The Review of In Search of Management by Tony J. Watson

The Review of In Search of Management by Tony J. Watson Introduction The management is the crucial aspect of the organization success. There are a lot of study materials and professional literature on this topic. The book In Search of Management: Culture, Chaos, and Control in Managerial Work by Tony J. Watson is devoted to the problems of the managerial work. The author is the British author and the professor at the Nottingham University Business School.Advertising We will write a custom book review sample on The Review of In Search of Management by Tony J. Watson specifically for you for only $16.05 $11/page Learn More He specializes in the research on â€Å"organizations, managerial work, strategy-making, entrepreneurship, HRM and industrial sociology† (Watson 2013, n.pag.). Professor Tony J. Watson gained his BA in London in 1968, MSc in Loughborough in 1972, and PhD in Nottingham in 1976 (Business school n.pag.). The author published a number of reputable works on management and strategy development. His books cover the topics of his research interests including â€Å"the organization theory and the sociology of work; managerial, entrepreneurial, strategic and human resourcing behavior in organizations; organizational culture; and ethnography† (Business school n.pag.). The works by Professor Watson are highly appreciated by the economists and managers. They are used as the study materials at the business schools as well. Tony J. Watson is the ongoing member of a number of the memberships and fellowships. In particular, he is a member of the Chartered Fellow of the Chartered Institute of Personnel and Development (CPID), the member of the editorial boards of Human Relations, Journal of Management Studies, and Personal Review (Business school n.pag.). He is also an ongoing member of the British Academy of Management (Business school n.pag.). Prof. Watson says that he is â€Å"especially enthusiastic about narrative forms of research reporting as means of teaching and provi ding insights to a range of audiences about the complexities, contradictions, pains and delights of organizational and business life† (Business school n.pag.). In the book In Search of Management: Culture, Chaos, and Control in Managerial Work, Tony J. Watson uncovers the problems of the managerial work from the standpoint of the attitude of the middle managers to their responsibilities and the company, for which they work.Advertising Looking for book review on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Key Points of Criticism In Search of Management presents the interesting view on the organization’s management as the author analyses the different aspects of the managerial work taking into consideration the responses of the middle class managers regarding their job. It can be stated that the book is unique as the majority of other authors have not considered the problem in this context. In should be noted that the most part of the research on management is based on the quantitative estimation of its quality and efficiency. The central theme of the book In Search of Management is the â€Å"discovery of what management is look like† (Watson 2001, n.pag.). The main goal of the author was to create the book, which would be helpful for the broad range of users. It was a challenging task taking into account the fact that people tended to draw a distinction between the â€Å"academic† books and the â€Å"practical† manuals. It may be no accident that the author decides to present his dialogue with his management fellow. He tries to emphasize that there is a widespread opinion in the managerial community that the management in theory and the management in practice are two rather different concepts and that the academics do not capture the problems of real managerial work in their research quite often. Watson says that he tries to erase this distinction b etween the academic and practical management in his book In Search of Management. The author argues that â€Å"the managers themselves, however much they tend to scorn the very idea of theory, are inevitably theorists of a sort† (Watson 2001, p. 2). In my view, the author has achieved his goal. He masterly applies the theoretical conceptions to the practical issues arguing the strengths and weaknesses of the organization’s management. In addition, Watson’s book is not overloaded with the terminology and, thus, is appropriate for the readers of the wide range. The book is written in the form of a story. The comprehensive language and the structure of the book support its universality. Rosemary Stewart (1994) states in her book review published in The Independent that the book can be described as the â€Å"diary of a professor at work† (Stewart 1994).Advertising We will write a custom book review sample on The Review of In Search of Management by To ny J. Watson specifically for you for only $16.05 $11/page Learn More In Search of Management encompasses the realities of the world of management. Stewart (1994) claims that the book â€Å"is about people and its purpose is to help organizations survive† (Stewart 1994, n.pag.). In my view, these words reflect the essence of the book and its value. The author puts the emphasis on the role of people in organization. That is why he tries to consider the managerial work from the standpoint of the process of communication and collaboration with people. Watson states that the efficiency of management is directly related to how well people inside the organization work together. The concept of the â€Å"team† plays a vital role in his book. Watson tries to prove the idea that the long-term success of the organization is determined by the effectiveness of the team work. In his book, Watson analyses the reasons for failure of the British manufacturing companyà ¢â‚¬â„¢s strategy. Although the employees of the company were rather competent in their work, the company could not progress further and was not able to compete in the market successfully. It seemed that the management lost the direction in the way of its strategy realization. The managers claimed that everyone in the organization had their task and everyone did it well but it did not helped. The author of the book argued that the problem of this company boiled down to the fact that its managers paid too much attention to the philosophical aspect of management. As a result, employees were frequently told about the values and goals of the organization. However, what the company lacked was the sufficient attention to the technical aspect of their work. The commitment of the employees was not enough to improve the performance.Advertising Looking for book review on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In Search of Management is very interesting book, which is worthy to read for both the academics and practitioners. Willmott (1995) describes the book as â€Å"an insightful, eloquent and entertaining account of the complexity, chaos and ambivalence that is so carefully expurgated from the majority of academic textbooks, guru handbooks and scholarly monographs† (Willmott 1995, n.pag.). It should be said that the first edition of In Search of Management was published in 1994. However, the ideas presented by the author remain urgent nowadays. Prof. Watson says that it is not surprising that his book is still popular as the factors influencing the managerial work remain the same. He states that, although the significant changes have occurred in the business world since the time of the first publishing of his book, the nature of the problems, which the managers should solve, have not been changed. Dr. David Potter claims that In Search of Management remains up-to-date as â€Å"t he ideas of Watson still sound very practical† (Potter 2010, n.pag.). Conclusion In order to sum up all above mentioned, it should be said that the book In Search of Management: Culture, Chaos, and Control in Managerial Work by Tony J. Watson represents the important material for study and provides the background for further research. The author touches upon the urgent problems of the managerial work. The central theme of the book is the search of the essence of management. The analysis presented in the work is based on the interviews with the managers of the company. The author tries to explain why the commitment of employees may be not enough to achieve the goals of the company. In spite of the fact that the first edition of the book was published 19 years ago, it remains relevant today. Overall, the book In Search of Management is the interesting work, which I recommend to read everyone, who is interested in management. References Business school. Professor Tony Watson, not tingham.ac.uk/business/liztw.html Potter, D 2010, My Cultural Reflections; Tone Watson â€Å"In Search of management†, culturalchange.co.uk/?p=1088 Stewart, R 1994, ‘Book Review / Diary of a professor at work: In search of management, Tony J Watson; Routledge, pounds 40hb, pounds 12.99pb’, The Independent, 7 September, n.pag., independent.co.uk/news/business/book-reviewdiary-of-a-professor-at-work-in-search-of-management-tony-j-watson-routledge-pounds-40hb-pounds-1299pb-1447296.html Watson, T. 2001, In Search of Management: Culture, Chaos, and Control in Managerial Work, Thomson Learning, London Watson, T 2013, Tony Watson. Nottingham Trent University, uk.sagepub.com/authorDetails.nav?contribId=20125 Willmott, H 1995, In Search of Management: Culture, Chaos, and Control in Managerial Work, http://business.highbeam.com/138396/article-1G1-17231473/search-management-culture-chaos-and-control-managerial

