Information Processing And Implications To Teaching And Learning

In Journal 1, the investigate prole guardedly examines the construction of the teachingtreating theoretical tale. This is d peer little so that we fanny see to it how each of the construction works and to see the connexion amidst cognitive organisations and tactic and how it influences the efficiency of acquirement.Learning is done in a sort of shipway. Some instructors would desire their pupils to memorise certain trying, or even implement many expressions like in topics like Mathematicss and Science to work come on jobs or arrive the accomplishments to employ certain equipment or tools to execute a undertaking. For case, the usage of power point for undertaking work, the usage of any musical comedy instruments in playing music, usage of cock or wrench in mending occupations and so on. therefore, the scholar shapes his erudition by retrieving, memorizing, practising and others.In both(prenominal) the diaries, they emphasize on the spellance of Information-Pro cessing Model and how or what happens when the discipline is authorized by the scholar.Harmonizing to Babadogan ( 1995 ) and Ozden ( 1998 ) in Ali Ozel ( 2009 ) , larning is the scholar s ascription to the things go oning or environing the person like his past life, repositing and theoretical account. The person is describe as active and looking for entropy. The learner than interprets the reading with his progress cognition and attempts to do a purposeful apprehension of the cognition he has gained.In Information-Processing Model, the chief accent is the scholar and the purlieu harmonizing to both diaries. The scholar interacts with the environment when the simulation activates the receptors. The education is so transferred to the short-term memory ( STM ) . It plainly keeps of import culture in STM with the aid of selective perceptual experience.In the Journal 2 by Ali Ozel ( 2009 ) , the research prole negotiations ab start(predicate) larning schemes utilise and give s accent on them and on how to larn and what to larn to constitute one s ain acquisition ( Weinstein & A Mayer, 1956, Wittrock, 1986 ) . These larning schemes be the bring bulgepoints in forming of an single information touch on theoretical account.The person s cognitive tactics determines the build of storage like in the signifier of tabular arraies, plats, charts or images.These tin be done by repeat, forming, remembering, directional acquaintance consistently in order to better our ability to understand, encounter and memorise the information for subsequently demands. In short, it uph darkeneds in organizing the information current in a systematic manner.Both the diaries wrote about cognitive schemes and how these schemes process in bettering a to a greater extent systematic acquisition signifier. A cognitive scheme is a combination of a figure of cognitive tactics.STAGE forge OF INFORMATION ProcessingShort-run memory is anyhow called working memory and relates to what we argon believe about at any cartridge holder. In Freudian footings, this is witting memory. It is created by our paying go to to an external stimulation, an internal idea, or even both ( Huitt, W. ,2003 ) .Another major bound on information processing in Short-term memory is in footings of the figure of units that can be elegant at any one garment. Harmonizing to Miller ( 1956 ) , he gave the figure as 7 + 2, but more recent research suggests the figure may be more like 5 + 2 for almost things we ar essaying to telephone. Because of the variableness in how much persons can work with. For some persons it could be three and for some it could be seven. Therefore, it is necessary to indicate out of import information. If some pupils can merely treat three units of information at a clip, so as pedagogue we must do it a point to do them understand that of import three units of information. s ever soally person has different reading of the information trus devilrthy. T herefore, it may differ from one person to another ( Gagne et al, 1993 ) .In the Short tryal condition retention, the information received corsets for a short period of clip like 15-20 seconds ( George Miller, 1956 ) . By transporting out coding and forming informationgood, the information in our Short Term Memory can be transferred to the Long Term memory ( LTM ) . In the Long Term Memory, the capacity is limitless and the continuance is much long-life in maintaining the information. Here is where inculpateingful acquisition signifiers take topographic point.The theoretical account below proposes that information is processed and stored in 3 phases.Figure 2.1 The information processing attack to knowledge ( Huitt, W. ,2003 ) .It is critical that the scholar attends to the information at this initial phase in order to reassign it to the following 1. There be two major constructs for acquiring information into the Short Term Memory.First, persons are likely to pay attending to a stimulation if it has an arouse characteristic. We are more likely to acquire an orienting response if this is present.Second, persons are more likely to pay attending if the stimulation activates a hump form. Students try to mobilise relevant anterior cognition.There are quatern major types of organisation that are most frequently used in dictational designComponent ( part/whole ) categorization by class or certain facet ( e.g. , when instruction a diagram or theoretical account )Sequential chronological ( e.g. , transporting out an experiment measure by measure )Relevance manage thoughts to do it pregnant.transitional ( conjunction ) words or phrases that is link and doing significant connexion with the alterations oer clip ( Huitt, 2003 ) .Chunking is a major technique for maintaining information in short-run memory it is at any rate helps in hive awaying information into the long-term memory.Repeat or rote- culture is a technique we all use to seek to larn so mething. Simply memorising something does non take to larning. We all have anecdotal chiliad that we can retrieve something we memorized, for illustration an essay or short poetise form, but the truth is how much or are we able to retrieve it afterward some clip?3.0 Long TERM MEMORYLong-run memory is besides called preconscious and unconscious memory inFreudian term. Preconscious means that the information is late recalled or remembered while unconscious refers to informations that is non available during normal consciousness. It is preconscious memory that is the focal point of cognitive psychological science as it relates to long-run memory.The two procedures most likely to travel information into long-run memory are amplification and pattern.There are several illustrations of amplification that are ordinarily used in the instruction and acquisition procedure. Some illustrations are as belowImaging to be able to bring in a affable image.Method of locations-to be able to re cover information which is good channelize and located.Rhyming information to be remembered is arranged in a rime.As information is stored in long-run memory, it is organized utilizing one or more constructions like indicative mood, procedural, or tomography.Declarative Memory is information that we can speak about.Semantic Memory are facts, problem-solving schemes and larning schemes.Schema / Schemata is about linking thoughts of a specific experience into a meaningful system.Script is a asserting(prenominal) cognition that captures general information about a eitherday serial of events ( Stillings et al. , 1987 )Program is a set of regulations that explains what to make in a singular claim of affairsModel is a set of propositions that describes some facets of our experience. episodic Memory is our personal experience.Procedural Memory is a accomplishment that we learn like driving a auto or siting a motorcycle. sight is from images4.0 REVIEW OF JOURNALSThe diaries reviewe d are quantitative and qualitative diaries. Journal 1 is a qualitative diary whereby the research role player gives feedback on his reappraisals on information processing and its deductions to accomplishment and larning. On the other manus, Journal 2 is a quantitative diary where the research worker negotiations about the pattern of information processing theoretical account in the instruction of cognitive schemes and examines which schemes are most normally used by firsthand school instructors.In Journal 1, gives a image of how information is stored and how an person can do a meaningful larning out of an effectual scheme used in hive awaying information. As mentioned earlier, both the research workers in both the diaries blab out about the importance of environment and how it influences an person s learning procedure.In Journal 1, the research worker says that each person has different ways of construing information received. For illustration, when utilizing the hearing stimula tion, for one person, the sound of birds peeping may be wild and quieting but for another person the same sound may gall him as he finds them upseting.Therefore the information received may differ from one person to another person. In Journal 1, the research worker besides talks about the procedure how information is transferred from the short-run memory to the long-run memory.The research worker explains the term cognitive tactics and cognitive schemes. Below isan illustration of what is cognitive maneuver used by a pupil who is fixing for an English scrutiny. In this instance, the pupil prepares for the Unified Chinese School Examination ( UEC ) . The pupil looks through all the past yr inquiries in order to fix for the scrutiny particularly looking at the composing subjects and the linguistic communication constituents tested in the past old ages. The pupil so tries to foretell inquiries that might come out for that unmated twelvemonth by analysing the inquiries carefully. Af ter that, taking the past twelvemonth inquiries, he go forth fix the replies for each inquiry by memorising what is already in the mention books or leave behind seek to reply the inquiries by victimization the cognition that he has gathered from larning that peculiar subject.Hence, the scholar is transporting out rote-learning or memorizing and besides critical thought takes topographic point based on his prior cognition which he has assimilated throughout his acquisition procedure. Therefore, the scholar applies his cognitive scheme by transporting out all these tactics.A scholar has to make up ones mind which cognitive maneuver is suited to be used in certain state of affairss in order to hold a meaningful acquisition. Learning schemes processed harmonizing to the information processing theoretical account can supply a more meaningful and lasting acquisition.In journal 1, the research worker besides emphasizes the importance of meaning-making and understanding what is taught and learnt.As an pedagogue, it is our duty in take to hearting the scholars to develop information processing accomplishments and use them efficaciously. As it was mentioned in 3.0, there are a figure of techniques that a scholar can give in assisting to hive away information consistently and understand the memorized information good.Again in diary 1, the research worker has given importance and stressed on the usage of cognitive schemes in guide oning the scholars when thought, memorising and taking the most suited cognitive tactics that can be used. This is because a scholar has to cognize which maneuver is used for a peculiar state of affairs as non every maneuver is suited. This is where metacognitive is rattling of import because a metacognitive scholar bequeath be able to make do and look into his ain acquisition schemes and to look into if it works for him.Therefore it is of import for instructors to learn her pupils to utilize cognitive tactics metacognitively. However, h armonizing to Biggs ( 1988 ) and Schoenfeld ( 1987 ) , to utilize develop these accomplishments are non that easy and it takes clip.That is why it is of import for instructors to utilize assorted learning techniques that allow assist their pupils with. This will heighten their apprehension, retrieval and problem-solving accomplishments.The deductions of information processing in instruction and acquisition have been summarized as below harmonizing to the diary reviewedLearners will be metacognitively in control of their ain acquisitionLearners are more motivated to larn because they have a clearer end.Good scholars will be able to utilize selective perceptual experience to larn the most of import things in a topic or subject.Good scholars will be able to differenciate between the more of import inside informations and the less of import 1s.Good scholars will cognize how to utilize information and when to utilize it.Metacognitive scholars will be able to invent cognitive tactics to assist them remember something easy.USING THE INFORMATION PROCESSING APPROACH IN THE CLASSROOMPrincipleExample1. Derive the pupils attending. drug abuse cues to signal when you are ready to get down like vocalization projection to bespeak you are get downing a lesson.2. direct to mind relevant anterior acquisition.Revision on the old cardinal hours s lesson.3. Stress of import information.Provide handouts or compose on the board.4. Information organized decently.Use logical sequence to constructs and accomplishments.Travel from truthful to complex when showing new englut.5. Show pupils how to lump information.Present information in classs.Teach inductive logical thinking.6. Give chances to pupils to lucubrate on new information.Connect new information to something already known.Expression for similarities and differences among constructs. dupe group treatments.7. Show pupils how to utilize coding when memorising lists.Use mental imagination techniques such as the keyword metho d, acronyms and etc.8. Give chance for repeat of acquisition. landed estate of import points several times in different ways during entry of information ( STM ) .Have points on each xxiv hours s lesson from old lesson ( LTM )9. Give chances to larn of import concepts/skills.Drill on of import facts daily.Table 4.1 Using the Information Processing Approach in the schoolroom ( Huitt, W. ,2003 )In Journal 2, as it is a quantitative survey, the research worker surveies which learning scheme is played out more clip in organizing information processing, how clip intervals are spared for larning schemes and if there is a meaningful difference between the schemes at the facet of the clip for learning larning schemes?In this quantitative attack, the research worker had used a general study to see if there is a difference between the spared clip for learning larning schemes by category instructors in primary schools and organizing and treating information processing theoretical account.Abo ut 260 instructors in primary schools working in Istanbul Directory of Education were chosen based on whatchamacallit sampling. 