health and fear of losing their mother from cancer (Davey, Askew, et al., 2003; Davey, Gulish, et al., 2005; Grabiak, Bender, Puskar, 2007; Kristjanson, Chalmers, Woodgate, 2004; Walsh et al., 2005). In some studies, adolescents were also concerned with the possibility of potentially inheriting the cancer (Davey, Askew, et al., 2003; Walsh et al., 2005). The adolescents emotional difficulties partly stemmed from feeling powerless over their parents illness. The adolescents felt that they did not have control over the outcome of the diagnosis and treatment, which in turn also affected the moods and accessibility of both parents (Davey, Askew, et al., 2003). Another cause of the adolescents distress was witnessing their parents pain. Some of the adolescents reported that they were bothered by the side effects of chemotherapy (Forrest et al., 2006). They had to adapt to seeing their usually healthy parent slowly become weak and ill (Davey, Askew, et al., 2003). The positive effect this had on the children was that they became more empathic towards their ill parent. They were also more tolerant and understanding of both their parents, who exhibited increased irritability and moodiness (Davey, Askew, et al., 2003). This was consistent with the findings of Kristjanson et al. (2004) which revealed that the adolescents were sensitive to the suffering of their ill mother. The teenagers expressed that they felt guilty because their own lives were normal, whereas their mother was enduring the painful physical and psychological consequences of cancer. They were able to empathize with their mothers suffering but they expressed guilt about their own situation. A local research done by Tantoco (1992) examined the issues confronted by terminally ill mothers and their eldest offspring. Results revealed that the eldest children exhibited considerable anxiety during the process of dealing with their mothers illness. Many of the participants described their journey as an emotional roller coaster ride (Tantoco, 1992, p.73). This experience compelled them to prioritize their mothers condition. This forced them to put other aspects of their lives, such as studies, work, and heterosexual relationships aside. Given that the eldest children focused much of their attention on their ill mother, they became sensitive to their mothers physical, emotional, and mental anguish. The children shared that they had difficulties in dealing with their ill mothers emotional outbursts. Despite this, the eldest in the family also felt the need to give emotional support, security, and assurance to their ill mother. Another source of the eldest childrens stress was the ir informal role of being next to their parents in terms of responsibility and authority. Being the eldest, they had to take on additional household responsibilities, including caring of their ill mother and younger siblings. These extra tasks required them to make personal sacrifices such as not being able to engage in their usual adolescent activities. Aside from emotional problems, behavioral changes were also observed among children of cancer patients. Increased crying, clinging, difficulty in sleeping, and changes in the intensity of talking were some of the behaviors which children engaged in after their parent was diagnosed with cancer (Visser et al., 2003). There are inconsistent findings in terms of the childrens school performance. Some adolescents showed a decline in their academics and attendance (Visser et al., 2003; Grabiak, Bender, Puskar, 2007. This was due to their inability to concentrate during school hours because of their preoccupation with their parents illness and the disruptions in their routine (Visser et al., 2003; Forrest et al., 2006). However, some adolescents actually performed better in school even though they were dealing with parental cancer (Visser et al., 2003). Positive behavioral changes also surfaced as the adolescents were dealing with their mothers cancer. The adolescents expressed that they appreciated their mother more even when the diagnosis and treatment were over. They showed this newfound appreciation by constantly checking on how the ill mother is doing, wanting to be physically close, paying more than usual attention to mothers needs, and wanting to offer support (Visser et al., 2003; Davey, Gulish et al., 2005). Some adolescents also reported that they took over their mothers role even if it meant an increase in their responsibilities. This contributed to their perception that they were older than their years, after having gone through that experience (Davey, Gulish et al., 2005). Daughters whose mothers have cancer also became more involved with the medical aspects of the treatment. Even though they were less convinced that things will work out, they took more initiative in handling the medical concerns of their mother (Gilbar Borovik, 1998). According to Grabiak, Bender, and Puskar (2007), the behavioral adjustment of adolescents rely heavily on the emotional condition of both parents and on the family functioning. When both parents display symptoms of depression, adolescents tended to show increased behavioral problems. Between the two parents, maternal depression exerts a stronger influence on the childs behavioral functioning. It was also found that adolescents who experienced difficulty with behavioral adjustment perceived their families as having poor quality of communication, responsiveness, and involvement. In the aspect of social functioning, the study of Osborn (2007) found no evidence to suggest that social competence is negatively affected among children of cancer patients. In a few studies, adolescents of cancer patients even reported handling their social lives more effectively than those from the norm groups (Osborn, 2007). This favorable social functioning may be attributed to the strong social support which the adolescents actively seek and maintain. Common sources of social support were family, friends, school counselors, teachers, and support groups (Davey, Askew, Godette, 2003; Grabiak, Bender, Puskar, 2007; Huizinga, Van der Graaf et al., 2005). Adolescents felt that their peers were positive sources of support with whom they could talk openly about their feelings and fears. However, some teenagers expressed that their friends had difficulty empathizing with their situation. They felt that their friends could not really understand what it is like to have a mother diagnosed with cancer. This feeling further highlights the sense of