The Work of Jean Piaget Essay example -- psychology education genetic

The Work of Jean Piaget Jean Piaget, a Swiss clinician, was a pioneer in the field of formative brain science. He created numerous fields of science, yet is perceived basically for his commitment to the field of hereditary epistemology (the hypothesis of information). He accepted that there was a organic clarification for the improvement of information, and that kids had their own procedures of learning, and their idea forms were discrete and unmistakable from grown-ups. He built up an expansive hypothesis, in light of his investigations of youngsters, which depicted four fundamental arranges in the learning procedure. He started examining youngsters and the advancement of information when he moved to Paris and started taking a shot at the Simon-Binet insight study, and this was the establishment for his later work. His work with youngsters was a significant piece of his life up until his passing, in 1980. Piaget's hypothesis frames the premise of numerous instructive standards utilized in the current day, and has incredibly extended our comprehension of the manner by which information is gained. He accepted that youngsters made their own speculations of the world, and were continually trying those hypotheses, so as to build up their comprehension of the world. This was in direct difference to the for the most part held conviction around then that kids ought to be instructed by repetition, that basic redundancy would guarantee information and that youngsters were simply 'void vessels standing by to be filled'[1]. Despite the fact that there has been some analysis of his technique and translation from other therapists, there is general acknowledgment of the four intellectual periods sketched out in his hypothesis and his work has roused further inside and out resear... ...s in the field of human knowledge today. Book index: Books ===== An Introduction to Piaget, P.G. Richmond, 1970 Routledge (London) Jean Piaget: Psychologist of the Real, Brian Rotman, 1977 Harvester Press(Sussex) Web ======== www.time.com/time/time100/researcher/profile/piaget.html www.dmu.ac.uk/~jamesa/learning/piaget.htm www.uea.ac.uk/menu/acad_depts/edu/learn/morphett/piaget.htm www.indiana.edu/~intell/piaget.shtml www.piaget.org/aboutpiaget.htm - - - - - [1] www.time.com/time/time100/researcher/profile/piaget.html [2] An Introduction to Piaget, P.G. Richmond, 1970 Routledge (London), p. 65. [3] Ibid, p. 12 [4] Ibid, p.53. [5] Rose and Blank (1974) and Samuel and Bryant (1984) The Work of Jean Piaget Essay model - brain science instruction hereditary The Work of Jean Piaget Jean Piaget, a Swiss therapist, was a pioneer in the field of formative brain science. He created numerous fields of science, yet is perceived principally for his commitment to the field of hereditary epistemology (the hypothesis of information). He accepted that there was a organic clarification for the advancement of information, and that kids had their own procedures of learning, and their idea forms were isolated and particular from grown-ups. He built up a wide hypothesis, in light of his investigations of kids, which portrayed four primary arranges in the learning procedure. He started contemplating kids and the advancement of information when he moved to Paris and started chipping away at the Simon-Binet insight study, and this was the establishment for his later work. His work with youngsters was a significant piece of his life up until his passing, in 1980. Piaget's hypothesis shapes the premise of numerous instructive standards utilized in the current day, and has extraordinarily extended our comprehension of the manner by which information is obtained. He accepted that kids made their own hypotheses of the world, and were continually trying those speculations, so as to build up their comprehension of the world. This was in direct differentiation to the for the most part held conviction around then that youngsters ought to be instructed by repetition, that straightforward reiteration would guarantee information and that youngsters were only 'void vessels holding on to be filled'[1]. In spite of the fact that there has been some analysis of his strategy and translation from other analysts, there is general acknowledgment of the four psychological periods laid out in his hypothesis and his work has motivated further top to bottom resear... ...s in the field of human insight today. Catalog: Books ===== An Introduction to Piaget, P.G. Richmond, 1970 Routledge (London) Jean Piaget: Psychologist of the Real, Brian Rotman, 1977 Harvester Press(Sussex) Web ======== www.time.com/time/time100/researcher/profile/piaget.html www.dmu.ac.uk/~jamesa/learning/piaget.htm www.uea.ac.uk/menu/acad_depts/edu/learn/morphett/piaget.htm www.indiana.edu/~intell/piaget.shtml www.piaget.org/aboutpiaget.htm - - - - - [1] www.time.com/time/time100/researcher/profile/piaget.html [2] An Introduction to Piaget, P.G. Richmond, 1970 Routledge (London), p. 65. [3] Ibid, p. 12 [4] Ibid, p.53. [5] Rose and Blank (1974) and Samuel and Bryant (1984)

The Evolution of Management Thought Essay Example For Students

The Evolution of Management Thought Essay The Evolution of Management Thought Khalil Said University of Phoenix The Evolution of Management Thought The advancement of the executives contemplations and hypotheses in present day the board thinking started in the nineteenth century and kept during the twentieth. The need to characterize the executives and the job of directors prompted the establishment of the board hypotheses through experience of the pioneer scholars. Traditional administration hypothesis concentrated on isolating the works and errands execution. Traditional period described by making a steady benefit that soundness is the key achievement of an association. Among the most persuasive scholars that time were Frederick Taylor and his considerations of logical administration, Henri Fayol and the regulatory administration, and the organization of Max Weber. These three masterminds required the division of work to improve the executives adequacy in associations. The standards of logical administration, authoritative administration, and administration were advanced as the best and just ways for associations to be worked and managed productively to improve, succeed, and meet their benefit objectives. We will compose a custom paper on The Evolution of Management Thought explicitly for you for just $16.38 $13.9/page Request now Henri Fayol has a place with regulatory administration; his long vocation working in a mining organization drove him to build up the five fundamental components of the executives. These components are â€Å"1) plan by analyzing the future and draw up plans of action,2) arrange, develop the structure, 3) order by keeping up movement among the work force, 4) co-ordinate, tie together, bind together, and blend action and exertion, and 5) control, see that everything happens in similarity with approach and practice† (Jarvis, 2005). Other than that, Fayol built up the 14 standards of the board. As indicated by Hartman (2007) in spite of the fact that these standards were dubious in present day associations, some of them are still being used in those associations. Wren (2005) noticed that these standards got from Fayal’s experience though he was working at a mining organization. Despite the fact that these standards, as indicated by Wren, are not outright in all association settings, they filled in as the establishment of the board and as â€Å"lighthouses† to demonstrate the best approach to hypothesis. Fayol’s standards were: 1. Division of work: through specialization, representatives augmented their efficiency and delivered better outcomes with the ame exertion they heretofore spent in executing similar assignments. 