Chose an interesting topic Essay Example | Topics and Well Written Essays - 250 words

Chose an interesting topic - Essay Example This leads Alice to be even more frustrated than she was in earlier chapters. While on the surface the way of life in Wonderland seems strange to Alice, this is perhaps because she is not really at home. Not being from Wonderland means that she cannot really understand the mindset of the critters that reside in the area. In this way, she grows increasingly mad at the actions that are taking place around her, when she should be soaking up what is being said and trying to understand what is really happening. Take the fact, for example, that every question Alice asks in chapters six and seven is met with a nonsensical answer. This is completely alien to Alice’s way of life. She was raised, the reader is lead to believe, in a world that has purpose and direction. In her mind, Wonderland lacks both. Her questions, while logical in her former world, are actually illogical to the animals in Wonderland. In this way, the animals and Alice continue to go back and forth, until Alice is on the verge of giving up. It is quite interesting to watch this ‘battle of the minds’ and consider how it will play out through the remainder of the

Prader willi syndrome Essay Example | Topics and Well Written Essays - 1000 words

Prader willi syndrome - Essay Example However it is believed that the disease occurs in the children whose family shows history of chromosomal aberrations (Kumar et al 2005). Signs and Symptoms The signs and symptoms of Prader Willi syndrome change over time as it is seen that toddlers and adolescents behave differently when suffering from it. The infants suffering from the syndrome have a poor muscle tone with poor reflexes such as the sucking reflex. They also suffer from lethargy and usually have a retarded growth. As these children grow up they show different signs and symptoms. The toddlers show delayed development of the body lacking language and walking skills. The toddlers also show behavioral problems such as high temper and rudeness. As the child further grows up he faces from other problems. The primary problem that these children face is obesity which is caused by the increasing urge to eat. The behavioral problems with the children have worsened by this time and they tend to be more inflexible. These childre n also face learning disabilities because of which they are not competitive enough. They also show loss of sexual functions which is because of the loss of hormones in these children (PubMed Health 2009; NYU Languone Medical Center). Diagnosis The diagnosis of children with Prader Willi would be done on the basis of the symptoms of the disease. Hypotonia and almond shaped eyes are some of the symptoms which can lead to the diagnosis of the disorder. In some male infants it is also seen that they have an undescended testis which is a characteristic feature of the Prader Willi syndrome. The laboratory tests can further help to confirm the onset of the syndrome in a child. The tests would confirm the level of obesity in the child. Abnormal glucose and insulin tests are used to confirm the level of obesity. The level of hormones is also checked in the child to confirm that he is suffering from the syndrome. Children with Prader Willi syndrome show decreased functionality of the sexual h ormones (Mayo Clinic 2011; Pub Med Health 2009). Treatment of the Prader Willi Syndrome Many researches are being carried out to find out the viability of the treatment options offered to treat the syndrome. It has been found that these treatment options help in improving the conditions of the children suffering from the syndrome. Children suffering from the syndrome usually suffer because of their low caloric diet and thus their diet should be maintained such that their body can grow with ease. Hormonal treatment is considered to be one of the most important in treating the Prader Willi syndrome. Research has shown that growth hormone is very effective in treating children with the Prader Willi syndrome. The treatment of the syndrome by growth hormone in United States was approved in the year of 2000 and ever since the treatment option is considered by many of the physicians. Growth hormone helps to decrease the bodily fat and increase the metabolic rate of the body. Hence in other words the hormone helps to decrease the level of obesity in the children. However on the other hand research has also shown that in some cases growth hormone may worsen the condition of these children. Sleep Apnea or difficulty in breathing while sleeping can be triggered because of growth hormone therapy. It is because of these side effects that in some cases it is recommended that a growth hormone therapy is not given to the child suffering from th