51.9 % were females and 48.1 % were males. All of them were alumnuss from different subdivisions. A bulk of them have an experience between 6-10 old ages.The scheme learning tactics developed by Weinstein and Mayer ( 1986 ) and utilize by Ozturk about learning larning schemes was used. The facets tested are attending, repeat, meaning, forming, callback, directing knowledge and instruction perceptual experienceschemes.The study comprises two parts. The first percent is the clip span spared for learning larning schemes by instructors participated in the study. The 2nd function is to find which larning schemes out of the seven tested has the most clip spared.The research worker used SPSS 7 bundle plan to find the meaningful differences of frequence, per centum and discrepancy.Data was collected utilizing the study method. Likert Scale of five was used to convert over the replies into numeral informations.Harmonizing to the consequences of this survey, instructors spent more clip for repeat schemes ( 41.2 % ) and the least(prenominal) clip for forming. Teachers besides spend more clip to develop attending schemes ( 35.9 % ) . Therefore, the survey indicates that instructors want to organize an information processing profile related to attending schemes. They do this in every lesson and some instructors neer taught larning schemes at all from the survey conducted.Time spent for repeat and attending schemes were the highest because they provided pupils to organize a information processing theoretical account supplying them to mean their progress information with their anterior cognition at the facet of the clip spared for learning meaning schemes.From the research, it was besides found that there is a meaningful difference in instructors who spend more clip in learning schemes and instructors who spend less clip in learning schemes.De cisionThe decision after reexamining both diaries are, larning schemes should betaught to pupils in every lesson as they can steer in determining and organizing their acquisition consistently particularly when we use the learner-centered attack. Students should be taught to utilize organisation schemes and follow it decently. They should besides utilize the information processing theoretical account with the schemes that belongs to these tactics.The information processing theoretical accounts in learning and larning schemes should bedeveloped and pupils should be encouraged to alter harmonizing to the current state of affairs and be independent scholars and minds. A good scholar will be able to utilize the information gathered and will cognize when and how to utilize it when they taught the effectual attacks of information processing.Information processing is of import and every instructor has to be familiar with this as by cognizing this, we can help our pupils in relation to retri eving things more efficaciously within the schoolroom scene.In information processing, the system involves the procedure of encoding, retrieval and storage whereby it explains how our centripetal registries and how the short-run and long-run operates.It is impossible to learn pupils new information in a short period of clip but we can learn them in balls to better their overall memory.This will assist pupils to be more focussed in their attending on acquisition by doing it more meaningful to them. It is besides of import to utilize acknowledgment in which instructor will demo their pupils how to utilize their imaginativeness or the procedure of association in order to retrieve new things. Encoding enables pupils to larn and retrieve and cogitate new information to old information. Use of images, concrete words and optic AIDSs in the schoolroom will heighten this farther.Organization is a scheme used to better pupils memory and acquisition. This can be done by learning pupils an sum of information over certain period of clip. Rehearsing what has been taught is besides an effectual manner to increase memory. One could retrieve new stuff through practising, reiterating and associating new information to prior cognition.As an pedagogue, it is indispensable to ever happen new and interesting methods in assisting pupils retrieve new information that is taught to heighten their understanding better. As mentioned in Journal 2, clip spent more for repeat and attending schemes were the highest. However, it depends on the instructors lesson programs, course of study and instruction manners in order to run into the demands of single pupils. It is of import to utilize a assortment of schemes and attacks to assist pupils with retrieving what they have learnt particularly the new stuffs that they have learnt.It is a known fact that every pupils is able to larn and retrieve good if we provide them with the proper tools, techniques and counsel. Learning is an on-going pr ocedure and every twenty-four hours in our lives we are larning new information. Therefore it is of import how we organize our acquisition and absorb new information on top of the old information that we already have.

Personalized Nutrition Plan Assignment Essay

To incite my family has a history of coffin nailcer. According to chapter 5 of the readings, cancer is united to fat in the diet. Consequently, my family members that view passed away I would non pitch sleep to leasehern his and her eating habits. Therefore, I do non know if abominable eating habits contri buted to his and her illness leading to death. Nevertheless, this would be any(prenominal)thing interesting to look besides into however, according to chapter 5 of the text cancer is the second leading pull in of death in the United States, and is estimated that 30 to 40% of cancers argon think to dietary choices.To illustrate more than(prenominal) my auntie passed away from leukemia, which attacks the blood and can spread throughout the body to new(prenominal) organs, such as the coloured spleen, and lymph nodes. In addition, she battled with leukemia for around 7 years. At the time I did not know much about leukemia and still not quite up to date so I researched and found that risk factors for leukemia for most people, the relieve oneself is unknown. As a result, there is no known way to rule out it. www. webmd. com Equally important, scientific evidence suggests that nutrition may play a role in cancer prevention.But no diet has been shown to decrease or reverse cancer-and no diet cures cancer. Researchers are interested in antioxidants-vitamins A (particularly beta carotene), C,E and selenium- but are in like manner studying folic acid, vitamin B-6, magnesium, zinc, coenzyme Q10, and phytonutrients (substance in food that playm to prevent cancer), among others. Also, observational studies have shown that cancer is more common is some people with certain dietary habits. www. webmd. com In the future, I leave alone set realistic physical activities such as choosing activities I know I entrust stick with as well as enjoy.Below are steps I see to substance ab using up unremarkable while staying physically active. * I have not walk ed in awhile therefore I plan to start walking again for about 30 minutes a day. * Start using my exercise videos more (hip hop abs) for about 30 minutes a day. * I purchased a belt that stimulates the muscle in the belly I leave behind start back using it while I lift weights. * Days I dont walk I will ride my treadmill for about 45 minutes. In addition to setting these destructions I know I have to relegate certain actions to meet each one. much(prenominal) as stick with it once I start, another would be not to procrastinate.Two years ago I made it a quotidian routine to exercise however, starting school and ca-ca makes it more thought-provoking to stick with such goals. As a result, I rarely walk, hold my exercise videos, or ride my treadmill. In the same way, from this day anterior I plan to get back on track because at my age staying healthy and in shape is important. Moreover, I dont feel I need to alter my eating habits because as I said earlier eating healthy i s important to me now that Im at the age I am. I mainly, need to get back into physical activities and they would include walking and exercising.As far as the weather goes for me to walk I can always either go to a gym or ride my treadmill when the weather does not permit me to walk outside. During, the time of planning a new observation tower on life and health I know I will endure some setbacks. However, my main approach to overcome any setbacks would be to make myself a timeline of important things I need to do and watch over it. This help me before, I got out the swing of things when I began taking these online courses and work along with getting temporary custody of my grandchildren.According to my pyramid at the beginning of this course my energy intake is lower than my estimated energy extremity for the day. With that said outcomes I will use to measure my success will be to expend more energy or calories than I take in thus, keeping the weight off and staying fit. Accord ing to Web MD exercise can help control fatigue, muscle tension, and anxiety in those with cancer. Patients tend to feel better if he or she does exercises such as walking or swimming, which calm the mind as well as strengthen the body.Exercise has also been shown to improve the outcome associated with cancer treatment. www. webmd. com In conclusion, the only potential health risks that I can for see if my plan is not implemented would be obesity. On the other hand, while walking is good for the heart, heart disease could be a potential health risk for me. Of course, I know exercising will not inescapably protect me from heart disease. Incorporating a heart healthy diet will limit cholesterol, Trans fat, and saturated fat these have just large calories to maintain a healthy weight, and provide plenty of fiber, antioxidants, and B vitamins.Additionally, to pull down my risk of cancer of any kind I will surely stop smoking after, nearly completing this paper I came crossways a pa ragraph that stated to remember do not use tobacco in any form. With that said my overall health is not in the shape I thought it was because I smoke which puts me in danger of heart disease, and lung cancer. In the same way, Im workings on putting down the cigarettes, mainly because I know they are not healthy and another reason is the job where I work only allows us to smoke on our 30 minute break. most(prenominal) days I dont have smoking on my mind because I work in a hospital and it is in truth busy thus, making it impossible to go outside and across the path to smoke. In summary, this paper explained health and nutritional fusss that I can for see as a result of family history. This paper also identified the health/nutrition problem that will be targeted as well as my nutritional and/or physical exercise goals. However, this paper explained how I show on meeting each goal. This paper addressed how my plan may be adjusted to fit any changing nutritional inevitably as a res ult of age.This paper described anticipated setbacks or difficulties and approaches for overcoming them. On the other hand, this paper described outcomes I will use to measure my success. This paper presented evidence of my plans effectiveness in addressing the identified problem or need and evaluated the potential health risk if the plan is not implemented. This paper also described the current dangers that I put my health in by smoking I however, for about 3 months have worked toward becoming smoke free I plan to get some type of stop smoking aide to help me accomplish my goal and to save my life.Finally, when I knew that I would be taking this class I just knew it not only would be a breeze but I would know everything and get through the 9 weeks with no problem. This is not true I struggled in this class but learned a lot of new and useful information. And to further gain knowledge I will refer back to this class in between my other classes. I have learned more in the past 9 week s than I have learned throughout life. Additionally, conversing with my classmates about nutrition was also a learning experience that I enjoyed.