2. Authority: Manager’s duties are to practice force and provide request to the correct representatives. Manager’s specialists dependent on their official position and separated from their own specialists. 3. Control: admini strators require applying disciplinary techniques to keep regard between an association and its representatives from one viewpoint, and a smooth working of all takes a shot at the other. 4. Solidarity of order: workers can get orders from one just director. Fayol is most popular is varying with Taylor on the estimation of practical foremen. As indicated by Reid (1995) â€Å"Fayol accepted that no representative ought to get orders from more than one source and that this position must be spoken to consistently. † 5. Solidarity of course: there is a reasonable arrangement set up for every single hierarchical movement on which all dynamic brought together. 6. Subjection of individual interests to the general intrigue: the enthusiasm of hierarchical objectives starts things out before the enthusiasm of any representative or gathering of workers. . Compensation: an understanding between a firm and workers ought to give a good compensation rates to the two gatherings. These rates rely upon the nature of administration and economic situations. 8. Centralization. The level of centralization and decentralization relies upon the elements of every association. Wren (2005) noticed that as per Fayol’s centralization and decentralizatio n contention â€Å"everything which goes to build the significance of the subordinate’s job is decentralization, everything which goes to lessen it is centralization (p. 17). † 9. Scalar chain. A chain of power exists from the most elevated hierarchical position to the least positions. An immediate and clear correspondence channel expected to expand the adequacy of authoritative correspondence. 10. Request. Choice of the correct material and the correct representative to execute certain undertakings is significant for proceeding with each authoritative capacity and movement. 11. Value. Equity and reasonableness to be set up managing workers. 12. Security of residency of faculty. A steady situation is imperative to augment the efficiency of directors and representatives. 13. Activity. Activities and plans deprived to impart in away from at all degrees of the hierarchical chain of command so that there ought to be no exercise in futility and significant assets. 14. Esprit de Corps. â€Å"Create a useful collaboration with clear verbal correspondence is significant for the accomplishment of an association. † (Wren, 2005, p. 215) Administrative hypothesis takes a gander at the association as a shut framework. .u4f39f4613d9ff1c9c746f62e909f93d4 , .u4f39f4613d9ff1c9c746f62e909f93d4 .postImageUrl , .u4f39f4613d9ff1c9c746f62e909f93d4 .focused content zone { min-stature: 80px; position: relative; } .u4f39f4613d9ff1c9c746f62e909f93d4 , .u4f39f4613d9ff1c9c746f62e909f93d4:hover , .u4f39f4613d9ff1c9c746f62e909f93d4:visited , .u4f39f4613d9ff1c9c746f62e909f93d4:active { border:0!important; } .u4f39f4613d9ff1c9c746f62e909f93d4 .clearfix:after { content: ; show: table; clear: both; } .u4f39f4613d9ff1c9c746f62e909f93d4 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; obscurity: 1; progress: darkness 250ms; webkit-progress: mistiness 250ms; foundation shading: #95A5A6; } .u4f39f4613d9ff1c9c746f62e909f93d4:active , .u4f39f4613d9ff1c9c746f62e909f93d4:hover { murkiness: 1; change: haziness 250ms; webkit-progress: mistiness 250ms; foundation shading: #2C3E50; } .u4f39f4613d9ff1c9c746f62e909f93d4 .focused content region { width: 100%; position: relativ e; } .u4f39f4613d9ff1c9c746f62e909f93d4 .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: intense; edge: 0; cushioning: 0; content beautification: underline; } .u4f39f4613d9ff1c9c746f62e909f93d4 .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u4f39f4613d9ff1c9c746f62e909f93d4 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; outskirt span: 3px; box-shadow: none; text dimension: 14px; text style weight: striking; line-tallness: 26px; moz-outskirt range: 3px; content adjust: focus; content embellishment: none; content shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: supreme; right: 0; top: 0; } .u4f39f4613d9ff1c9c746f62e909f93d4:hover .ctaButton { foundation shading: #34495E!important; } .u4f39f4613d9ff1c9c746f62e909f93d4 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .u4f39f4613d9ff1c9c746f62e909f93d4-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u4f39f4613d9ff1c9c746f62e909f93d4:after { content: ; show: square; clear: both; } READ: Bush EssayThe association with outside condition and the nonappearance of human components or social elements portrayed the formal and traditional administration time. â€Å"Classical regulatory hypothesis, similar to its close contemporary the logical administration approach, lays on the premises that associations are unproblematically discerning and (viably) shut systems† (Marshal1998). Walonck (n. d, refered to in Reshef, 2000) accentuated that â€Å"classical the executives hypothesis was unbending and unthinking. The deficiencies of old style association hypothesis immediately got obvious. Its significant insufficiency was that it endeavored to disclose people groups inspiration to work carefully as a component of financial prize. † Fayol concurred with Taylor’s perfect that if work strategies and methodology are deliberately inspected and watched, increasingly effective ones could be made and received by the remainder of the workforce. † Fayol and Weber offered plans for overseeing enormous associations. Fayol (refered to in Wren, 1994) focused on instruction for the executives as opposed to specialized preparing, the significance of arranging and sorting out, and the progressing periods of order, coordination, and control, (p. 30) The expansion of hierarchical intricacy, ecological vulnerability, and an upper hand locally and comprehensively