Free Essays on Mystical Pathways to the Governing Body of consciousness

William James submits to us the notion that â€Å"personal religious experience has its root and centre in mystical states of consciousness. † Stating that mystical states of consciousness must have the characteristics of ineffability, Noetic quality, transiency, and passivity , James ascribes four marks to mystical states of consciousness, clearly defining them from our normal state of consciousness (what James calls â€Å"rational consciousness †). These four marks provide reason for the existence of a supreme governing body over mystical states of consciousness, which will be established as G-d. Furthermore, G-d's existence in these mystical states provides reason for G-d's existence in rational consciousness. In dissecting James’ four marks of mystical states of consciousness, we find that the very nature of them either implies or makes reference to some form of supreme governing being over their existence. Primarily, James states that there are two main qualities which every mystical state must have: Ineffability, and Noetic quality. The ineffability of mystical states provides a link to the ineffability of G-d. James quotes, â€Å"whoso calls the Absolute anything in particular, or says that it is this, seems implicitly to shut it off from being that - it is as if he lessened it. † This is to say that not only is anything we use to describe G-d by no means of the level of divine quality, it also limits G-d and detracts from anything else that G-d may be. This raises a pondering question: If G-d is ineffable, how may we know of G-d’s existence? The preeminent means of addressing this problem is to compare this issue to the ineffability of mystical states of conscious ness. While it is true that these states of consciousness are inexplicable, we do not deny the validity of their existence. Rather, we acknowledge that only the one experiencing them may know the true meaning of them. The same can be said of G-d. While it is true t... Free Essays on Mystical Pathways to the Governing Body of consciousness Free Essays on Mystical Pathways to the Governing Body of consciousness William James submits to us the notion that â€Å"personal religious experience has its root and centre in mystical states of consciousness. † Stating that mystical states of consciousness must have the characteristics of ineffability, Noetic quality, transiency, and passivity , James ascribes four marks to mystical states of consciousness, clearly defining them from our normal state of consciousness (what James calls â€Å"rational consciousness †). These four marks provide reason for the existence of a supreme governing body over mystical states of consciousness, which will be established as G-d. Furthermore, G-d's existence in these mystical states provides reason for G-d's existence in rational consciousness. In dissecting James’ four marks of mystical states of consciousness, we find that the very nature of them either implies or makes reference to some form of supreme governing being over their existence. Primarily, James states that there are two main qualities which every mystical state must have: Ineffability, and Noetic quality. The ineffability of mystical states provides a link to the ineffability of G-d. James quotes, â€Å"whoso calls the Absolute anything in particular, or says that it is this, seems implicitly to shut it off from being that - it is as if he lessened it. † This is to say that not only is anything we use to describe G-d by no means of the level of divine quality, it also limits G-d and detracts from anything else that G-d may be. This raises a pondering question: If G-d is ineffable, how may we know of G-d’s existence? The preeminent means of addressing this problem is to compare this issue to the ineffability of mystical states of conscious ness. While it is true that these states of consciousness are inexplicable, we do not deny the validity of their existence. Rather, we acknowledge that only the one experiencing them may know the true meaning of them. The same can be said of G-d. While it is true t...

The Skys the Limit with Airline In-Flight Magazines

The Skys the Limit with Airline In-Flight Magazines Oh, did I mention they pay up to $1/word? Air Canada’s EnRoute magazine pays $1 Canadian/word, for example, and Alaska Airline’s Horizons magazine pays $150 $250 for short articles (300 – 800 words) and $700 for 2,500 word features.  Airline magazines’ web sites don’t make the guidelines easy to find.   Be prepared to hunt and peck.   Here are 10 tips to make your pitch fly:  1.  Ã‚   Consider the airlines’ customer demographics and include in your pitch why your story will appeal to them.   Find the demographics under the â€Å"advertising† section of the magazine’s web site.  2.   If submitting a destination article, make sure the airline flies to that destination!  3.   Pitch â€Å"evergreen† stories, or stories that allow for the magazines’ long lead times.   Time-sensitive events are likely to get your pitch ditched.  4.   Mention if you have accompanying photos. Airline magazines ar e primarily visual vehicles.  5.   Check out the magazine’s editorial calendar, usually found under the â€Å"advertising† section on the web site. You’ll find some surprises!   For example, Alaska Air’s Horizons magazine is publishing a special on Tahiti as a destination in their February 2013 issue.  6.   Keep your story short.   Most pieces are 600 words or less;   â€Å"longer† features usually run under 2,500 words.  7.   Read the magazine! The magazines’ web sites often have archived copies to download. Match their style.  8.   Pitch a specific column. You’ll be more likely to get an assignment if your pitch matches the magazine’s format – and the editor will be more likely to read your pitch if she doesn’t have to guess where it might fit.   Many of the web sites list the specific departments for which the editors solicit submissions.  9.   Keep your ideas positive, not challengi ng. In-flight magazines want to keep their readers calm and relaxed. 10.   Forget poetry, fiction or â€Å"how I spent my summer vacation† travelogues.  OK, where to start?   Here are some on-line resources:  A comprehensive list of 101 in-flight magazines from AirArabia to Wizz Air (many with links directly to the magazine’s web site) is: itravelnet.com/publications/inflightmagazines.html      Many of these web sites have archived copies for your perusal.  Cision Navigator lists the top-ten in-flight magazines http://navigator.cision.com/news/news.aspx?nid=571   United’s Hemispheres leads the list with a circulation of 800,000.  Kelly Kyrik’s excellent article in Writers Weekly lists the needs of 7 major in-flight magazines.   (http://writersweekly.com/this_weeks_article/002792_07062005.html)  So get those fingers flying!  