A Freelance Writers Basic Guide to SEO

A Freelance Writers Basic Guide to SEO A Freelance Writers Basic Guide to SEO A Freelance Writers Basic Guide to SEO By Colin Hands up all those freelance writers who, when scanning the job boards recently, have seen writing gigs looking for copywriters with SEO experience? (should be everyone). Keep your hands up if you don’t understand what SEO is, or if you do, were confused the first time you saw it used? (should still be everyone). And now keep your hands up all those freelancers who have since realised how easy it is to make money writing SEO articles, or who would like to know what it’s all about? (Everyone should still have their hands up). Yes it’s true, SEO seems like one of those fancy modern phrases, that only applies to tech-minded people, but the reality is very different. SEO has been around for a while; it’s only since the Google revolution has it been defined as an entity. Get your head around SEO, and it can be the source of many lucrative writing jobs. This article will give you the low down on SEO, what it is, and how you can earn from it. What is SEO? SEO is an acronym for Search Engine Optimisation. It is the term to describe the methodology used to boost a website’s rating when it is searched for on an Internet search engine, and the resulting page rank it receives in relation to other related websites. This is achieved through the use of web content and articles enriched with keywords, and meta tags in the structure of the webpage. Why is it Relevant? SEO is relevant in the world of e-commerce and online business, and for those involved in the creation of web sites and web content. Because most Internet users don’t browse past the first page of search results they are offered, the higher a website can rank for a given keyword or phrase, the better its chances are of bringing in new customers. Research has shown most users only ever click on the top 5 to 10 results. Yahoo, MSN, and in particular Google, account for over 70% of all search engine traffic on the Internet, so for an online business this avenue of attracting customers is highly valued. What is a Page Rank? Page rank is a way of determining a websites importance dependent on its desirability and exposure. The term was derived by Google, who developed an algorithm to calculate rankings. When this algorithm is executed, it determines the number of links pointing to a website, the amount of relevant content it contains, and then assigns it a number between 1 and 10; 1 being the lowest level of rank, 10 being the highest. The higher a page rank, the better chance a website has of appearing at the top of an Internet search result page. What is a Keyword? A keyword is a word or phrase an Internet user will enter into a search engine when trying to locate something, i.e., a product or information. For example, a website selling herbal tea will list keywords such as, â€Å"herbal,† â€Å"tea,† and â€Å"tea bags,† etc. What is Keyword Density? Keyword density is the numerical factor derived from dividing the number of words on the page of a website, by the number of keywords that are used within it. The more keywords used throughout a web page (and ultimately the entire site), the better the website will rank for that keyword or phrase. Websites that have too high a density tend be considered as spam by search engines, and may be excluded. Cant Website Owners Pay For A Higher Ranking? It’s not possible to purchase search list rankings, because they are free and calculated through algorithms. Instead, a website must earn its rating over time, and through the use of Internet links and keyword relevance. It is possible to pay for promotion based on specific keywords or phrases, however these are separate to the free results offered when running a standard search, and usually appear as sponsored adverts. What Has All This To Do With Freelance Writing? For freelance writers, this means the appearance of more and more writing gigs looking for writers who are able to write dedicated SEO-rich web copy, related articles, and blogs. All these methods are aimed at attracting hits and links to a website, thus boosting its rankings, and pushing it up the search ladder. There are two main methods you might be hired to do this. The first is through the writing of web content for the target site. The aim of this is to attract interested users directly into a website via a landing page. For example, a user will search for the term â€Å"herbal tea,† and find their way onto a website that sells it. They will then be able to read all about it and order their favourite brand before they leave. The second method is through the writing of articles and blogs that are external to the website, but show up in search engine results and guide users towards the main website at the centre of the business. So for example, somebody might search for â€Å"Lemon tea† and discover an article written by a freelance writer on the physical benefits herbal tea promotes. The article will contain a by-line or other links throughout it, that direct the reader to the main website so they can purchase lemon tea. Where there are websites looking for business there will always be a need for writers. Fresh and attractive articles that are written using SEO techniques, and are enriched using keywords in a subtle and sensitive approach, are becoming more in demand. Master SEO writing, and you will never be short of work. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Freelance Writing category, check our popular posts, or choose a related post below:50 Rhetorical Devices for Rational WritingDeck the HallsThrew and Through

Leadership Self-Assessment Essay Example | Topics and Well Written Essays - 500 words

Leadership Self-Assessment - Essay Example Of importance to me has been to find time after reading for reflection. This way, I am able to gain insights and understanding to what I have read. However, I still face limitations in certain crucial areas. I seem to be more focused on developing relationships; seeking to please my followers at the expense of exuding the legitimate power and authority of being a leader. My leadership style would best fit the style approach of the 1940s as documented by Buchbinder and Shanks (2012). Therefore, I would have to work on the use of leadership legitimate power to influence action on my followers. This would be crucial for leading followers to delivering organisational goals without being compromised. Different situations would call for different strategies. This, perhaps, follows the situational theory documented by Rubino et al. (2014) which postulates that leaders adopt different styles for different situations. I do not evade from responsibility and would accept the consequences of my action. Where I lack knowledge, I always consult other sources, accepting ideas from others. In case of undesirable situations, my guide would be to seek the necessary change to realize the desired outcomes. However, there are crucial circumstances when I seek to hide behind vocabularies. Such are the times when I am faced with a need to immediately respond to certain concerns whereas I do not have ready response. By using complex vocabularies, I leave my audience perplexed and get away with the issue. Just as in other organisations, conflicts are also bound to occur in healthcare. As a leader, it would be important to appreciate the argument by Rigolosi (2013) that conflict resolution has no single static approach. Even so, I appreciate that as a leader, I am compromising, accommodating and avoiding, key aspects of conflict resolution cited by the scholar. I take responsibility for my actions and would always be open to ideas from other people.