made the old style hypotheses too feeble to even think about responding in an opportune way to every one of these elements. Diminish Drucker the Moralist Drucker as per a few sources is perhaps the best masterm ind in present day the executives hypothesis. As per Hartman (2007) he is â€Å"the father of the board by goals (MBO). † Drucker’s thought and the executives contemplations dependent on the relationship and the cooperation among the board and workers. As per this hypothesis, the board invests more energy concentrating on creating key arrangements and less time spending on administrative and control issues. Helpful (1996) clarifies that MBO â€Å"assumes that subordinates and bosses arrange and that nor is power cognizant. It additionally expect that outcomes are significant and that a few dangers merit taking †vulnerability which are the individual’s duties (p. 118) Drucker accentuated the significance of condition. As an advanced mastermind, he accepted that authoritative development required staying at an upper hand and reacting in an auspicious way to the inward just as the outer conditions. The expanded intricacy of global associations c

The Causes of Test Anxiety and Academic Stress

The Causes of Test Anxiety and Academic Stress Student Resources Print Causes of Test Anxiety and Academic Stress By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on February 09, 2020 Paul Bradbury / Getty Images More in Student Resources APA Style and Writing Study Guides and Tips Careers If you deal with test anxiety, you know how stressful it can be. You might feel alone, like youre the only one who has this issue, but test anxiety is actually quite common. Nervousness and anxiety are perfectly normal reactions to stress. However, for some people, this fear can become so intense that it actually interferes with their ability to perform well on a test. So what causes test anxiety? For many students, it can be a combination of things. Bad study habits, poor past test performance, and underlying anxiety problems can all contribute to test anxiety.?? Biological Causes In stressful situations, such as before and during an exam, the body releases a hormone called adrenaline. This helps prepare the body to deal with what is about to happen and is commonly referred to as the fight-or-flight response. Essentially, this response prepares you to either stay and deal with the stress or escape the situation entirely. In a lot of cases, this adrenaline rush is actually a good thing. It helps prepare you to deal effectively with stressful situations, ensuring that you are alert and ready. For some people, however, the symptoms of anxiety they feel can become so excessive that it makes it difficult or even impossible to focus on the test. Symptoms such as nausea, sweating, and shaking hands can actually make people feel even more nervous, especially if they become preoccupied with test anxiety symptoms. Mental Causes In addition to the underlying biological causes of anxiety, there are many mental factors that can play a role in test anxiety. Student expectations are one major mental cause. For example, if a student believes that she will perform poorly on an exam, she is far more likely to become anxious before and during a test. Test anxiety can also become a vicious cycle. After repeatedly enduring test anxiety, students may begin to feel helpless to change their situation. After experiencing anxiety during one exam, students may become so fearful about it happening again that they actually become even more anxious during the next exam. How to Minimize Test Anxiety So what exactly can you do to prevent or minimize test anxiety? Here are some strategies to help: Make sure youre prepared.  That means studying for the test until you feel comfortable with the material. Dont wait until the night before. If you arent sure how to study, ask a teacher or parent for help. Being prepared will boost your confidence, which will lessen your test anxiety.Banish the negative thoughts.  If you start to have anxious or defeated thoughts, such as Im not good enough, I didnt study hard enough, or I cant do this, push those thoughts away and replace them with positive thoughts. I can do this, I know the material, and I studied hard, can go far in helping to manage your stress level when taking a test.Get enough sleep.  A good nights sleep will help  your concentration and memory.Take deep breaths.  If you start to feel anxious while youre taking your test, breathe deeply, in through your nose and out through your mouth. Work through each question or problem one at a time, taking a deep breath in between each one as needed. Making sure you are giving your lungs plenty of oxygen can help your focus and sense of calm.Avoid the perfectionist trap.  Dont expect to be perfect. We all make mistakes and thats okay. Knowing youve done your best and worked hard is really all that matters, not perfection. How to Overcome Perfectionism

Becoming A College Career With My Career - 880 Words

To be honest, I was quite apprehensive about taking this course. I knew that it was only there to help me, however, I didn’t know what exactly I needed help with. By no means did I think that I knew everything, but I did think that there wasn’t much that I could do and i had to work with what I had. However, to my surprise, there were many things that I had overlooked about myself and what I could do to find more direction in my future career. There was much support and guidance as to what I could do to seek a post-college career with my major. My major is something that I never quite figured out what I wanted to do with, through the help of Humanities Fellows, I have learned that I have gained many skills from the classes that I have taken that has helped me prepare for work beyond college. First of all, as an International Studies major, my major requires me to take classes that have greatly enhanced my analytical and interpretation skills. In many International Studies classes, the are many instances where you are simply presented with information and asked to interpret what this information means and how it will affect the future. In addition, since most of my classes have many required readings, I also have refined my skills with time management and scheduling in order to complete all of my tasks. Furthermore, through my additional experience with language and linguistic classes, I have gotten immense practice with communication and presentation skills. Although I haveShow MoreRelatedMy Career Choice: Fashion Designer Essay775 Words   |  4 Pagesfashion designer. My goals are to create clothing that is for all sizes, ages, and genders. In my clothing I want t show a creative side of my art ability and I want to make my clothing affordable for all as well. I think I influenced myself to wanting to become a fashion designer because I have a passion for art and wanting to become a fashion designer. 