Research Methods for Managers Dissertation Example | Topics and Well Written Essays - 4000 words

Research Methods for Managers - Dissertation Example Data Analysis 18 Organizational variables and gender 19 Organizational variables and the profile variables: age, civil status, ethnicity, socioeconomic status, position and work experience 19 3.7. Resources Needed 20 4.0. Timetable and References 4.1. Timetable 21 4.2. References 22 4.3. Bibliography 25 5.0. Appendices 5.1. The Research Instrument 26 5.2. Coding Guide for the Survey Responses 30 5.3. Interpretation Guide for the Organizational Diagnosis 31 An organisational diagnosis of General Guardian Insurance Limited using the Weisbord six-box model : Inputs for internal strategy formulation 1.0. Introduction In a general context, organisational diagnosis may be defined as a tool by which specific knowledge pertaining to reality in an organisation may be established in order to guide managers and other decision makers in understanding the organisation as well as its essential elements, and in formulating necessary interventions (Grave, Gimenez, Mendez & Crubellate, 2001). An orga nizational diagnosis may be likened to a general medical check-up where individuals submit themselves to, not because there are perceptible or felt symptoms, but as a precautionary measure for health promotion. However, more often than not, people undergo a medical examination just a little too late when symptoms of illnesses are already apparent. In this regard, the old cliche that â€Å"an ounce of prevention is better than a pound of cure† also proves true not only for humans but also for organizations. Organizational diagnostics, like medical doctors, are applicable both for routinary check-up or as inputs for the formulation of interventions when issues arise which tend to compromise the overall efficacy of an organization. 1.1. Background Guardian General Insurance Limited (GGIL) was established some nine years ago as a purely property and casualty insurer. GGIL is not, however, a newbie in the insurance market. In fact, GGIL can boast of its 50-year experience under th e wings of Guardian Holdings Limited (GHL). As the new millennium dawned, GHL acquired a couple of big insurance companies in Trinidad – the NEM Insurance Limited, which specialized in property and casualty insurance in Trinidad and Tobago; and the Caribbean Home Insurance, which also maintained health insurance portfolio in addition to their property and casualty business in Trinidad and Tobago and Barbados. To date, GGIL is the largest property and casualty insurer which is purely Caribbean owned (GGIL, 2010). In the most recent statement published by GGIL top executives, management straightforwardly reported a loss of 821 million dollars, the organization’s biggest loss in history (Jack & Mack, 2010). The two executives, however, assured their clients that the GGIL board of directors â€Å"have the ability to analyze, and the skill to execute, on good acquisitions† (Jack & Mack, 2010, p. 6). Additionally, Jack and Mack (2010) affirmed that experiencing losses in any business is not acceptable and that the size of the loss is definitely painful. The loss was also admitted to be self-inflicted as a consequence of poor judgement on one acquisition. In spite of these developments, GGIL was declared to remain ‘solid as a rock’. Meanwhile, Tam-Marks (2006) maintained that the insurance industry in Trinidad and Tobago is now being regulated through risk-based examinations, as opposed to the previous practice of compliance-based and transaction-testing examinations. The present regulatory framework in Trinidad and T

Study into the Variable causing conflict in Nestle

Study into the Variable causing conflict in Nestle 1.0: 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. 1.1: PURPOSE OF RESEARCH The study 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. This report will be helpful for students who want to conduct a research as well as the company improving or solving the problems. 1.2: 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). 1.3: 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. 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. 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. 1.4: 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. 1.5: LEVELS OF CONFLICT 1.5.0: 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. 1.5.1: 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. 1.5.2: 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. 1.5.3: 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. 1.6: 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 . 1.7: CAUSES OF CONFLICTS 1.7.0: 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. 1.7.1: 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. 1.7.2: 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. 1.7.3: Personal factors 1.7.3.0: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.7.3.1: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.7.3.2: 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. 1.7.3.3: Physical This escalation results from anger or frustration. 1.7.3.4: Verbal This escalation results from negative perceptions of the annoyers character. 1.8: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.8.0: Accommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.8.1: 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. 1.8.2: 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. 1.8.3: Compromise Finding a centre point where each party is partially satisfied. 1.8.4: 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 2.0: 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. According to the researcher, possible solution; it is obvious that a perfect communication system is unlikely. But also per fection 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 says 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 3.0: 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. 3.1: data collection We will be collecting our data by using two sources which are as follows. 3.1.0: Primary data Our primary data is collected through conducting interviews and designed questionnaires from directors, managers and employees of Nestle. 3.1.1: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.2: 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. 4.1: ANALYSING FOR CORRECTION OF DATA We had conducted unstructured interviews for analyzing of questionnaires which we had made for collecting data from employees and managers to check whether the answers given by them are right or wrong. We had found no matches; the interview opposes the answers given by them in questionnaires. We have analyzed our data through frequency tables and bar charts. 4.2: 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. 4.3: 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. 