My Favourite Book Essay

Recently Ive h mature a very interesting book that impressed me greatly. It was the novel by Vera Kryzhanovskaya Hellish charms. Russian generator and spiritualist Vera Kryzhanovskaya was the first cleaning lady writer of science fiction in the world, and the first professional science fiction writer in Russia.She was born June 2, 1857 .Her Father was from an old noble family of the Tambov Province. In the 1880s and 90s she lived in Western Europe. Since childhood Kryzhanovskaya was interested in antique history and the occult, she even performed as a medium at sessions. Kryzhanovskayas Husband was a well known spiritualist S.V. Semenov.Following the spiritualists tradition, Kryzhanovskaya utter that her novels had been dictated by the spirit of English poet John Wilmot, Earl of Rochester , who believed that a mind stayed on earth even after death . She wrote in french and then her works were translated into Russian.The principal(prenominal) theme of her novels is the struggl e of the divine and blame forces, the dependence of mans hidden forces and the forces of universe, the secrets of the primordial government issue metempsychosiss consciousness and souls secrets , the writer has already give absent in the historical novels (The Queen Hatasu, for example).Hellish charms is one of the novels, where the ritual of lovely is described. The headline reveals the main theme and idea of the novel. The story is about a girl who wanted to marry the man with good fortune and because of it she had to reanimate to black magic.Its about love, pits and mistakes, about forgiveness. The book electrifies the reader, mystical experiences and psychology do non give an opportunity to relax.The moral of the story is equal very clearly you can notbuild your happiness on the misfortune of others, regardless of other peoples desires. Each undertaken sin may be the first step on way to hell, and not everybody can turn away from that road.The book is written in a ve ry simple way, the sentences are mostly short, without large clauses and nominative constructions. The cause worries about every character and describes all their sufferings and other feelings very brightly.The main characters areKira Nagorskaya, a pretty blond girl of twenty with a good figure , large dark eyes with long densely eyelashes and wonderful complexionAlexey Basargin a wealthy young man, who took a stick out to Kira especially her coquetry and beauty. He became a frequent guest in Kiras congeal. Kira considered him to be a wonderful match.Maleynen an old witch, who helped Kira to bewitch Alexey and gather him to fall in love with her. She was a skinny tall woman with deep hollow eyes that strangely sparkled.Marquise Kervadek Alexeys outflank friend, a tall, slender young man with black curly copper and pointed beard. He is a very passionate character and didnt fur his admiration from Kira.Shepsu an unusual character, Circassian, who lived simply in a mountai n hut. The lonesome(prenominal) man, who was sufficient to save Kira from her curse.The story took place in Russia in the eighteenth century. A young woman Kira Nagorskaya who got used to luxury, after running through her fathers fortune, distinguishable to marry someone didnt matter young or old , beautiful or ugly, tall or short, someone who was able to give her a social status and wealth. scarce one day in a house of one of her old friends she got acquainted with Alexey Basargin a young man ,who has already worked in Ministry. She like him and even thought not to cheat on him, at least for a while, when they would marry. Alexey became a frequent guest in Kiras place and she was ready to celebrate the victory but suddenly he disappeared.thither were rumors that he was going to marry another girl, Kira felt miserable and angry. She couldnt believe it. Than she got to know about an old woman, a witch called Maleynen, and decided to ask her for help. tho this decisiontook an u nexpected turn for her. Basargin made her a proposal and she married him. In the course of time she began to feel repel and irritation to him. She also fell in love with Alexeys scoop out friend Marquise Kervadek but tried to hid her feelings. She knew that if she would like to divorce with Basargin, the charms would make him kill her. She couldnt fight against her feelings and went to Maleynen again to ruin the first spell. But it has worked strangely and Alexey perished and his spirit began to pursue Kira.Kervadek and Kira try to find the solution, Marquise takes Kira away to Germany, Italy, France but the ghost chases them. At least they find the man called Shepsu, the scarcely one who can save her. He was a young Circassian, who lived alone in a mountain hut in the Caucasus. Having held all the rituals Shepsu was able to conquer the evil spirit of Basargin. At last the curse was ruined.In conclusion, I personally would like to advise this novel and not upright this one but t he others too. In my opinion it was one of the best books Ive ever read, its plot has swallowed me completely. Most of all I wish its moral Love can neither be bought nor sold.

Economic Class

Economic sectionalization What bars make it rugged for the poor to tack their frugal var.? T here(predicate) be several examples that move be given and this paper result outline some of the reasoning. Barriers can be anything from inherited social standings, to birth wealth, or yet geographical locations, even to the amount of period of playding for extracurricular activity, racial and gender domination be alike a barrier. There argon numerous different things causing there to be barriers causing it herculean for stack to change the barrier of economic class.Keeping a serious social standard is some measures difficult to sustain, making it hard to change. Author Gregory Mantsios illuminate in America in 2003, has many different ideas on the way economic class is. amicable standings and consequently life chances atomic number 18 largely determined at birth. Individuals who buzz off g iodin from rags to riches abound in the mass media, statistics on class mobilit y show these leaps to be extremely rare (Mantsios711). Most economic mastery is because of the wealth that these individuals receive at birth. Over 66 percent of the consumer units with in come downs of $100,000 or more(prenominal) ready inherited assets (Mantsios711).In the stories that are read in about cases there is more wealth due to existence born into it than earning it by hard work. Most population do non choose to be put into an economic class rather it happens on its own. If individual grows up knowing only low income or having very little as a child, they jut outm to carry that on with them as they get older. It is hard to go from something youre used to tot eithery your life to something so different. impoverishment is a very difficult barrier to get over, no matter where someone is from or where they now consist. Author Diana George Changing the Faces of Poverty Nonpro represents and the line of work of delegacy. 001 writes, You dont shoot to leave your own country to regulate third-world meagreness. (George623). Most groups that are asking for money to stand by the starving children are usually in a different country. As people see Children, Inc. showing photos of children that make people feel helplessness for. People exigency to help solve the hunger issues by sending money palliate sometimes feel uneasy with doing it because we are afraid that the money is not always going for what these people think it is. Habitat for Humanity helps individuals here in the United States to get back on their feet and try to flood out a barrier of no food or places to live.Habitat for Humanity aims to obliterate poverty housing from the globe (George 625). Being in small cities is also sometimes a barrier to overcome because there are not as many jobs or access to jobs. There are disappear down houses that people without jobs, find it hard to find the funding to do upkeep on them. Poverty condemns millions of people throughout the wor ld to live in deplorable and inhuman conditions. These people are trapped in a cycle of poverty, living in places offering little auspices from the rain, wind and cold (George 626). Living in run down houses causes many different illnesses and can cause death as salutary.It is hard seeing young people living in this situation as sound as older people. Finding better housing is something most people strive for. It is just more difficult when not living in a better neighborhood with better housing. Author Peter singer The Singer Solution to World Poverty, writes, an American household with an income of $50,000 spends almost $30,000 annually on necessities, according to the Conference Board, a nonprofit economic research organization, (Singer 879). Therefore, for a household bringing in $50,000 a year, donations to help the worlds poor should be as close as possible to $20,000 (Singer 879).When living in run down areas, and communities with having no inwardness to improve, makes it very hard to change. For some people seeing others doing things they would love to do and know they cannot, makes some people feel hopeless and gives them thoughts of never being able to change. Approximately 12 percent of American population-that is, nearly one of every eight people in this country-live below the official poverty line (calculated in 2001 at $9,214 for an individual and $17,960 for a family of four). Among the poor are over 2. million homeless, including nearly 1 million homeless children (Mantsios 701). At last count, nearly 33 million Americans across the nation lived in unrelenting poverty (Mantsios 703). Having extracurricular activities make it hard for poorer people than more wealthy. Some people go to private schools, where they have many options for fun and activities after school. Having options like taking different language classes after, going to rest period away camps, some with sons of ambassadors and children of doctors. Going on family vacations regularly, two or threesome times a year is more than likely.They know ahead of time that they will most definitely get into a very good college with or without scholarships with ambitions to be president. As for others, go to a small to spiritualist public school where most options are very little. Going to a YMCA day camp is the most camping experience a pass on of poorer people get to experience. They are children of hard working individuals in factorys and school employees. This is how several of them get to do sports as well. They have ambitions to be presidents as well as school teachers.Racial and gender issues settlement people from going farther in life than they would like as well. Racial and gender domination are other forces that hold people down (Mantsios 712). Women experience the effects of sexism whether they are well-paid professional or unwell paid clerks. As women, they face discrimination and male domination, as well as catcalls and stereotyping (Mantsios 71 2). Similarly, a wealthy blacken man faces racial oppression, is subjected to racial slurs, and is denied opportunities because of his color (Mantsios 712). The experience of women and minorities are differentiated along class lines.Although they are subordinate positions vis-a-vis white-hot men, the particular issues that confront women and minorities maybe sooner different depending on their position in the class structure (Mansios 712-713). Class -oppressed men, whether they are white or black, have privileges afforded them as men in a sexist society. Similarly, class-oppressed whites, whether they are men or women, benefit from white privilege in a racist society. In todays society, people would think that this would not be an issue anymore, but it seems to still be problems with it.Oppression is cumulative, and those who are poor, black, and female are often subject to all of the forces of class, race and gender discrimination simultaneously (Mantsios 713). It seems that if y ou are a black woman that you would be in a lower class than a white female. Being female and of ethnic race you would be considered in the lower class and that causes many issues for someone to succeed. Being in a society that does goes by classes has caused many issues for several classes to succeed in a position that is very wanted.Americans judge too many people, and it does show that it can be a major barrier for someone to get past. No one likes for others to know their situations, people try to hide things from others so that no one know if they are in the lower class. Trying to fit in is something that most Americans allow themselves to do. Everyone wants to be considered in the same fellowship of class. Why do people judge so much and wherefore do they say and do hurtful things to people that are in a lower class than themselves? It is just how the human race is and more than likely will always be.It has been this way for many years and will continue to do so. Some people are raised in many different levels of human nature, and it grows with each individual as they dumbfound adults, but looking down on someone and belittling them, all because they are not as rich as them, or have as many material things as they do needs to come to a stop. That causes too many people to stop trying to overcome obstacles in their way to make a better life for themselves and their families. getting out of a rut is a hard thing to accomplish. This is a major barrier to overcome. Works Cited George, Diana. Changing the Face of Poverty Nonprofits and the Problem of Representation. 2001. The Norton Field Guide to Writing with Readings. Ed. Richard hint and Maureen Daly Goggin. 2nd ed. forward-looking York Norton, 2010. 622-33. Print. Mantsios, Gregory. Class in America-2003. 2004. The Norton Field Guide to Writing with Readings. Ed. Richard Bullock and Maureen Daly Goggin. 2nd ed. New York Norton, 2010. 697-717. Print. Singer, Peter. The Singer Solution to World Pove rty. 2009. The Norton Field Guide to Writing with Readings. Ed. Richard Bullock and Maureen Daly Goggin. 2nd ed. New York Norton, 2010. 873-80. Print.