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The first is what is referred to as a Postsecondary teacher. A Postsecondary teacher is a teacher that is able to focus on a specific vocational subject, i.e. law Enforcement (Police Academy). This is an important factor in some types of careers, because no college course will give a person enough knowledge and understanding on how to be a successfully functioning Police Officer. The role of the Postsecondary Teacher in this career path is highlyRead MoreThe Collaborative Teacher Education Program At The University Of Massachusetts Amherst795 Words   |  4 PagesI am honored to be applying for the Collaborative Teacher Education Program at the University of Massachusetts Amherst. Becoming a teacher is a career path that I did not consider taking until recently. When I entered college, I did so as an undeclared student. My goal was not only to secure a job after college, but also find a career where I will be happy for the next 50 years. I decide to settle on economics, because I found the subject matter to be very pertinent and useful. However I never wantedRead MoreMy Goal Of Becoming An Accountant876 Words   |  4 Pagesdecisions. Ever since I took my first accounting class, I knew I wanted to be an accountant. I enjoy working with numbers, reaching exact solutions, and the critical thinking that goes along with it. Since accounting is the basics to any business and organization, it can help launch different opportunities. I chose to be an accountant because of all the possibilities I have of succeeding. The steps to achieve my goal of becoming an accountant are to first apply to the Coles College of Business, then getting

India s Ban On Tobacco Advertising - 849 Words

India in 2001 proposed a ban on tobacco advertisement in an effort to curb tobacco use with adolescents. It was met with sharp criticism from the tobacco industry. However, some saw it as a great move by the government in looking after the welfare of its citizens. I hope to explore in the essay each side’s voice as well as deal with the myriad of issues the government faced upon the bans proposal. Lastly I will give my opinion on what position the government should take. One the main arguments for this proposed ban was that the tobacco industry was targeting children. In fact citing an internal documents from the tobacco industry that referred to 14 to 24 year olds as their targets (Reynold, 2010). Recognizing this report for India was extremely important. Due to the increased health problems of smoking by targeting a younger age bracket they would effectively increase the weight the government had to carry when it comes to providing health care for its citizens. The governmen t also had in its favor the fact that in all but one case smoking use by young people had decreased when these bans where put in effect. The government’s argument for banning tobacco ads can be summed up pretty simply. They were trying to watching out for the safety of their citizens and were working toward the betterment of India. The government had the advantage of being able to take the moral high road and being able to paint the tobacco industry as the â€Å"devil†. The Nays in this case were representedShow MoreRelatedIndia s Tobacco Advertising Ban1018 Words   |  5 PagesIndia s Tobacco Advertising Ban The World Health Organization (WHO) reports that worldwide, five million tobacco users die annually and estimates that one million Indians die each year prematurely from tobacco use (2015). As late at 2009, India was â€Å"the world’s second-largest consumer and third-largest producer of tobacco† (Economist, 2009, p. 5). 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Why Does Conflict Arise in Organizations Free Essays

string(33) " reins of controll are strained\." Why does conflict arise in organizations, and how it can be managed ABSTRACT This essay seeks to illustrate how organizational conflict cannot be avoided. It will demonstrate the various ways in which conflict may arise within organizations and classify them into a range of groups. There will be a thorough analysis to show if conflict is positive or negative towards the growth of an organization. We will write a custom essay sample on Why Does Conflict Arise in Organizations or any similar topic only for you Order Now Findings of the previous will then lead to different mechanisms that can be used when managing conflict to ensure positive outcomes in an organization. The aforementioned will be supported by relevant theories, which will assist in reinforcing the validity of this essay. INTRODUCTION In this era of rapid development organizations are formed as a social entity to foster an environment of financial, economic and social growth. Organizations can range from large governmental bodies to small business. Organizations have evolved through different stages, from its birth to maturity. During these stages organizations tend to be adversely affected by crisis of leadership, autonomy, control and bureaucracy. Consequently these crises make conflict unavoidable. Additionally, an organization may be exemplified where two or more individual establish a relationship in order to accomplish and acquire a desired goal. There are various schools of thought as it pertains to conflict including the Traditional View, Human Relations View and the Interactionist View. More so conflict exists at different levels namely Intrapersonal, Interpersonal and Intergroup. However there may be some techniques available to manage conflict like Negotiation, Mediation, Arbitration, Conciliation and Consultancy. The following paragraphs will further explain the scopes of conflict and how it can be managed. CONFLICT It is a process that begins when one part perceives that another party has negatively affected, or is about to negatively affect, something that the first part cares about. [1] An organization is a social arrangement which pursues collective goals, which controls its own performance, and which has a boundary separating it from its environment. [2] Schools of thoughts with regards to conflict: The Traditional View: This view was prevalent in the the 1930’s and 40’s where it was conceived that the existence of conflict can only be harmful to the growth of an organization. Therefore in that era conflict should have been avoided, this resulted in less focus to research on the causes of conflict. The Human Relations View: The human relations position pioneered that conflict was inevitable in all groups and organizations. It could never be eliminated and it also sometimes proves to be beneficial to a group’s performance. This was dominant in the late 40’s and mid 70’s. The Interactionist View: This view encourages the existence of conflict at an ongoing minimum level, enough to keep the group viable, critical and creative. After