isolation which the adolescents sometimes feel. They felt more consoled when they talked to peers who were also experiencing the same adversity (Huizinga, Van der Graaf et al., 2005). Similarly, Filipina adolescents place importance on having strong social ties. Being more emotionally involved in relationships and having higher levels of interpersonal needs, warmth, and sensitivity are important factors which contribute to the finding that female adolescents are less lonely than their male counterparts. Their need for interaction actually reduces the feelings of loneliness because Filipina adolescents have a richer source of social and emotional support (Jimenez, 2009). Adolescents of Cancer Patients in Comparison With Control Groups Several studies compared the psychological functioning of adolescents whose parents have cancer vis-a-vis a control group. Inconsistent findings were found. A number of studies reveal that adolescents of cancer patients and the control group did not significantly differ in terms of emotional, behavioral, and social functioning (Brown et al., 2006; Harris Zakowski, 2003; Hoke, 2001; Huzinga, Van der Graaf, Visser, Djikstra, Hoekstra-Weebers, 2005; Osborn, 2007; Visser, et al., 2007). The similarity in the levels of psychological distress between adolescents of cancer patients and the control group can be attributed to the childrens efforts to mask their true feelings. They were aware that their parents were already under a great deal of stress. The adolescents showed that they were not affected by the situation so that their parents would not worry about them. This was their way of protecting their parents from additional stress (Visser et al., 2007). Although no significant differences were found in terms of psychological distress, a percentage of the adolescents of cancer patients exhibited scores within the clinical range. In the study of Houck, Rodrigue, and Lobato (2006), one-third of the adolescents whose parents have cancer reported clinical levels of posttraumatic stress in response to their parents illness. In addition, approximately 25% to 30% of the adolescents in both the studies of Visser et al. (2007) and Huizinga, Van der Graaf et al. (2005) reported clinically elevated scores in internalizing and externalizing problems. Internalizing problems refer to turning ones emotions inward. This is manifested through withdrawal, somatic symptoms, anxiety, and depression. On the other hand, externalizing problems are more noticeable ways of dealing with stress because they are reflected through ones behavior. This can be in the form of socially unacceptable, delinquent, and aggressive behavior (Visser et al., 2005). Consisten t with the abovementioned, Osborn (2007) proposed that adolescents of cancer patients generally did not experience higher levels of psychological distress compared to reference groups. However, they were slightly at increased risk for internalizing problems. Some studies found that adolescents of cancer patients are more emotionally distressed than those from the control sample. The research of Grabiak et al. (2007) revealed that adolescents whose parents have cancer displayed a significantly higher level of anxiety compared to the age-normed sample. Visser et al. (2003) supported this claim as their study found that when compared to a control group, adolescents dealing with parental cancer exhibited significantly higher stress-response symptoms, which included avoidance and intrusive thoughts. In another study, adolescents of cancer patients also displayed significantly higher levels of perceived risk for developing cancer than adolescents who have healthy parents (Harris Zakowski, 2003). Despite this, it is interesting to note that these two groups did not differ in depression and anxiety. Hoke (2001) found that adolescents coping with maternal cancer did better in their social and academic endeavors when their mother was more distres sed. This is in comparison with adolescents in the control group who did less well when their mother was more distressed. The results also varied depending on the t

An Introduction to Plastic Gears :: essays papers

An Introduction to Plastic Gears As an employee of a world-class plastic gear manufacturer for many years, I see how this is an undeniably growing part of the gear industry. I hope to briefly describe how something seemingly simple as a plastic gear requires the culmination of many very state-of-the-art processes. Within one word I’ll say that at every level precision is required. Initially, a gear engineer must design a gear that meets the design intent while remaining cognizant of all variables that result from using materials such as plastic. This engineer must design a gear electrode that will actually determine the form of the gear. This electrode is then burned into the mold cavity using a method commonly referred to as EDM or electrical discharge machining. It is essential that the gear electrode be cut identical to the finished gear tooth form. Some compensation is normally made for the shrinkage of plastic as well as the overburn that occurs during the EDM process. The gear engineer normally will alter the gear tooth geometry to relieve stress and strengthen the gear tooth form. This alteration is normally done at the base or root of the gear tooth and at the tip or peak of the tooth. Next, a mold maker then will evaluate what the expected life of the gear program will be so that he can build a mold that is robust and capable producing the many millions of parts with the highest of accuracy. He will ensure that the plastic that will be entering the mold will travel along balanced pathway or runner system that will allow for consistent fill into each mold cavity. His tool for evaluating this flow is done through a computer model commonly referred to as mold flow analysis. He must be capable of understanding what makes a good mold as well as a good gear. Once the mold is completed it is then set into an injection-molding machine. It is important in the precision gear molding industry that the molding unit has a highly controlled system in place to monitor the molding process. It is equally important during this process that there is a means by which all peripheral variables can be controlled. This is done utilizing a central processor, which will maintain balance on all settings for every parameter. Transducers relay all of their information into a central processor that will monitor and maintain this consistent process.