Can the theories in Machiavelli's THE PRINCE be used to justify the Essay

Can the theories in Machiavelli's THE PRINCE be used to justify the totalitarian actions and theories of Marx, Lenin and Stalin - Essay Example The totalitarian actions of several great world leaders have walked on the path he laid causing indestructible loss to the humanity as well as morals. Machiavelli's theories do justify the actions of the leaders, who sculpted the history of the human kind, but history had proved again and again total control over any community, unleashed through chameleonic actions, fear and attacking first will only fail sooner or later. Act According to the Situation Machiavelli always argued the leaders should be ready to act in a chameleonic way to preserve their power. According to him it is completely just to lure the people using various philosophies like patriotism, capitalism etc. They should never regret to change it as and when necessary, if there is a threat for their power. He says every leader should be ready to take the help of the evil to sustain power if they are compelled to do so. "...he (the leader of the state) must stick to the good so long as he can, but, being compelled be nec essity, he must be ready to take the way of the evil."(Machiavelli, 63) Both Karl Marx and Machiavelli did agree that there is an existing tension prevailing between the nobles and the common men for centuries. Both challenged the primitive believes of the previous generations. They put forward new ideas to change the world. Marx saw people as social beings whose total history is merely a class struggle. Each struggle leads to some sort of development. Machiavelli actually defines the rules and regulations for these struggles. Machiavellianism seen as a satire helps Marxists understand the evils of bourgeoisie much better. But, Karl Marx’s actions were influenced by the ideologies in the book to a great extent. While Marx and Machiavelli were two different poles when it came to society’s freedom and development, both shared similar views on acquiring power. Machiavelli has personally experienced all the brutalities like Strapeddo and confinement within a short area whi ch Marx struggled to remove from the society. He penned down the Prince with the aim of impressing his Lorenzo di Medici, the then Italian prince who had the capability to reduce his sentence (Wooton, 1994). The struggling did shape Machiavelli’s mind and gave him the capability to analyze the reason behind such issues. Machiavelli clearly described no man is good and there is no point in resolving only good means to fight or rule him. Similarly Karl Marx also agreed every man in a political animal and they need iron hands to rule them until humanity evolves into better state. Karl Marx struggled to establish a communal government where the poorest of the poor who were suppressed in every possible way would get some sort of freedom and justice. He believed it would be possible only through complete power change. His â€Å"Dictatorship of Proletariat† is the best example of how power will be shifted from one class to the other. This is what Machiavelli describes as taki ng the help of evil. Marxism actually lures people into believing everybody will be treated fair, with equality and mercy. But, the means to acquire power to materialize the same will be brutal, crushing everybody possible. In simple word Marxists can take the help of the evil to establish goodness in the world. They can kill the very mob they guaranteed freedom to achieve power. Karl Marx did have close contacts with many elite, rich