looking at the above views it will not be feasible to say that conflict is good or bad. It can only be analyzed as bad or good based on the type of conflict. (The schools of thoughts were taken from â€Å"Stephen Robbins, Organizational Behaviour, 10th ed. 2003†) Functional: Interactionist view does not see all conflict as good but those conflicts that supports the goals and improves performance is called functional conflict or constructive conflict. Dysfunctional: On the other hand conflict that is dysfunctional relates to the conflict that promotes alienation, inefficiency and generally has adverse effects on productivity. To know if a conflict is either functional or dysfunctional, the types must be known. Types of Conflict Task Conflict- this relates to the content and goals of the task that is to be performed, Relationship Conflict- this focus on interpersonal relationships, and Process Conflict- this relates to how the task gets done. Studies show that Relationship conflict most of the times turns out to be dysfunctional. Task, relationship or process can perpetrated in the following ways Intrapersonal Conflict occurs within us: when we are at odds with ourselves, when we are torn between choices we need to make, when we are frustrated with our goals or accomplishments. Conflict within us very often leads to conflict with others. Interpersonal Conflict occurs between two or more individuals. We might get into a heated debate in a meeting, get in an argument with a coworker, or have a bad encounter with our boss. This is the type of conflict we are most concerned with in this workshop, although our discussion has bearing on the other types. Intergroup Conflict occurs between groups: nations, gangs, work areas, etc. For example, your department at work might have an ‘us vs. them’ attitude about some other department. Intra/ Interpersonal and Intergroup was taken from a Business Management skills article from Dave Neal found on http://www. scarecrowworkshops. com/b-conflict-management. html The Process of Conflict diagram will help illustrate why conflict arise in organizations, this was taken from Stephen Robbins, Organizational Behaviour, 10th ed. 2003 [pic] Stage 1 shows some of the conditions that has the capacity to develop conflict A break down in communication is significant in contributing to conflict . The true sense of communication is for the receiving party to understand what the sender is communicating in order to attain the right feedback. The bereaucratic nature of an organization facilitate the process of unsuccessful communication. This is so as information passed on to subordinates may be prone to deterioration. This may be so as the subordinate or receiver may not attach the urgency of the message that the sender intended. As such, this reluctance may cause the final message or information to be significantly ambiguous, which would result in conflict. Additionally, another source of conflict is structural factors as it pertains to size, Staff Heterogeneity, Participation, Line-Staff distinction, Reward Systems, Resource Interdependence and Power. In terms of size an organzation tend to operate more effciently and with less conflict when it is small. The manger has more direct influence in the company in terms of supervision and the overseeing of delegated tasks. However where the company grows in size the reins of controll are strained. You read "Why Does Conflict Arise in Organizations" in category "Papers" There may now be increased specialization and bereaucracy. Consequently there may be increased opportunity to for misconception of information and hence conflict. For example, an interview was done at a renowned company, WASA in Trinidad and Tobago. The manager of the Construction Services Department North is responsible for various pipe laying projects therefore it is mandatory for him to retrieve materials for the various projects. The retrieval of these materials does not lie in his hands, thoroughly, but this function is mainly dependent on the Manager of Corporate Services-Supplies to source the right provider of the materials. This process of sourcing these materials may be long at times therefore putting the pipe laying projects sometimes on long delays. Consequently there is the possibility of having conflict between these two managers but note carefully that the structure of certain procedures within the organization is the main cause for the conflict. The issue of staff heterogeneity appears to have an adverse effect as it pertains to conflict. There are many issues which may arise due to differences in staff. For instance the junior staff in a company may feel that the senior staff may be too inflexible. They generally wield more power in organizations and junior staff may be subjected to their redundancy and myopic work approach. Thus conflict may tend to arise. Moreso, Partcipation, in terms of decision making, is a source for conflict. A subordinate may need to be able to express their opinions. Where employees re given a forum to express their decision making opinons it may be noted that conflict is more likely to occur. According to Robbins, an atmosphere of conflict may be created as the employee is unable to prevail with his point of view due to his lack of authority. Futhermore According to Allen 1955, line and staff distinctions may be another cause for conflict. It may be noted that Line units perform tasks that are dir ectly related to the core activities of the organization. However, staff units perform tasks that support the line function. This definition was taken from the book Organizational Behavior by K. W. Thomas. This may be exemplified in the aforementioned WASA scenario where a line unit member involved in the installation of pipe was hampered in carrying out his task. This may result in conflict as the staff unit may be removed and not place as much emphasis on the centralized operations of the company as a line member. It may be also noted that conflict may arise in terms of reward systems. This refers to the fact that one party may receive a reward at the expense of the other. As such conflict would tend to arise. and that i Personal Variables, this is basically personality differences. An important factor is found in stage 2 due to the fact that the antecedents of conflict must be perceived or felt. This is so because all the possibilities in stage 1 could occur but the feelings associated with stage 2 may not necessarily transpire. Further observation of the above diagram with regards to stage 3, which are techniques to handle conflict can also encourage conflict, for instance competing (this speaks for itself) and also avoiding due to the fact that the matter is never resolved leaving the parties unsatisfied and also no growth was made towards achieving the organizations’ goals. In Addition stage 4 can also promote conflict depending