Urban Vs. Rural Education :: essays research papers

After reading Hallway Hangers, a sense of the complex relationship between poverty and education is gained: it a dualistic one. In some views, education is a means out of poverty, yet those who grow up poor often have different opportunities, hopes, and experiences in their school years. During my time thus far at Colgate, I have participated and watched many sporting events on campus, and found that local families attend and cheer with as much enthusiasm as the students. Similarly, on National Athletes appreciation Day last year the Student Athletic Advisory Committee (SAAC) ran a program at both the elementary and high schools in Hamilton, providing question and answer periods for the students and giving them skills clinics. The tremendous respect that I felt that the students gave me was overwhelming, not because I was just an athlete, but because I attended Colgate University. While observing the sporting events and the community outreach programs I realized then that Colgate is a virtual mecca for this area. So a double standard is evident: the presence of a relatively prestigious college is no doubt an inspiration to local students; but the reality of the matter is - how many of these youths could, and would, achieve a college diploma?   Ã‚  Ã‚  Ã‚  Ã‚  And so for the research paper, my selected topic would explore the relationship between the rural poor and education. But more specifically, having read the Hallway Hangers, how do poor, rural youths differ in their educational goals and achievements than poor, urban youths? It is evident that rural poor are at a disadvantage educationally, socially, and economically compared to the urban poor. Rural youths’ chances of employment (whether in agriculture or in other areas), are weaker than their urban counterparts. The paper would set out to provide hard facts exploring this contrast, and the reasons and trends behind it.   Ã‚  Ã‚  Ã‚  Ã‚  As I started out researching for the paper, I realized that most importantly, data would need to be collected comparing the educational opportunities and achievement of the rural youth and those of urban youth. For instance, high school grades and SAT scores could be compared, as well as college applications and attendance. Beyond this, the actual school systems of rural and urban areas would be compared - the differences in funding, ideology, resources, etc., would grant insight into the students’ experiences and goals there.   Ã‚  Ã‚  Ã‚  Ã‚  The collection of scholarly essays, Rural Education and Training in the New Economy: the Myth of the Rural Skills Gap, was the single most useful and relevant resource I came upon.

Privatization in Russia :: essays papers

Privatization in Russia As a result of privatization in Russia, tens of thousands of state-owned enterprises - from small retail shops to major industrial enterprises - have been transformed into privately owned companies. Millions of Russian citizens became owners. The privatization is guided by the special government program which operates on different administrative levels: federal, regional and municipal. The authorities on any given level are authorized to privatize only those assets transferred to their ownership. Large-scale privatization By July 1994, 15,052 medium and large enterprises, employing more than 80% of the industrial workforce, had been privatized in a voucher-based privatization scheme. The second (post-voucher), cash-based phase of privatization is under way now. Government blocks of shares will be sold primarily to strategic investors in special investment tenders. The list of Çstrategic enterprisesÈ, including energy, defence and utilities, majority state ownership is to be retained for at least two to three years. In the second stage of privatization, enterprises will be able to buy the land and buildings they are associated with. Farm privatization has made limited progress so far. More than 80% of agricultural land is owned by large farms with some form of collective ownership and 10% remains state property. Only 6% is in the hands of private farmers and urban dwellers with small household plots own 4%. Property rights over agricultural land remain subject to heavy restrictions. Small-scale privatization By the end of 1995 more than 100,000 state-owned small-scale businesses (with less than 200 employees) had been transferred to private hands. The overwhelming majority of these were in the retail trade, public catering and consumer services sector, where private entities account for 80% of activity. The size of the private sector The non-state sector, including all corporatized enterprises irrespective of the share of state ownership, accounted for 70% of GDP and 60% of employment by the end of 1995. Forecast for 1996 Financial assets will be the main instrument of privatization in 1996. The share of facilities sold at auctions and commercial and investment tenders and privatized by the redemption of leased property and sale of immovables and land will grow. The development of the stock market will be based lagerly on demand from Çstrategic investorsÈ interested in high profitability for their investments and the gaining of control over enterprises.