4.4: ANALYSIS OF QUESTIONNAIRES 4.4.0: 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: 4.4.0.0 Graph: 4.4.0.0 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: 4.4.0.1 Graph: 4.4.0.1 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: 4.4.0.2 Graph: 4.4.0.2 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: 4.4.0.3 Graph: 4.4.0.3 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: 4.4.0.4 Graph: 4.4.0.4 4.5.1: 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: 4.5.1.0 Graph: 4.5.1.0 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: 4.5.1.1 Graph: 4.5.1.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.5.1.2 Graph: 4.5.1.2 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: 4.5.1.3 Graph: 4.5.1.3 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: 4.5.1.4 Graph: 4.5.1.4 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 in Nestle found out through the unstructured interviews and through questionnaire with the directors the managers of NESTLE Peshawar are as follows: The first thing which found, was the lack of training given to the employees, managers 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 managers 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, manager 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 (directors) 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 managers the directors 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, and these must be taken by the top management (directors). The manager of NESTLE also raised the point of communications problem. They believe that every information must be communicated from their tables. If in any case any employee bypasses the manger, there may be a conflict between them. Manager also said that there is no need of any employee who bypasses the manager to access to the top management (directors). 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 managers presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the managers Some of them had a bit different views. Director 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. Director 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. One of the director 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 anger from the employees due to Ethnic affiliations to some dresses. Directors were strongly in favor of Coordinator, they 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 5.0: 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, 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 (Directors), middle (Managers) lower management (Employees) were totally contrary with each other. For this purpose structured questionnaires (covering both open ended and close ended questions) and unstructured interviews were conducted. That made the deductions possible by comparing the verbal and non verbal responses, rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important. 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 KHYBER PUKHTUNKHWA are very low tempered. Their frequency of jobs switching is higher than others. It proves that they cannot work in teams and work with an arrogant manager. To conclude, who should be held responsible for conflicts, the manager is the key person who channels the communication whether upward or down ward. 5.1: RECOMMENDATIONS The current thinking should be for the maximum utilization of the companys resources and to push the power and decision making authority down the hierarchy of the organization. This can create more power and flexibility within the company as a whole. Good leaders should not have any problem in delegating power and responsibility. Disagreement with the supervisor should be encouraged as long as it leads to productive results. It is critical for the manager to get diverse work force to work well together and respect their differences. Diversity should be encouraged because it can help the organization in future to adapt to the changing global market. All problems can be prevented from happening and/or rectified, if the middle management (Manager) of the company justifies its position. Middle management plays an anchor role. Manager should be able to deal with all the employees who have different cultural backgrounds, personalities priorities. Hiring experienced and matured managers and providing them training could help the case. On job training of the employees. Open house discussions should be there at least one a month. While assigning the groups to the employees for tasks, it must be assured that all the groups are properly matched. REFERENCE B R Siwal, S 1995, Conflict Resolution Strategies, last viewed date 16 dec, 2010, http://www.scribd.com/doc/19166679/Conflict-Resolution Jacob.Bervich, S 1997, Conflict and Conflict Management in Organizations, last viewed date 12 dec, 2010, .http://docs.google.com/viewer?a=vq=cache:TTsjsLgfD18J:sunzi.lib.hku.hk/hkjo/view/50/5000214.pdf+identifying+organisational+conflict+researcheshl=enpid=blsrcid=ADGEEShq7znNgklQojLZtzDtIpb8Vgf4jN1of_M1wy-yd5fZI-LjOBI4Xj45YLByaD0y5A1_CVEsastRkbrrlGKmH-V1ZA De Dreu C.K, S 2010,

The Sign Of The Beaver :: essays research papers

The Sign of the Beaver   Ã‚  Ã‚  Ã‚  Ã‚  This story took place on the frontier, in the summer of 1768, in Maine's woods. Matt Hallowell and his father stake a claim in Maine territory. Once they find the perfect place, they build a new cabin. There were many trees around and a river close by where they could get water and food. There was even enough room to plant corn. There weren't any other settlers there. After Matt and his father got the place ready, they both decided that Matt would stay to guard the new cabin while his dad went back to Massachusetts to get the rest of the family including Matt's mother who was going to have a baby and his sister. Matt is only twelve years old and he has to stay by himself in the wilderness. He is scared but knows he can do it. Matt Hallowell is twelve years old and is very smart. He does not have experience in being in the wilderness alone but he knew that he had to prove to his family that he was old enough to take care of himself and the new cabin. He learned really fast how to take care of the crop, fish and do housework. Matt is very trusting. He left the door to the cabin unlocked all the time until a man named Ben entered the cabin when Matt was away and stole his food and father's gun. He had to learn to be more careful and protect his things. Matt's family was proud of him because he had learned how to survive and become friends with the Indians. Attean's grandfather liked Matt because he taught Attean how to read. In the beginning of the story Attean did not like Matt but by the end of the story they became friends. Attean is a young Penobscot Indian. He is tall and has very long, black hair. He lives in the area that Matt and his father have claimed for their land. Because of how the white men treated them, he did not know whether he could trust him. At first, Attean is very mad and does not want to learn to read from Matt. His grandfather makes him go back to Matt's cabin to read. Attean started to trust Matt and even became his friend after Matt taught him how to read Robinson Caruso. The main thing Attean thinks about is becoming a man and a hunter.