Conflict Resolution Essay Example for Free

Conflict Resolution Essay Merriam-Webster (n.d) defines conflict as, â€Å"the opposition of persons or forces that gives rise to the dramatic action in a drama or fiction†. Interpersonal conflicts, whether they are between family members, students and teachers, employees and supervisors, or groups, have certain elements in common. Coser (1967) asserts that conflict is a struggle over values and claims to scarce status, power, and resources, in which the aims of the opponents are to neutralize, injure, or eliminate the rivals. (p. 8) Coser’s definition grew out of the cold war, when conflict between the United States and the former U. S.S.R. dominated Western method to conflict. Conflict was viewed as a win-lose solution. According to Dana (2001) there are only three ways to resolve any conflict; power contests, rights contests, and interest’s reconciliation. Power contest is based on Coser’s (1967) win-lose situation. Each party views their point as right each wanting power over the other. Rights contest is an orderly system which has rules, regulations, policies, precedents and a hierarchy of authority which is used in order to â€Å"win† again this model is a win-lose resolution. The solution to conflict resolution is interest reconciliation. This approach enlists support from both parties to find the best solution. All parties win with interest reconciliation model as their solution. Conflict in the workplace is a condition between or among two or more workers whose jobs are independent, who feel angry, who perceive the other(s) as being at fault, and act in a way that causes a business problem. Conflict has three elements feelings (emotions), perceptions (thoughts) and actions (behaviors). â€Å"Psychologists consider these three the only dimensions of human experience. So, conflict is rooted in all parts of the human nature† (Dana, 2001, p. 5) some confuse conflict with indecision, disagreement, stress, or some other common experience that may cause or be caused by a conflict. However, those elements are not best handled by conflict resolution. The question many ask, is conflict normal? Conflict is a fact of any organizational life. On the job, conflict is a stubborn fact of organizational life (Kolb and Putnam, 1992, p. 311). Rather than seeing conflict as abnormal, Pondy (1992) suggests we view organizations as arenas for staging conflicts, and managers as both fight promoters who organize bouts and as referees who regulate them (p. 259). In addition, Pondy states that in the company, agency, or small business, conflict may be the very essence of what the organization is about, and if conflict isnt happening then the organization has no reason for being (p. 259). One study surveyed workers and found that almost 85 percent reported conflicts at work (Volkema and Bergmann 1989). With an increasing awareness of cultural diversity and gender equity issues, it is essential that employees become familiar with issues surrounding promotions and harassment. In fact, one can see training in organizations as a form of preventive conflict management (Hathaway, 1995). The recognition of the frequency of conflict at work has led to books on mediating conflict in the workplace (Yarbrough and Wilmot 1995), showing how managers can learn conflict management skills to intervene in disputes in their organization. As employees, daily work with clients, customers, co-workers, or bosses can be a struggle. Conflict is as Wilmot (1995) wrote, What determines the course of a relationship . . . is in a large measure determined by how successfully the participants move through conflict episodes (p. 95). Conflict resolution has five styles, giving in, avoiding, fight it out, comprise, and work together style. No style is right or wrong; however some do work better than others. Accommodation, giving in to the others wishes or smoothing waves sacrifices ones own goals for the sake of the other person. Accommodators often use phrases like: Whatever you want is fine with me. When one party in a conflict genuinely does not care about the outcome of the conflict, accommodation may be the right choice for that situation. However, if accommodation is the only style a person utilizes, he or she is advised to learn more skills. Avoidance is characterized by behaviors that either ignore or refuse to engage in the conflict. While avoidance is by some consider a negative style that shows low concern for both ones own and the other partys interests, there are sometimes strategic reasons to avoid conflict. For example, when the relationship is short-term and the issue is not important or when the situation has a potential to escalate to violence, avoidance may be the prudent choice. Fight it out, competition, or win/lose, style maximizes reaching ones own goals or getting the problem solved at the cost of the others goals or feelings. While always choosing competition has negative repercussions for relationships, businesses and cultures, it can occasionally be the right style to choose if the other party is firmly fixed in a competitive style or there are limited resources. While competitive strategy is not necessarily dysfunctional, competition can easily slip into a destructive situation. Understanding the methods and strategies of others who use competitive styles can assist conflict managers in neutralizing the negative consequences of competition and work toward a mutual gain approach. Compromise is a give and take of resources. The classic compromise in negotiating is to split the difference between two positions. While there is no victor from compromise, each person also fails to achieve her or his original goal. Finally, working together to collaborate is when parties cooperatively team up until a mutually agreeable solution is found. Compromise and collaboration are win-win solution where as the other styles are win-lose. Why do people avoid dealing with conflict? People have a natural instinct of fear and some let that fear overpower them. The fear of harm causes people to fight-or-flight. Individuals will choose the flight option when in a dangerous part of a city that they have never been in before in order to avoid danger, it shows wisdom or strength to get out a of physically abusive relationship, commendable to stay out emotionally abusive relationships. In spite of this, in some cases people have the response to flight to a false perception of harm. People overstress in their minds the emotional h arm that someone can cause harm. The same is said for conflict in the workplace, people will avoid conflict for fear of being harmed by others. Some avoid conflict because of a fear of rejection from others. These individuals feel others will withdraw their friendship or push them away causing more hurt. People have the perception if they do not risk rejection they can suppress their needs and feelings. Loss of relationship is the fear of rejection taken up a level they fear totally losing a relationship. Others avoid conflict to mask their true desires because preserving a relationship is more important than getting what they want. These individuals are trapped into believing their worth is dependant on another accepting them. People avoid conflict for fear of anger. These people do not like listening to someone who is angry. They believe another will hurt them, reject them, or leave them, and they just cannot stand to witness anger. However, anger is just anger and it is not necessarily directed toward them. Individuals do not want to be seen as selfish. In some situations people are not afraid of others reactions, but rather their interpretation of the situation. They fear that they will appear selfish. However, is it wrong to have a need, feeling, or want and to express it? Society has sometimes had it seem that way. Although, there is nothing wrong with asking for what individuals want versus feeling they are entitled to always getting what they want. The truth is if one never asks, then they are depriving people around them from being able give to them effectively. Still, people who feel their wants should not be fulfilled, regardless of what others want, fall into the selfishness category. Sometimes people avoid conflict for fear of saying the wrong thing or something they will regret. Individuals will avoid conflict rather than risk putting â€Å"their foot in their mouth† they contain their anger and frustration which often leads to that which they fear. When people have conflicts in the past that have failed so they avoid future conflict for the fear of failing those too and begin to believe the confrontation is not worth the em otional energy it takes to deal with others. The fear of failing can impact other aspects of ones life. The fear of hurting another is more than just saying the wrong thing. These individuals are extremely sensitive and caring. They would rather hurt themselves than risk hurting another. The fear of success is a fear that most over look. However, it is much like the fear of failure. Some people are afraid to get what they want; they believe they will never get it. These people feel they do not deserve what they want, the consequences of getting of what they want is regret, or the responsibility is more than they need or desire. The fear of intimacy is the most subconscious of the fears. People do not want to share their dreams, desires, and wants with others. They feel they are private and do not want to be exposed. People do not want to appear weak. If resolution involves giving in, avoiding, or compromise they may feel they appear as though they do not have confidence. People do not want the stress of confrontation. They feel it is better to avoid conflict rather than deal with the stress it will cause them in the workplace between co-workers. Our society tends to reward alternative responses to conflict, rather than negotiation. People, who aggressively pursue their needs, competing rather than collaborating, are often satisfied by others who prefer to accommodate. Managers and leaders are often rewarded for their aggressive, controlling approaches to problems, rather than taking a more compassionate approach to issues that may seem less decisive to the public or their staffs. Conflict resolution requires profound courage on the part of all parties: It takes courage to honestly and clearly express one’s needs, and it takes courage to sit down and listen to one’s adversaries. It takes courage to look at one’s own role in the dispute, and it takes courage to approach others with a sense of empathy, openness and respect for their perspective. Collaborative approaches to conflict management require individuals to engage in the moment of dialogue in thoughtful and meaningful ways, so it is understandable if people tend to avoid such situations until the balance of wisdom tips in favor of negotiation. People have certain perceptions in conflict when dealing with different situations. Culture shapes and frames each individuals interpretation of appropriate behaviors during conflicts. Conflict across cultures, whether across nations or across the diverse cultures within a country, exacerbates the routine difficulties of conflict management (Fry and Bjorkqvist, 1997). There is no clear conclusion about whether men and women actually behave in different ways while conducting conflicts. However, gender stereotypes do affect conflict behaviors when individuals act and react based on stereotypes of how men and women will/should act rather than selecting behaviors appropriate for the individual one is communicating with (Borisoff and Victor, 1997). Parties respond to conflicts on the basis of the knowledge they have about the issue at hand. This includes situation-specific knowledge and general knowledge. The understanding of the knowledge they have can influence the persons willingness to engage in efforts to manage the conflict, either reinforcing confidence to deal with the dilemma or undermining ones willingness to flexibly consider alternatives. The person sharing the message is considered to be the messenger. If the messenger is perceived to be a threat (powerful, scary, unknown, etc.) the message can influence others responses to the overall situation being experienced. For example, if a big scary-looking guy is yelling at people they may respond differently than if a diminutive, calm person would express the same message. Additionally, if the people knew the messenger previously, they might respond differently based upon that prior