A Response to “How Teachers Make Children Hate Reading” Essay

Summary: John Holt is a former teacher who shares personal anecdotes in his essay â€Å"How Teachers Make Children Hate Reading.† Holt remembers taking a traditional approach to teaching as a beginning elementary school teacher. He initially thought that quizzing students over assigned readings and requiring them to use a dictionary to look up unfamiliar words was a best practice. However, a conversation with his sister challenges him to think critically about the effectiveness of his style, and he realizes his â€Å"methods were foolish† (359). An avid reader, Holt recalls he never looked up words in a dictionary as a child, but the lack of a dictionary did not make him any less intelligent or appreciative of language. He, like many other literate people he met, developed his vocabulary by encountering the same words â€Å"over and over again, in different contexts† (359). Holt’s understanding of what it takes to nurture a love of reading in children from an early age evolves throughout the essay. He argues that reading would be a more enjoyable experience for children if parents and teachers allowed children to read stories that interest them and not expect them to understand every word or interpret every meaning behind it. Critique: I discovered several strengths and weaknesses in Holt’s argument. I agree with him that it is unrealistic to expect children to look up words in a dictionary to appreciate words. Holt is not against using a dictionary as long as the reader uses it practically to look up words that interest him or her. To look them up in order to fulfill an assignment, however, will not promise vocabulary development. It is possible that forcing words upon a beginning reader will do more harm than good. For most children, learning how to read is similar to learning a new language, and this skill set improves with practice and patience. I also agree when he says we must s careful not to embarrass students if they make mistakes; this method usually causes the student to give up altogether. However, Holt’s argument at times seems biased and over generalized. For example, he asserts â€Å"that for most children school was a place of danger, and their main business in school was staying out of danger as much as possible† (360). His implication that children hate reading because they fear making mistakes is valid, but I disagree that most of them view their teachers as literary predators. Children’s attitudes about reading and education in general are affected by a number of factors such as learning styles, personality, the acquired habits, and intrinsic and extrinsic motivation. To place the blame on â€Å"us† teachers in his inclusive comments about how we humiliate and shame children through our teaching methods is unfair because I can think of several examples where this is not always true or was not necessarily true during the time he wrote the essay. His suggestions about how teachers should assess and evaluate student writing contradicts many of the modern teaching guides I have read, which posit that holistic grading includes teacher and student feedback. Application: Holt’s essay allowed me to think critically about my own teaching methods and reflect on what has worked successfully in the classroom and what has not. Many college students take English because it is a requirement and their attitudes toward writing are much like the freshma n that Holt describes in the conclusion of the article. They are very anxious about their writing even if they are strong writers, and they seldom write for pleasure rather than for necessity. Holt discourages teachers from using reading as a tool for public humiliation and promotes student-centered learning, which I advocate. While I realize there are students who depend on being told exactly what to do for each assignment they are given, I have observed that most students thrive when they have control over what they learn and discover new ideas independently and collectively. This is type of learning is supported by positive reinforcement. Rather than settling on any one way to motivate students, I realize that effective learning comes from an array of different approaches, and sometimes old-school teaching methods still are useful. Works Cited Holt, John. â€Å"How Teachers Make Children Hate Reading.† The Norton Reader. Eds. Peterson, Linda et. al. 13th edition. New York: W.W. Norton & Company, 2012. pg. 358 – 366.

Life is like a box of chocolates Essay

At first glance the quote ‘life is like a box of chocolates seems’ rather silly. How could such a large and complicated concept such as life be compared to something as small and simple as a box of chocolates? There have been two opposing viewpoints in regards to the meaning of this quote, and each viewpoint comes about by a different analysis of what life and chocolates represent as well as what they mean in today’s world. The conclusion to the question can only come about through a thorough examination of the quote itself along with its possible entailments to see what both groups of people deem important and what they choose to ignore. Both arguments seem to work well to counter the other and show the flaws in the other explanation’s theory. According to the World Book Encyclopedia, life is ‘a state, existence, or principle of existence conceived as belonging to the soul.’ Most people, when questioned about life would not have a very clear or concise answer because life is not something that is wholly tangible. In general life is considered to be everything that happens to a person from the moment they are born to the moment they die. All of their interactions with the world and all of their thoughts and actions. There does not seem to be any plan or order to these events, just everything that happens. Everything. Life is a long process with good, bad and indifferent points. According to the World Book Encyclopedia, a box is ‘a container, usually with four stiff sides, a bottom, and a lid to pack or put things in,’ and chocolate is ‘a substance made by roasting and grinding cacao seeds.’ A box of chocolates would logically be a container which holds cacao products. A scientific dissection of a box of chocolates would show a box (usually rectangular or heart shaped) filled with anywhere from one to dozens of small, individually wrapped chocolates. Usually the type of chocolate and the filling of each individual varies inside a given package. In America however, a box of chocolates means much more then this simple addition of definitions and a direct visual analysis would lead one to believe. A box of chocolates, in our referent system, is a symbol. It generally symbolizes  love, and through metonymy, has been made to mean love. When a gift of a box of chocolates is given on Valentine’s Day, it more than symbolizes love, it actually means love. The meanings have become blurred over the years as chocolate has become a standard gift. It is not an original thought to give someone chocolate, but more a means of showing love. Not an act of love, but merely an expression of love. The first group of people generally finish the simile ‘life is like a box of chocolates’ with the conclusion ‘you never know what you’re gonna get.’ This group views all the meanings of life and of the box of chocolates and found the best compilation to be that both in life, and in chocolates, there is randomness and a lack of order. When a person walks out of the front door of his house on a Monday morning, there is no way for him to know if he is going to find a hundred dollar bill tucked under his doormat, or a large meteor that has fallen and crushed his car. It’s hard to know if a day is going to be a good day or a bad day, you just know that it will be a day. The same holds true for eating a box of chocolates. When you open a box of chocolates, there are rows of non-differentiated chocolates. They all look the same, and yet you know some are filled with cream, some with caramel and some with coconut. When you pick one up, much like when the man opens his front door, there is no way of knowing if you will get a good chocolate (cream) or a bad chocolate (coconut), you just know you’ll get a chocolate. For both examples it will not be easy to tell if it was good or bad until the chocolate, or the day, has been completed. You never know what will happen. The second group of people generally finish the simile ‘life is like a box of chocolates’ with the conclusion ‘a thoughtless perfunctory gift that nobody really wants.’ This group takes up an opposing analysis and says that the important part of chocolates is not the randomness of them within the package, but instead the symbol that people don’t really think in life, but instead just perform as they are expected to. Since chocolates have come to mean love, people no longer do creative things to express their love. They simple buy chocolates. Once the chocolates are delivered, then what. People don’t actually want the chocolates, they want the love. Since the chocolates  have assumed the meaning of love, the chocolates themselves go to waste. Who wants to eat their love? Instead of being eaten immediately, as chocolates are truly intended to be, they are showed to friends and relatives, and eventually put on a shelf or in a cabinet. They will get eaten if someone shows desire, but it’s not important. Under this interpretation, life is pointless and merely for show. People don’t do things because it is what they feel that they should, people do things because they are expected to (just as the lover is expected to give chocolate). It is better to put up an lofty facade, then to be true and honest to the people around you.

Conflict Process and Management

Conflict Process Managing Conflict Case Studies Organizational Conflict Nidhi S Kohli 123720 R L Aparna 123716 Manisha K 123717 Priyanka G 123726 Swetha Joshi 123734 Sri Lakshmi 123732 CONTENTS 1. INTRODUCTION 1. CONFLICT PROCESS i. Stephen. P. Robbins’s Classification ii. Ashwattapa’s Compilation 2. MANAGING CONFLICT * Conflict Resolution Techniques * Conflict Stimulation Techniques * Types of Conflict and Resolution 3. CASE STUDIES i.Maruti Suzuki – Manesar Plant * Introduction * Findings * Suggestion & Conclusions ii. Indian Health Care Organization * Introduction * Findings * Suggestion & Conclusions 4. BIBLIOGRAPHY Introduction Conflict Defined It is a process which begins when one party perceives that another party has negatively affected, or is about to negatively affects, something that the first party cares about. Two main Schools of Thought * Traditional View A Belief that all conflicts are harmful and should be avoided. * Human Relations ViewBelief tha t conflict is natural and an inevitable outcome in any group. It is not only a positive force but is also necessary for a group to perform well. CONFLICT PROCESS (As proposed by Stephen Robbins) Stage 1: Potential Opposition or Incompatibility: * The first step in the conflict process is the presence of certain conditions that create opportunities for conflict to arise. * They need not lead directly to conflict, but one of them is necessary for conflict to arise. * These are the SOURCES of conflict. They can be broadly classified as: i. Communication Semantic difficulties, misunderstandings, and â€Å"noise† * Semantic difficulties arise as a result of difference in training, selective perception & inadequate information about others. * Potential to conflict arises in case of information overload or when information is too less. * Differing word connotations, jargon, insufficient exchange of information & noise in the communication channel are antecedent conditions to conflic t. * The filtering process as information is passed through different levels of organization offer potential opportunities for conflict to arise. i. Structure * Size and specialization of jobs The larger the group & more specialized its activities, the greater the likelihood of conflict. The potential of conflict is greatest when group members are younger & turnover is high. * Jurisdictional clarity/ambiguity The greater the jurisdictional ambiguity in precisely defining responsibility for actions, the greater the potential of conflict, as it increases inter-groups fighting for control of resources & territory. * Member/goal incompatibilityGroups within organizations have diverse goals. This diversity of goals among groups is a major source of conflict. * Leadership styles (close or participative) Tight & continuous observation with general control of other’s behaviors increases conflict potential. Also, research points out that participation & conflict are highly correlated, because participation encourages the promotion of differences. * Reward systems (win-lose) Conflict is created when one member’s gain is at another’s expense, especially in a group.But, if a group is dependent on another group, opposing forces are stimulated if one’s gain is at another’s expense. * Dependence/interdependence of groups iii. Personal Variables * Differing individual value systems: The most overlooked variable is social conflict, i. e. differing value systems. They are differences such as prejudices, disagreements over one’s contribution in the group and rewards one deserves and the likes. * Personality types: Having employees with different or opposing personality type, may lead to conflicts.Eg: Individuals who are dogmatic and highly authoritarian and who demonstrate low esteem may lead to potential conflict. Stage 2: Cognition and Personalization: If the conditions cited in stage 1 negatively affect something that one party cares about, then the potential for opposition or incompatibility becomes actualized in the second stage. The antecedent conditions can 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 perceived does not mean that it is personalized. Example: A may be aware that B and A are in serious disagreement†¦ but it may not make A tense or anxious, and it may have no effect whatsoever on A’s affection towards