HIV AIDS Older Adults Health And Social Care Essay

Human immunodeficiency virus ( HIV ) is a virus that kills the immune system ‘s cells, taking to a Immunodeficiency syndrome ( AIDS ) , which is when the immune system is weakened to the point where an single gets certain types of life-threatening diseases, infections, and malignant neoplastic diseases. HIV infection is frequently inapparent and can take every bit small as a few hebdomads to look as minor flu-like symptoms and ten old ages for more terrible symptoms, which may include concern, chronic cough, diarrhoea, conceited secretory organs, deficiency of energy, loss of appetency and weight loss, frequent febrilities and workout suits, frequent barm infections, tegument roseolas, pelvic and abdominal spasms, sores on certain parts of your organic structure, and short-run memory loss. Older grownups, aged 50 and older, may non detect these HIV symptoms because they may tie in them with normal aging ( HIV, AIDS, and Older Adults, n.d. ) . As people age, some ripening procedures are similar to the consequence of chronic HIV on the organic structure. Apoptosis, the natural mechanism for the organic structure to acquire rid of weak or damaged cells, can take to the break of the immune system, which can besides take to malignant neoplastic diseases ; this is occurs more frequently in older people with HIV. Older grownups with HIV besides experience immunosenescence, besides called immunologic ripening or exhaustion of T-cells, which causes a destructive high T-cell turnover and may be portion of premature ripening of the immune system ( Aging and HIV, 2010 ) . Anyone is at hazard of acquiring HIV/AIDS, which may be due to many different grounds. Peoples can acquire HIV from holding without utilizing rubbers if their sex spouse is HIV positive ; the virus would go through from the spouse to them through the exchange of organic structure fluids, including blood, seeds, vaginal fluid, by any gap such as a tear or cut in the liner of the vagina, vulva, phallus, rectum, or oral cavity. Peoples are besides at hazard if they do non cognize their spouse ‘s sexual and drug history ; they should inquire themselves if their spouse has been tested for HIV, how many different sex spouses they have had, and if they use any drug injections. Another hazard factor is if a individual injects drugs and portion acerate leafs or panpipes with other people ; this may non merely be applicable to drug users, other people, such as those with diabetes who inject insulin or pull blood to prove for glucose degrees, might portion acerate leafs. In add-on, if a individual has had a blood transfusion between 1978 and 1985 or in a underdeveloped state at any clip, he or she might be besides at hazard of undertaking HIV. However, the virus can non be contracted from insouciant contact, such as agitating custodies or caressing, sharing a drink or being sneezed on by a HIV positive individual, donating blood, and mosquito bites . Using public telephone, imbibing fountain, public public toilets, swimming pool, Jacuzzi, or hot bath besides does non set one at hazard ( HIV, AIDS, and Older Adults, n.d. ) . Peoples frequently believe that older grownups, 50 and older, are non at hazard for acquiring HIV because they do non hold sex, which besides contributes to the addition rate of among people in this age scope. However, surveies from the early 1990s provided informations that proved there is no alteration in sexual desire after the age of 50 and experts report that more than half of people over 50 are holding sex a couple times each month. However, older grownups know less about safe sex patterns late adolescents and immature grownups in their early mid-twentiess, which explains portion of the growing in the HIV population ( Cichocki, 2007 ) . HIV among grownups over 50 is nil new ; since the early 80 ‘s, HIV in individuals older grownups have accounted for about 10 per centum of all instances. Back in the yearss, HIV was chiefly transmitted by blood among the senior population, but today, heterosexual contact and needle sharing among IV drug users over 50 are the chief causes o f HIV among them ( Cichocki, 2007 ) . In add-on to cognize less about safe sex and HIV than the younger crowd, older grownups are less likely to speak about their sex life, are frequently neglected by healthcare workers and pedagogues, in footings of HIV/AIDS instruction and bar, and frequently non asked about their sex life or drug usage by physicians. It is a batch harder for physicians to detect HIV symptoms in an older grownup ( HIV, AIDS, and Older Adults, n.d. ) . Because older grownups may misidentify HIV/AIDS symptoms for the achings and strivings of normal aging, they are less likely to acquire tested for HIV/AIDS than younger people. In add-on, they may be embarrassed, ashamed, and fearful of being tested for HIV/AIDS, which is frequently considered a disease connected with holding sex and injecting drugs, which besides causes them to populate in isolation and to hold more terrible depression. For this ground, people