Photography Assignment Example | Topics and Well Written Essays - 250 words - 1

Photography - Assignment Example Photograph 2-2 shows a picture of a bride. It talks about shooting wedding photographs like any other professional without having to retake the shots. It’s all about passion and then getting the right shot and having confidence in yourself. In photo 3-3, shooting on a tripod stand makes the camera still and steady. This provides a chance to capture tack-sharp shots. Therefore, the quality of the tripod comes a long way in ensuring one gets shots like a pro. In order to get those quality photos one has to invest much on the accessories that accompany any shooting. In photo 3-4, it’s not only about changing the camera settings, but also getting the right equipment and more so what the pros use. Photograph 4-2 shows a ball head, which is used to position a camera at any angle with one turn of the knob. Like a tripod, a good ball head comes with a price which is worth. Photo 5-2 describes how a release cable allows one to get a tack-sharp shot. The cable is attached to the camera and upon pressing of the button the photo is taken without necessarily pressing the shutter on the camera which would otherwise compromise the sharpness of your photos. Photo 5-3 details the B&H as trusted dealers in camera and all accessories because of their professional photographers who offer the best advice and have cheaper more quality products that meet a photographer’s needs perfectly. Another technique of getting a sharp photo, especially in the field is using â€Å"The Death Grip’. As depicted in photo 6, holding a camera with the strap twisted on one’s arm and wrapping it around the wrist gives extra stability and hence clear

Environmental Pollution Essay Example for Free

Environmental Pollution Essay Environmental pollution is the biggest menace to the human race on this planet today. It means adding impurity to environment. The environment consists of earth, water, air, plants and animals. If we pollute them, then the existence of man and nature will be hampered. It is true that trees are being cut down rapidly. Our earth is becoming warmer. If pollution continues, the day is not far when our earth will be a boiling pan and become a desert. Or it will be covered with sea water causing destruction of mankind. Pure air is always needed for inhaling. If we take pure air, our health improves. On the other hand impure air causes diseases and impairs our health and causes our death. Smoke pollutes the air. It is the root of air pollution. The smoke which is discharged from industries, automobiles and kitchens is the mixture of carbon monoxide, carbon dioxide, methane etc. These are all poisonous gases. These cause lung-cancer, tuberculosis etc. which take a heavy toll of life. The glaring incident is the Bhopal gas leak in December 1984. Thousands of the residents of Bhopal died due to lungs problem which was caused by methylamine gas from the Union Carbide Plant. The garbage emitting foul smell, the decaying plants and animals also cause air pollution. Hence the doctors advise the patients having lungs trouble to settle in some rural places because the air of villages is pure and free from population. Then comes sound pollution. The harsh sounds of buses, its, mopeds etc. affect our power of hearing and causes fart trouble. It has been reported that there are two villages named Biraspalli and Devadas Palli near Dum Dum airport m Calcutta where a large number of people have lost their power of hearing. This is because of the frequent sounds of planes coming in and going out of Dum Dum Airport. The evils of sound pollution can be imagined from this example. The water of rivers and seas is being constantly polluted all over the world by various dangerous chemical and biological wastes. Mills and factories discharge very harmful waste waters into many rivers and sea. The water of the Ganges flowing by the side of both Varanashi and Calcutta is extremely polluted and contains all sorts of dangerous bacteria. It is really very strange and laughable that large number of the Indians regard this water as holy. They even drink this water for salvation. There is no doubt that the fish that grow in such waters are poisonous too. Reckless application of chemical fertilizers, insecticides and pesticides pollutes the soil. Vegetables and fruits are quite injurious today, because they contain the poison of insecticides and pesticides. If the air we breathe, the water we drink and the soil which produces our crops, vegetables and fruits, all become more and more impure, then our chances of good health and longevity will be very less and less. Environment pollution is a serious menace to our existence. Realising the danger, we must plant trees in large number to absorb impure air. Impure water from industries can be sent back for purification and then it can be used for irrigation purpose. Our government is well aware of the fact and is taking steps to save environment from pollution. We have also I minister to look after the environment.