B. It is at the felt level, when individuals become emotionally involved, that parties experience anxiety, tension, frustration or hostility. IMPORTANCE OF STAGE 2:It is where conflict issues tend to be defined. It is the stage where the parties decide what the conflict is about. As a result this â€Å"sense making† is critical because t he way a conflict is defined goes a long way 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 get the increase in pay you want, there will be just that amount less for me- I am going to be far less willing to compromise 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 play a major role in shaping perceptions. As they are classified into two: i) Negative emotions- to produce over simplification of issues, reduction in trust, and negative interpretations of the other party’s behavior. ii) Positive emotions- to increase the tendency to see potential relationships among the elements of problem, to take a broader view of the situation and to develop more innovative solutions. Stage 3: Intentions:Intentions are decisions to ac t in a given way in a conflict. Intentions intervene between people’s perception and emotions and their behaviour. The dimensions of intentions are: * Cooperativeness (the degree to which one party attempts to satisfy the other party’s concerns) * Assertiveness (the degree to which one party attempts to satisfy his or her own concerns) Using these two dimensions five conflict handling intentions can be identified. When concern for the self 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 person seeks to satisfy his or her own interests regardless of the impact 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 discipline a staff member. In addition this style may be required when â€Å"you know you are right† is an issue. ) Collaborating: A situation in which the parties to a conflict each desire to satisfy fully the concerns of all the parties. In collaborating, the intention of the parties is to solve the problem by clarifying differences rather than by accommodating 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 approach requires the following conditions: * The parties to a conflict 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 realize that the conflict issue can make an effective contribution to the quality of human relationships if the issue is solved through a supporting and trusting cli mate. A critical concept is here that no blame is assigned to anyone and the issue is kept in focus. It is time consuming and may be costly when many individuals are involved. It can be used in following situations: * When there is a high level of trust When you don't want to have full responsibility * When you want others to also have â€Å"ownership† of solutions * When the people involved are willing to change their thinking as more information is found and new options are suggested 3) Avoiding:  A person may recognize that a conflict exists and want to withdraw from it or suppress it. Avoiding includes trying to just ignore a conflict and avoiding others with whom you disagree. Avoiding might take the form of postponing an issue for a better time or simply withdrawing from a threatening issue.An avoiding style may reflect a failure to address important issues and a tendency to remain neutral when there is a need to take position. It can be advisable in situations like: * When more information is needed to take a good decision * When you desire that people should cool down so that they regain their perspective after which tension may be handled properly and productively * When someone else can resolve the conflict more effectively 4) Accommodating: when one party seeks to appease an opponent, that party may be willing to place the opponent’s interests above his or her own.One party is willing to be self-sacrificing in order to maintain the relationship. This style is low in assertiveness and high in cooperativeness. A person who uses this style may be showing too little concern for personal goals as a result it may lead to lack of influence and recognition. The conflict is resolved without each party to a conflict presenting 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 val ued then a conflict issue ) Compromising: A situation in which each party to a conflict is willing to give up something. Compromise is a common and practical approach to conflict management, in which two equally strong 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 resolving the conflicts. Conclusion: Intentions provide general guidelines for parties in a conflict situation. They define each party’s purpose. Yet people intention 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 conflicting parties. * This conflict behaviour is clear attempts to implement each party’s intention. * It is a dynamic process of interaction with a continuum. * Outcome maybe functional-improving group performance OR dysfunctional-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 reasons made by the conflicting parties. These conflict behaviours are usually overt attempts to implement each party’s intentions, but they have stimulus quality that is separate from intentions. As a result of miscalculations or unskilled enactments, overt behaviour sometimes deviates from original intentions. * It helps 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. * All 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 quest ioning 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. Functional -improving group performance. Dysfunctional -hampering group performance. For the most part, conflicts that reach the upper ranges of the continuum are almost always dysfunctional. Functional conflicts are typically confined to the lower range of the continuum.STAGE V: Outcomes: The action-reaction interplay between the conflicting parties results in consequences or outcomes. These outcomes may be: * Functional in that the conflict results in an improvement in the group’s performance, or * Dysfunctional in that it hinders group performance. Functional conflict: A functional conflict is a confrontation between groups that enhances and benefits the organization’s performance. * For example, two departments 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 means to achieve it. * Whatever 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.Dysfunctional 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 often turn into harmful ones. In most cases, the point at which functional conflict becomes dysfunctional is impossible to ide ntify precisely. The same level of stress and conflict that creates a healthy and positive movement toward goals in one group may prove extremely disruptive and dysfunctional in another group.A group’s 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 police and fire departments would have different points where functional conflict becomes dysfunctional than would organizations such as universities, research and development firms, and motion-picture production firms. Conflict can be considered as functional or dysfunctional depending on its effects 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. Changes within Groups: Within groups engaged in confl ict, the following changes are often observed: 1. First, external 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. Increased 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 emphasis on loyalty. 