Chronically ill and disabled people Assignment Example | Topics and Well Written Essays - 1500 words

Chronically ill and disabled people - Assignment Example One day, the news of his arrest filled the air. We were all shocked that the John we knew was a criminal and was now behind bars. It was hard to believe because every time he would tell us how crime was evil and the very many young people lost due to criminal involvement. Here he was behind bars because he was caught with illegal drugs. It is difficult to understand how such an individual who seemed to have the right words for every situation was now the one accused of peddling drugs in the local community. In most instances, the police claim that he was the main depot from where most of the drugs would emanate and spread over to the community. He was the link to many of the people who were using drugs in the community. He was the one nurturing criminals and allowing them to roam the streets as they sought new clients for his products. He was always cool at school though he had to answer so many calls after classes. He would always excuse himself and we all thought it was good phone etiquette and did not read much into this. However, these flashbacks slowly became vivid as the police explained everything to us. All these calls were for the suppliers seeking some drugs or to delivery boys who were late to deliver the drugs. The police had trailed him for a while, though they could not capture him because of the lacking evidence. They wanted to capture him in the act and have as much evidence as possible to convict him. On one of the delivery days, they received a tipoff from one of their undercover agents of a sale.

Is Facebook better than twitter Essay Example | Topics and Well Written Essays - 1000 words

Is Facebook better than twitter - Essay Example As a social network, Facebook proves to be more versatile and flexible to use. According to Yagaswara (2010), people are able to upload pictures, games, videos and various apps to their profile. On the other hand, Twitter is a platform for texts with so much sharing of links. Facebook, because of its simplicity, tend to be more active since it has implemented more tools to ensure the public enjoy the services such as the new Facebook Mobile Interface. Twitter, on the other hand, has made efforts to become more versatile as seen with some services such as the ability to link your account to services such as LinkedIn. Twitter also counters Facebook option of sharing pictures using the Twitpic application that allows people to share pictures. Facebook and Twitter social networks are the most used social networks as compared to other services such as MySpace and LinkedIn. Facebook was launched in 2004 while Twitter was started in 2006. Brock (2011) claims that the key contrast between the two networking platforms is seen in the methods of communication. Facebook seems to be more passive while Twitter seems to have a more active ad involving form of communication where people tend to be more conversational. With Twitter, it always seems like a giant party where people for not know each other but are willing to make friends. On the other hand, Facebook comes out as a wedding reception that is comprised of Family and friends. The main business in Twitter is acknowledging and adding onto what someone has said or shared regardless of how close you are. Contrary, Facebook depends on the relationship with your friends. With no friends in Facebook, you can never enjoy the service since the impact is measured with the number of sh ares, likes and comments. Another issue that most people consider when deciding on their ideal social media service is the issue of privacy. Privacy tends to be paramount to the

Cooking at Home and Eating in a Restaurant Essay Example for Free

Cooking at Home and Eating in a Restaurant Essay Modern life becomes more and more comfortable, but we are busier and busier with our job, with our business. We don’t have time to prepare and cook meals at home. Someone prefers to eat fast- food or eat food in a restaurant, but some one still prefer to eat at home. Eating out or eating at home has also advantages and disadvantages, so which one is better? Cooking at home is similar to eating in a restaurant in many ways. Despite of cooking at home or eating out, we have to pay money for our food or spend our time to cook or to go to the restaurant to eat. For example, instead of spending your time to cook, you have to drive to go to the restaurant or sometimes you waste of time to looking for the parking. We also can taste the dishes we like even though we eat at home or at a restaurant. That is a period of time which your family enjoy eating after a long day with hard worked. With your family’s meal, everybody can talk together, tell some funny stories, or share their jobs. However, there are several differences between eating at home and eating out. Home-cooked meals are always healthy. The food at the restaurant may contain high in fat, high calories and other ingredients which are very harmful for the health. If you cook food at home, you have more control over the ingredients, and you can select the ingredients that you like. Furthermore, eating at home saves you so much money compared to eating in restaurants. Eating out are usually more expensive than cooking at home. In restaurants, they often serve big plates of food. They are too much more food than you need to eat at one meal and the money you spend can add up. For instance, with the money for a meal in a restaurant, you can buy food for the whole week for home-cooking. You can shop at cheapest markets, and look for sale items. Eating in a restaurant is also advantage way. Many people are very busy with their jobs outside the house, so they dont always have time to cook. They like the convenience of eating out. For many reasons such as some one is not very good at cooking, or they like international cuisines or different meals, eating out is the best thing. Cooking at home has a disadvantage that is cooking at home also requires your time. You spend your time to prepare everything like you choose and buy ingredients for cooking your meals. After that, you have to wash dishes and clean up the kitchen. However, eating at home is one of the best ways to enhance the relationship inside your family. Life is busier and people dont have much time to share their time together, even though they are in a family. Eating at home is all members of your family sit around the table and enjoy the dishes that your mother and you prepared and cooked. In your family, when all you prepare and cook meals at home together, you feel warmer and happier. Eating at home and eating in a restaurant are different in many ways, but they have several things in common. It is difficult for us to prefer to. Both eating at restaurants and cooking at home can be satisfying. Both of them can taste good and be enjoyed with your family and friends. I prefer cooking at home because of the money and health issues, but people will make the choice that fits their lifestyle best.

Marketing Unit Essay -- Business and Management Studies

Marketing Unit Throughout this unit I am going to try to develop my own marketing strategy and techniques for the company Tommy Hilfiger. The store that I will be assessing is the Bluewater store. I will attempt to identify the methods and strategies that are used by the company when promoting and trying to increase the sales of the Tommy Denim range of jeans and clothing, I shall then attempt to develop my own, better strategies. Marketing is essential to the success of any business. Its primary aim is to enable businesses to meet the needs of their customers and potential customers, whether for profit or not but in the long term hopefully increasing sales. Tommy’s target market is extremely varied but the designs of the clothing tend to focus more on the needs and tastes of the older, more classic generation. In an attempt to expand sales and increase profits a new range of products were developed which were aimed for a younger, trendier target market. The problems that currently face the Tommy Hilfiger Company are as follows: * The cost and expense of the products is quite high and when considering the fact that the products are aimed at a younger target market, often they are unable to afford them. * Insufficient advertisement – The Tommy Hilfiger store at Bluewater is fairly new, being only six months old. Unless people are regular visitors of the shopping complex, they are often unaware as to the presence of the store. The man...