Executive Summary Of The Nestle Company Business Essay

Executive Summary Of The Nestle Company Business Essay Business is a never ending race and in the fast running world of business, there is variety of products and shops, showrooms, setups and etc. The main purpose of this report concerns the research managing conflicts in organization. The organization that is chosen for our research report is NESTLE. Data and observation analysis, recommendations for managing conflicts is also discussed. The methods used for collecting data for this report are surveys, questionnaires, personal observations, personal interviews, newspapers, internet etc. In the first section, we had given an introduction about the chosen organization NESTLE and then a brief description about nature of conflict in the organization and its various types and causes of conflict. The second section is consists of literature review, in which we had discussed the theories and research papers of different researchers where they explain about conflicts and its causes in an organization and moreover how an organization can prevent those conflicts with best possible solution. The third section comprises of research methodology, research nature, data collection techniques and sampling method. In section forth we have scrutinized the primary data by different graphical and statistical tools. In final section we have given possible conclusions along with recommendations. CHAPTER # 1 1.1: INTRODUCTION TO NESTLE Nestle was founded in 1866 by Henri Nestle with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.2: PURPOSE OF RESEARCH The purpose of the research is to find the variable which has leads towards conflicts in Nestle Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestle and, secondly, to manage conflicts in Nestle organization. 1.3: BACK GROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestle). 1.4: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. In political term CONFLICT can refer to revolution or struggles, war, that may involve the use of force named as armed conflict. Without proper social resolution, conflicts in social settings can result in stress among stakeholders. When an interpersonal conflict does occur, the effect of it is often broader than two individuals involved, and can affect many associate individuals and relationships, in more or less adverse and sometimes even humorous way. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal-seeking capability. One should not confuse the distinction between the presence and the absence of conflict with the difference between co-operation and competition. In competitive situations, the two or more individuals or parties have mutually inconsistent goals, either party try to reach their goals it will undermine the attempts of the other party to reach theirs. Therefore, competitive situations by their nature cause conflict. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. A clash of values, interest, actions often sparks a conflict. Conflict also refers to the existence of that clash. Psychologically, conflicts exist when the reduction of one motivating stimulus involves an increase in another, So that a new adjustment is demanded. Even when we say, theres a potential conflict we are implying that there is already a conflict of action though a clash may not yet have occurred. 1.5: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.6: LEVELS OF CONFLICT 1.6.1: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.6.2: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.6.3: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.6.4: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.7: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict . 1.8: CAUSES OF CONFLICTS 1.8.1: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.8.2: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organisation need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organisation needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.8.3: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.8.4: Personal factors 1.8.4.1: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.8.4.2: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.8.4.3: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.8.4.4: Physical This escalation results from anger or frustration. 1.8.4.5: Verbal This escalation results from negative perceptions of the annoyers character. 1.9: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.9.1: Accommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.9.2: Avoidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.9.3: Collaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.9.4: Compromise Finding a centre point where each party is partially satisfied. 1.9.5: Competition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.1: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. The researcher found a possible solution; it is obvious that a perfect communication system is unlikely. But also perfectio n like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers say that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers, we will take help from different researches but our group decided that we will follow the research of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.1: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.2: data collection We will be collecting our data by using two sources which are as follows. 3.2.1: Primary data Our primary data is collected through conducting interviews and designed questionnaires from managers and employees of Nestle. 3.2.2: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.3: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestle organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. We have analyzed our data through frequency tables and bar charts. 4.1: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.2: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.3: ANALYSIS OF QUESTIONNAIRES 4.3.1: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.3.1.0 Graph: 4.3.1.0 2) There is a free flow of communication among the employees:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.3.1.1 Graph: 4.3.1.1 3) Employees are properly informed about decision taken?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.3.1.2 Graph: 4.3.1.2 4) There is a consistency among the management policies:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.3.1.3 Graph: 4.3.1.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.3.1.4 Graph: 4.3.1.4 4.3.2: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.3.2.0 Graph: 4.3.2.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.3.2.1 Graph: 4.3.2.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.3.2.2 Graph: 4.3.2.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.3.2.3 Graph: 4.3.2.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.3.2.4 Graph: 4.3.2.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF NESTLE The nature conflicts found out through the personal (unstructured) interviews and through questionnaire with the director the manager of NESTLE Peshawar are as follows: The first thing, which was found was the lack of training given to the employees, they said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time they said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, he said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the manager the top management on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation, salary decisions, then, there may be conflicts, these must be taken by the top management. The manager of NESTLE also raised the point of communications problem. They believe that every informations must communicate from their tables.. If in any case any employee bypasses the manger, there may be a conflict between them. He also said that there is no need of any employee who bypasses the manager to access to the top management. Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The manager presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the manager Some of them had a bit different views. He held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. He said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. He also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the resentment from the employees due to Ethnic affiliations to some dresses. They was strongly in favor of Coordinator, he said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.1: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, theoretical framework, , taking samples (convenience) analysis of the data gathered, some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top, middle lower management were totally contrary with each other. For this purpose the structured interviews were conducted and intentionally the format of the questions in interview and questionnaires were kept same. That made the deductions possible by comparing the non verbal responses and the rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important and it justifies the hypothesis. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to NWFP are very low tempered. Their frequency of jobs switching is higher than o