on what happened in the previous stage. If the conflict handling techniques (stage3) was destructive then behaviours (stage 4) may be verbal attacks, threats and ultimatums, aggressive physical attacks or overt efforts to terminate the other party. Therefore it can be analyzed that stage 3 can also initiate more conflict. There are other major fields of study within organizational behaviour that can be a recipe for conflict. Some of these are as follows. Job Satisfaction- Job satisfaction is an integral aspect in organizational conflict. The employee needs to feel truly a part of the company and that his contribution is instrumental to the company’s progress. He must also feel challenged by his work load and not bogged down by mundane and alienating tasks. Personalities and emotions- (express on this factor and mention the following in the right context) there is the Myers- Briggs Type Indicator (a test of 100 questions that asks people how they react to a certain situation and then this break down into sixteen personality types. 3] Leadership skills- this is where studies were done analyzing the type of employees to see what type of leadership skill will be best suited in order to facilitate an ambiance of little conflict/ functional conflict thus enhancing the organization’s performance. Hersey and Blanchard’s situational theory reiterate this. In other terms if a manager does not have the right type of leaders hip skills to suit his staff conflict can occur. Organizational Change- if change is not accepted this can cause conflict especially if this change affects the culture of an organization. For example, a technology change may cause conflict if workers perceive they are not ready to handle it. (use other examples) Techniques to Manage Conflict Conflict may be managed If conflicts results in destructive outcomes then it must be managed. The various ways of managing conflict are Negotiation- this is a process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them. [4] Mediator- A neutral third party who facilitates a negotiated solution by using reasoning, persuasion, and suggestions for alternatives. Arbitrator- this involves a third party to a negotiation who has the authority to dictate an agreement. Conciliator- A trusted third party who provides an informal communication link between the negotiator and the opponent. Consultant- an impartial third party, skilled in conflict management, who attempts to facilitate creative problem solving through communication and analysis. The definition s of the former four was taken from Organizational Behaviour, Stephen Robbins, 2003. Also the positive ways of handling conflict (stage3 of the diagram) Collaborate, Compromise and Accommodate (expand on these points) Other ways are Superordinate goals; this is creating a shared goal that cannot be attained without the working together of the conflicting groups. Smoothing- de-emphasizing on differences while looking at the common interest. Behavioural Change techniques can be used to alter personality. Structural Change Techniques can be used to avoid interactions between the conflicting groups Conclusion In conclusion conflict in an organization is inevitable. In essence, in the 1930’s and 40’s the Traditional View enveloped that all conflict as destructive and hence should be avoided at all cost. Additionally conflict is unavoidable in all organizations and it can never be eliminated. It has been proposed that conflict may also be advantageous to a group’s performance. The aforementioned denoted the Human Relations View which was prevalent among the late 1940’s and mid 1970’s. Moreover, the interactionist view states that a minimal level of conflict is necessary for the stimulation of creativity. Furthermore conflict can operate on various levels namely Interpersonal, Intrapersonal and Intergroup. It is caused mainly through communication, structural and personal behaviour factors. Communication factors pertain to the distortion of information along the communication line. Structural factors that lead to conflict may include size, staff heterogeneity, participation, line staff distinctions, Reward systems, Resource Interdependence and Power. Bibliography The following was taken from http://en. wikipedia. org/wiki/Conflict and can be redone from an organizational perspective Conflict is a state of opposition, disagreement or incompatibility between two or more people or groups of people, which is sometimes characterized by physical violence. Military conflict between states may constitute war. [edit] Definitions In political terms, â€Å"conflict† refers to an ongoing state of hostility between two or more groups of people. Conflict as taught for graduate and professional work in conflict resolution commonly has the definition: â€Å"when two or more parties, with perceived incompatible goals, seek to undermine each other’s goal-seeking capability†. One should not confuse the distinction between the presence and absence of conflict with the difference between competition and co-operation. In competitive situations, the two or more parties each have mutually inconsistent goals, so that when either party tries to reach their goal it will undermine the attempts of the other to reach theirs. Therefore, competitive situations will by their nature cause conflict. However, conflict can also occur in cooperative situations, in which two or more parties have consistent goals, because the manner in which one party tries to reach their goal can still undermine the other. A clash of interests, values, actions or directions often sparks a conflict. Conflicts refer to the existence of that clash. Psychologically, a conflict exists when the reduction of one motivating stimulus involves an increase in another, so that a new adjustment is demanded. The word is applicable from the instant that the clash occurs. Even when we say that there is a potential conflict we are implying that there is already a conflict of direction even though a clash may not yet have occurred. [edit] Types and Modes of Conflict A conceptual conflict can escalate into a verbal exchange and/or result in fighting. Conflict can exist at a variety of levels of analysis: †¢ intrapersonal conflict (though this usually just gets delegated out to psychology) †¢ interpersonal conflict †¢ emotional conflict †¢ group conflict †¢ organizational conflict †¢ community conflict †¢ intra-state conflict (for example: civil wars, election campaigns) †¢ international conflict †¢ environmental resources conflict †¢ intersocietal conflict †¢ intra-societal conflict †¢ ideological conflict †¢ diplomatic conflict †¢ economic conflict †¢ military conflict religious-based conflict (for example: Center For Reduction of Religious-Based Conflict) Conflicts in these levels may appear â€Å"nested† in conflicts residing at larger levels of analysis. For example, conflict within a work