Conflicts in Work Place

Conflicts management in work place OVERVIEW The purpose of this assignment is to critically analyze the conflicts in working place and try to understand organization behavior with respect to conflict effect. I also try to focus whether conflict is necessary or not by using range of theoretical perspectives and ideologies of conflict. INTRODUCTION: Conflicts are unpleasant, but it is a kind of force that ruling almost every aspect of our life. As time passes in every working relationship it is common to produce conflict (John Newstrom 2007, p. 253). Conflict can arise from various sources and directions but it can emerge in short duration of time among people of any level, and it may require proper management. Conflict can be constructive or destructive depending on ability of management. Hence managers should be aware of it and must know when and how to stimulate conflict in better way to resolve from it in time. Conflict is defined as â€Å"[.. a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something the first party cares about† (Huczynski & Buchanan 2007, p. 661). Every organization has some sets of rules for its existence and to stay competent in the market and its survival as they desired. For this organization should be stable, always integrated, well coordinated, order and unanimity. As we know that organization is a place where peo ple work together to achieve a common goal. But to attain the goal everyone has to struggle, cooperate, obey rules, and always communicate with each other to complete the given task in time. But history shows that many organization fallen because of these interpersonal relationships of the people are not productive, cooperative, and satisfying which directly effects the reputation of the organization and creates a big problem for its growth. Many people believe that organization is interfered with conflicts and many other factors such as disintegration, antagonism, frequent changes, and divided loyalties. But it is also seen that people believe conflicts are necessary to perform organization effectively. Let have a close look on conflict in organization and people point of view: WHY CONFLICT ARISE? In any situation conflict can arise between two or more parties when they think opposite and feel themselves in opposition. Conflict can arise due to many factors. For example: To achieve the goal in time different people apply different methods and techniques, but some time because of disagreement among the people due to different experience can produce the conflict. It is an interpersonal process; â€Å"conflicts also arise due to tack inter-dependence, policies, ambiguity of roles and rules, personality differences, ineffective communication, the competition over scarce resources, and underlying differences in attitudes, beliefs, and experiences† (Huczynski & Buchanan 2007, p. 661). Conflict can be functional or dysfunctional; we can consider it constructive or destructive depending on its management. But important question is whether conflict is necessary or not for any organization? Levels of Conflict: In any working place conflict can be possible to occur within an employee, between individuals or groups, and across organizations as they compete. Sources of Conflict: Organizational change, Different sets of values, Threats to status, Contrasting perceptions, Lack of trust, personality clashes, and personality differences. IS CONFLICT NECESSARY EVIL OR NOT: From many decades, there has much debate that concerning whether conflict within the organization is necessary or not. Dean Tjosvold (2008) argued that conflict was inevitable aspect of all organizations; that properly conducted; it lead to a better understanding between individuals, as well as to better ways of working. Since conflict was essential to successful teamwork and organizational effectiveness, it should be welcomed and managed appropriately. In contrast, Carten De Dreu (2008) stated that conflict was always detrimental, and that the research support for the beneficial aspects of workplace conflict was weak. He said that conflict was beneficial in only a very few, specific situations; and that even in thes, it had negative consequences which outweighted the positive ones. He felt that organizations had to make efforts to manage conflict, not because it had positive effects but so as to minimize its negative ones† (BUCHANAN AND HUCZYNSKI, 2010). THEORETICAL PERSPECTIVES OF CONFLICT: According to traditional perceptive conflicts are negative and indicates something is wrong. It must be avoided or eliminate. The contemporary perspective describes conflict as inevitable. It describes that if conflicts are very high or low they have negative consequences which affect the performance of the organization. CONTRASTING VIEWS OF CONFLICT: It is found that there are three views of conflict: positive, negative and ‘balanced’. Positive view: This view consider conflict are positive in organizations, but if it is managed and Considered can be positive and they believe that if the conflict managed and resolution effectively many time we can see constructive outcomes. This helps them to think how they can adopt different process to do things and conflict resolution process is many time seen a stimulus for positive change in the organization. This view tells resolving conflict also help to adapt to changes and it is seen more acceptable (Coiser & Dalton, 1990). Conflict help in decision making process; because it is nature and people have different opinions, thoughts, attitudes and values for any given situation which can be beneficial in making and choosing better idea and decision. ositive view of conflict help us to encourage to work in difference and it tell positive outcomes of conflicts are very beneficial to the organization, it may increase quality of work and personal satisfaction and also increases commitment and motivation to complete the task in time. Negative view: This view considers conflict as negative, it tells that conflict is dangerous and have serious negative effects and may diverts organization goals to achieve and also effect on out psychological wellbeing. This view express that conflict also affect ideas, created tension, increases stress and anxiety. And conflict may be detrimental to individual and group development over period of time. (Baron, R. A. and Richardson, S. R. , Human Aggression, 2nd edition (Plenum Press, New York, 1991). ) ‘Balanced’ view: This view of conflict some time preferable from a managerial perspective. In this approach sometime conflict are destructive and some time they are highly desirable and constructive. But managing conflict is essential for attaining the goal for any manager. TRANSITIONS IN CONFLICT THOUGHT: Organization conflict has different definitions and perspectives from many years. One thought of school argued that, conflict must be avoided in order to run the organization effectively, without any malfunctioning within it. This thought called traditional view. Another thought of school argued that conflicts in any organization are natural and inevitable. According to this view conflict is not a evil, but it tells that management should have the ability for improving organizational effectiveness and efficiency. We called this thought behavioral view. Third thought is interactionist approach and it is most recent perspective. This thought of school argues that conflicts are positive and important for any organization. It tells that conflicts are absolutely necessary for improving organization effectiveness and efficiency. (Adapted from: Stephen R. Robbins, Managing