Conditions that Influenced Sino-Soviet Involvement in the Vietnam War :: Vietnam War Essays

Conditions that Influenced Sino-Soviet involvement in the Vietnam War In 1954 the Communists in North Vietnam reached a turning point in their history. The French defeat at Dien Bien Phu was a turning point in the history of this country. Free from the oppression of foreign countries the Communists of the DRV were freed to turn their attention to the task at hand; the infiltration and subjugation of South Vietnam. The influence that both China and the Soviet Union had on this fledgling government was substantial. Without the necessary material, logistics, and support the Communist victory in South Vietnam would never have come about. This paper looks to examine the motives that both the Chinese and Soviets had in their commitment to supporting the DRV in the Vietnam War. In dealing with the motives of both China and the Soviet Union it is also important to keep in mind the conditions of the world in this time period, 1950-1975. Both foreseen and unforeseen events would alter the respective policies of each country. In observing these events, this paper will take a chronological prose; history will be dealt with as it was made. In this style of analysis it is possible to shed some light on a seemingly confusing array of foreign policy's that even till today are hard to rationalize. China and the Soviet Union altered their obligation and support levels to North Vietnam according their policies and the history that those decisions produced. The United States will provide a backdrop to the Sino-Soviet involvement in Vietnam. This will provide insight into the relative positions that China and the Soviet Union took in North Vietnam. To both of these countries the United States represented 'the other side'. This is to say that the ideologies of both socialist countries depicted America as the opponent. In ideology this is true; capitalism was the precursor to a more egalitarian socialist society. This was to prove more so for the Chinese Communists, but that will be explained later. It is safe to say that both countries were able to rationalize their actions by telling the world they were defending one of their 'brothers' from an imperialist power. When making reference to the United States as the 'other side' it is crucial to remember that this analogy is only relative to the shifting relationship that each country would experience with the U.S. as the Vietnam War escalated.