sense of the person’s credibility. People are more inclined to listen with respect to someone they view more credible than if the message comes from someone who lacks credibility and integrity. Some people have had significant life experiences that continue to influence their perceptions of current situations. These experiences may have left them fearful, lacking trust, and reluctant to take risks. On the other hand, previous experiences may have left them confident, willing to take chances and experience the unknown. Either way, one must acknowledge the role of previous experiences as elements of their perceptual filter in the current dilemma. These factors, along with others, work together to form the perceptual filters through which people experience conflict. As a result, their reactions to the threat and dilemma posed by conflict should be anticipated to include varying understandings of the situation. This also means that they can anticipate that in many conflicts there will be significant misunderstanding of each others perceptions, needs and feelings. These challenges contribute to our emerging sense, during conflict, that the situation is overwhelming and unsolvable. As such, they become critical sources of potential understanding, insight and possibility. How do people respond to conflict? There are three responses to conflict emotional, cognitive and physical responses that are important windows into our experience during conflict, for they frequently tell people more about what is the true source of threat that is perceived; by understanding the thoughts, feelings and behavior to conflict, a better insight into the best potential solution to the situation. Emotional (feelings) are the feelings we experience in conflict, ranging from anger and fear to despair and confusion. Emotional responses are often misunderstood, as people tend to believe that others feel the same as they do. Thus, differing emotional responses are confusing and, at times, threatening. Cognitive (thinking) are our ideas and thoughts about a conflict, often present as inner voices or internal observers in the midst of a situation. Through sub-vocalization (self-talk), people understand these cognitive responses. Physical (behavior) can play an important role in our ability to meet our needs in the conflict. They include heightened stress, bodily tension, increased perspiration, tunnel vision, shallow or accelerated breathing, nausea, and rapid heartbeat. These responses are similar to those we experience in high-anxiety situations, and they may be managed through stress management techniques. Establishing a calmer environment in which emotions can be managed is more likely if the physical response is addressed effectively. Dealing with someone unwilling to negotiate can be difficult for the person who is trying to resolve the conflict. However, the 8 Step Model can be very beneficial, by focusing first on listening to the other person, and seeking to understand the sources of their resistance, the stage can be set for clarifying the conditions he or she requires in order to talk things out. This is not about being right or wrong in the situation, but a practical strategy for getting the other person engaged as a partner in the negotiation process. Another alternative is to focus on things we can do to influence conflicts in the future, rather than putting initial energy into understanding (or solving) problems we have had in the past. By remaining relatively flexible about the agenda taking on topics individuals care about, but not necessarily the most pressing issues – thus, creating an opportunity to reduce the fears associated with resistance. While the conflict may not be able to be truly resolved, some key issues that exist will be managed and will help to prevent the issues from getting worse. Power is an important and complex issue facing anyone seeking a negotiated solution to a conflict. Before negotiating clarify the true sources of power in the room: The boss has position power, associated with the carrots and sticks that come with the role. She or he may also have coercive power, supported by contracts or statute that compels employees to behave in certain ways and do certain tasks associated with the job. Some may have a great deal of expertise power, accumulated from doing your job over a period of time. Either conflict participants may possess normative power, through which they know the lay of the land in their department and, therefore, how to get things done. And either may possess referent power, through which others show respect for the manner in which the employee conducts themselves. Generally, referent power accrues to those who demonstrate a mature willingness to seek collaborative solutions. An impasse is the sense of being stuck. Impasse is the point within a dispute in which the parties are unable to perceive effective solutions. People feel stuck, frustrated, angry, and disillusioned. Therefore, they might either dig their heels in deeper, anchoring themselves in extreme and rigid positions, or they might decide to withdraw from negotiation. Either way, impasse represents a turning point in our efforts to negotiate a solution to the conflict. As such, rather than avoiding or dreading it, impasse should be viewed with calmness, patience, and respect. Multi-party disputes are complex situations, and they require careful attention and persistence. However, the same 8 Step Model can be applied to the disputes. In spite of using the same process expect everything to take a bit longer than if there where only two or three people. Patiently make sure that all points of view are heard, that issues are clarified for all to see, and that all members in the group accept the agreements being negotiated. If there are limits to the groups decision-making power, then it is important to acknowledge those limits and understand how they are perceived by all members of the group. There are many different ideas of the steps for resolution, some claim five steps while others claim six or seven for the purpose of this paper Weeks (1992) eight step resolution style is identified. Step one – Create an Effective Atmosphere Creating the right atmosphere in which the conflict resolution process will take place is very important, yet most overlook its importance. The atmosphere is the frame around the canvas which will be painted the negotiations and building of better relationships (Weeks, 1992). Step two – Clarify Perceptions Perceptions are lenses through which a person sees themselves, others, their relationships, and the situations they encounter. Perceptions have a great influence on behavior of people. Once people perceive something in certain way, even if the perception is wrong, in the mind it is that way, and often base behaviors on that perception (Weeks, 1992). Step three – Focus on the Individual and Shared Needs This step builds on the previous step as needs as the conditions people perceive they cannot do without, those conditions critical to each persons wellbeing and relationships. However, step three focuses more on skills involved in the conflict partnership approach. There are several key points to keep in mind in this step. 1) Needs are the foundation of relationship and are an essential part of that foundation. 2) People sometimes confuse needs with desires. 3) Personal needs in relationships perceived by individuals must allow for respect of the needs or the relationship (Weeks, 1992). Step four – Build Shared Power Power is a part of every relationship. However, the way people perceive and use power is seen frequently as a dirty word. Such as when people use power as means to control or to manipulate some else to get what they want. Although, power is and of itself not corrupt, it is the way in which people use their power and whether they allow such power to corrupt. Developing positive self power through a clear self-image means that we base our perceptions of ourselves not on what others expect of us or want us to be but what we believe to be our own needs, capabilities, priorities and goals (Weeks, 1992, p. 152). Step five – Look to the Future, Then Learn from the Past. All relationships and conflicts have a past, present and future. Resolving conflicts requires dealing with all three. The conflict partnership process encourages the use of positive power to focus on the present-future to learn from the past. The past experiences people face set the landscape for present and future decision making and how relate to others (Weeks, 1992). Step six – Generate Options People have the ability to discover new possibilities in their relationships as well as conflict resolution. However, both are often impaired by the packaged truths and limited vision people hold onto in times of stress, insecurity, and conflict. Generating options breaks through the predetermined restrictions brought into the conflict resolution process. Generating options imparts choices which specific steps to resolve conflicts and enhanced relationship can be agreed upon (Weeks, 1992). Step seven – Develop â€Å"Doables†: the Stepping-stones to Action Doables are the necessary stepping-stones taken along the way to resolve conflict. Doables are explicit acts that stand a good possibility of success, meet some individual and shared need, and depend on positive power, usually shared power to be carried out. Working on and accomplishing some doables can help the conflict partners see more clearly where they need to go. Many conflict partners have changed their preconceived definitions of both the conflict itself and the expected outcome due to the lessons learned and clarified perceptions through working with doables (Weeks, 1992) Step eight – Make Mutual-Benefit Agreements Mutual-benefit agreements are the next step on the pathway to conflict resolution. Conflict resolution agreements must be realistic and effective enough to survive and the potential to develop further as challenges arise in the future. Mutual-benefit agreements replace the need or want for demands, see the others needs, shared goals, and establish a standard wherein power is identified as positive mutual action through which differences can be dealt with constructively (Weeks, 1992). Conclusion Conflict is an unavoidable aspect of everyday life whether it is with family, teachers, students, friends, or an organization. The best approach to resolving conflict is interest reconciliation. It joins both parties of the dispute to find the best solution. In so doing, all parties win. People respond to conflict in three ways emotional (feelings), cognitive (thinking), and physical (behavior). All are important to the conflict experience. They allow a better awareness to best furnish a solution to the situation. An important tactic to conflict resolution is to develop persuasion skills with the ability to clearly explain one’s point of view and to argue for their conclusions and convictions. Week’s Eight-Step Process is a valuable tool in helping people to become more strategic about resolving conflict. References Borisoff, D., and D. A. Victor., (1997). Conflict management: A communication skills approach, 2nd ed. Boston: Allyn and Bacon. Conflict, (n.d.). In Merriam-Webster’s online dictionary Retrieved from http://www.merriam-webster.com/dictionary/conflict Coser, L. A. 1967. Continuities in the study of social conflict. New York: Free Press. Dana, D. (2001). Conflict resolution. New York: Mcgraw-Hill. Fry, D. P., and Bjorkqvist K., (1997). Cultural variation in conflict resolution. Mahwah, N. J.: Lawrence Erlbaum Associates. Hathaway, W., (1995). A new way of viewing dispute resolution training. Mediation Quarterly, 13(1), 37-45. doi:10.1002/crq.3900130105 Kolb, D. M., Putnam, L. L. (1992). The Multiple Faces of Conflict in Organizations. Journal of Organizational Behavior, (3), 311. doi:10.2307/2488478 Pondy, L. R. (1992). Reflections on organizational conflict. Journal of Organizational Behavior, 13(3), 257-261. Volkema, R. J., and Bergmann T. J., (1989). Interpersonal conflict at work: an analysis of behavioral responses. Human Relations 42: 757-770. Weeks, D. (1992). The eight essential steps to conflict resolution: preserving relationships at work, at home, and in the community. Los Angeles, J.P. Tarcher; New York: Distributed by St. Martins Press Wilmot, W. W. (1995). Relational communication. New York: McGraw-Hill. Yarbrough, E., and Wilmot W., (1995). Artful mediation: Constructive conflict at work. Boulder, Colo.: Cairns Publishing.