team may play out the dynamics of a broader conflict in the organization as a whole. (See Marie Dugan’s article on Nested Conflict. John Paul Lederach has also written on this. ) Theorists have claimed that parties can conceptualise responses to conflict according to a two-dimensional scheme; concern for one’s own outcomes and concern for the outcomes of the other party. This scheme leads to the following hypotheses: †¢ High concern for both one’s own and the other party’s outcomes leads to attempts to find mutually beneficial solutions. †¢ High concern for one’s own outcomes only leads to attempts to â€Å"win† the conflict. †¢ High concern for the other party’s outcomes only leads to allowing the other to â€Å"win† the conflict. †¢ No concern for either side’s outcomes leads to attempts to avoid the conflict. In Western society, practitioners usually suggest that attempts to find mutually beneficial solutions lead to the most satisfactory outcomes, but this may not hold true for many Asian societies. Several theorists detect successive phases in the development of conflicts. Often a group finds itself in conflict over facts, goals, methods or values. It is critical that it properly identify the type of conflict it is experiencing if it hopes to manage the conflict through to resolution. For example, a group will often treat an assumption as a fact. The more difficult type of conflict is when values are the root cause. It is more likely that a conflict over facts, or assumptions, will be resolved than one over values. It is extremely difficult to â€Å"prove† that a value is â€Å"right† or â€Å"correct†. In some instances, a group will benefit from the use of a facilitator or process consultant to help identify the specific type of conflict. Practitioners of nonviolence have developed many practices to solve social and political conflicts without resorting to violence or coercion. [edit] Examples †¢ Approach-avoidance conflict is an example of intrapersonal conflict. †¢ The Vietnam Conflict is commonly regarded as a war. †¢ The Arab-Israeli conflict forms a historic and ongoing conflict between Israel and Arab interests. See also Israeli-Palestinian conflict. The Catholic-Protestant conflict in Northern Ireland furnishes an example of another notable historic conflict. For information on the conflict, see the Troubles, Bloody Sunday (Northern Ireland 1972), the 1974 Dublin and Monaghan Bombings and the 1998 Omagh bombing. †¢ Many conflicts have a supposedly racial or ethnic basis. This would include such conflicts as the Bosnian-Croatian conflict (see Kosovo), the conflict in Rwanda. †¢ Class conflict forms an important topic in much Marxist thought. †¢ Another type of conflict exists between governments and guerrilla groups or groups engaged in asymmetric warfare. = [edit] Causes of Conflict Structural Factors (How the company is set up) †¢ Specialization (The experts in fields) †¢ Interdependance (A company as a whole can’t operate w/o other departments) †¢ Common Resources (Sharing the same secretary) †¢ Goal Differences (One person wants production to rise and others want communication to rise) †¢ Authority Relationships (The boss and employees beneath him/her) †¢ Status Inconsistencies †¢ Jurisdicational Ambiguities (Who can discipline who) Personal Factors †¢ Skills and Abilities †¢ Personalities †¢ Perception Values and Ethics †¢ Emotions †¢ Communication barriers †¢ Cultural Differences â€Å"Conflict is an emotionally defined and driven,† and â €Å"does not exist in the absence of emotion. † There are many components to the emotions that are intertwined with conflict. There is a behavioral, physiological, cognitive component. †¢ Behavioral- The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. †¢ Physiological- The bodily experience of emotion. The way emotions make us feel in comparison to our identity. Cognitive- The idea that we â€Å"assess or appraise† an event to reveal its relevancy to ourselves. These three components collectively advise that â€Å"the meanings of emotional experience and expression are determined by cultural values, beliefs, and practices. † †¢ Cultural values- culture tells people who are a part of it, â€Å"Which emotions ought to be expressed in particular situations† and â€Å"what emotions are to be felt. † †¢ Physical- This escalation results from â€Å"anger or frustration. â⠂¬  †¢ Verbal- This escalation results from â€Å"negative perceptions of the annoyer’s character. There are several principles of conflict and emotion. †¢ 1. Conflict is emotionally Defined-conflict involves emotion because something â€Å"triggers† it. The conflict is with the parties involved and how they decide to resolve it â€Å"Events that trigger conflict are events that elicit emotion. † †¢ 2. Conflict is emotionally Valenced- Emotion levels during conflict can be intense or less intense. The â€Å"intensity† levels â€Å"may be indicative of the importance and meaning of the conflict issues for each† party. †¢ 3. Conflict Invokes a Moral Stance- When an event occurs it can be interpreted as moral or immoral. The judging of this morality â€Å"Influences one’s orientation to the conflict, relationship to the parties involved, and the conflict issues†. †¢ 4. Conflict is Identity based- Emotions and Identity are a part of conflict. When a person knows there values, beliefs, and morals they are able to determine whether the conflict is personal, relevant, and moral. â€Å"Identity related conflicts are potentially more destructive. † †¢ 5. Conflict is Relational- â€Å"conflict is relational in the sense that emotional communication conveys relational definitions that impact conflict. † â€Å"Key relational elements are power and social status. Emotions are acceptable in the workplace as long as they can be controlled and utilized for productive organizational outcomes. – Bibliography ———————– [1] K. W. Thomas, â€Å"Conflict and Negotiation Process in Organizations,† in Dunnette and Hough (eds. ), Handbook of Industrial and Organizational Psychology, 2ne ed. , vol. 3, 1992 [2] http://en. wikipedia. org/wiki/Organization [3] R. R Mc Crae and T. Costa, Reinterpreting the Myers- Briggs Type indicator from the perspective of the five factor model of personality, Journal of Personality, March 1989 [4] J. A. Wall, Jr. , Negotiation: Theory and Practice, 1985 ———————– Antecedent Conditions Communication Structure Personal Variables Perceived Conflict Felt Conflict Conflict Handling Intentions Competing Collaborating Compromising Avoiding Accommodating Overt Conflict Party’s Behaviour Other’s Reaction Increased Group Performance Decreased Group Performance Stage 1 Potential Opposition or Incompatibility Stage 2 Cognition and Personalization Stage 3 Intentions Stage 4 Behaviour Stage 5 Outcomes How to cite Why Does Conflict Arise in Organizations, Papers

Case Study of Mactools Ltd-Free-Samples for Students-Myassignment