Sour Grapes

During the problem solving process, flavour glassful Cream Company will need to have a merged approach to determining a solution. There atomic number 18 seven tools that Quality can use to improve their processes during production of the scrap cream. These tools are advert charts, run charts, process-control charts, check sheets, Parent diagrams, cause-and-effect diagrams, and banquet diagrams (Shower, p. 182). Each of these will support the identification of the variation that is happening and will also aid in the analysis, documentation ND organization of the information.This will help with process improvement. They are simple but powerful tools that can be of significant comfort throughout the problem-solving and continuous-improvement processes (Shower, p. 183). The first place for Quality to start is with a campaign chart. The flow chart can direct the relationship between the activities and tasks for severally process, and give a better idea of how the rejections are happening. Next, a scatter diagram can be run from the information collected.This will show the link between he run time and viscosity of the meth cream. This type of tool can also determine how long the ice cream should be mixed to avoid soapiness and stiffness. From the ten days of data collected, it seems as though the run time is too short resulting in a too soupy mixture (Shower, p. 201-202). After a more suited run time is determined Quality can then flavour into the other problems causing the rejects. Aside from the soapiness causing most of the rejects, there are other problems.

Difference between Festival in Europe and China

Festivals be verbalise to define who we argon. These are sets of traditions that we follow in a certain community. For China and Europe, their feasts are akin in such substance that they all prepare extravagantly for the import with costumes, dishes and etcetera (Richardson, 2006). These festivals excessively commemorate a certain person or event that is of great importance for the state in the country or community. Some festivities like the Saint Valentines day and Christmas day are similarly alike in some ways. For instance, valentines day is the time were people stub out their admire for the people that they care about just like in Christmas.Though Valentines Day connote lovers and couples it still gives the message of love in the selfsame(prenominal) way as Christmas is the day of love and sharing(Pleck, 1999). The color red is withal very popular during these festivities since it is the color of love. The atmosphere of the two festivals is the same since at that place is an air of love, sharing and compassion. People exchange gifts and they have an icon that represents them. For valentines it is the cupid and for Christmas it is Santa(Elevale, 2007). til now they vary in time since the former is on February 14 and Christmas is on December 25.New Year on the other hand is different from the festivals mentioned above. It is more related to other Chinese festivals since they ward off mephistophelian invigorate through the use of fireworks. This festival is also not about love and sharing besides of a fresh start. There are no figures or icons associated with it unlike that of Christmas and Valentines Day. Just like in the Dragon ride Festival, the main focus is scaring aside the evil in the home. The Dragon ride festival in China is called Duan Wu Jie in Chinese and it is noteworthy along with Mid-autumn festival and Chinese New year.It is one of the three major festivals celebrated on the fifth lunar month of the Chinese calendar and on its fifth day which normally falls on June 5. This is also know as the double fifth day. The fifth day of the month is believed by the Chinese to be the month of the devil since this is the time were disease make rampant. The Dragon Boat festival is done to drive away these evil spirits. This festival has the longest record in history because of its relevance to the lives of its citizens. by means of the festival they are reminded to put on care of their health and drive away evil spirits.This festival is highlighted by dragon boat races. Contestants ride in colorful boats with dragon designs and they row together with the rhythm of the drums. There are also special dishes that are associated with the festival. A few of these is the hsiung huan wine that adults crapulence to prevent evil from invading their body and to bring inner peace. some other dish is the tzung tzu which is a rice ball that was believed to e eaten by Chu kwai before he drowned. Chu Yuan is a Poet who t ook his own life by jumping off the boat when he felt that there is nobody that he could do to save his country from bad luck.He was known to be a good man y his neighbors so to prevent the angle from eating his body they threw food to the river to feed the fishes. They also right on boats with loud drums to scare the fishes. The fierce dragons are also added to the head of the boat. His neighbors travel to the river to find his body and that is where the dragon race is said to have originated. It is said that the dragon festival is done to commemorate his death in 277 B. C. at the fifth day of the fifth lunar month (low, 2006).Since then the festival has evolved into eating the rice dumplings instead of throwing them to the fishes and because this festival also reminded them to take care of their health, they hanged herbs at their front doors. The most significant part of the festival is done at 12 noon where they try to balance and junkie and make is stand. If they can do it, they will have a successful year. The festival in Italy on the other hand is different of that in China. The focus is on the streets and not in the river. They decorate it with lights and vendors begin to run up the streets.The Festa della Madonna Bruna is a celebration of the peoples devotedness to the embrown madona (Foschino, 2002). This is where men in horses and costumes parade the streets and they guard the float of the brown madona. The brown Madona is used by knights to protect them in battles. They would paint her display case on their shields and on their chariots(Lee, 2000). People try to get a opus of this paper mache ripping it into pieces. The float is then reduced into just squawker wire and a few paper since the devotees have already lacerated it apart.But this act is not just an extreme form of fanaticism but is supported by their faith. This means that by destroying the old they give way to the new(Bakerjian, 2003). It is rebirth. This festival happens on th e 2nd of July. The history of this festival goes as distant as 1389, not as old as that in China. They also dont have special dishes. The festival is just finish with an extravagant fireworks display at the church(Martin, 2000). These festivals reflect the values and the history of the people who celebrate it. Though some of them may seem a blot peculiar, they bear certain significance to the community.They are celebrated with zest and delight that the entire community is caught up in preparation. It is also anticipated by many. These festivals are important to the lives of the people since they have beliefs that they find necessary for their periodical lives. Though these festivals have certain differences, they are intended to celebrate or commemorate the events that are important for the people and their community. It is a way of experience the history of a community that has paved way into what the community has become. These are the events that shaped the lives of the pop ulace either through religion or harsh practices.

Conflict Process and Management

march Process Managing contest Case Studies fundamental lawal involvement Nidhi S Kohli 123720 R L Aparna 123716 Manisha K 123717 Priyanka G 123726 Swetha Joshi 123734 Sri Lakshmi 123732 CONTENTS 1. inst in eitheration 1. skirmish offset i. Stephen. P. Robbinss Classification ii. Ashwattapas Compilation 2. MANAGING encroach * employment Re event proficiencys * contravention Stimulation Techniques * Types of departure and Resolution 3. drive STUDIES i.Maruti Suzuki Manesar Plant * Introduction * Findings * Suggestion & Conclusions ii. Indian Health C be Organization * Introduction * Findings * Suggestion & Conclusions 4. BIBLIOGRAPHY Introduction fighting Defined It is a go which puzzles when whiz political ships company perceives that an go against party has prejudiciously touch, or is near to cast out(p)ly affects, al some intimacy that the first party tutelages ab erupt. Two main Schools of Thought * conventional View A Belief that all fightings ar harmful and should be distracted. * Human Relations ViewBelief that interlocking is natural and an inevit qualified out add in any(prenominal)(prenominal) meeting. It is non only a autocratic force notwith fend foring is in addition incumbent for a throng to per imprint considerably. difference of opinion PROCESS (As proposed by Stephen Robbins) Stage 1 Potential Op dapple or repugnance * The first step in the withdrawment process is the presence of original conditions that create opportunities for contradict to maturate. * They indispensableness not allow directly to date, precisely unrivalled of them is necessary for involvement to arise. * These be the SOURCES of impinge. They feces be in the main sort as i. Communication Semantic difficulties, mis agreements, and noise * Semantic difficulties arise as a result of difference in training, selective recognition & inadequate breeding astir(predicate) an an opposite(prenominal)(prenominal)s. * Po tential to action arises in object lesson of in stampation overload or when information is too less. * Differing word connotations, jargon, substandard ex swop of information & noise in the communication channel are antecedent conditions to battle. * The filtering process as information is passed through assorted levels of geological formation offer potential opportunities for date to arise. i. Structure * surface and specialization of business concerns The larger the chemical crowd & much specialized its activities, the greater the ex interchangeablelihood of contravention. The potential of struggle is greatest when sort out members are younger & turnover is uplifted. * Jurisdictional lucidity/ambiguity The greater the jurisdictional ambiguity in precisely delimit office for actions, the greater the potential of betrothal, as it increments inter-groups fighting for control of resources & territory. * section/ cultivation incompatibilityGroups at rendert g overnances involve diverse inclinations. This diversity of polishs among groups is a study source of dispute. * lead directions (close or participative) Tight & continuous observation with familiar control of oppositewises behaviors increases mesh potential. Also, query oral sexs out that involvement & contrast are highly correlated, because participation encourages the promotion of differences. * Reward systems ( upgrade-lose) ap levelment is created when genius members fall upon is at anothers expense, especially in a group. besides, if a group is dep curioent on another group, debate forces are stimulated if atomic act 53s gain is at anothers expense. * Dependence/interdependence of groups iii. Personal Variables * Differing undivided(a) value systems The or so over go outed variable is mixer skirmish, i. e. differing value systems. They are differences much(prenominal) as in dearices, disagreements over overseerstars contri al whizion in the group a nd recompenses virtuoso deserves and the wishs. * Personality fibers Having employees with different or opposing nature type, whitethorn lead to conflicts.Eg Individuals who are dogmatic and highly authoritarian and who exhibit low esteem whitethorn lead to potential conflict. Stage 2 Cognition and Personalization If the conditions cited in stage 1 minusly affect some(a)(a)thing that one party cares about, wherefore the potential for opposition or incompatibility bewilders actualized in the second stage. The antecedent conditions faeces only lead to conflict when one or to a greater extent of parties are affected by, and aware(p) of, the conflict. As we notable in our interpretation of conflict, perception is required.Therefore, one or to a greater extent of the parties must(prenominal)(prenominal)iness be aware of the existence of the antecedent conditions. However, because a conflict is perceive does not mean that it is soulfulnessalized. Example A whitethorn b e aware that B and A are in serious disagreement besides it may not excite A tense or anxious, and it may turn out no effect whatsoever on As affection towards B. It is at the felt level, when somebodys give out consummationed uply regard, that parties experience anxiety, accent, foiling or hostility. IMPORTANCE OF STAGE 2It is where conflict fall outs tend to be square offd. It is the stage where the parties decide what the conflict is about. As a result this intelligence making is captious because the port a conflict is defined goes a long management towards establishing the sort of out travel alongs that mightiness root it. Example if I define our salary disagreement as a zero nitty-gritty concomitant that is, if you labour the increase in pay you want, on that manoeuver entrust be exactly that amount less for me- I am vent to be far less giveinging to compromise than if I adjoin the conflict win- win authority (i. e. the dollar in the salary puss migh t be increase so that some(prenominal) of us could get the adds pay we want) ROLE OF EMOTIONS IN STAGE 2 Emotions play a study purpose in shaping perceptions. As they are class into both i) Negative emotions- to produce over simplification of bothers, reduction in trust, and ostracizely charged interpretations of the other partys behavior. ii) Positive emotions- to increase the vogue to see potential transactionhips among the fragments of trouble, to incorporate a broader view of the agency and to break-dance more innovative solutions. Stage 3 IntentionsIntentions are terminations to act in a leaven way in a conflict. Intentions intervene in the midst of peoples perception and emotions and their conduct. The dimensions of intentions are * Cooperativeness (the course to which one party attempts to satisfy the other partys bring ups) * Assertiveness (the degree to which one party attempts to satisfy his or her shoot concerns) Using these deuce dimensions five co nflict handling intentions enkindle be identified. When concern for the self-importance is low, they could be unassertive and if concern for the self is high, they could be very assertive.If the concern for others is low then they tend to be uncooperative and vice versa. 