Organization Conflict: A Nontraditional Approach (Englewood Cliffs, N. J. : Prentice-Hall, 1974). ) THE TRADITIONAL VIEW: In this view, it is assumed that conflict is natural and very bad, it should be avoided and eliminate immediately. There will be always negative impact on organizational performance. And it is believed that organization cannot perform effectively, if the conflicts are not eliminated in time. According to this approach conflicts are harmful and must be avoided. Conflicts can cause violence, destruction, and some time irrationality problems. It is manager responsibility to identify the conflicts if any and try to eliminate it to get rid of problems. This traditional perspective prevailed the management and organizational lit during the late nineteenth century and continued to be mid – 1940s. The Behavioral View: In this behavioral view traditional approach was followed and it is argued that occurrence of conflicts are natural in organizations. But behavioralists argued that conflicts are inevitable they advocated accepting the conflict. The behavioral view explains that conflict cannot be eliminated and they believe that conflict may benefit organization performance. They believe conflicts are inevitable and must resolve in time. The view prevailed management and organization from the late 1940s through the mid-1970s. The Interactionist View: It is the current theoretical perspective on conflict, this approach encourages conflict and they believe that conflict is positive for any organization. In interactionists approach believe that conflict can help to make new ideas, improve intra group cohesiveness, because of different opinion and different experience it help in making better decision in time, and many benefits to the organization. Interactionists perspective encourage functional opposition and necessity of conflict for the effectiveness of the organization. In this view it not only focuses of conflict stimulation but also choose appropriate conflict resolution process by the management. And explains conflict management are the major responsibility for the managers. It is seen that many evidence suggests conflict is necessary and important in organization because it improves the quality of decision making. (Coiser & Schwenk, 1990). Thus I think the major problem is not conflict itself, but the problem is how to manage the conflict in the organization. So we can expect conflict may be result functional or dysfunctional and any one of them have serious effect to achieve the goal in time of any organization. This functional conflict is helpful to nurture the individuals in the working place to improve the creativity, adaption and innovation of the organization. (Thomas, K. W. ‘Conflict and conflict management’, in Handbook of Industrial and Organizational Psychology, ed. M. D. Dunnette (Rand McNally, Chicago, 1976). ) Because of complacency some organizations are failure, but can be traced back to too much harmony. (Robbins, S. P. , Essentials of Organizational Behavior (Prentice Hall, Englewood Cliffs, NJ, 1992). ) But in reality most organization try to eliminate any type of conflict because they think elimination of conflict solve the problem and perform organization effectively. But now we can see and argue that functional conflict should be encouraged and dysfunctional conflict should be discouraged. It has spent more than three decades by many researchers, scholar and behavioural scientist to analyze the affects of dysfunctional intergroup conflict in the people who experiences it(Sherif and Sherif, Groups in Harmony and Tension (Harper and Row, New York, 1953). ) -Within groups: it increases the group cohesiveness, able to emphasis on loyalty, rise in desired autocratic leadership and focus on activity; -Between groups: there will be distorted in perceptions, communication is not effective and some time negative stereotyping. View of Conflict can be better understood by different frame of references. Frame of reference: †It is describe as, a person’s perceptions and interpretations of events, and involve assumptions about reality, attitudes towards what is possible, and conventions regarding correct behavior† (Huczynski & Buchanan 2007, p. 661). Contrasting frames of reference: It is seen that literature distinguishes four different frames of reference for conflict, based on differentiation made by Alan Fox. They are unitarist, pluralist, interactionist and radical (Fox, 1966, 1973). All these frames are different from each other but important thing is that none of these are right or wrong. Unitarist: In unitarist frame conflict is seen badly and they think that organizations should be essentially harmonious. Pluralist: In pluralist frame sees that groups in organization have their own interests and organization is collection of groups. Interactionist: This interactionist frame sees conflict as a positive, necessary force for effective performance of any organization; Radical: In radical frame sees conflict as an inevitable outcome of capitalism in any organization. To better understand conflict one should view it as dynamic rather than a static concept and the sequence of conflict stages can be seen as latent, perceived, felt, manifest and after math. (Pondy, L. R. , ‘Organizational conflict: concept and models’, Administrative Science Quarterly, 12 (1967). ) Conflict is inevitable in organizational life and its results can be constructive rather than destructive depending up on how it is managed. If negative effects controlled and can be minimized then positive outcomes may result. Effective conflict management is based in part, on a solid understanding of the different ways that conflict emerges and can be resolved. (Anderson, H. and Kyprianou. 1994. Effective Organizational Behaviour. edn. Oxford: Blackwell ) EFFECTS OF CONFLICT IN ORGANIZATION Conflict in organization has some advantages and few disadvantages if it is not managed. In organization many participants think conflict should be avoided and they often see conflicts are always destructive and it should be eliminated. But in reality it is a limited view, because it is seen that all type of conflict are not destructive, some may result productive and some may nonproductive outcomes. But some participant views on conflicts is positive, they think conflict should be manage effectively and need to search the different ways to results the constructive outcome. Advantage: Conflict produces many benefits; first one, because of it people emotionally aroused with full potential to search and to find better approaches by comparing different approaches which may be useful for get better and desired results. It helps them to boost their creativity and improves their ability for developing new ideas. Thus helps them to experiment different way to achieve the goal. And second benefit is problem can be confronted and solved, so that conflict can be brought to the surface. Disadvantages: Conflict also produces disadvantages if it is not manages properly in time, and many leads to bad results. It also raises many problems like, people may focus on personal issues, they may not cooperate properly which increases stress and people may feel fear of defeating this directly reduces their confidence and motivation level. So it is very important to manage conflict in time. Manager should be aware of conflict and its outcomes and he should apply appropriate conflict resolution strategies, when they found conflict affecting to achieve the goal. Let us see some positive and negative outcome of conflict in working place: According to a survey, many practicing managers spend