age 50 and over may hold had HIV for old ages before being tested and by the clip they are diagnosed, the virus may already be in its most advanced phase. Older grownups who HIV most of the clip make non populate every bit long as immature people who have it. Many older people who have HIV/AIDS live in isolation because they are afraid to state household and friends about their unwellness. HIV/AIDS besides affects older grownups in another manner. Young people with HIV/AIDS can normally turn to their parents and grandparents f or fiscal support and nursing attention, but many older people have cared for their ain HIV positive kids and so for their orphaned and sometimes HIV positive grandchildren ; this can be mentally, physically, and financially run outing, particularly if the individual is HIV positive because they require more attending and attention ( HIV, AIDS, and Older Adults, n.d. ) . There may besides be a connexion between HIV and climacteric. Womans who are menopausal are no longer worried about acquiring pregnant and therefore may be less likely to utilize a rubber and pattern safe sex. Some menopausal adult females besides have vaginal waterlessness and cutting, intending they are more likely to hold little cryings and scratchs during sexual intercourse, which can set them at greater hazard for undertaking HIV. In add-on, due to the fact that adult females may populate longer than work forces and the lifting rate of divorce, there is an addition figure of widowed, divorced, or detached adult females get downing to day of the month ; since many of them do non understand how HIV is spread, they are at hazard of HIV transmittal ( HIV, AIDS, and Older Adults, n.d. ) . For many decennaries bar plans have been largely created for immature people ; merely a smattering has been aimed at older grownups. Simply seting images of old people on a posting or circular stating things such as stop AIDSs, wear a rubber, or pattern safe sex, is non plenty to forestall HIV transmittal among older grownups ; it is of import to understand the issue of aging and get bying with the challenges HIV will give. Harmonizing to Ory, Zablotsky and Crystal ( 1998 ) , in order to place older grownups ‘ AIDS-related hazards behaviours, and develop educational attacks and preventative schemes for modifying any hazardous behaviour, dedicated attempt is needed ( HIV/AIDS & A ; Older Adults, n.d. ) . There are some challenges to HIV/AIDS bar for older grownups. The first challenge is that older grownups are less likely to follow HIV bar schemes than immature grownups. HIV/AIDS is besides seldom discussed among people of the same community. In add-on, older grownups are non suspected of drug usage, which is a large error because older grownups are merely like everybody else and do the same things as everybody else. Many older grownups frequently show marks of hazardous sexual behaviours, do non utilize protection, usage IV drugs and portion acerate leafs. They besides find themselves dating once more because they might be a window, separated, or divorced, and holding sex without protection. Carolyn is an old adult female who got married three times and contracted HIV, from the drug trader who was populating her, by holding unprotected sex and sharing acerate leaf for drugs injections. She did non cognize about the virus until the drug trader who was live togethering with her got h ospitalized and her girl found out from the physician that he was deceasing from HIV and prohibited Carolyn from seeing her grandchildren as a consequence ( HIV/AIDS & A ; Older Adults, n.d. ) . Furthermore, there is grounds that some HIV infected older grownups have gotten it through sexual dealingss with the same gender. Pat is a HIV positive older grownup who has ever known he was homosexual since he was immature ; he was given four months to populate when he was diagnosed but has learned to get by with the disease with the support of his household. Older grownups besides do non hold proving and instruction attempts directed to them ( HIV/AIDS & A ; Older Adults, n.d. ) . Assorted factors should be considered in bar plans for older grownups. The best plans to work are normally those that are intensive. They should emphasize on alteration motive, attitudes, behavioural accomplishments, self-management schemes, and personal hazard decrease problem-solving. A good plan should besides be carefully made harmonizing to the cultural, lifestyle, relationship and normative beliefs and values of clients.A In add-on, gender, ethnicity, age, sexual orientation, and relationship values of clientsA are factors that affect the aims, content, and issues that must be addressed during the HIV bar plan. It is really of import to non presume that patients are non at hazard, to give bar messages to patients ( they should be repeated at regular intervals ) , to learn other professionals to increase consciousness of the hazard factors to older grownups and work with them to inform the older grownup community. HIV infection should besides be tested when there are unexplained