Essay --

Human Trafficking Human trafficking which is commonly referred as â€Å"modern-day slavery† is a trade in humans in the form of prostitution, sexual exploitation, forced labor or even for the extraction of organs. Here in this country, people are being abducted, bought, and sold like slaves to be forced into all forms of servitude. The U.S Department of Justice stated that â€Å"human trafficking has become the second fastest growing criminal industry — just behind drug trafficking — with children accounting for roughly half of all victims† (Baldas, Human trafficking a growing crime in the U.S). It is not only happening in the States but it is also a worldwide phenomenon. To think that human trafficking may be happening even in our own neighborhood, for us being unaware as we go about our daily lives is unimaginable. Human traffickers generate billions of dollars per annum by victimizing countless people all around the world. Human trafficking is illegal in any way or anywh ere as it is a massive violation to human rights. People may still wonder that how can human trafficking still exist in the 21st century. There are various causes that make adults and children vulnerable to exploitation. However, human trafficking does not exist mainly because of the victims’ vulnerability to exploitation. Instead, just like drugs and arms trafficking, human trafficking is a market-driven industry which is based on the principles of supply and demand. Joyce Hart stated that â€Å"when there is a demand for services, human traffickers will eagerly fill it with slaves or very low-cost workers† (26). It is a highly sophisticated and organized crime industry with low risk and high profit, which are the main two factors that cause its demand to thrive. When the i... ...he 21st century, it is also expanding. Everyone should do their part in order to prevent more people being exploited and protect them. One of the main reasons that many of these traffickers are not being prosecuted is because a lot of victims are too traumatized or terrified to testify against their own abusers. Therefore, â€Å"police and criminal justice staff need standard working procedures to guarantee the physical safety of victims, protect their privacy and make it safe for them to testify against their abusers† (UNODC). Even for normal citizens, there are also ways to help fight against human trafficking such as contacting respective authorities if knowing of a potential human exploitation, changing purchasing options, or start a fundraiser and donate the funds to an anti-trafficking organization. These people need our help and together we can make a difference.

Perspectives on Divorce

There are many parts of the brain that effect the way we live and act every single day. There is the frontal lobe which controls planning, organizing, coordinating and controls movements, reasoning and the overall thinking process. I have used my frontal lobe today when I decided to write this essay, and how I was going to set it up. There is the temporal lobe which controls hearing. I used this today when I listened to my Ipod in the halls. There is the cerebellum which controls balance, movement, and coordination. I used this today when I tried to dance during lunch (key word tried†¦.. ). There is also the occipital lobe which controls vision. I used this today when I read a book during English. The possibly most important part of the brain is the medulla, which controls vital functions. I used this today when I had to go from the first floor to the third floor, and I had to catch my breath. When people say â€Å"your eyes don't see, your nose doesn't smell, your tongue doesn't taste, your ears don't hear, and your skin doesn't touch; your brain does it all† they are saying although we associate all of those senses with their respective body part really we cant see, touch, taste and so on without our brain first processing it and telling our bodies what is going on. 2) The psychoanalytical perspective says someone may get a divorce because their parents had gotten a divorce, so that's what the have seen is normal. This perspective says that many behaviors are based on childhood experiences. If someone grew up with divorced parents, they would see that that is an acceptable way to live their life and not see a problem with it. Also, the psychoanalytical perspective looks at the impulses and desires of a person, someone might get a divorce because their ID tells them they want to have multiple partners, and not want to be in a committed relationship. The behavioristic perspective is based on rewards and punishments. Based on this theory someone may get a divorce because they might be punished by staying in of the relationship. Their parents may not be a fan of their spouse, and may threaten to cut them off communications and write them out of the will if they stay in the relationship. The person may find this a deal they cant turn down, so they would divorce their partner in order to stay in the good graces of their family. The biological perspective looks at the brain as the reason people make decisions. They would say that there is a chemical imbalance in the brain, therefore the person cannot stay happily in their marriage. They could also say that the person has depression, due to an imbalance of serotonin, and could not be happy with their spouse, so they would need to get treated, or continue perusing the divorce. The cognitive perspective believes that divorce would be based on the individuals unique thinking process. The person may have unclear thoughts on their spouse, and cannot figure out what they want in their marriage. The cognitive perspective would not blame any external forces, they would simply say their brain told them to, so they did. They might also say their brain does not make good judgment, and at the time of the marriage there was a lapse in judgment. The humanistic perspective would say the person needed personal growth, and was tied down in the marriage. The person would see themselves happier without being with their spouse. They would say that the person simply wanted to get a divorce, so they did, and wouldn't add much more to it than that. The sociocultural perspective would say that the divorce rate in America is 51%, so the person sees it culturally acceptable to get a divorce. They would say they have seen so many of their peers getting divorced, it seems normal. So they might not work to work out their problems, they just get a divorce because that's what over half of America is doing. Eclecticism is an approach that uses more than one theory to explain how or why something happens. This idea would be beneficial to describing human behavior because there are many contributing factors in peoples decision making. They might do something for multiple reasons, using divorce as an example, a person might have grown up in a divorced home, but they also might have a cheating spouse, and a chemical imbalance in the brain. Their reason for divorce can't simply be explained by the psychoanalytic, behavioristic, or biological perspective. But when you use all of the perspectives together you can get a clear understanding of why they got a divorce. Human behavior cannot be explained with only one perspective because there are many contributing factors to the decisions people make.