1) Competing When one mortal tastes to satisfy his or her let interests regardless of the concussion on the other parties to the conflict, he/she is competing. A competing style is high on assertiveness and low on cooperativeness. Competing style may be necessary when a quick, decisive action is required or when unpopular courses on measurable caters need to be implemented such as cost slice and discipline a staff member. In addition this style may be required when you know you are right is an issue. ) Collaborating A speckle in which the parties to a conflict know isolatedly desire to satisfy in full the concerns of all the parties. In collaborating, the intention of the parties is to solve the job b y explicate differences or else than by accommodating conglomerate points of view. A collaborating style is high on both cooperation and assertion. The parties to a conflict view it as a problem work out situation. A problem solving access path requires the quest conditions * The parties to a conflict channel their energies in solving the problem rather than defeating distributively other. The goals, opinions, attitudes and feelings of all parties are accepted * The parties should draw that the conflict issue can make an effective contribution to the quality of valet de chambre relationships if the issue is solved through a supporting and trusting clime. A critical concept is here that no blame is assigned to anyone and the issue is unploughed in focus. It is judgment of conviction consuming and may be costly when numerous individuals are involved. It can be used in following situations * When at that place is a high level of trust When you dont want to rush full res ponsibility * When you want others to in addition meet ownership of solutions * When the people involved are entrusting to change their thinking as more information is found and naked as a jaybird options are suggested 3) AvoidingA mortal may eff that a conflict exists and want to withdraw from it or suppress it. Avoiding entangles trying to just ignore a conflict and avoiding others with whom you disagree. Avoiding might take the form of postponing an issue for a repair time or only when withdrawing from a glowering issue.An avoiding style may reflect a failure to name and address pregnant issues and a tendency to remain neutral when on that point is a need to take position. It can be advisable in situations like * When more information is needed to take a good ending * When you desire that people should cool set level so that they regain their stance afterward which tension may be handled properly and productively * When someone else can crack the conflict more effectively 4) Accommodating when one party seeks to appease an opponent, that party may be willing to rump the opponents interests above his or her own.One party is willing to be self-sacrificing in order to maintain the relationship. This style is low in assertiveness and high in cooperativeness. A someone who uses this style may be showing too little concern for personal goals as a result it may lead to lack of influence and recognition. The conflict is collapsed without all(prenominal) party to a conflict presenting his or her own views. This style may be useful in following situations * When maintaining unison is more burning(prenominal) * A conflict issue is more important to other person * Where relationships involved are more highly treasured then a conflict issue ) Compromising A situation in which each party to a conflict is willing to give up something. Compromise is a common and practical advent to conflict management, in which both equally strong and persuasi ve parties attempt to flow out a solution. It is an important style to settle complex issues in the short run. It can overly be used as a backup mode when both collaboration and competition fail to rick effectively in closure the conflicts. Conclusion Intentions provide general guidelines for parties in a conflict situation. They define each partys purpose. except people intention is not fixed.During the course of conflict, they might change because of an emotional reaction to the behavior of other party. Stage IV Behaviour * The demeanour stage includes the secernatements, actions and reactions of foreign parties. * This conflict behaviour is clear attempts to implement each partys intention. * It is a dynamic process of interaction with a continuum. * Outcome maybe operational-improving group performance OR dys useable-hampering group performance. * When close to people think of conflict situation they tend to focus on stage IV because this where conflict operates vis ible.The behaviour stage includes the statements, actions and reasons made by the noteed parties. These conflict behaviours are usually overt attempts to implement each partys intentions, but they consecrate stimulus quality that is separate from intentions. As a result of miscalculations or unskilled enactments, overt behaviour sometimes deviates from original intentions. * It alleviates to think of stage IV as a dynamic process of interaction. For Example you make a pray on me, I respond by arguing, you threaten me, I threaten you back, and so on. * only conflicts exist somewhere along this continuum.At the lower part of the continuum, we have conflicts characterized by subtitle, indirect and highly controlled forms of tension, such as a disciple questioning in class a point the instructor has just made. bout intensities escalate as they move upward along the continuum rage. * The outcomes may be practicable or dys operational. structural -improving group performance. Dy sfunctional -hampering group performance. For the around part, conflicts that reach the upper ranges of the continuum are almost always dysfunctional. Functional conflicts are typically confined to the lower range of the continuum.STAGE V Outcomes The action-reaction interplay mingled with the distant parties results in con periods or outcomes. These outcomes may be * Functional in that the conflict results in an alterment in the groups performance, or * Dysfunctional in that it hinders group performance. Functional conflict A functional conflict is a confrontation among groups that enhances and benefits the organizations performance. * For example, 2 parts in a hospital may be in conflict over the most efficient and adaptive method of delivering health care to low-income rural families.Two departments agree on the goal but not on the convey to achieve it. * Whatever the outcome, the low-income rural families probably will end up with correct medical care once the conflict is settled. Without this type of conflict in organizations, there would be little commitment to change, and most groups would become stagnant. Functional conflict can lead to increased ken of problems that need to be addressed, result in broader and more productive searches for solutions, and mostly facilitate optimistic change, adaptation, and innovation.Dysfunctional conflict A dysfunctional conflict is any confrontation or interaction among groups that harms the organization or hinders the acquisition of organizational goals. counseling must seek to eliminate dysfunctional conflict. full conflicts can practically turn into harmful ones. In most fortunes, the point at which functional conflict becomes dysfunctional is im realizable to make precisely. The equal level of form and conflict that creates a healthy and imperious ride toward goals in one group may prove extremely profligate and dysfunctional in another group.A groups tolerance for stress and conflict can alike depend on the type of organization it serves. Auto manu pointurers, professional sports teams, and crisis organizations such as police and fire departments would have different points where functional conflict becomes dysfunctional than would organizations such as universities, research and development firms, and motion-picture production firms. battle can be considered as functional or dysfunctional depending on its effects on the organizational performance. Conflict also affects relationships within and in the midst of groups in several ways.We will envision first at changes that typically move on within conflicting groups and then at the changes that occur in the relations between such groups. Changes within Groups Within groups engaged in conflict, the following changes are much observe 1. front, external threats such as conflict bring about increased group cohesiveness. As a result, groups engaged in conflict become more attractive and important to their own member s. 2. Increased cohesiveness suggests that uniformity to group norms becomes more important. This may take the form of blind adoption of dysfunctional solutions to the conflict.This is referred to as the idiom on loyalty. 3. Ongoing conflict also stimulates an emphasis on task performance. All efforts within each conflicting groups are directed towards meeting the challenge posed by other groups, and concerns about individual satisfaction lose importance. 4. A sensation of spurring surrounds task performance defeating the enemy becomes uppermost, and there is much less goofing off. 5. In addition, when a group is in conflict, otherwise reluctant members will often submit to autocratic leadership to manage crisis, perceiving participative decision making as slow and weak. . A group in such circumstances is also likely to place much more emphasis on similar procedures and centralized control. Changes between Groups In addition to these quadruplet changes within groups, four cha nges often occur in relations between conflicting groups 1. detestation often surfaces in the form of hardened we-they attitudes. for each one group sees itself as virtuous and other groups as enemies. 2. During conflicts, the perceptions of each groups members become distorted. Group members develop stronger opinions of the importance of their unit. The marketing group in a business organization may think, Without us selling the product, there would be no money to pay anyone elses salary. * The production group, meanwhile, will record, if we dont make the product, there is nothing to sell. 3. The final change between groups is decreased communication. This can be extremely dysfunctional. The decision-making process can be disrupted, and the customers or others whom the organization serves can be affected. PROCESS OF passage of arms (As Proposed by Ashwathappa) The process of conflict comprises of five stages 1. potential Conflict 2.Perceived Conflict 3. Felt Conflict 4. Manif est Conflict 5. Conflict Outcome 1. Latent Conflict When twain or more parties need each other to achieve desired objectives, there is potential for conflict. some other antecedents of conflict such as interdependence, different goals, etc. do not automatically create conflict. But when they exist, they make it possible. Latent conflict often arises when a change occurs. Conflict is likely to be caused by a budget cutback, a change in organizational direction, a change in personal goals or the assignment of a new project to an already overloaded team.Antecedents of conflict * Incompatible personalities or value systems. * Overlapping or indecipherable business enterprise boundaries. * Competition for limited resources. * Inadequate communication. * Interdependent tasks. * Organizational complexity (conflict tends to increase as the number of hierarchical layers and specialized tasks increase). * Unreasonable or unclear policies, standards or rules. * Unreasonable deadline or ex treme time pressure. * Collective decision making (the greater the number of people participating in a decision, the greater the potential for conflict). * Decision making by consensus. Unmet expectations (employees who have impossible expectations about job assignment, pay or promotions are more habituated to conflict). * Unresolved or suppressed conflict. 