symptoms ( HIV/AIDS & A ; Older Adults, n.d. ) . In order to forestall HIV transmittal and inform older grownups, it is besides of import to be cognizant of the job ; older grownups and their health care suppliers are most of the clip non cognizant of the job. In 1997, Skiest and Keiser did a study of primary attention doctors ‘ beliefs, patterns, and cognition that pointed out many concerns. One of the concerns was that 69.7 % of the doctors said that grownups, 50 old ages and over, seldom or ne'er asked inquiries refering HIV or AIDS. 60.8 % besides said that they seldom or ne'er discussed HIV/AIDS with their patients who are 50 old ages and older, and 67.5 % of them seldom or ne'er discussed hazard factor decrease. Some of them besides said that they are more likely to ne'er inquire their older patients over 50 than their younger 1s under 30 about HIV hazard factors. In add-on, doctors did non rank the most prevailing hazard factors in patients over 50 in the right order, being: ( 1 ) male-male sex, ( 2 ) endovenous drug u sage, ( 3 ) blood transfusion, and ( 4 ) heterosexual sex. Physicians 40 and older were more likely to cognize the most prevailing hazard factor of HIV for older grownups. Family practicians were more likely toA seldom or ne'er askA older patients about hazard factors for HIV than other doctors. The study showed that primary attention doctors do non cognize plenty about HIV/AIDS hazard factors in older patients and do non speak enough about HIV and AIDS with older patients ( HIV/AIDS & A ; Older Adults, n.d. ) . It is of import to speak to older grownups about the hazards of HIV/AIDS and educate them on bar. Older people frequently open up and discourse sensitive affairs, including gender, when they feel that it is of import for their wellness or the wellness of their loved ones.A However, some may be embarrassed to uncover that they are still sexually active at their age because society expects them non to be.A Those who do drugs injections may besides experience shame from making something illegal.A Harmonizing to Hendersen et Al, older adult females need instruction on reenforcing the possibility of HIV transmittal by heterosexual intercourse, clear uping misperceptions about transmittal, and stressing the effectivity and usage of rubbers in bar. Older grownups besides should be informed about proving ; they need to cognize when to be tested and that they can be treated. Prevention messages should besides be repeated so that they can be reinforced. Giving messages one time is non plenty ; it may increase older grownups ‘ cognition about HIV/AIDS but it will non be adequate to alter any hazardous behaviours the some older grownups have. Older grownups should besides be helped in developing the accomplishments to forestall infection.A A They may necessitate to be taught how to decently utilize a rubber and those who use injection drug may non recognize the dangers of needle sharing. Older grownups are more familiar with the usage of rubbers in gestation bar, which is a concern they no longer hold, and do non hold every bit much cognition of HIV bar by the usage of rubbers. Merely 13 % of older adult females inA Henderson et Al ( 2004 ) survey knew the efficiency of rubbers in forestalling HIV transmittal ; non cognizing much about how good condom works in HIV bar may take to less usage of it. In add-on, older work forces may hold erectile troubles worsened by rubber usage, which would do them non utilize condoms.A It is besides of import to speak to HIV positive older grownups because they can distribute the disease ( HIV/AIDS & A ; Older Adults, n.d. ) . Furthermore, it is a good thing to acquire in touch with other people who besides work with older grownups and those specialized in HIV/AIDS. It is better to work every bit group because it would increase consciousness, resources, and available information. Working with public wellness pedagogues will besides give more information about community instruction ; older grownups need to be able to reach services that can help them. Older grownups, particularly those who are HIV positive, will most likely need the specialised attention of an infective disease ( ID ) doctor ; A A other wellness attention professionals, such as gerontologists, societal workers, and instance directors most of the clip will besides necessitate to acquire involved as the disease progresses.A As a consequence of these professionals working together, attention will be better coordinated and all other demands of the older grownup patient will be met. However, sometime other professionals may non understand the ha zard of HIV infection for older grownups or may believe the myths that older grownups are non involved in drugs or are sexually active. In this instance, one should learn them so that they can be portion of the bar plan ( HIV/AIDS & A ; Older Adults, n.d. ) . Dedication is needed to place HIV/AIDS hazard factors and develop a good educational and preventative plan. All messages must be made for the older population ; those made the younger crowd may non make older