approximately 20 percent of their time to deal with conflict situation in working environment. Schmidt records some positive and negative outcomes of conflict. (NEWSTROM, W. 2007. Organizational Behaviour: Human Behavior at Work. 2Th edn. Singapore: McGraw-Hill/Irwin) Positive outcome include: ?Good generation of new ideas ?People try for different and new approaches ?Long-standing problems in any matter can be resolve ?Opportunities for individual views clarification ?It improves creativity and interest of participates ?It gives opportunities for individuals to test their abilities and capacities. Negative outcomes include: ?People fe el fear of defeating and demeaned manner ?Ineffective communication increases the distance between people ? Mistrust and suspicion among the people People concentrate on own interest rather than organization goal ? Reduction in cooperation which effect the teamwork ?And employee turnover increases. CONFLICT OUTCOMES: Conflict in organization may produce four possible outcomes depending on approaches chosen by participates involved. They are as follows: 1. lose-lose 2. Lose-win 3. Win-lose 4. Win-win Participant’s intentions and chosen strategies are the result of conflict outcomes. There are many different conflict resolution strategies developed in the history, but this different strategies designed for participate ntention. CONFLICT RESOLUTION STRATEGIES: There are five possible conflict resolution strategies available, participant can select any strategy as he need and apply them to reduce/remove the conflict. By using appropriate strategy it is possible to achieve predict able outcome. These strategies are different from each other, they are basically representing different concerns for one’s own desired outcome and for another’s result. These five strategies are as follows: Avoiding- In this conflict is avoided physically and mentally, this approach expects less positive outcome and hence reflects a low concern for either party’s outcomes. Thus it results in lose – lose situation. Smoothing- In this strategy depending on the other party’s interests problems are accommodate. This strategy approach focuses on one’s own detriment by emphasizing on concerns for others which resulting in a lose-win outcome. Forcing- This strategy is depends on using power tactics to achieve the desired goal to win. It depends on authority and aggressiveness in order to attain personal goals at the expense of the concern for the other party. This type of strategy result in a win-lose situation. Compromising- This strategy help to compromise own desires and thought by giving up something to gain something else willingly. It results with no clear-cut outcome. Confronting- This is one kind of strategy which helps to focus conflict directly and solve it by mutual understanding to work it through to a satisfactory resolution. This strategy helps to maximize the chances of achieving both party goals which resulting in a win-win outcome. This strategies are effective can be chosen to win or lose by the participants. It helps to control the conflict and save the time to achieve the goal by reducing adverse harmful effects of conflicts. Avoiding and smoothing approaches are help to manage the conflict and the use of forcing approach may achieve short term goal but fail to achieve stated goal. Compromising approach help to solve conflict but always desired goals cannot be achieved. Confronting approach is the effective strategy which solve conflict problem by facing directly by mutual understanding, hence chance of win-win outcome is more when compare to any other strategy. CONCLUSION: Organization are dynamic entities, which is continously changing its internal and external environments, to develop congruousness among the people, process and structure. As discussed contemporary perspectives on conflict, tell that conflict cannot be put on end to a state in organizational life. Conflict is dynamic activity that help us to emphasize on process, meaning, and variety of procedures and relationships. I think understanding conflict help us to better understanding about organization if it is in. If there is a Conflict in any organization it help scholars and reasearchers to give insight understanding more about culture, power, change, development and other significant phenomenon in organization. Conflict may help to see the things in a new way, it help to promote different analysis, clarification in goals, increases energies, give chance for alternatives and changes, and complex problem can be solved. If conflict manage effectively it protect the organisation. Conflict enlighten the concept of rationality, which help better understanding and analyzing of organizational behavior. Organizational conflict are not evil, and in fact there is no need to eliminate it, but it should be manage properly for enhancing individuals, groups, and organizational effectiveness. It is a phenomenon, just it can be constructive or destructive effects on organization, but it completely depends on how it is managed by the management. Conflicts can be dysfunctional when people are not able to tolerate it, and the reason may be rigidity of the organization structure which gives fewer opportunities to changes. This may be because of ignorance of the participants who not give importance and ready to change any time when required. So we can say that organization conflict may be because of ignorance, intolerance, vested interests, intolerant and rigidity. As discussed earlier conflict is not necessarily a bad thing, it is can be seen as a ‘constructive’ force and in certain circumstances and it can be welcomed or even encouraged. It helps improving organization design and functioning and to the decision-making process which help to adapt internal and external changes. If conflict identified and managed properly, it can help reduce the destructive influences in the organization. Organization ducation in subjects like Human Relation, Human Resource Management or Development, and Industrial Relations tell that conflict can be managed and its management is very important. And literature tells that how acknowledgement of conflict and its significant in the organization. So we can say that all type of conflicts are not bad, and it is always not necessary to remove, left, or ignore the conflict in the org anizational life but it should be manage properly so that it help for survival of the organization without any effect on organization goals. Now I can say that conflict leads to change, change leads to adaptation, and adaptation leads to survival. REFERENCES: 1. ANDERSON & KYPRIANOU. 1994. Effective Organizational Behaviour. edn. Oxford: Blackwell 2. BUCHANAN & HUCZYNSKI. 2010. Organizational Behaviour. 7th edn. England: Pearson Education Ltd 3. BUTLER & ROSE. 2011. Introduction to Organisational Behaviour. edn. London: CIPD House 4. CLEGG & HARDY. 1999. Studying Organization: Theory & method. 1st edn. London: SAGE 5. FINCHAM & RHODES, 2005. Principles of Organizational Behaviour. 4th edn. Oxford: Oxford University Press Inc. , New York 6. KATZ & KAHN. 1966. The Social Psychology of Organizations. edn. USA: John Wiley & Sons 7. MULLINS, J. 2010. Management & Organisational Behaviour. 9th edn. England: Pearson Education Ltd 8. NEWSTROM & DAVIS. 2002. Organizational Behaviour: Human Behavior At Work . 11th edn. New York: McGraw-Hill/Irwin 9. NEWSTROM, W. 2007. Organizational Behaviour: Human Behavior at Work. 12Th edn. Singapore: McGraw-Hill/Irwin 10. ROBBINS, P. 1983. Organization Theory: The Structure and Design of Organisations. edn. Englewood Cliffs: Prentice-Hall