Significance of Social Status in the Great Gatsby

Significance of Social Status in The Great Gatsby F. Scott Fitzgerald's novel, The Great Gatsby may appear to be a simple tragic romance; however, within the text, Fitzgerald identifies and defines social gaps and importance of wealth. He also presents women within a very separate space as the men. The Great Gatsby allows the reader to enter into the world of wealth and experience the joys and tragedies of being within this certain class.In the novel, Fitzgerald criticizes American society in the 1920's for its emphasis on money, superficial relationships, and obsession over class; as well as allowing the reader to interpret the position of gender inside the class. Society has, indeed, a great part to play in shaping the identities of individuals. â€Å"Whenever you feel like criticizing anyone,' he [my father] told me, â€Å"just remember that all the people in this world haven't had the advantages that you've had† (1).This quote was probably the backbone of the narrator's a ctions and character. Throughout the novel, the characters that he came into contact with were immediately associated with their money and their association with their given level of wealth. Jay Gatsby is the center character in Fitzgerald's novel. Gatsby tells Nick that from his childhood in the Midwest and his youth, he got to know Cody from whom he learned how to struggle through life and get money.He is totally self-taught and tells Nick that he had been in the drug business and later in the oil business. Throughout the novel there is an overall absence of the lower class; however, ironically, the only character that lower wealth was associated with was Gatsby. He was the most prestigious when compared to all of the other characters, yet was the only to have the absence of money in his past. With this, Fitzgerald proves that the current existence of money justifies the acceptance of character, reiterating the idea of social levels of money.

Hunchback Of Notre Dame Essays - Fiction, Literature, Free Essays

Hunchback Of Notre Dame Essays - Fiction, Literature, Free Essays Hunchback Of Notre Dame Everyday, the people of Paris are accustomed to waking to the bells of Notre Dame. Today, the 6th of January, was different though. It is to be a hectic and eventful for the ambassadors of Flanders would arrive to discuss the marriage of the price to Margaret of Flanders. Coincidentally that same day was the Epiphany and the well-renowned Festival of Fools. As the citizens of Paris awoke, they assembled in the great hall with different expectations. Many came to watch the crowning of the Pope of Fools; others are anxiously awaiting the start of a melodrama. Astoundingly, the great hall is filled beyond capacity when tensions break and the crowd orders that the promised play to begin at once. It is here where we meet an important plot developer, Gringoire the poet, who has drafted the play and as any good playwright would, is tremendously happy about his masterpiece. However, to his arrant horror everyone present in the great mass of Parisians losses interest in his production when the ambassadors and other dignitaries arrive with the archbishop. Determined to have his piece performed, Gringoire pressures the four actors to continue. Unfortunately, his attempts are vain. Some time afterwards a crowd rallies together and begins the election of the Pope of Fools. The crowd becomes boisterous, even his own actors are drawn to the election. Soon Gringoire is left alone. His hopes and expectations vanquished, the storys playwright departs into the streets as the rest of the city parades its newfound Pope of Fools, the opprobrious, grotesque, Quasimodo. As people of all ages presented their hideous grimaces in hopes of being elected Pope, the notorious hunchback of Notre Dame Cathedral was spotted amongst the assemblage and crowned the most hideous creature on earth. Afterwards, Quasimodo is raised above the crowd and is ridiculed. However, he perceives the crowd is paying homage to his crown. Penniless, without shelter, food and nowhere to turn, Gringoire continues to gape the streets wondering where he will get his next meal and cursing the people of Paris and their Festival of Fools. As he roams, he finds an interesting distraction, that of La Esmeraldas show. The most beautiful of gypsies, this charming, slender young woman was per ceived as a witch and sorceress because of her exotic show and well-trained goat. In actuality La Esmeralda was simply an extremely keen and generous person whose generosity and kindness left everyone she came in contact with entranced. Among the thunderstruck by her charms and resplendent beauty were the newly elected Pope, a distraught poet and a sinister and twisted priest. From atop the shoulders of the masses, Quasimodo has an excellent view of the glowing Esmeralda as she performs her dances. Her astounding beauty immediately attracts Quasimodo. He is awakened from his reverie only when his transport comes to a sudden stop at the orders of a stern and feeble priest. Suddenly the massive Pope lowers from his thrown and hurls his powerful body at the feet of the slender old priest. Astonished by the humility of their Pope, the crowd fails to realize that they have lost their entertainment for the night. Some time afterwards, we find Gringoire following La Esmeralda in hope that he might find some source of support. He is thwarted however when a tall, shadowy figure assaults the gypsy princess; and he is confronted by the powerful fists of Quasimodo. Like all damsels in distress, Esmeralda requires the help of a knight in shining armor, she finds her hero in the form of Captain Phoebus de Chateauprs. Meanwhile, Gringoire continues on his way meeting several beggars. He fails to recognize his location in a very dangerous part of Paris. He is attacked and kidnapped by the same beggars. He is taken to the dreaded Court of Miracles where the blind can see, and the lame run. There he is told that the only escape from death was that he joins them as a member of slang, or a woman can choose to marry him. He fails the tests miserly but is saved when La Esmeralda is touched with pity as the noose is placed around his neck. She offers to marry the