grownups because they will experience as though it does n't concern them. Older grownups will non utilize rubbers unless there are given a ground to make so. If the plan is made to aim the older population, it is more likely to increase their cognition on HIV/AIDS. It is besides a good thing to hold some plans and messages directed to different groups of older grownups. One chief group is homosexual males ; they are at hazard due to male-to-male sexual dealingss being the taking manner of transmittal of HIV/AIDS in older grownups. Another of import group is heterosexual adult females ; a turning per centum of septic adult females are African American. Womans are a large part of HIV infected aged patients and African American adult females populating in a rural scene are more aff ected and more likely to be infected. It is disputing to inform them of the hazards because they may non desire to listen, hence integrating the message along with other medical services will assist in making them. In add-on, some messages should be directed to older grownups traveling through different phases of life ; they may be at hazard because of new relationships after separation, divorce, or widowhood. It is besides indispensable to chase away myths about older grownups because even those who work with them could believe in those myths ( HIV/AIDS & A ; Older Adults, n.d. ) . Overall, older grownups are more at hazard for HIV/AIDS due to the weakening of the immune system as people age. Older grownup besides are at a higher hazard of infection because they tend to hold unprotected sex because they are non any longer concern with gestation and some suffer from erectile disfunction, which might impede them from have oning rubbers. The chief cause of HIV/AIDS transmittal in older grownups is male homosexual dealingss and needle sharing. In order to inform older grownups about the hazards of HIV, it is of import to understand the issue and work as a squad with other professionals who work with them. It is besides of import to educate other professionals about HIV hazard for older grownups and chase away myths such as older grownups are non sexually active and do non hold sex. It is besides of import to direct messages to different groups in order to make older grownups more expeditiously and in order for them to larn and retain the information better because it would do them associate better and experience as though it pertain to them.

Feels Like Home

Feel like Home The first few weeks I arrived in Leeds, I felt quite lonely since I arrived late and I missed out the chance to meet new friends during the fresher programs. One day I received an email from the university telling that there will be a party to welcome new and returning Muslims faith students in Leeds Grand Mosque. I knew this will be my opportunity to meet and socialize with other students that have same faith as me. Without hesitation, I highlighted the date in my diary.On the day itself, when I reached the venue, I was surprised to see the crowd that gathered in the place. It was really beyond my expectation. For one second, I hesitated to join the party because I came alone and afraid that I will be isolated from the crowd. Suddenly a friendly young lady, whom I assumed to be one of the society members, greeted me warmly at the door and invited me to come in. I saw groups of young students around my age, busy chatting and mingling around in the hall.I walked to the girls to greet them and introduce myself. They were so friendly and welcomed me to join their group. We started to talk about ourselves, random topics and made jokes. Within that short acquaintance, I slowly felt so comfortable with them and no longer felt awkward at all. All of us came from different countries, ethnicities and some of them are locals too. It was good to know that you are not the only one who is thousand miles from your home. The event started with welcome speech from the society’s representative.Then, we were being informed briefly about the upcoming events that will be held by the society throughout the year. After the short opening, we were divided into two groups to have ice breaking session. We had so much fun during the session. All of us were then later being invited to have some refreshments that had been prepared by the society. Before the event ended, we promised to meet up again for the Eid celebration a week from now. As promised, on the 26th Octo ber 2012, we gathered again in the same place for the Eid Adha celebration.This time was not only for ‘us’ but the whole Muslims faith community in Leeds. It was great to meet even more new people on that day; some of them came with their families and small children too. We had prayer together in the morning. Then, all of us had photo session before heading to the feast in our friend’s house. It was such a great experience and glad to know that we are like a ‘big family’ here in Leeds. Most of all, this kind of gathering makes you will feel like home. I am absolutely looking forward to joining more social events like this in the future.