Preliminary PDHPE Assignment Essay

1) Recount the story of the individual in relation to how the adversity they faced as affected their health status. The individual who I decided to research is now well known for her job hosting the Biggest Loser, Hayley Lewis. At 15 years old Hayley Lewis had won 5 Gold medals at the 1990 Commonwealth Games. She weighed 58kg and never thought anything about her weight at the time as she was fit, healthy and muscular. A magazine came out saying that she was â€Å"a fit 15 year old but a bit heavy legged. † From then on she started to get bigger and bigger. A year later her weight had crept up to 65kg and by the 1992 Barcelona Olympics she weighed 73kg. Hayley was told by her coach to lose weight and the more and more she was told, the more she turned to food for comfort. By being told she was â€Å"heavy legged† from the media and being told to lose weight the more this impacted on her physically, mentally, socially and spiritually. By being overweight this cut short Hayley’s swimming career as she was embarrassed, suffered anxiety and hated being publicly scrutinised. Hayley Lewis also hated getting out of bed because she knew she had to put on her â€Å"togs†. She said that she was racing with girls 20kg lighter and you can’t hide anything when you’re in swimmers. She also said that she used to focus on her weight every time she jumped up on to the starting block instead of focusing on her race. By being judged because of her physical appearance made her quit her swimming career because she felt that she didn’t fit in anywhere. This affected both her mental and spiritual health. Because Hayley Lewis had a negative physical health status this impacted on her emotional health as all the dimensions of health are interdependent on one another and when one area of health is going downhill this can impact on all the other aspects of an individuals’ health status. Hayley Lewis had a low self-esteem and didn’t believe in herself. This was because she was bullied about her physical appearance and the media made her feel shameful about her weight. She didn’t enjoy the success of being a swimmer either because of the shame and guilt she felt about herself and her personal body image. Another factor that could have made an impact on Hayley’s health status is the death of her younger sister as this could have made her turn to food for comfort. Hayley Lewis had to face a 20 year weight battle from when she was 15 until she was 35 when she had her second child. During her pregnancy Hayley gained another 25kg. When she got a phone call from Jenny Craig to become an ambassador she finally realised how overweight she was and decided to do something about it. She lost 4kg in the first week and was finally getting back on track and gaining these precious years of her life back. Hayley Lewis is now the current host of the Biggest Loser and says she can relate to the contestants so well as she knows exactly what they have been through and what they are going through. She hopes to inspire them and become as good a role model as she can so they get to love themselves the way she does about herself now. Hayley Lewis has faced major adversity in her life and it has affected her health status physically, mentally, socially and spiritually. She has finally pulled through and is at a great point in her life, has overcome her weight battles and has made herself proud for where her body has gotten her today. a) Evaluate how the dimensions of health have interacted to construct the health status of the individual. Hayley Lewis’ physical, mental, social and spiritual health have interacted to construct Hayley’s current health status as all these dimensions are interdependent upon one another. If one aspect of health is positive then this will most likely have an impact on all the other aspects of an individual’s health. Hayley’s physical health when she was younger was fairly poor. When Jenny Craig came into the picture this made Hayley become aware and realise just how poor her physical health was. Because of this sudden realisation, this has constructed Hayley Lewis’ current health status in many ways because she finally did something about her poor health. She started to lose weight and the motivation of the Jenny Craig program helped her pull through. She was given meal and exercise plans but as a retired swimmer she was used to having the pre-organised eating and training schedule. She had overcome her previous body image demons and she realised that she had a new focus in life because of becoming a parent. She had to step up and become the best role model she could be for her children. She threw out all the old photos she had of herself as an overweight teenager and returned to the pool in 2000 with a renewed confidence. She still has â€Å"good days and bad days, like everyone† but has learnt to love, admire, appreciate and nurture her body with respect as you only get one. Her previous physical health has now constructed Hayley’s current health status as she is now a size 8-10, lost 20kg and has maintained her weight by eating nutritiously, planning her meals and exercising often. Hayley now has a positive physical health status and hopes to inspire others, such as the biggest loser contestants, with her own personal inspiring story. Hayley Lewis’ emotional health has had a major impact on the construction of her current health status. Mentally, Hayley never used to believe in herself and had a very low self-esteem and body image. Now that she has become aware of her poor health status and has lost 20kg she now has a positive headspace and a positive outlook on life. She has a renewed confidence but still has â€Å"bad days† like everyone. By relating to the current biggest loser contestants this has made her feel proud to where her body and mind has gotten her today and wants to help them out so they can feel how she feels about herself now. Hayley’s new and improved positive emotional health has had a major impact on all the other aspects of her health and has created an overall positive health and wellbeing for herself as the dimensions of health are all interdependent upon one another. When Hayley Lewis was younger her social health suffered because she was overweight physically and didn’t look positive on life because of her poor emotional health. She was bullied, compared to others and was always being judged, if not by the media, by her coach and family & friends. She now has a very positive social health as she is now married to a very understanding and cooperative husband and has 2 children. Her confidence is now booming compared to when she was fighting her 20 year weight battle. Her confidence has allowed her to improve her relationships with family and friends and now she can also relate to the biggest loser contestants because they have become her friends. She is very inspirational towards these contestants and has also become very close to them and helping them renew their lives and start fresh. Spiritually, Hayley now feels a sense of belonging and worth compared to the adversity she faced because she has fought and finally won her weight battles. She is now fit and healthy, can relate to and feels apart of the biggest loser family and also has a special family of her own. She now has a very positive headspace and this has impacted on and changed her life in many ways. Hayley’s life changing experience of winning her 20 year weight battled has occurred because she finally became aware of how poor her health was. The 4 dimensions of health, physical, mental, social and spiritual, have all worked together with each other and have constructed Hayley Lewis’ current health status in a very positive way. Because she started losing weight she noticed that all her emotional, social and spiritual aspects of health have benefited her overall health. This is because all these dimensions are interdependent upon each other and construct the overall health status of an individual. b) Evaluate how the relative and dynamic nature of health has impacted upon the health status of the individual. Due to her own personal experiences Hayley Lewis would now rate her health as being optimal. She has battled with her weight for 20 years and has finally overcome that. As well as being at her goal weight by eating healthy, exercising and creating meal plans for herself she has to take into account how the relative and dynamic nature of health has impacted upon her own personal health status. Relative and dynamic nature of health refers to how health can vary from time to time and fluctuate all over the place. Illnesses, accidents, personal experiences, environmental factors or an individuals’ socioeconomic status can have an impact on an individual’s level of health at any point during their lives. These continual changes in a person’s health mean that health is dynamic. Judging where a person is along the health continuum at any point of time is highly subjective as people all over the world have different perceptions about what is optimal or â€Å"normal† health. By overcoming her 20 year weight battle, Hayley Lewis now has a better knowledge of what good health is. She perceives herself in a more positive way and the result of this is that the public and people all around her are perceiving her in a more positive way also. By believing in yourself can affect how others see you and believe that you have potential whereas if you don’t believe in yourself then others will think the same. This is one of the reasons that Hayley Lewis’ confidence has risen over time because now that her self-esteem has risen she realised that people were starting to perceive her, and her health, in different and a more positive way. By being the host of the biggest loser and becoming friends with the contestants has affected Hayley Lewis’ health status. She is now socioeconomically advantaged as she has a permanent job with a high income. This will impact her health status because it can affect her choices such as buying more, but nutritious food, and she now has more money to spend on fitness and recreational resources such as gyms and swimming pools. This can impact Hayley’s health physically, mentally, socially and spiritually as she now feels a sense of control and value over her life.

W.E.B. Du Bois on Woman Suffrage

W.E.B. Du Bois on Woman Suffrage This article originally appeared in the June 1912 issue of The Crisis, a journal considered one of the leading forces in the New Negro Movement and the Harlem Renaissance, addressing a failure on the part of the National American Woman Suffrage Association to support a resolution condemning the Southern disenfranchisement of African Americans, in law and in practice. Du Bois, a leading black intellectual of the day and key founder of the NAACP, and a supporter in general of womens suffrage, was editor of The Crisis. The next year, a suffrage march would be marked by a request by the white leadership for black women to march at the back, so we know that this essay did not immediately transform the suffrage movement to include fully the voices of people of color. Du Bois uses the term suffragette in the title, but in the article uses the more common term at the time, suffragist.   The language is that of 1912, when this was written, and may be uncomfortable and different from expectations of today.   Colored people and Negro were, as may be obvious by Du Bois use, the respectful words of the time for people of color and for Black people. Full article: Suffering Suffragettes by W. E. B. Du Bois, 1912 Summary: Du Bois points out that the suffrage movement is wincing a bit and produces a letter from Anna Shaw, defending the suffrage movements commitment to justice to women, white and colored, and says that no women were excluded from the recent convention in Louisville on account of race.Shaw repeats a rumor that at the Louisville convention of the National American Woman Suffrage Association, a resolution condemning disfranchisement of colored people in the South was not allowed to come to the floor, and says she did not feel it was snowed under but was simply not acted on.Du Bois points out that Martha Gruening had attempted to have a colored delegate introduce a resolution from the floor, and that Anna Shaw had refused to invite her to the convention.Resolved, that the women who are trying to lift themselves out of the class of the disfranchised, the class of the insane and criminal, express their sympathy with the black men and women who are fighting the same battle and recognize that i t is as unjust and as undemocratic to disfranchise human beings on the ground of color as on the ground of sex. Further, Du Bois reproduces a letter from Anna Shaw from before the convention about opposing the resolution being introduced, as it would do more to harm the success of our convention in Louisville than all the other things that we do would do good.In this Shaw letter, she also contends that the worst enemy of white womens vote is colored men who would go straight to the polls and defeat us every time.Du Bois says that we have repeatedly shown that contention about colored men defeating woman suffrage is false. See also the related article, Two Suffrage Movements, by Martha Gruening, mentioned in the article above.   It was published a few months after this one.   And for a biography of one of Du Bois wives, see  Shirley Graham Du Bois  on this site.

Meaning Behind the Phrase to Cross the Rubicon

Meaning Behind the Phrase to Cross the Rubicon To cross the Rubicon is a metaphor which means to take an irrevocable step that commits one to a specific course. When Julius Caesar was about to cross the tiny Rubicon River in 49 B.C.E., he quoted from a play by Menander to say anerriphtho kybos! or let the die be cast in Greek. But what kind of die was Caesar casting and what decision was he making? Before the Roman Empire Before Rome was an Empire, it was a Republic. Julius Caesar was a general of an army of the Republic, based in the north of what is now Northern Italy. He expanded the borders of the Republic into modern France, Spain, and Britain, making him a popular leader. His popularity, however, led to tensions with other powerful Roman leaders. Having successfully led his troops in the north, Julius Caesar became governor of Gaul, part of modern-day France. But his ambitions were not satisfied. He wanted to enter Rome itself at the head of an army. Such as act was forbidden by law. At the Rubicon When Julius Caesar led his troops from Gaul in January of 49 B.C.E., he paused on the northern end of a bridge. As he stood, he debated whether or not to cross the  Rubicon, a river separating  Cisalpine Gaul- the piece of land where Italy joins the mainland and at the time inhabited by Celts- from the Italian peninsula.  When he was making this decision, Caesar was contemplating committing a heinous crime. If Caesar brought his troops from Gaul into Italy, he would be violating his role as a provincial authority and would essentially be declaring himself an enemy of the state and the Senate, fomenting civil war. But if he  didnt  bring his troops into Italy, Caesar would be forced to relinquish his command and likely be forced into exile, giving up his military glory and ending his political future. Caesar definitely debated for a while about what to do. He realized how important his decision was, especially since Rome had already undergone a ​civil dispute  a few decades earlier. According to Suetonius, Caesar quipped, Even yet we may drawback, but once cross yon little bridge, and the whole issue is with the sword.  Plutarch reports that he spent time with his friends estimating the great evils of all mankind which would follow their passage of the river and the wide fame of it which they would leave to posterity.   The Die Is Cast The Roman historian Plutarch reported that at this critical moment of decision Caesar declared in Greek and in a loud voice, let the die be cast! and then led his troops across the river. Plutarch renders the phrase in Latin, of course, as alea iacta est or iacta alea est. A die is simply one of a pair of dice. Even in Roman times, gambling games with dice were popular. Just as it is today, once youve cast (or thrown) the dice, your fate is decided. Even before the dice land, your future has been foretold. Let the die be cast itself is an expression meaning roughly let the game begin, and it comes from a play called Arrhephoros (the Flute Girl), a comedy written by the Greek playwright Menander in the 4th century B.C.E. Menander was one of Caesars favorite dramatists.   When Julius Caesar crossed the Rubicon, he started a five-year Roman civil war. At the wars end, Julius Caesar was declared dictator for life. As dictator, Caesar presided over the end of the Roman Republic and the start of the Roman Empire. Upon Julius Caesars death, his adopted son Augustus became Romes first emperor. The Roman Empire started in 31 B.C.E. and lasted until 476 C.E. Therefore, by crossing the Rubicon into Gaul and starting the war, Caesar threw the dice, not only sealing his own political future but effectively ending the Roman Republic and beginning the Roman Empire.

Unemployment In UK and Effect of a Wage Increase Essay

Unemployment In UK and Effect of a Wage Increase - Essay Example Unemployment In UK and Effect of a Wage Increase In general, a minimum wage rate sets the price of hourly labour at a level that defies the ability of the market forces to determine the price of hourly labour. The legislated minimum wage, of course, is not set below the equilibrium wage rate or the wage rate in which the demand for labour is equal to the quantity of labour supplied or the hours of labour supplied. Otherwise, there would not be a need for a legislation of a minimum wage rate. Legislation on the minimum wage rate is usually above the equilibrium wage rate. At that level, however, or at the level in which the legislated minimum wage rate is higher than the equilibrium wage rate, the quantity demanded for labour or the number of hours of labour demanded is lower than the quantity of labour supplied or number of hours of labour supplied. Thus, involuntary unemployment takes place. In Baumol and Blinder discussion, the line segment AB represents the employment gap. The work of Mankiw and Gwartney et al. also supports the perspective articulated in Figure 1. Varian pointed out the wage increases can actually increase or decrease the supply of labour but Varian’s view on the matter may not be relevant because the wage increase that we are discussing pertain to the minimum wage. Baumol and Blinder pointed out, however, that research undertaken by economists David Cards and Alan Krueger in early 1992 for New Jersey and Pennsylvania reportedly did not provide support for the perspective reflected in Figure 1 because the New Jersey stores in which wages were higher produced more net hiring than their Pennsylvania counterparts whose wages are lower. Thus, even if Baumol and Blinder (2009, p. 115) articulated a conventional perspective on the impact of legislated minimum wage, the authors called for more studies. In another section of Baumol and Blinder (2009, p. 201-202), the authors viewed that an increase in the nominal increase in nominal wage at current prices lead to a leftward shift in the ag gregate supply curve. This is because the marginal costs for output will increase with an increase in the minimum wage. Baumol and Blinder (2009), however, did not clarify if the economic model represented in Figure 2 will also apply to a vertical aggregate supply curve but it seems appropriate to view that it is probably the case. Thus, it is possible that a net effect of an increase in the minimum hourly wage for labour above 21 years old will be to contract the economy, assuming that increasing the minimum wage for above 21 years old will have a net effect of increasing the overall minimum hourly wage. In addition, if the Baumol and Blinder perspective (2009, p. 201-202) applies, the increase in hourly minimum wage (assuming the increase in minimum wage for labour above 21 years old will have that effect), will also lead to an increase in the price level. Of course, we are assuming here that aggregate demand is unchanged. The current world crisis has probably shifted the aggregat e demand to the left and, thus, it is more likely that the contraction will not be associated to a significant increase in prices. Figure 2. Nominal wage and the aggregate supply curve Baumol and Blinde

The problem with many organizations, and especially the ones that are Essay

The problem with many organizations, and especially the ones that are falling, is that they tend to be overmanaged and underled. - Bennis & Nanus, 1997 - Essay Example What this does is to make sure that there is a lot of trouble with regards to various processes and activities working within the realms of the different strategies and tactics employed by the organization in the first place. These problems stem from the fact that there is a complete misunderstanding on the part of the company heads to devise proper and adequate mission and vision statements and the lack thereof suggests a thing or two concerning the enormous predicaments that have thus come up with the passage of time and a major loss of resources on the part of this organization that we are talking about here, in the general sense. Organizations have forgotten the buzzword of simplicity and doing things as and when they come. What this zig zag motion of doing many activities at the same time has done is to ensure that there is complete lack of sequence within the organization’s activities and tasks as well as cohesiveness seems to have been lost in all this muddle. On the part of the company, this is an entirely negative picture that we are discussing here. Management is an art and it needs to be practiced in a manner that the company’s different departments work in a cohesive and unified fashion than the other way round. The organizations that are falling way behind their expected marks that they had set for their own selves have started to realize that over-management is not an art rather the same comes to haunt them at some point in time. Leadership is also a skill which is not present everywhere since being under-led means that the leader lacks in more than one quality and this can come as a huge surprise for the organization itself as the leader has to deliver when the need is to deliver, all said and done. The values that the leader portrays are very important as this forms the bridge between him and the people who are being led under him. Values thus form the cornerstone of the term called motivation as it in essence forms the basis for a whole