3. Ongoing conflict also stimulates an emphasis on task performance. All efforts within each conflicting groups are directed towards meeting the challenge posed by other groups, and concerns about individual satisfaction lose importance. 4. A sense of urgency surrounds task performance; defeating the enemy 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 hardened â€Å"we-they attitudes†. Each group sees itself as virtuous and other groups as enemies. 2. During conflicts, the perceptions of each group’s members become distorted. Group members develop stronger opinions of the importance of their unit. The marketing group in a business organization may think, â€Å"Without us selling the product, there would be no money to pay anyone else’s salary†. * The production group, meanwhile, will say, â€Å"if we don’t make the product, there is nothing to sell. † 3. The final change between groups is decreased communication. This can be extremely dysfunctional. The decision-making p rocess 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 Conflict 4. Manifest 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, etc, do not automatically create conflict. But when they exist, they make it possible. Latent conflict often arises when a change occurs. Conflict is 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. * Int erdependent 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). * Unresolved 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 being overly threatened. 3. Felt Conflict: At this stage, parties become emotionally involved and begin to focus on differences of opinion and opposing interests- sharpening perceived c onflict.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 vary 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 organisation’s 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 ;resolve conflict through open discussion| Super ordinate goals| Creating a shared goal that cannot be attained without the cooperation of each conflicting party| Expansion of resources| Expansion of resources can create a WIN-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 resolve the conflict, then communicates it to the conflicting parties| Altering human variables| Using behavioral change techniques, such as human relations training to alter attitudes ; behaviors that cause conflict| Altering structural variables| Changing formal organizational structure ; interaction of patterns of conflicting personalities thro ugh ob design, transfers, creating of coordinating positions etc| 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 managerial 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 Devil’s 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 – GROUP CONFLICT 4) INTER – GROUP 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 psyc hic 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 person’s thoughts, ideas, emotions, values and pre-dispositions. This type of conflict is important because we encounter it on a daily 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 needed to develop better relationships, gain an understanding of oneself, increase resolution skills and avoid negative and damaging reactions.Intra personal conflict can be disruptive and stressful 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 w hen there is incompatibility or inconsistency among an individual’s cognitive elements. It implies that a new cognitive element is at variance with a prior explanation or expectation. Causes: * Difficulty in making a decision because of uncertainty. * Individual’s 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 exclusive 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 not 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 blocked before a person reaches a desired goal. GOALS (Reduction of Drives ; fulf ills Deficiency) BARRIERS i. Overt ii. Covert DRIVE (Deficiency with Direction)NEED (Deficiency) ( DEFENCE MECHANISMS A. Aggression B. Withdrawal C. Fixation D. Compromise FRUSTRATION * An individual driven by an inner state of deficiency 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 one’s 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 external 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 trigg ers defence 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 mechanism situations. Goal Conflict: Goal conflict is more complex than conflict from frustration and occurs when the attainment of one goal excludes the possibility of attaining another. There are four major forms of goal conflict. They are: 1. Approach-Approach Conflict 2. Appro ach-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 satisfying one goal first, then the other- Eg. Eating first and then sleeping. * Alternatively, this conflict is resolved by giving up on one of the goals. Obviously, Approach-Approach conflict does not generate much anxiety. Unfortunately, Approach-Approach conflict does not always end as stated. Often, when the choice is made, â€Å"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 m ore weight to justify and validate the decisions made. 2. Approach-Avoidance Conflict: * This conflict occurs when an individual is simultaneously attracted to and repelled by a single goal object. * If the motive 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 dependency 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 compete with others and make a success of one’s own efforts. At the same time, one is taught to co-operate and be helpful to others. iii. Impulsive Expression vs. Moral Standards: All societies place some degree of regulation upon impulse control. Sometimes. A person’s 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 avoidance. 3. Avoidance-Avoidance Conflict: * This conflict occurs when an individual is forced 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 supervisor 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 increasingly repelling. Consequently, the person tends to withdraw, but when a person does this, he/she comes closer to the negative 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 pract ice, however, there are additional negative goals in the periphery of the situation and these prevent 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 desirable 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. Role 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 inconsistencies 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 even stronger sense of employee worthlessness. The manager’s hostility and attempts to control and punish become even more vigorous. STRATEGIES FOR R ESOLVING INTRA-PERSONAL CONFLICTS: Intra-personal conflict arises from frustration, competing roles, or goals having positive or negative aspects. 