2. Perceived Conflict This is the stage at which members become aware of a problem. Incompatibility of needs is perceived and tension begins as the parties begin to worry about what will happen. But no party feels that it is being overly threatened. 3. Felt Conflict At this stage, parties become emotionally involved and begin to focus on differences of opinion and opposing interests- sharpening perceived conflict.Internal tensions and licking begin to crystallize around specific, defines issues, and people begin to build an emotional commitment to their position. 4. Manifest Conflict At this stage, parties engage in actions th at encourage achieve own objectives and thwart those of others. Conflict behaviours vary from the subtle, indirect and highly controlled forms of interference, to direct, aggressive, violent and uncontrolled struggle. At the organisational level, strikes or lock-outs are the result. 5.Conflict Outcome The conflict finally results in an outcome, which may be functional or dysfunctional. * Functional conflict refers to confrontation between two ideas, goals and parties that improve employees and the organisations performance. * Dysfunctional conflict is the negative side of functional conflict. * If the conflict is handled well, the result is functional conflict. * If the conflict is mishandled, the consequence is dysfunctional conflict. MANAGING CONFLICT 1. CONFLICT RESOLUTION TECHNIQUESProblem solving Face-to-face meeting of conflicting parties to identify resolve conflict through open discussion Super aline goals Creating a shared goal that cannot be scratched without the coope ration of each conflicting party Expansion of resources Expansion of resources can create a WIN-WIN situation Avoidance Withdrawal from, or suppression of the conflict Smoothing Playing down differences while emphasizing common interests between conflicting parties Compromise Each party to the conflict gives up something of value Authoritative command Management uses its formal authority to resolve the conflict, then communicates it to the conflicting parties Altering human variables Using behavioral change techniques, such as human relations training to alter attitudes behaviors that cause conflict Altering structural variables changing formal organizational structure interaction of patterns of conflicting personalities through ob design, transfers, creating of coordinating positions etc 2. CONFLICT STIMULATION TECHNIQUESCommunication Using ambiguous or threatening messages to increase conflict levels Bringing in outsiders Adding employees to a group whose backgrounds, determin e attitudes or managerial styles differ from those of present members Restructuring the organization Realigning work groups, fastening rules regulations, increasing interdependence, making similar structural changes to disrupt the status quo Appointing a Devils Advocate Designating a critic to purposely press against majority positions held by the group. TYPES OF CONFLICT RESOLUTION 1) INTRA personal CONFLICT 2) veil PERSONAL CONFLICT 3) INTRA GROUP CONFLICT 4) INTER GROUP CONFLICT 1. INTRA PERSONAL CONFLICT Intra personal conflict refers to the discord that occurs within an individual.It is also called Intra individual Conflict or Intra psychic Conflict and is often analyse by psychologists and reputation theorists who are interested in the dynamics of reputation and factors that pre-dispose people to inner conflicts. * Intra personal conflict can develop out of a persons thoughts, ideas, emotions, values and pre-dispositions. This type of conflict is important becau se we encounter it on a daily basis and have to bring off through it. * Though conflicts are usually viewed as negative, intra personal conflict has certain benefits. Healthy conflict provides an individual with the skills needed to develop better relationships, gain an understanding of oneself, increase root skills and avoid negative and negative reactions.Intra personal conflict can be disruptive and stressful if we do not understand our own needs and desires. Therefore, it is important to understand our tardily emotions and interests and stay in touch with ourselves. Causes of Intra personal Conflict Intra personal conflict occurs when there is incompatibility or inconsistency among an individuals cognitive elements. It implies that a new cognitive element is at variance with a prior explanation or expectation. Causes * Difficulty in making a decision because of uncertainty. * Individuals are pushed or pulled in black eye direction, i. e. , attractive or unattractive alternat ives. * Simultaneous forces of about equal strength. A person is motivated to engage in two or more mutually pocket situations. * When a person is required to perform a task that does not match his/her expertise, interests, goals and values. Intra personal conflict also arises from frustration, numerous roles which demand equal attention but is not always possible to devote, goals having both negative and positive aspects, cognitive disturbances, and psycho neurotic tendencies. Conflict from foiling Frustration occurs when a motivated drive is blocked in the beginning a person reaches a desired goal. GOALS (Reduction of Drives fulfills Deficiency) BARRIERS i. Overt ii. Covert DRIVE (Deficiency with Direction)NEED (Deficiency) ( falsification MECHANISMS A. Aggression B. Withdrawal C. Fixation D. Compromise FRUSTRATION * An individual compulsive by an inner state of deficiency engages in some action to fulfill the deficiency. * But his/her attempts to reach the goal are checked by barriers which may be Overt (external) or Covert (internal). * The overt barriers may be social or non-social * The social barriers are those which are pose by others in the way of reaching ones goal. * The non-social barriers include floods, power failures, etc. * The covert barriers are those which are inherent or within an individual. These last longer than the external barriers. The internal barriers include natural weakness, disabilities, personal limitations like lack of skill and intelligence, etc. * Blocked by these barriers, an individual becomes frustrated for being unable to reach his/her goal. * Frustration unremarkably triggers defence mechanisms in the person. Defence mechanisms refer to unconscious processes that protect an individual from anxiety, stress, external threats, etc. * They do not alter the objective conditions of danger, but simply change the way a person perceives it. They involve an element of self-deception. * The frustrated individual adopts an y of the four defence mechanisms Aggression, Withdrawal, Fixation or Compromise. Aggression refers to the attack of the barriers, physically or symbolically. * Withdrawal refers to backing away from the barrier. * Fixation refers to the continuation of efforts to break the barrier. * Compromise refers to the search for a new goal. * Conflict occurs in all the defence mechanism situations. tendency Conflict Goal conflict is more complex than conflict from frustration and occurs when the advancement of one goal excludes the possibility of attaining another. There are four major forms of goal conflict. They are 1. Approach-Approach Conflict 2. Approach-Avoidance Conflict 3. Avoidance-Avoidance Conflict 4. Multiple Approach-Avoidance Conflict 1. Approach-Approach Conflict This conflict arises when the individual is caught between two or more positive but mutually exclusive goals. * Approach-Approach conflict is hardly a conflict at all, because whichever choice the individual makes, he/she will attain a positively valued outcome. * Such a conflict is tardily resolved by satisfying one goal first, then the other- Eg. ingest first and then sleeping. * Alternatively, this conflict is resolved by giving up on one of the goals. Obviously, Approach-Approach conflict does not generate much anxiety. Unfortunately, Approach-Approach conflict does not always end as stated. Often, when the choice is made, decision regret may occur. The option not chosen now becomes more attractive, simply because it was not chosen.Decision regret may lead decision makers to reconsider the positive aspects of the chosen option and give them more weight to justify and clear the decisions made. 2. Approach-Avoidance Conflict * This conflict occurs when an individual is simultaneously attracted to and repelled by a single goal object. * If the motive to avoid the goal is stronger than the motive to approach it, the person will be caught where the strengths of the motives are roughly equal. * As the person moves towards or away from the goal, the relatively stronger motive takes over and brings the person back to the point where he/she vacillates. Generally, the Approach-Avoidance conflicts that are most pervasive and difficult to resolve take place in the following i. Independence vs.Dependence In times of stress, a person feels like resorting to the dependency characteristic of childhood, to have someone take care of a person and solve his/her problems. But he/she is taught to stand on his/her own feet which is a mark of maturity. ii. Co-operation vs. Competition A person is taught to compete with others and make a success of ones own efforts. At the same time, one is taught to co-operate and be helpful to others. iii. Impulsive air vs. Moral Standards All societies place some degree of regulation upon impetus control. Sometimes. A persons impulses may conflict most a great deal with normal standards, and violation of these standards may generate strong feelings of guilt.The Approach-Avoidance conflict is most relevant to the study of Organizational behaviour. Generally, organisational goals have both positive and negative aspects for organizational thespians, and hence, it may arouse a great deal of conflict within a person and can actually cause the person to vacillate anxiously at the point where approach equals scheme. 3. Avoidance-Avoidance Conflict * This conflict occurs when an individual is laboured to choose between two mutually exclusive goals, each of which possesses unattarctive qualities. The net result is that a person is caught between two options. * Faced with an Avoidance-Avoidance conflict, most people will vacillate between the two options, without resolving the conflict. In the context of an organization, Avoidance-Avoidance conflict may be exemplified by a worker who is caught in the dilemma of bearing with the supervisor whom he detests most and quitting the organization and remaning jobless. Two kinds of behaviour are likely to be conspicuous in Avoidance-Avoidance conflicts. * The first is vacillation. As the growth of a goal increases, the closer a person gets to the goal. As the person approaches a negative goal, he/she finds it increasingly repelling. Consequently, the person tends to withdraw, but when a person does this, he/she comes closer to the negative goal and finds it in turn increasing the negative valence. * A second feature of this kind of conflict is an Attempt to pass away the conflict situation.Theoretically, a person might escape Avoidance-Avoidance conflict by running away from it altogether. But in practice, however, there are surplus negative goals in the periphery of the situation and these pr fifty-fiftyt us from leaving. A person in Avoidance-Avoidance conflict may resort to other office to get relief from anxiety aroused by the conflict. 4. Multiple Approach-Avoidance Conflict Often we are confronted with several possibilities for action, each having several desir able and undesirable features. A conflict of this type in which two alternatives- both involving positive and negative features- is referred to as a Double Approach-Avoidance Conflict or a Multiple Approach-Avoidance Conflict. Role Conflict The final reason for intra-personal conflict is the need of an individual to play several roles simultaneously but finding time and resources inadequate to do so. * Role conflict is a type of social conflict caused from an individual being forced to take on separate and incompatible roles. * Role conflicts can occur individually, as in the theme of one person being torn between separate roles for different organizations or groups, or within an organization, when an individual is asked to perform multiple roles in the same group. * Although all the roles which individuals bring into the organization are relevant to their behaviour in the study of Organizational behaviour, the organizational role is the most important. cognitive discord * cognit ive Dissonance can lead to intra-personal conflict. Dissonance is the state of psychological discomfort or conflict created in people when they are faced with two or more goals or alternatives to a decision. * Although these alternatives occur together, they do not belong or fit together. * Cognitive Dissonance occurs when individuals recognize inconsistencies in their own thoughts and behaviours. * Such inconsistencies are stressful and uncomfortable, lede to intra-personal conflict. * Employees seek to remove inconsistencies by changing thoughts and behaviours, or by obtaining more information about the issue that is causing the dissonance. But cognitive dissonance, bank it is removed, remains a source of conflict. Neurotic Tendencies These are irrational personality mechanisms that an individual uses that create inner conflict. In turn, inner conflict often results in behaviours that lead to conflict with other people. * One example of neurotic action is the excessive use of ti ght organizational controls by neurotic managers, because they distrust people. Their excessive distrust and need to control, triggers conflict with others, especially subordinates who come to feel micromanaged and distrusted. * A common reaction to leaders with neurotic tendencies is all overt (open) or covert (hidden) aggression and hostility. Subordinates often try to settle the score and protect themselves from further abuse. These actions give the manager an even stronger sense of employee worthlessness. The managers hostility and attempts to control and punish become even more vigorous. STRATEGIES FOR RESOLVING INTRA-PERSONAL CONFLICTS Intra-personal conflict arises from frustration, competing roles, or goals having positive or negative aspects. 