Question: Discuss about the Case Study of Mactools Ltd. Answer: Issues: As per the facts of the case there are several issues that have arisen. Such issues area as follows: Whether MacTools Ltd is liable for the accident and the injury received by Aurora. Whether Aurora is entitled to receive compensation for the said damage. Whether MacTools Ltd is liable for negligence. Whether Jessie can bring claim against MacTools Ltd with regards to the damage she received. Legal Rules: As per the facts of the case the case is of Negligence. MacTools Ltd was negligent in its act and shall be liable under law of torts and Civil Liability Act of 2002. To prove that the company was liable for the act of negligence then the Plaintiff must fulfill the following essential elements of negligence (Martin, 2016). When one party acts in a careless manner and causes harm or injury to other, such person is said to have acted negligently. The doctrine of negligence is that principle of tort where a person who has acted carelessly which a prudent person would have not done in such circumstances is legally liable for the harm, injury or damage made to the other person. In the case of negligence the parties to the dispute may settle the dispute within them or may enter into litigation through filing a personal injury suit. Therefore, it can be said that a negligence is an act where a person has failed to take due or reasonable care which any other ordinary man would have taken in the such circumstance and causes harm or injury and is liable to pay damages (Higginson, 2015). Thus, to determine whether the person has acted negligently and the damage received by the other person for the negligently act, the essential elements of negligence must be fulfilled. The elements of negligence are as follows: Duty of care: The plaintiff who has charged the defendant for the act of negligence must prove that the defendant has the responsibility of reasonable care and the reasonable care must be towards the plaintiff. The defendant should have an obligation towards the plaintiff and acted with reasonable care. The plaintiff also needs to fulfill that as the defendant has failed to take due care towards the plaintiff which a reasonable man would have taken in such situation. In the case of Donoghue v Stevenson1, the court has established the legal principle as to the case of negligence in determining whether the defendant owed duty of care towards the defendant. In test for the determination of the duty of care, the court must determine that the harm received by the plaintiff for the act of the defendant is reasonably foreseeable; there plaintiff and the defendant must be in a relationship of proximity (Stickley, 2016). In Australia Grant v Australian Knitting Mills is the landmark judgment on the development of the negligence law in Australia. In the given case, MacTools owes a duty of care towards Mulan who has bought the power drill, if the company would have taken reasonable care in making Mulan known to the facts that while working with the power drill Mulan should use a goggles (Cane Atiyah, 2013). Breach of duty: Next, the court will hope to see whether the respondent broke this obligation by doing (or not accomplishing something) that a "sensibly judicious individual" would do under comparable conditions. The expression "sensibly reasonable individual" alludes to a lawful standard that speaks to how the normal individual would dependably act in a specific circumstance. Factual Causation: For a litigant to be held, it must be demonstrated that the specific acts or exclusions were the reason for the misfortune or harm sustained. Although the idea sounds straightforward, the causation between one's breach of obligation and the mischief that outcomes to another can on occasion be extremely complicated. The fundamental test is to ask whether the damage would have happened 'but for', or without, the defendants breach for the obligation owed to the harmed party. In Australia, the High Court has held that the 'but for' test is not the select trial of causation since it cannot address a circumstance where there is more than one reason for damage. When 'but for' test is not fulfilled and the case is an excellent one, a realistic test ('Whether and Why' test) will be applied. Even more accurately, if a rupturing party substantially builds the danger of mischief to another, at that point the rupturing gathering can be sued to the estimation of damage that has been caused. Damages: The last component of a negligence case is damages. This component requires that the court have the capacity to repay the offended party for his or her damage - more often than not through financial pay for costs, for example, therapeutic care or property repair. Negligence is also guided by the provisions of Civil Liability Act 2002 of Australia. Te elements which proves the case of negligence is same that of the common law (Mitchell, 2014). Application: In the given case Mac Tools has the duty of reasonable care towards Mulan and the close neighbor of him. Therefore, it was the duty of MacTools to aware Mulan before using it. MacTools has also did not disclose the fact that if the power drill is used more than 5 min it can burst. Therefore, this act of the MacTools Ltd was an act of negligence. MacTools has conducted a breach of his duty towards Mulan. This is also prove that the element of factual causation where the injury received to Aurora was the direct result of the negligent act on the part of the MacTools Ltd. However, MacTools is not liable for the damage received by Jessie as the damage was not the direct result of the act of MacTools power drill. Conclusion: Therefore, MacTools shall be liable to pay damage as the consequence of the act of negligence. As per the analysis made above MacTools Ltd has acted negligently and thus shall be liable under the law of torts as well as the Civil Liability Act 2002 of the legislation of Australia. Bibliography: Martin, K. (2016). Topical matters pertaining to the tort of negligence-the attribution of blame.Brief,43(7), 38. Higginson, S. (2015). Global focus: Climate change litigation: Landmark dutch ruling raises questions for Australia.LSJ: Law Society of NSW Journal, (15), 22. Stickley, A. P. (2016).Australian Torts Law. LexisNexis Butterworths. Cane, P., Atiyah, P. S. (2013).Atiyah's accidents, compensation and the law. Cambridge University Press. Simons, K. W. (2015). Victim Fault and Victim Strict Responsibility in Anglo-American Tort Law.Journal of Tort Law,8(1-2), 29-66. Owen, D. (2014).Products Liability Law, 3d (Hornbook Series). West Academic. Lamont, S., Stewart, C., Chiarella, M. (2016). Decision-making capacity and its relationship to a legally valid consent: ethical, legal and professional context.J Law Med,24, 371-386. Mitchell, P. (2014).A History of Tort Law 19001950(Vol. 8). Cambridge University Press.