Courage in to Kill a Mockingbird Essay

One likes to think of a hero, as strong, brave, and meeting all challenges head on. All the characters in this book have a different view as to what courage is, and they all show it in different ways through their everyday lives. Younger characters, like Jem and Scout, see the physical aspect of it, whereas Atticus believes this to be an extremely weak form of courage. He believes in the mental quality of courage. The ability to be in minority and not back down and to be able to change; he admires Mrs. Dubose for her acts of courage that are against all odds. For a younger character, like Scout, courage is often associated with a physical act that is usually dangerous. It is hard for young children to realize that courage can be shown in other aspects of life. Scout sees an example of courage in her father when he shoots the mad dog Tim Johnson (pg. 101). Although Atticus does not think of it as very courageous, Jem and Scout are proud of their father and the courage he showed in this dangerous situation. Atticus views courage on a more intellectual level, as a moral thing not something that can be proved with a weapon. Later on in the story, Jem and Scout encounter the vindictive, spiteful Mrs. Dubose who often shouts out racism directed at the passing children because of Atticus’ job. At one point she proclaimed, â€Å"Your father’s no better than the niggers and trash he works for! † (pg. 111). When she blatantly made Atticus an object of ridicule like that, Jem decided that the best way to settle things was to ruin Mrs. Dubose’s camellias. Since he could not attack Mrs. Dubose directly, Jem decided to go for something close to her. He is committing a physical act of retaliation, which led to her suffering mental pain yet again. It was a cowardly act, for he dared not step up and confront her. After Atticus heard about this stunt, Jem was made to read to her every afternoon for a month. He now needed mental valour, and he did find it more difficult to source this than the physical bravery he was used to displaying. This is made apparent by him refusing to walk past her house alone, and because Jem was at first terrified of going to see her. Mrs. Dubose was a very sick woman, and had used morphine to ease her pain but was now addicted. It was her goal to leave the world â€Å"beholden to nothing and nobody† (pg. 120). She displayed what Atticus refers to as â€Å"real courage. † (pg. 121). She showed â€Å"real courage† because she does not have the luxury of standing there with a gun pointed at her addiction. One single attempt could not free her from the addiction. Rather, it had to be a many staged process over an extended period of time. It was shear determination and â€Å"real courage† that allowed her to accomplish her goal. It was not until after she died that Atticus explained to Jem and Scout how courageous the woman was because she knew she was dying but was still determined to die free of the morphine. She fought against great odds, even though she knew that she would surely die. Atticus tells his children that he wanted them to see â€Å"what real courage is, instead of getting the idea that courage is a man with a gun in his hand. † He also says that she was the â€Å"bravest person he ever knew. † (pg. 121) â€Å"Real courage† is when you fight for what is right regardless of whether you win or lose. Atticus Finch demonstrates â€Å"real courage† several times throughout the novel, in addition to the lessons that he teaches his children. The largest and most important example would be the trial of Tom Robinson. When Atticus took the case, he went up against Maycomb, a generally prejudiced town, in order to defend Tom. He understood that taking the case would make him an object of ridicule and that no one would forgive him for believing a black man’s word over a white man’s. Even his own sister expresses disapproval at his decision, practically telling him he was bringing disgrace to the family. Nevertheless, no matter how much his reputation suffered, he did not change his mind. Standing up for his morals and ethics was more important than what people thought about him. From the very start Atticus knows he will not win the case however he does his job and finishes what he set out to do. Atticus’s strong sense of morality and justice motivates him to defend Tom Robinson with determination, giving it all he has. He shows this when he says, â€Å"Simply because we were licked a hundred years before we started is no reason for us not to try and win. † (pg. 82). He says this to Scout after she comes home from school angry at Cecil Jacobs for making fun of Atticus in the schoolyard. Atticus tells her to fight with her head instead of her fists. He wants the people of Maycomb to hear the truth about Tom, â€Å"That boy may go to the chair, but he’s not going till the truth’s told. † (pg. 159). Atticus is putting everything a man holds dear, dignity, respect, honor and status, on the line to protect Tom. He later shows more bravery when he goes to the jailhouse to protect Tom from a mob. Without thinking twice, he rushed to Tom’s aid. He went willingly, knowing that if a mob did form he would be greatly outnumbered and would easily be beaten. Still, he put Tom’s well being ahead of his own welfare. While serving justice, Atticus also showed great courage. For example, he did not go along with Heck Tate when he told a lie about what really happened the night Bob Ewell was found stabbed to death. Atticus put his life and career on the line because he knew that, as an officer of the court, withholding information from an investigation could have gotten Mr. Tate thrown into jail. Nonetheless, like many times before, doing what was right and fair prevailed in Atticus’s way of thinking. In addition, Atticus went against his moral code and principles he had always upheld before, when Atticus is faced with the decision of abiding by the law or breaking it in order to do the right thing. He knew that incarcerating a man like Arthur Radley would have been unforgivable, especially after Arthur had just performed a great deed by saving his children’s lives. He knew that exposing him would be an awful way of repaying him; it would have been like â€Å"shooting a mockingbird. † Therefore, Atticus chose to protect Boo from the public eye rather than abide by the law and his â€Å"honest† judicial ways he was so accustomed to follow. Sometimes it takes even more courage to set a new level of morals than to stay in one’s comfort zone. (pg. 297-302). The courage to change habits and thoughts is very important, because not everyone is able to do it. A very good example of this courage is when Atticus asked Scout not to fight anymore. â€Å"When I committed myself to this act of cowardice. Word got around that Scout Finch wouldn’t fight anymore, her daddy wouldn’t let her. † (pg. 97). That was a great act of courage because Scout used to fight a lot but as she had promised her father she would not fight anymore. Scout, like Jem does not want to disappoint Atticus, so she makes a change. In conclusion, Atticus shows praiseworthy courage and behaviour in many instances throughout the story, not by fighting or killing, but by standing up for what he believed in a civilized and determined way. His strongest motivation, however, were his children. He wants to be a good example for his kids and encourage in them a strong sense of moral value. One time Scout asks him why he had taken a case he knew he was not going to win and he responded by saying, â€Å"For a number of reasons. The main one is, if I didn’t I couldn’t hold up my head in town, I couldn’t represent this county in the legislature, I couldn’t even tell you or Jem not to do something again. † (pg. 82). In other words, he would not have been able to talk to his kids about justice and standing up for what one believes when he himself had not stood for what he believed in. The lessons taught by Atticus and Mrs. Dubose show Jem and Scout what it is to be courageous, to be able to change, to tell the truth and most importantly to stand up for their own beliefs. All qoutes from Lee, Harper, 1960, To kill a Mokingbird, London, Pan Books