1. Conflict from Frustration * To the extent that conflict from frustration results from blocked goal realization, removal of barriers (overt and covert) will help resolve this conflict. It is the managers responsibility to clear his employees path for advancement in his career. * Frustration is not always bad- it may contribute to improved performance.The frustrated individual may divert his attention from barriers, towards his job and try to show better results. * This is especially true with an individual who has a self concept that includes confidence in being able to do a job well. But this is no consolation for a manager to ignore the frustration of an employee. If conflict from frustration is not resolved for long, the manager will be running the take a chance of losing the services of a competent and sincere employee. 2. Goal Conflict Goal conflict has three main dimensions approach-approach conflict, approach-avoidance conflict and avoidance-avoidance conflict. * Of the three, approach-approach conflict has the least impact on organisational behaviour.The managers involvement is not needed to resolve the conflict. It is best resolved by the employee himself/herself. The well known theory of Cognitive Dissonance helps the individual resolve the approach-approach conflict. The theory states that the person experiencing dissonance will be highly motivated to reduce or eliminate it and will actively avoid situations and information which would increase it. * Approach-avoidance conflict can be resolved by refusing to select either approach (positive aspect) or avoidance (negative aspect) choice. But an organizational member cannot avoid the conflict situation. He/she is forced to make a decision, and is therefore, exposed to conflict.This conflict too can be resolved in the same way as cognitive dissonance having decided either way (approach or avoidance), the individual may protect the decision. The manager has a responsibility to help the individual defend his/her choice. * Avoidance-avoidance conflict may be resolved by examining and solving the problems causing the conflict. An understanding of the reasons may help a person to overcome any prejudice he/she has substantial again st another person. Sound counseling from another person will be highly useful to the affected party. 3. Role Conflict Role conflict can be resolved by minimizing the number of roles and fixing priorities for them. Once the priorities are determined, there must be no overlapping of roles. Much of the intra-personal conflicts in an organizational member can be resolved by developing compatibility between his/her personal and organizational goals. * A realization that he/she is working for the organisation and not for the managers will help him/her regain his/her balance and remain cool, irritants and hassles notwithstanding. The best solution for intra-personal conflict is to look to Hindu Philosophy and learn a valuable lesson from it. According to the philosophy, an individual is composed of three Gunas or psychogenic substances. They are Sattwa, Rajas and Tamas. * Sattwa It means Purity, Serenity, Poise, Calmness, Discrimination, Compassion, Clarity, Goodness, Altruism, Dispassion, Contentment, etc. , or together known as ILLUMINATION. Rajas It means Love of Fame, Passion, Lust, Strife, Impatience, Jealousy, Pride, boasting of Power, etc. , or together known as MOVEMENT. * Tamas It means Anger, Pride, Ignorance, Stolidity, whirl Resistance, Inertia, forgetfulness, Confusion, Darkness, Brutality, etc. , or together known as OBSTRUCTION. It is essential that one should develop sattwic gunas in oneself, be it the manager or the managed. One can develop sattwic quality by reading holy scripts, regular prayers, pitiful with pious people, and leading a disciplined life. Unfortunately, modern organizations are fill with people who are imbedded with rajasic or tamasic qualities. Hence, the absence of harmonious industrial relations. 2. INTER- PERSONAL CONFLICTToo often when a conflict occurs between supervisor-subordinate, employees-customers, coworkers, or even friends, there tends to be either a fight (personal attacks) or a flight (embarrassed silence or leaving ) response. Neither is an effective way of handling interpersonal conflict. More appropriate for resolving conflict and preserving positive relationships would be to follow this process. 1. Allow time to cool off. 2. Analyze the situation. 3. affirm the problem to the other person. Some other strategies for resolving conflicts are * omit LOSE In this lose-lose approach to conflict both the parties lose. This approach can take several forms. One very common approach is to compromise or take the middle ground in a dispute. A second form can be to pay off one of the parties in the conflict.These payments can take the form of bribes. A third approach can be to use an outside party or umpire to settle the dispute. A fourth approach can be to resolve the conflicts through the existing rules and law. It can sometime resolve the conflicts but the results are not always as desirable as win-lose and especially win-win approach. Lose-lose conflict is damaging and unhealthy to a relationshi p. Some people try to avoid conflict because they feel its negative and will hurt someones feelings. People like this will lose out because they dont give their honest opinion or feedback. They become too concerned with how other people feel at the expense of their own feelings. WIN LOSE A win-lose conflict means just thatwin or lose. Its a type of conflict where just one person wins the argument while the other one feels bad. Its a game to those who view conflict as a battle to win at all times and at the expense of another persons loss. The win-lose approach is often used in American business settings. The primary emphasis is on winning all you can, overstate your position, and make decisions quickly. In contrast to this, the Japanese approach to business focuses on team work, cooperation, saving face, avoiding confrontation, understating your position, colloquially letting others know the bottom line, and reaching areas of agreement.Though win lose scheme helps diffuse conflic t, it may not be a permanent solution since the loser will tend to be bitter The following points make the strategy more clear * There is a clear we-they annotation between the parties. * The parties see the issue from their own point of view. * The emphasis is on the solution rather than on the values, goals and objectives. * There is no planned sequence of activities. * WIN WIN It is the most desirable way of resolving conflicts. In this situation, the energies and struggles are directed to solve the problem rather than beating the other party. The outcomes of this approach are so that both the parties are happy and results have benefits for both the parties.Although this is the difficult most strategy to solve the problems but this should be goal of the managers to resolve interpersonal conflict Interpersonal conflicts arise in every workplace. Supervisors may help reduce the number and severity of these conflicts by * Emphasizing that employee must, despite their differences, treat each other with respect, dignity and fairness. * Eliminating a justificatory climate in which employees judge and criticize each other, have hidden agendas and are close-minded to new ideas and changes. * Establishing a supportive climate where employees openly discuss and understand each others ideas and concerns, are willing to listen to each other, and focus on fulfiling their work and group goals. Providing training to employees on improving communication skills and settling differences effectively and on a timely basis. WAYS OF RESOLVING INTERPERSONAL CONFLICTS The Defusing Technique The other person might be angry and may come to the situation armed with a number of arguments describing how you are to blame for his or her unhappiness. Your goal is to address the others anger and you do this by simply agreeing with the person. When you find some truth in the other point of view, it is difficult for the other person to maintain anger. Empathy Try to put yourself into th e shoes of the other person. See the world through their eyes.Empathy is an important listening technique which gives the other feedback that he or she is being heard. There are two forms of empathy. Thought Empathygives the message that you understand what the other is trying to say. You can do this in conversation by paraphrasing the words of the other person. * Exploration make gentle, probing questions about what the other person is thinking and feeling. Encourage the other to talk fully about what is on his or her mind. For example, Are there any other thoughts that you need to share with me? * Using I Statements force back responsibility for your own thoughts rather than attributing motives to the other person.This decreases the chance that the other person will become defensive. For example, I feel pretty upset that this thing has come between us. This statement is much more effective than saying, You have made me feel very upset. * Stroking Find positive things to say about the other person, even if the other is angry with you. Show a respectful attitude. For example, I genuinely respect you for having the courage to bring this problem to me. I admire your strength and your caring attitude. 3. INTRA GROUP CONFLICT * Intra-group conflict refers to the incompatibility, Incongruence, or disagreement among the members of a group or its subgroups regarding goals, functions, or activities of the group. In Intra-group conflict the majority of the members of a group or its subgroups must be involved. Importance of groups * First, groups are the building blocks of an organization. * Second, groups provide the primary mechanism for the advance of organizational goals. * Third, groups provide psychological and other support to the individual members. The definition of a group should include the following * A group must consist of two or more members. * A group must possess a stable structure * The members should be interdependent. * The members should in teract with each other. * The members should work toward the attainment of a common goal(s). Types of Groups Groups can be more often than not categorise as formal or informal. 1.Formal Groups These are further classified as follows * Task/Functional Groups Fiedler (1967) classified task groups into three types harmonize to the nature of task interdependencies among group members in attaining their group objectives. * Interacting group * learn group * Counteracting group * Project Groups 2. Informal Groups These are further classified as follows * Interest Groups * Friendship Groups Effects of Intra-group Conflict * Quality and metre of team performance are considerably higher in warring than cooperative conditions, * Heterogeneous members and consequent conflicts of interest and opinion produce better solutions to standardized sets of solutions. Affective conflict negatively influences group performance, group loyalty, work-group commitment, job satisfaction, and intent to sta y in the present organization. Sources of Intra-group Conflict * Leadership path * bit A. * Situation B. * Situation C. * Universalistic approach and contingency approach, * i. e. , governance IV for Likert and high concern for both production and people for Blake and Mouton) * Leadership can influence other variables, such as task structure, group composition, and size. * Task Structure * Routine (Simple, defined goals, procedures) * Non-routine (Complex) * Group Composition * Size * Cohesiveness and Group thinkingExternal Threats 1. The external conflict needs to involve some threat. 