Opportunities for Leadership in College

Opportunities for Leadership in College College is a time to learn and grow both in and out of the classroom. And the longer you spend on campus, the more inclined you might become to try new things. Taking on a college leadership role can, plain and simply  be one of the best ways to challenge yourself and learn some valuable skills that you can use both during and after your college years. Fortunately, theres no shortage of leadership opportunities in college. Be a Resident Adviser in Your Residence Hall While there are lots of pros and cons with this gig, being a resident adviser (RA) can be a great way to build up your leadership skills. Youll learn how to work with a team, mediate conflicts, build community, help people in need, and generally be a resource for your friends and neighbors. All, of course, while having your own room and earning some extra cash. Run for Student Government ​ You dont have to run for student body president to make a difference on your campus or to learn some important leadership skills. Consider running for something smaller, like a representative for your Greek house, residence hall, or cultural organization. Even if youre the shy type, youll have the opportunity to watch leadership in action (including the good, the bad, and the ugly) during meetings. Run for a Leadership Role in a Club or Organization Youre Involved With Sometimes, smaller jobs can often help you learn the most. If youd like to get some college leadership experience but dont want to do something campus-wide, consider running for a leadership role in a club youre involved with. You can take your ideas for what the club should be like, turn them into reality, and get some great leadership experience in the process. Take a Position With Your Student Newspaper Writing for the student newspaper may not sound like a traditional leadership role, but it has all the tenets of good leadership skills: time management, communication skills, taking a position and standing by it, working as part of a team, and working under pressure. Run for a Leadership Role in Your Greek Organization Going Greek may have been one of the best decisions of your time in college. So why not give back a little and assume some kind of leadership role within your Greek house? Think about your strengths, what youd like to contribute, and what youd like to learn and then talk with your brothers and/or sisters about how best to do so. Chair, Start, or Help Organize a Community Service Project You may not have the time to assume a leadership role for the entirety of the academic year. That doesnt mean, of course, that you cant do anything. Consider organizing some kind of community service project that is a one-time gig, perhaps in honor of a holiday (like Martin Luther King Jr. Day). Youll get the experience of planning, organizing, and implementing a major event without having it take over your entire semester. Take a Leadership Role on a Sports Team or in the Athletic Department​ Sports may be a big part of your college life, which also means that you dont have time for much else. In that case, incorporate your athletic involvement with your desire for some leadership experience. Is there a leadership role you can take on your team? Or is there something in the athletic department you can do that can help you build up your skillset? Find a Good On-Campus Job That Helps With Student Leadership​ Are you interested in student leadership but want to learn more about it from the sidelines? Consider working on campus in an office that promotes student leadership, like the Residence Life office or the Department of Student Activities. Working with the full-time staff there can help you see what leadership looks like behind the scenes as well as how to develop leaders in a formal, structured way. Be an Orientation Leader​ Being an Orientation Leader is intense. Its a lot of work in a short period of time but its often an amazing experience. Youll make some great friends, really learn about leadership from the ground up, and make a difference in the lives of your campuss new students. Whats not to like? Work With a Professor​ Working with a professor may not be the first thing that pops into your mind when you think of college leadership, but doing work with a professor can be an amazing opportunity. Youll demonstrate that youre an intellectual leader who is interested in pursuing new things while learning important skills that you can use after graduation (like how to research and how to follow through on a major project). Leading the way toward the discovery and exploration of new ideas counts as leadership, too. Work in the Campus Admissions Office​ You may not have thought much of the campus admissions office since you were accepted, but they often offer a lot of leadership roles for current students. See if theyre hiring for student bloggers, tour guides, or hosts. Having a role with the campus admissions office shows that youre a responsible, respectable person on campus who can communicate well with others. Take a Leadership Course Chances are, your campus offers some kind of leadership class. It may not be for credit or it may be a 4-credit class through, say, the business school. You just might find that learning about leadership in the classroom inspires you to take on more leadership outside of it.

Comparison of Judy Bradys Article I Want a Wife and Joanne Leonards Research Paper

Comparison of Judy Bradys Article I Want a Wife and Joanne Leonards 1966 Photograph Sonia - Research Paper Example Judy Brady’s essay â€Å"I Want a Wife† was written in the year 1971 when women were still expected to follow their traditional roles, to conduct themselves in a particular way for the men of their households. It is penned in a rather sarcastic and even humorous manner in which Brady talks of the reasons why she would want a wife for a change instead of being one herself. And when one reads through her essay, one really does not wonder as to why she thinks in such a manner. The wives of those times were seen as automatons, creatures who would give birth to babies and then take care of them, cook for them and feed them, watch over them all their lives. Similarly, they would also look after their husbands, wash and iron their clothes, cook their meals, listen to them talk about their work, give them space when they needed it, be pretty for them, act the perfect hostess, look after their need or lack thereof sexual activities. She would also be aware that she could be repl aced by another woman anytime, while she was not allowed to leave her husband for another man. The wife had to fulfill all the roles that the society required her to without thinking of her feelings, her wants or her needs. In short, she could live and breathe, but she was not the master of her own life, she had no right to dream, she would forever live her life serving, doing errands for her husband or children. That they would work for twenty-four hours and still manage to look pretty and be responsive during the sexual activities, and so on.

Economics Essay Example | Topics and Well Written Essays - 3000 words

Economics - Essay Example The political parties in most of the economies try to enhance the lifestyle of the individuals through economic growth and income redistribution in the market. Redistribution of income and raising the standard of living in society are mutually exclusive goals of the government. Figure 1: Economic Growth (Source: Scully, â€Å"Economic Freedom and the Trade-off between Inequality and Growth†) The economic freedom of a country is directly proportional to the level of economic growth in it. Figure 2: Income Inequality (Source: Scully, â€Å"Economic Freedom and the Trade-off between Inequality and Growth†) On the other hand, the level of income inequality is desired to fall with the rise in the level of economic freedom and hence, economic growth. However, there is a strong debate regarding the relationship between income inequality and income growth. Economic Inequality is the discrimination among individuals in terms of income or wealth. It basically elaborates the diffe rences among the individuals of a society in terms of their income, wealth and assets. Income Inequality can either be absolute or relative. Absolute income is the gross income received by the individuals. John Maynard Keynes states that the consumption expenditures of individuals are estimated on the basis of absolute income. Thus, absolute income inequality is the income inequality that denotes the differences in gross income thresholds of the individuals. James Duesenberry claimed that savings and consumption spending decisions of the individuals do not depend on the level of absolute income. Instead, it depends on the relative income level. The savings and consumption expenditures of the individuals are made by them after analyzing their position of income relative to others. Relative income inequality would occur when the absolute income levels would be unevenly distributed in an economy (NBER). Among all the methods, the most important method of measuring income inequality is Gini Coefficient measurement method. This measure estimates the statistical dispersion of income distribution of a nation. The value of income inequality on the basis of a frequency distribution is given by the Gini Coefficient. The value of this index lies from 0 to 1. Where, 0 indicates a situation of perfect income equality and 1 indicates a situation of perfect inequality of income. The diagrammatical representation of a Gini Coefficient is provided is a Lorenz Curve. Figure 3: Lorenze Curve Perfect Income Equality Line Income Inequality Cumulative % of Income Lorenze Curve Cumulative % of Population (Source: Authors Creation) The above graph is of a Lorenze curve (the convex curve). The distance between the perfect income equality line and the Lorenz curve measures the degree of income inequality. Therefore, greater the distance, greater is the level of inequality. The above coefficient is calculated by: It is believed that a greater extent of inequality in income in a nation i mplies the concentration of economic power in the hands of a small group of individuals. In such a situation, the producers in the market get tempted to allocate resources to luxuries and comfort products, instead of basic necessities. The lack of basic necessit