1. Conflict from Frustration: * To the extent that conflict from frustration results from blocked goal realization, removal of barriers (overt and covert) will help resolve this conflict. It is the manager’s responsibility to clear his employee’s 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 three 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 manager’s 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 (positive 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 cognit ive dissonance: having decided either way (approach or avoidance), the individual may defend 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 counseling 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 organizational member can be resolved by developing compatibility between his/her personal and organizational goals. * A realization that he/she is working 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 together 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, moving with pious people, and leading a disciplined life. U nfortunately, modern organizations are filled with people who are imbedded with rajasic or tamasic qualities. Hence, the absence of harmonious industrial relations. 2. INTER- PERSONAL CONFLICT:Too 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 flight (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 dispute. 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 it's negative and will hurt someone's feelings. People like this will lose out because they don't 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 that–win or lose. It's a type of conflict where just one person wins the argument while the other one feels bad. It's a game to those who view conflict as a battle to win at all times and at the expense of another person's loss. The win-lose app roach 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 strategy helps diffuse conflict, it may not be a permanent solution since the loser will tend to be bitter The following points make the strategy more clear: * There is a clear â€Å"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. * There 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 th e 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, treat each other with respect, dignity and fairness. * Eliminating a defensive 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 other’s ideas and concerns, are willing 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 b asis. 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 other’s 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 Empathy  gives the message that you understand what the other is trying to say. You can do this in conversation by paraphrasing the words of the other person. * Exploration: Ask gentle, probing 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, â€Å"Are there any other thoughts that you need to share with me? † * Using â€Å"I† Statements: Take 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, â€Å"I feel pretty upset that this thing has come between us. † This statement is much more effective than saying, â€Å"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, â€Å"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 among the members of a group or its subgroups regarding goals, functions, or activities of the gro up. 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 attainment 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: * Task/Functional Groups: Fiedler (1967) classified task groups into three types according to the nature of task interdependencies among group members in attaining their group objectives. * Interacting grou p * Coaching group * Counteracting group * Project Groups 2. Informal Groups: These are further classified as follows: * Interest Groups * Friendship Groups Effects of Intra-group Conflict: * Quality and quantity of team performance are considerably higher in competitive than cooperative conditions, * Heterogeneous members and consequent 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: * Situation 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 pre-existing 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 organization's 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 â€Å"us† from â€Å"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 other's 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 foster 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 reconciles 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 organisations 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 organisation’s 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 one’s position has caused ripples elsewhere, 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 division’s 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 f ar apart as was first believed. With shared viewpoints on some issue, the ability to work towards a smoothen can help reduce the intensity 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 automobile company * Publicly listed automaker in India * First to mass produce and sell more than million cars The company's 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 framewo rk 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 competitor’s 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 attend nature’s call * The managers and supervisors resorted to use of derogatory and abusive behaviour constantly. * MANAGEMENTS APPROACH: * 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 a nd company’s productivity suffered almost 50% * Company’s goodwill marred Comparison 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 alternate conflict resolution strategy as per situation 2. Indian Healthcare Organization (A Case Study 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 CMO’s personal assistant (PA). As he approached the PA’s 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 approaching nearer, he went inside the PA’s room and reminded the PA of his appointment. At this Dr. Kapoor got very much irritated and annoyed for this interruption and shouted at him to leave the room, calling him an idiot. * Mr. Kumar was taken aback and felt crest fallen and started murmuring and came out of the room 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. Seeing 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 called 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 Theory 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. * Bo th the parties compromised in the end and let go of â€Å"adult ego†. | * Since it is a case of conflicting personalities, STAGE IV (Behaviour) 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, hopi ng 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 conflict are the participants. Actions to Undertake: * Ask each participant to describe specific actions they’d 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 faith in their ability to resolve their differences BIBLIOGRAPHY Books: Websites: