Genocide in Rwanda and Burundi Essay - 2206 Words

Genocide in Rwanda and Burundi Between April and July of 1994, more than 800,000 people, mostly Tutsi civilians, were slaughtered in a genocidal campaign organized by the Hutu hard-liners. By educating myself as well as others, I hope that we can prevent genocide organizers from eliminating the minority, Tutsi, and remove the tensions between these two groups. Pressure must be placed on the government to put the 120,000 suspected genocide criminals on trial . This topic is one of the most compelling human dramas of the century. Additionally, I am very interested in human rights violations that are occurring around the world and genocide seems to be the most extreme form of infringement. By studying the history of Rwanda and†¦show more content†¦They never organized a centralized political system, and their alliance is based on small units formed around clans. Furthermore, their head chiefs have made them very vulnerable. The Hutus race is Bantu, and therefore their ancestry is located somewhere in central or southern Africa. The third group the Tutsis, entered and conquered Rwanda through a combination of force and persuasion. The Tutsi represent a little more then 15 percent of the population and were militarily advanced compared to the Hutu. The Hutu come from Ethiopia, and became the most powerful tribe in Central Africa. The Tutsis acquired culture and beliefs from the Hutus. This aided in their assimilating and eventual success of tribal domination throughout Rwanda and Burundi . The Tutsi were clearly a minority in the region. However, to say that this minority dominated over the majority Hutu is too simple. The Tutsi were more numerous and dominant in some areas than others. The Tutsi adopted the Hutu language, customs and traditions. The Hutu and Tutsi still battle today as both groups fight for land, freedom, and power. Another significant actor involved with the genocide in Rwanda and Burundi is the east African neighboring nation of Tanzania. Tanzania has served as a place of safe refuge for the fleeting people of Rwanda ad Burundi. One example of Tanzanias Open Arm Policy was in 1993, when they accepted nearly 300,000 citizens of Burundi who fled for their livesShow MoreRelatedThe Tutsi And Tutsi People843 Words   |  4 PagesTutsi people of Burundi and Rwanda have been bondaged together by major events that have let to the Burundi and Rwanda Genocides. But there’s more to just the Genocides than what meets the eye. In order to understand what happened in the Rwanda genocide I must talk about Burundi and the Belgian rule. Hutu and Tutsi have lived in the same area for centuries and share the same language, religions, and even clan systems. Hutu and Tutsi have also intermarried for years before these genocides even occurredRead MoreEssay about The Role of the Media in Rwandas Violence1631 Words   |  7 Pagessituations and/or events that lead to a catastrophic outcome, such as the Rwanda genocide. The tension between both the Hutu and Tutsi already existed; it only needed something to reach its breaking point – a stressor. On April 6, 1994, the plane that occupied Juvenal Habyarimana, President of Rwanda, and Cyprien Ntaryamina, President of Burundi crashed due to unexplained circumstances. Over the next three months in Rwanda after the crash carrying both Presidents, mass killings began to occur. TheRead MoreModern Genocide in Africa Essay928 Words   |  4 Pageshave been two instanc es of genocide: the 1972 mass killings of Hutus by the Tutsi-dominated government, and the 1993 mass killings of the Tutsis by the Hutu populace. Both of these events in Burundi received different levels of attention by the international community and the western media due to a lack of foreign governmental interest, political distraction, and an unwillingness to acknowledge the severity of these atrocities in Burundi. Interestingly, events of genocide occurring at times withoutRead MoreLife Of The Innocent : Taken1425 Words   |  6 PagesInnocent: Taken As confirmed in Genocide in Rwanda the war that began April 6, 1994, mainly in Rwanda, Africa, lasted one hundred days and took close to one million lives of innocent people. Genocide is defined as the deliberate and systematic extermination of a national, racial, political, or cultural group. With Rwanda being the most densely populated nation in Africa, housing about ten million people, by the time the outside countries began assisting to stop the genocide hundreds of thousands wereRead MoreU.s. Foreign Policy : The Game Of Plausible Deniability1625 Words   |  7 PagesDeniability As I previously stated in the â€Å"U.S. Foreign Policy† section of my paper, the U.S. was spread across the globe in several conflicts. The U.S. had forces in Haiti, Somalia, the Balkans, and the middle East, so when the bloodshed began in Rwanda, the U.S. was not eager to extend it resources to another battle. John Shattuck, Assistant Secretary of State for Human Rights stated, â€Å"Bosnia was in one of its real crisis modes. The Europeans didn’t want to authorize American air strikes for fearRead MoreEssay on Genocide in Rwanda1440 Words   |  6 PagesGenocide in Rwanda Raphael Lemkin coined the term genocide in 1944. According to Lemkin, genocide signifies the destruction of a nation or of an ethnic group and implies the existence of a coordinated plan, aimed at total extermination, to be put into effect against individuals chosen as victims purely, simply, and exclusively because they are members of the target group. This coordinated plan is committed with the intent to destroy, in whole or in part, a national, ethnical, racial orRead MoreThe Genocide Of Rwandan Genocide837 Words   |  4 PagesEnglish 2:Period 2 20 November 2015 Rwandan Genocide INTRODUCTION After the atrocities suffered by the Jewish people at the hand of the Nazi regime, the United Nations formed the U.N. Convention on the Prevention and Punishment of the Crime of Genocide (UNCG), dedicated to the understanding and prevention of future genocides. The UNCG defines genocide as acts committed with intent to destroyRead MoreRegional State Failure With Weak Institutions1362 Words   |  6 Pagesregion. The countries that have been most affected by conflict in Africa’s great Lakes region are Burundi, DRC (Democratic republic of Congo), Rwanda and Uganda. The Tutsi’s and Hutu’s are two African ethnic groups that are not confined to one single nations border and are spread out through Rwanda, Burundi and Eastern DRC (Conflict trends issue 1). When an ethnic conflict breaks out in Rwanda, Burundi and Eastern DRC it easily has a transnational spill over effect because these states have weak governmentsRead MoreStrength Analysis And Evaluation Of Personal And Social Responsibility Essay1742 Words   |  7 Pagesman. Deo and his journey, surviving two genocides and how he got to America, and his journey afterward. A global theme that really connects to this book is, â€Å"the analysis and evaluation of personal and social responsibility†, but why? The idea of personal and social responsibility is that it’s what you are responsible for, it’s what you see as your duty personally and in a social environment. Deo feels very responsible for the troubles going on in Burundi, his home country when he moves to the USRead More Genocide in Rwanda Essay1123 Words   |  5 PagesGenocide War is not a necessary evil humans must endure. Although, war is not necessary, humans go to war to try to gain power, fortune, and to spread their particular group’s religions and beliefs. By definition civilization is an advanced state of intellectual, cultural, and material development in human society, marked by progress in the arts and sciences, the extensive use of record-keeping, including writing, and the appearance of complex political and social institutions. The chaos of war

How Much Does It Cost to Save Essay - 2398 Words

How Much Does It Cost to Save? The impact of software development offshore outsourcing has many economic and social impacts. Economically, India is thriving with GDP growth accelerating exponentially including having the potential to achieve double-digit growth.1 Meanwhile, in the United States, the numbers relating to developer jobs are quite the opposite. Most figures suggest that by 2015, roughly 3.3 million business-processing jobs will have moved abroad. As of July 2003, around 400,000 jobs already had.2 Socially, job loss has many strong emotional implications. Job loss due to cost cutting measures coupled with the dot-com layoffs in Silicon Valley conveys an outlook for finding a technical position quite bleak. In†¦show more content†¦In order to compete, US developers would have to take a reduction in salary. This conflicts with the cost of living in places like Silicon Valley. Cost cutting though ultimately has many benefits for companies and individuals as it opens up other opportunities and investments. Silicon Valley firms have used resources freed up through offshore production to develop new products, new industries, and new employment opportunities.4 A Silicon Valley engineer may not like the opportunities that come up because of outsourcing, but they are there. Gregory Mankiw, chairman of the White House Council of Economic Advisors, feels that â€Å"there will be jobs in the future because this is a vibrant economy, a dynamic economy.†5 Mankiw’s support for outsourcing is without a doubt supported by financial analysts in India. A member of Delhi Stock wrote in the India Times that Mankiw â€Å"clearly had logic and facts on his side; a detailed study by Deloitte in August 2003 estimated that approximately 356 billion of work for the global financial-services industry alone will be relocated offshore within the next five years† leading to aShow MoreRelated math lesson Essay1734 Words   |  7 PagesAlexander, Who Used to Be Rich Last Sunday: Understanding Opportunity Costs Grade Level:2, 3, or 6th Duration: three 50-minute class periods Student Goal: To understand that there is an opportunity cost to every economic decision and that these costs come as a result of limited resources. 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After working for a lifetime, retirees want to know that their golden years will be just that - golden, and spending some of those years in a sub-par nursing home is sure to make the experience much more difficult to enjoy. Planning for retirement can be confusing and overwhelming at times. This is why it is vital to talk about what the potential needs are and what the costs of living out the rest of their lives mightRead MoreIts Better late Than Never897 Words   |  4 Pagesplan, keeping in mind the various cost estimates and timelines involved. Ryan figures that the two largest expenses down the road would be those related to the wedding and down payment on a house. He estimates that the wedding, which will take place in twelve months, should cost about $15,000 in today’s dollars. Furthermore, he plans to move into a $250,000 house (in today’s terms) after 5 years, and would need 20% for a down payment. Ryan is aware that his cost estimates are in current terms andRead MoreCostco Wholesale Corporation ( Cost )1567 Words   |  7 Pages672 warehouses all around the world. (Costco, n.d.) As shown from their own website, â€Å"Costco is a membership warehouse club, dedicated to bringing our members the best possible prices on quality brand-name merchandise.† (Costco Wholesale Corporation(COST), 2015) Costco is a big success in wholesale and retailer industry, and it has its unique value chain business model that make it outperform other competitors, such as Wal-Mart or Target. As go through all the research sources, Costco has focusedRead MoreHow A Wedding Can Be Stressful And Plain Scary786 Words   |  4 Pages So how much should a couple expect to shell out before saying â€Å"I do.†? How much does the average wedding cost? This is actually a more complicated question than it appears. 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Value Line Publishing 2002 free essay sample

Overview Value Line Publishing is an investment survey firm wherein Carrie Galeotafiore presents a five-year financial forecast that shows Home Depot in a positive light. It also prepares to do the same with an analysis of Lowes. Home depot and Lowe’s are merchandising companies which operate in the same market including initiatives aimed at bettering customer service, attracting professional customers and creating a more favorable merchandise mix. II. Problems/Opportunities 1. Acquisition or Consolidation 1. In 1999 Lowe’s had acquired the 38-store, warehouse-format chain Eagle hardware in a $1. 3 billion transaction. 2. Home Depot had acquired the plumbing wholesale distributor Apex Supply, the specialty-lighting company Georgia Lighting, the building-repair-and-replacement-products business N-E Thing Supply Company, and the specialty-plumbing-fixtures company Your â€Å"Other† Warehouse 3. Home Depot had announced the purchased of 3 flooring companies the â€Å"When completed would instantly make Home Depot the largest turnkey supplier of flooring to the residential construction market† 2. Professional Market 2. 1 Both Home Depot and Lowe’s had recently implemented initiatives o attract professional customers more efficiently, including stocking merchandise in larger quantities, training employees to deal with professional and carrying professional brands 2. We will write a custom essay sample on Value Line Publishing 2002 or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 2 Home Depot had developed Home Depot Supply and the â€Å"pro Stores† to reach out the small-professional market. The company was also on the track to install professional-specific desk at 950 stores by the end of 2002. 3. International Expansion 3. Home Depot had already developed some international presence with its acquisition of the Canadian Home-improvement retailer Aikenhead in 1994m and it continued to expand its reach in the market with 11 new stores opening in 2001. More recently the company had targeted the 12. 5 billion home-improvement market in Mexico by acquiring the Mexican chain TotalHome and del Norte. By the end of 2001, 10% of Home Depot’s stores were located outside the United States. Lowe’s did not yet have an international presence. 4. Alternative Retail Format 4. Lowe’s specifically targeted the professional customer with a section of its Web site: â€Å"Accent Style† offered decorating and design tips on such subjects as kitchens and baths. 4,2 Home Depot was developing new retail formats for urban centers. These â€Å"urban† store provided Home Depot products and services in a compact format. 4. 3 Lowe’s published creative Ideas, Garden Club and Woodworker’s Club magazines to target custom2ers with certain hobbies. 5. Alternative Products 5. 1 Both Home Depot and Lowe’s were expanding into installation services. The â€Å"at-home† business for Home Depot was currently at $3 billion. 5. 2 Home Depot expected its at-home business to grow at an annual rate of 30% in the near term. 6. Head to Head competition 6. 1 Home Depot had traditionally focused on large metropolitan areas, while Lowe’s had concentrated on rural areas. To maintain its growth trajectory, Lowe’s had begun systematic expansion into metropolitan markets. 6. 2 The investment community was becoming increasingly concerned about the eventuality of increased price competition. III. Relevant Facts/ Data 1. Carrie Galeotafiore supports the changes proposed by the new Home Depot CEO and that would play a role in improving Home Depots financial health in the home center and building industry. 2. Galeotafiore supports her by mentioning a number of sources that would help the growth of the two companies. She mentions the recent consolidation throughout the building industry with both Lowes and Home Depot acquiring several smaller companies. 3. Lowes and Home Depot have done well by going beyond the traditional home center and offering alternatives such as sales online and one stop design shopping. Both Home Depot and Lowes have entered the same metropolitan markets and have created competition that some worry may cause price wars. Home Depot has expanded to international markets, but Lowes has not. 4. Home Depots CEO has planned to turn Home Depot around and make it competitive. In the process he will increase stock prices. His goal is to make store operations efficient and cut costs. Additionally, he will have systems to increase movement of stock so less kept sitting around. He will put focus on improving customer service, which has been weak, to hopefully increase sales. 5. An analysis of the financial ratios for Home Depot and Lowes shows information that both supports and disproves Galeotafiores forecasts. First is the Working Capital Ratio. After examination of both financial statements, it displays that both have a healthy amount of working capital and both with working capital growing yearly. Working capital for both have doubled in over five years and indicates growth in the industry. IV. Recommendation/ Rationale

Regulating the Financial System an Example of the Topic Government and Law Essays by

Regulating the Financial System Enron was created 1985 as a merger between Huston Natural Gas and InterWorth (BBC News, 2001). It was a company first credited with supposedly trading energy as a commodity like oil and memory chips. In August 14, 2001, Fortune magazine counted Enron as one of the top 10 stocks poised to grow for the next decade. According to BBC News, the company grew from naught to billions of dollars in just 15 years, a fact celebrated with numerous awards and approbation. At the end of 2000, Enrons stock was trading at about $78, but by late November of the following year, the accounting scandal was unfolding and the stock was bid down to a mere $4.01 (Ackman, 2001). Need essay sample on "Regulating the Financial System" topic? We will write a custom essay sample specifically for you Proceed Although many attribute the fall of Enron to have begun with investors pulling out money from company shares, the first suspicion was cast in the summer of 2000. According to Parry (2006), an employee of Southern California Edison wrote a memo to the Federal Energy Regulatory Commission noting that certain energy industry players, including Enron, were manipulating the distribution grid to cut off supply and artificially run energy prices up. California was in turmoil as rolling blackouts plagued the deregulated state. Washington turned a deaf ear and refused to alleviate an ailing market that saw energy prices increase 800 percent. The Bush administration defended its position by stating that price caps do nothing to the present levels of supply and demand, and would simply dampen investor interest. A price cap was eventually implemented but Enron had already managed to accumulate hundreds of millions in excess profit. In that same summer, Enron unveiled a natural gas power plant in Dabhol, India. The power plant, however, presumably with a take or pay agreement with the Indian government, produced and sold electricity at a price many times over the norm. Enron demanded of the Indian government a $250 million payment for the electricity or to purchase Enrons share in the plant amounting to $2.3 billion (Parry, 2006). When the Indian government refused payment, the Bush administration stepped in, pressuring India to make the payment through a series of meetings, negations and, finally, an official warning. In August 15, 2001, Sherron Watkins, an Enron vice president, started reaching for the whistle, as she noted that Raptor, a subsidiary intended to hide losses, owed Enron about $700 million and had could not quite trace out the money (CNN, 2002). She warned other executives and attempted to clarify the accounting anomalies apparently racking the company, but could not secure a proper answer. By December of that year, Wallstreet was caught up bailing out; making the companys stock worth virtually nothing, and forcing Enron to file for bankruptcy. Coincident to the years leading to Enrons Chapter 11, executive compensation was increasing at an exponential rate (Schifferes, 2003). In 1998, the total compensation package for Enrons top 200 executives totaled only $193 million. In 1999 and 2000, the total compensation package made substantial increases to $401 million and $1.4 billion, respectively. According to Schifferes, a large chunk of the compensation package was in the form of stock options, wherein the beneficiary has the right to purchase the companys stock at a fixed price. This provided incentive for the company to boost stock prices. The companys executives methods included artificially jacking energy prices in California and pursuing over priced projects such as the Dabhol power plant, which respectively led to inflated revenue and asset figures. At the same time, subsidiaries such as Raptor were used to hide loss generating activities. The combined effects were inflated earnings reports, and fat payoffs to executive s through exercised stock options. The collapse of Enron brought about $60 billion in losses for the investing public (Thomas, 2002). The company also had more than 20,000 employees that lost their jobs, not to mention numerous pensioners, with substantially all of their working lives already spent, lost their only means of support. With the fall of Enron also came the fall of one of the largest accounting firms in the US Arthur Andersen. The accounting firm served as auditor and consultant for the multi-billion dollar company and is largely held responsible for concealing Enrons nefarious accounting practices. According to Cathy Thomas (2002), about a third of Andersens 2,300 clients quickly fled and turned to other firms for auditing services. The job loss was also apparent in the accounting firm as it sold portions of its business and reduced workforce numbers from 26,000 in the US to a mere 5,000.In the wake of Enrons fall, the US capital markets turned cautious and indecisive. Pellegrini (2002) dubbed it the Enr on Effect. His first case and point came on January 24, 2002 when Alan Greenspan had encouraging words that the worst is over, and strong performances from Nokia and Siebel put several market indexes much higher up during the morning session but cut any gain in half by the afternoon. He further reports that the first trading week of 2002, the Dow plunged some 20 percent as the Justice Department opened criminal investigations for the Enron Scandal. One could argue that the timid stance of the Bush administration in placing a price cap on Californias energy price, and the administrations aggressive stance with respect to the Dabhol project can be viewed as factors enabling Enron to pursue overstated earnings. However, the issue is muddled by viewing the administrations stance as advancing capitalism and advocating nationalistic interests. What is clear is that legislation is needed to bridge the gap between the investing publics information requirements and public companies that they entrust with hard earned money. The government quickly moved to pass the Sarbanes-Oxley Act of 2002 as a means of curbing unethical accounting practices. A special feature in this piece of legislation is the inclusion of Section 401. Under this section, corporations subject to the act are required to report off-balance sheet transactions that can materially affect the companys financial condition. These off-balance sheet transactions include guarantee contracts (e.g. take-or-pay), interests in assets transferred to subsidiaries, obligations brought about by derivative instruments such as forward agreements, and any material interest in unconsolidated subsidiaries and special purpose vehicles (SEC, 2003). Aside from additional reportorial requirements for subject companies, the act was also meant to have some teeth. Section 1102 places a stiff penalty for tampering with records or serving as an impediment to investigations. The Securities and Exchange Act of 1934 was further amended thru Section 1106 to have steeper criminal liabilities. Some believe that the Sarbanes-Oxley Act has done its share to curb corrupt accounting practices. There have been major restatements over the years and companies have been more transparent as a result of the Act. However, Siegel, a member of the Center for Financial Research and Analysis, believes that companies are now focusing on non-accounting metrics (Bloomberg, 2005). While earnings can be manipulated, analysts find that cash flows and other non-accounting metrics can be less subject to management control. The trouble is, some companies can throw these non-accounting metrics toward analysts to justify or mask poor results. The question therefore remains as to whether passing the Sarbanes-Oxley Act has been effective as a safeguard for investors as corporate behavior remains the same. References Ackman, D. (2001, November 27). Enron in free fall. Forbes. BBC News (2001, November 28). Rise and fall of an energy giant. BBC News. CNN Student News (2002, February 14). Enrons Watkins warned Lay. CNN. Parry, R. (2006, May 26). Bushs Enron lies. ConsortiumNews.com. Pellegrini, F (2002, January 24). The Enron effect. Time.

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Essay Sample on Conflict Resolution in Business Environments

Essay Sample on Conflict Resolution in Business Environments Identifying conflict in our lives and overcoming it can be highly beneficial to our happiness and well being. There are many different areas of conflict that we encounter throughout the course of an average day. We might experience conflict with our friends and family members or we may see conflict situations arise in our work environment. At work, the conflict may be in a small group or it may be a conflict issue with the company as a whole. Often times, our areas of conflict might overlap and we allow personal issues to influence our work environment and vice-versa. Once we have identified our areas of conflict, it becomes vital that we challenge them and are able to overcome them in a constructive way. Usually within a company, there is an inner-circle or small group of people that we work with day in and day out. These individuals might become our closest friends and most trusted confidants, as we depend on them to help and assist us throughout the day. It is always nice having someone supporting you in your work duties. When there is a rather challenging task at hand, it helps to have the support of our co-workers. When an individual has little or no conflicts with their peers and co-workers, everyone benefits, the individual, the group, and the company. The company will benefit thanks to the employees being happy in their jobs and generating a more productive atmosphere for everyone. But what if a conflict situation arises within the group? What if there are suddenly two different ways of thought on a particular issue? How can this issue be identified and, hopefully, resolved? During a normal business meeting, two employees see a solution to a problem and feel that their way is the only way for the company to proceed. They are passionate to prove their point and they set forth on explaining to everyone their ideas. This conflict has arisen because two individuals see things differently and both are trying to present their case in the best possible way. When a conflict situation like this is discovered, it is important to identify it and see what positive actions may be taken from each individual’s ideas. Clearly list out the possible outcomes of each plan and see if there is a way to compromise and join the two ideas together into a single, beneficial result. There might very well be no way to see that both issues get resolved, but it is important that the group feels comfortable to bring up different perspectives and ideas for everyone. If everyone went along with the norm, there might be stagnation within the group and people would not feel the desire to change anything. The company might not be able to ‘grow’ financially. If an individual feels they can contribute a new idea in a better way, it can only lead to good things. Imagine a group where two ideas were not identified and no new issues were discussed. There would not be any conflicts, but at the same time, no new, and possibly better ideas would be uncovered. Identifying conflicts within a group is relatively easy and can be dealt with in various productive ways. However, what does someone do when they experience personal conflict with someone else? If someone is allowing personal opinions and feelings to influence their job performance, that is something which must be identified and handled immediately. Maybe an individual does not like the way someone dresses, the kind of car they drive, the kinds of hobbies they enjoy or other non-work related issues. These personal differences can become great conflicts throughout the company, if they are not identified and handled properly. Interpersonal conflicts are probably the number one issue within society. They can influence our lives both professionally and personally. This type of conflict can be identified in all aspects that we experience. One can let a personal grudge contribute to their workspace and this type of negativity can lead to a non-beneficial work process for the entire company, if it is not properly identified. Identifying conflict among organizations can lead to even greater disaster in the work environment. This type of conflict may sometimes influence millions of dollars and may even lead to the downfall of a company, if it is not identified. Once both sides have presented their issues, how can it be resolved? This is a question many companies must deal with. An important source of advertising revenue might also be lost for a company, if there is a stigma of conflict attached to a company. There might not be a market for them to make money, if people have negative issues associated with a company and they have allowed these issues to blossom into media problems. The possibilities for these large issues affecting a company are endless, which is why it is important to identify conflict right away and begin to work on a positive solution. Identifying issues can take on a wide variety of forms. Personal issues, work group related issues and even interorganizational issues are all able to be both beneficial and harmful to a company. Properly identifying them in a clarifying format is the first step. Once theses issues are identified and one can see how they impede productivity, then they may be resolved in a way that is satisfactory for everyone involved. Most people feel uncomfortable about conflict. Some people may think that all conflict is non-productive. However, research has shown that the certain forms of conflict can stimulate thinking and viewpoints and is often an important part of the teaming process. There are two main categories of conflict, constructive and destructive. Within each category, there are four identified issues that usually cause conflict: facts or data which is a communication problem; process or methods a disagreement of methods; goals or purposes disagreement of goals; values these are the most subjective and personal disagreements, usually necessitating a professional mediator. The higher the level of conflict, the more personal it becomes and non-productive it can be (Leigh Thompson, et al. 240). Even the most innocent forms of conflict, if not checked, can quickly escalate to higher levels causing a negative impact to a teams performance and success. Destructive conflict; also known as Affective or A-type conflict (Leigh Thompson, et al. 218), is personal, defensive, and resentful in nature. A-type conflict causes the person to lose focus of team goals and issues while closing the mind to new ideas and opinions. Its negative personal nature, causes emotions to run high and anger to swell leaving no room for seeing other viewpoints, open-mindedness, compromise or reconciliation. Other effects of A-type conflict may cause witnesses to the negative behavior to limit their future views, ideas, and suggestions. This will further reduce the teams effectiveness in the future. Productive conflict; also known as Cognitive or C-type conflict (Leigh Thompson, et al. 218), originates from differences of opinion and is largely depersonalized. If team members are educated on how to recognize and handle this type of conflict, C-type conflict can help stimulate creative thinking, causing people to think in different ways and arrive at different solutions while not being afraid to express those viewpoints and opinions to team members. To get the best result often means looking at a situation from several different points of view. Making an atmosphere that is conducive to out of the box thinking, and the sharing of those ideas is the problem and the answer. The key to C-type conflict is to keeping it impersonal. Nothing good can come from A-conflict and there is much to be gained from C-type conflict. How do you discourage one and encourage the other is the question. Key factors for promoting an atmosphere where C-type conflict prospers and A-type conflict is stunted, lies with the teams understanding of conflict to begin with. Early conflict education and smart chartering is essential. Key elements of any charter must include the handling of conflicts combined with early education of team members as to how to handle conflict situations. Conflict education is an effective way to reducing A-type conflict while encouraging team members to express varying viewpoints and opinions. There are many misconceptions about conflict. The first being, conflict is abnormal. Whenever there are multiple individuals striving to solve a problem or interpret a message, or define a goal, there is going to be a difference of opinions that will lead to conflict. When people understand that conflict exists and resolution is perused, then unity can replace conflict (Leigh Thompson, et al. 239). Another misconception is that conflicts and difference of opinions are the same. A difference of opinion is usually temporary and usually a result of misunderstandings, which can be resolved by clarification. Conflict is more severe and not as easily defined or clarified (Leigh Thompson, et al. 239). Many people think conflict is a result of differences in personality. Personality differences themselves do not cause conflict. People with different types of personalities tend to bring different perspectives and points of views. If team members can recognize this as a positive attribute for the team, these differences can stimulate thinking and possible solutions. It is when those differences are played out through behavior and emotion that conflict can occur (Leigh Thompson, et al. 239). Anger is often mistaken for conflict. Because conflict and emotions are involved in most conflict situations, people tent to associated all anger with conflict. However, Anger is just one type of emotion and people have a choice as which type of emotion they will use. This is where team chartering and training can have their greatest positive impact (Leigh Thompson, et al. 239). Effective chartering can drastically reduce Affective conflict. The charter should always include operational ground rules that will dictate how the team will come to an agreement when conflict arises. It should also include rules of engagement for presenting opposite points of views, disagreements, and constructive criticisms. The charter should also recognize that emotions will be impacted and as a result the should be time reserved, on a frequent and regular interval, where team members can vent there issues before their emotions get out of hand. Team education is also an important tool for reducing Affective conflict. Conflict education should be given when a team is formed and at periodic intervals as needed. It is always a good idea for the team to get a refresher course on conflict management when given new assignments, new members are assigned, or when any team member feels that it is appropriate. Ideally, the only conflict in a team/group would be constructive conflict. If this were the case, there would be no need for a solution process. A well-constructed, functioning team should try to avoid destructive conflict. If it should arise anyway, and there is a good chance it will, the conflict needs to be first identified and then dealt with before total destruction occurs. To identify a conflict you first determine whether it is an individual, intergroup, or interorganizational conflict. The solution process to be utilized is determined from this. Also, one conflict may have started a second conflict. These would have to be handled at the same time but using different solutions. The two kinds of conflict are constructive and destructive. Constructive conflict should be encouraged as it allows growth through creative thinking. By encouraging constructive conflict, a group or team becomes more unified and productivity increases. Destructive conflict is negative and stems from a lack of agreement, which results in a division of the group or team. Constructive conflict is necessary in accomplishing team goals but negative conflict needs to be resolved or, better yet, avoided. There are many levels of conflict and the entire team/group should be aware of the signs. Of course, it is always easier to solve other peoples problems than be insightful and objective about our own. When conflict resolution is considered necessary, there are phases (Johnson and Johnson, 1994), which can help in resolving conflict. These phases are: collect data, probe, save face, discover common interests, reinforce, negotiate, and solidify adjustments. Then there are strategies (Johnson and Johnson, 1994), which can help in resolving conflicts. A strategy that best suits the situation should be used. These strategies are: avoidance, accommodation, compromise, competition, and collaboration. Negative conflict will always arise where people are working together. Some of these conflicts might require outside mediation. This does not necessarily mean that the team or group is doomed. People who work together every day, even if theyre not part of the conflict, may still be too close to the persons involved to objectively mediate the situation. There is a lot more to conflict resolution than reading a chapter, or even an entire book on the subject. Insight and empathy are absolutely necessary, along with a good sense of humor.

Management Principles Essay Example | Topics and Well Written Essays - 3000 words

Management Principles - Essay Example These fundamental rules are called management principles and are applied by managers and leaders belonging to different organizations. For example, under the ‘directing’ activity of management, a manager should show equity, that is, he should be fair and kind to the employees working under him. We will further understand the meaning of management, management principles and related terms as we continue with our report. Differences between a Business Manager and a Business Leader Management and leadership are misunderstood to be the exactly the same thing. These terms are related; however, there is slight difference between the scopes of these terms. If we consider leadership as being a set of activities, management is, hence, a subset of leadership but not a proper subset. This suggests that leadership has a larger scope of activities of which management is also a part. The manger’s job is to plan, coordinate and organize and the leader’s job is to motivate and inspire. The difference between a business manager and a business leader can be listed as below: 1. A leader innovates whereas a manager administers. 2. A leader inspires trust whereas a manager controls 3. A leader focuses on people whereas a manager focuses on structures and systems. 4. A leader has a long range of view whereas a manager has a short range of view in terms of the objectives. 5. A leader develops whereas a manager maintains. 6. A leader works with the questions of what and why whereas a manager uses the questions how and when. 7. A leader is original and natural; hence does the right things whereas a manager imitates; hence does the things right. (Murray, 2010, as cited in Bennis, 1989). Folio3, Software House: An Incorporation of Management and Leadership Folio3 is a... This paper approves that the number of projects that Folio3 receives from its clients determines the number of project teams that are established in the Company. Each project is assigned to a group of teams. These teams are concerned and work on different areas of the project. For example, banking management software is assigned to a project group which has the following teams: analysis team, development team, design team and others. A project group is supervised by a manager. Each team inside a project group is in charge of a team leader or a head in other words. For example, the development team is run by a single leader or head under which programmers are working as sub-ordinates. The size of a project group depends on the size of the project. In this way, a manager is supervising the project group having a number of teams each in charge of a leader or a head. Management and leadership are misunderstood to be the exactly the same thing. These terms are related; however, there is slight difference between the scopes of these terms. If we consider leadership as being a set of activities, management is, hence, a subset of leadership but not a proper subset. This suggests that leadership has a larger scope of activities of which management is also a part. This essay makes a conclusion that the concept of management and leadership is changing as the world is advancing. Their activities are separated as well. Leadership is mainly categorized by activities of motivation and inspiration of the workforce while management is mainly categorized by organizing and monitoring the activities of the workforce.