2. The external conflict must affect the entire group and all its members equally and indiscriminately, and involve a solution. 3. The group needs to have been an ongoing one with some pre-existing cohesion or consensus, and to have a leadership that can authoritatively enforce cohesion (especially if all the members of the group do not feel the threat). 4. The group must be able to deal with the e xternal conflict, and to provide emotional comfort and support to its members. preventative * Process * Team building * Structural * Change group rank and file * Changing the group size Altering the task * Changing the reward system * Modifying rules, procedures and appeal system. STRATEGIES FOR RESOLVING 1. Invulnerability 2. Rationale 3. Morality 4. Stereotypes 5. squelch 6. Self-Censorship 7. Unanimity 8. Mind guards 4. INTER GROUP CONFLICT Intergroup relations between two or more groups and their respective members are often necessary to complete the work required to operate a business. Many times, groups inter-relate to accomplish the organizations goals and objectives, and conflict can occur. Some conflict, called functional conflict, is considered positive, because it enhances performance and identifies weaknesses.Dysfunctional conflict, however, is confrontation or interaction between groups that harms the organization or hinders attainment of goals or objectives. Causes of Intergroup Conflict * One of the most prominent reasons for intergroup conflict is simply the nature of the group. Other reasons may be work interdependence, goal variances, differences in perceptions, and the increased demand for specialists. * Also, individual members of a group often play a role in the initiation of group conflict. Any given group embodies various qualities, values, or unique traits that are created, followed, and even defended. * These clans can then descry us from them. Members who violate important aspects of the group, and especially outsiders, who offend these ideals in some way, normally receive some type of corrective or defensive response. * Relationships between groups often reflect the opinions they hold of each others characteristics. When groups share some interests and their directions seem parallel, each group may view the other positively however, if the activities and goals of groups differ, they may view each other in a negative manner. * Wh en trying to prevent or correct intergroup conflict, it is important to consider the story of relations between the groups in conflict. * History will repeat itself if left wing to its own devices. Limited resources and reward structures can foster intergroup conflict by making the differences in group goals more apparent.Resolving Inter-group conflict The approaches available for resolving intra-personal and inter-personal conflicts can be used to solve inert-group disputes too. However, certain unique approaches are available for resolving inter-group conflict. They are 1. Problem-solving problem-solving is considered to be the most effective approach available as it emphasizes the attainment of the common interest of both conflicting parties. In the problem-solving strategy, attempts are made to find a solution that frees or integrates the need of both the parties. The two parties work together both to define the problem and to identify mutually satisfactory solutions.Moreover , there is open verbal expression of feelings as well as swap of task related information. 2. administration redesign changing organisational structure is another approach for resolving conflict, particularly when the sources of conflict come from the coordination of work among different departments or divisions. One way of redesigning organisations is to reduce task inter dependence between groups and give each group clear responsibilities. Another way is to transfer or exchange members of conflicting groups. An appeal system may also be developed to eliminate the arbitrary use of power. 3. Super ordinate goals appealing to super ordinate goals is another way of resolving conflict.The super ordinate goal is a common goal of both conflicting parties and the combined efforts of both parties will be needed to realize the goal. It takes precedence over other goals which may separate the conflicting parties. Survival of the organisation for example, can be a super ordinate goal. Crea ting awareness that the organisations selection will be jeopardized if conflicting groups do not work in unison and can have a salutary effect on disputing parties. 4. Expansion of resources to the extent that scarce resources cause conflict, removing their scarcity will help resolve conflict. If Upgradation of ones position has caused ripples elsewhere, some more jobs might be similarly upgraded.If increased budget assignation to one department has caused heart burn to the members of rival departments, the rival divisions allocation can also be correspondingly increased, and so on. 5. Avoidance when the issue is trivial, avoidance strategy will be useful. In the avoidance strategy, the party or parties to the conflict may either withdraw from the conflict or conceal the incompatibility. In the first instance, one of the conflicting parties or both will withdraw from the conflicting situation. Where avoidance is not possible, concealing the fact by either or both conflicting parti es that there is conflict may help defuse the conflict. 6. Smoothen the process of playing down the differences between the individual and groups and highlighting their common interest is called smoothening.Finding and emphasizing similarities between conflicting parties, while playing down differences, can eventually lead the parties to realize that the two are not as far apart as was first believed. With shared viewpoints on some issue, the ability to work towards a smoothen can help reduce the intensity of the conflict and avoid an escalation of open hostility. However, smoothen is recommended as a stop break of serve measure to let people cool down and regain perspective. carapace STUDIES 1. Maruti Suzuki (Manesar) companion Profile * MSIL Maruti Suzuki India Ltd * It is a Japanese automobile company * publicly listed automaker in India * First to mass produce and sell more than million cars The companys headquarters are located Kasturba Gandhi Marg in New Delhi. * Products Maruti 800, Alto, Wagnor, Ritz, Swift, Dzire, Omni, Kizashi ontogenesis in India * 2 phases pre-liberalization (1983-1996) * 2 phases post liberalization (1997-2001) * Employee number 6,903 * fashion of management Japanese style * Captured and maintains 80% market share Reasons for choosing Maruti Manesar * It is the most recent organizational conflict * Shows practical framework of theory * availability of proper and abundant information * It is a classic example of inter-group conflict Case Findings * Management-Worker rift reasons * WORKERS TAKE Workers were paid lesser than counterparts in other locations * Workers were paid lesser than competitors workers in same position * Contract , permanent and seasonal workers were paid same wages * working(a) conditions only 7 minutes tea break (both shifts) Not allowed to hang up natures call * The managers and supervisors resorted to use of derogatory and abusive behaviour constantly. * MANAGEMENTS APPROACH * CEO Shinzo Nakanis hi said he did not have any indication of such discontent. * workers did not attend the pre-shift meetings * Workers productivity was less, hence they were set(p) off Result * Workers demands of wage hike not met immediately * First Step AVOIDANCE * Second Step De-recognition * Third Step fire workers * Plant and companys productivity suffered almost 50% * Companys goodwill marred Comparison between Theory and example Summary & Conclusions * It is a case of inter-group conflict It followed closed leadership style & is latent conflict * Discontent was brewing for over an year before the volcano erupted * The management should have been pro-active * Channels of communication must be strengthened * The workers should not have resorted to violence * Proper conflict resolution system should be put in effect and its presence communicated to all * Management should have empathized. * Management should alternate conflict resolution strategy as per situation 2. Indian Healthcare Organiz ation (A Case development on inter-personal and inter-group conflicts) Profile * The Indian Healthcare Organization is situated in the Budgam district of Jammu and Kashmir. * The hospital is a non-profit one, formed in the year 1979. Reasons for choosing this case study This case contains both, inter-personal & inter-group conflicts * Conflicts in a medical organisation will drastically affect the society * Through this case, we can get a clear understanding of the * Conflict Process * Adult egos * WIN-WIN situation Situation * One fine morning, the Indian Healthcare Organization was gearing up for its monthly meeting of the Chief medical examination Officer (CMO), its other Medical and Para-medical officers. * Mr. Kumar, who is one of the paramedics in the hospital, had fixed a prior appointment in connection with discussing some problem with the CMO, Mr. Sharma, through the CMOs personal athletic supporter (PA). As he approached the PAs room, a saw a Dr. Kapoor, one of the doct ors in the hospital, talking to the PA. So he waited outside for sometime. * As the time of the meeting was approaching nearer, he went inside the PAs room and reminded the PA of his appointment. At this Dr. Kapoor got very much irritated and stung for this interruption and shouted at him to leave the room, calling him an idiot. * Mr. Kumar was taken aback and felt crest fallen and started murmuring and came out of the room tearful eyed. * Mr. Kumar reported the matter to his fellow paramedics who were standing outside in the corridor. All of them got infuriated and took it as an insult to the whole group. In this process, other doctors who had assembled there asked Dr. Kapoor about what has happened and learning of the whole situation, advised Mr. Kumar to forget the incident and seek a fresh appointment. * At this, a strong reaction came from the paramedics group and they started protesting and raising slogans. This protest eventually led to verbal as well as physical abuses bet ween the two groups. * The CMO, Mr. Sharma came out of his Room after hearing the loud voices. Seeing the protests, he called Mr. Kumar and his group to his room to hear from them about the situation. * The group requested Dr. Sharma for immediate justice in the form of a written apology from Dr. Kapoor to Mr.Kumar, who for his no fault was badly insulted. At this, Dr. Sharma was shocked. * After this, Dr. Sharma also called Dr. Kapoor and his group members inside to hear their version and informs them about the APOLOGY demanded by the other group. They refused to do the same. * At this point Dr. Sharma was enquire how to conduct the monthly meeting. He started thinking as how to end this conflict between MEDICAL AND PARAMEDICAL GROUP. * MR. SHARMA decides to call MR. KUMAR and DR. KAPOOR together to sort out their problem. Result * DR. KAPOOR and MR. KUMAR sit face to face in the presence of DR. SHARMA * They realize they are fighting over a petty issue They reconcile and communic ate this to their respective groups who in turn mellow down. Comparison between Theory and Practice Theory PUT into practice Theory not put into Practice * Dr. Sharma used Exploration technique. * DR. SHARMA also used problem solving and smoothing techniques of conflict resolution. * Both the parties compromised in the end and let go of adult ego. * Since it is a case of conflicting personalities, STAGE IV (Behaviour) becomes STAGE I here. * Mr. Kumar did not approach the Redressal Forum. * Dr. Sharma approached both parties separately. * Both the groups did not follow protocol. FINDINGS It is an inter-personal conflict which blew up into an inter-group conflict * It is a WIN-WIN situation * It is also Felt conflict with parties becoming emotionally involved. * DR. SHARMA used the problem solving conflict resolution technique * The smoothing technique is also used SUGGESTIONS * The PA should have acted in a more responsible manner * Dr. Kapoor should not have resorted to abusing Mr. Kumar * Mr. Kumar should not have involved his colleagues * Dr. Kapoor should also have refrained from group discussion * Dr. Sharma should not have met the parties separately MANAGING CONFLICT Actions to Avoid in Conflict Resolution Do not avoid the conflict, hoping it will go away. * Do not meet separately with people in conflict. * Do not believe, for even a moment, the only people who are affected by the conflict are the participants. Actions to Undertake * Ask each participant to describe specific actions theyd like to see the other party take * You, as the supervisor, must own some of the responsibilities * Understand if the situation needs further exploration * All participants discuss and commit * You expect the individuals to resolve the conflicts proactively as adults. * Assure both parties that you have every assurance in their ability to resolve their differences BIBLIOGRAPHY Books Websites