Rating Your Dimensional Data Warehouse Article Example | Topics and Well Written Essays - 500 words

Rating Your Dimensional Data Warehouse - Article Example While a sum total score of 0 would indicate a system completely unsupportive of a dimensional approach, a score of 20 would indicate a system that is fully supportive of a dimensional approach. The author outlays 12 of the 20 criteria in the article. Some of the criteria that pertain to the Architecture of the Data Warehouse are: Explicit Declaration, Conformed Dimensions and Facts, Dimensional Integrity, Open Aggregate Navigation, Dimensional Symmetry, Dimensional Scalability and Sparsity Tolerance, etc. Kimball explains Open Aggregate Navigation as follows: â€Å"The system uses physically stored aggregates as a way to enhance performance of common queries. These aggregates, like indexes, are chosen silently by the database if they are physically present. End users and application developers do not need to know what aggregates are available at any point in time, and applications are not required to explicitly code the name of an aggregate. All query processes accessing the data, even those from different application vendors, realize the full benefit of aggregate navigation.† (Kimball, 2000) Similarly, some of the criteria that fall under Administration category are: Graceful Modification, Dimensional Replication, Dimension Notification, Surrogate Key Administration, International Consistency, etc. Kimball explains Dimensinal Replication as follows: â€Å"The system supports the explicit replication of a conformed dimension outward from a dimension authority to all the client data marts, in such a way that we can only perform drill-across queries on data marts if they have consistent versions of the dimensions. Aggregates that are affected by changes to the content of a dimension are automatically taken offline in each client data mart until we can make them consistent with the revised dimension and the base fact table.† (Kimball, 2000) One of the impressive aspects of the article is its compact

Human Physical Appearance and Women Essay Example for Free

Human Physical Appearance and Women Essay Throughout these moments in time, the term beauty has slipped out of control and become something utterly dissimilar. The significance of beauty has developed into something so unappealing, so unpleasant, so repugnant, that even now society is coming to the apprehension that the way they are portraying the description of beauty is erroneous. Over time, ‘beauty’ has evolved to something rather peripheral. Being beautiful is turning into an undesirable act, that most girls will go into extremes, just to get a sense of feeling ‘beautiful. ’ Although beauty is now considered something by which your looks will define, during Greek times â€Å"beauty was a virtue: a kind of excellence. Person’s then were assumed to be what we now have to call – lamely, enviously – whole persons. If it did occur to the Greeks to distinguish between a person’s â€Å"inside† and â€Å"outside†, they expected that inner beauty would be matched by beauty of the other kind† (313, Sontag). Nevertheless, there was once a time where beauty was interpreted or described as something internal, unlike now, beauty goes more towards the looks. â€Å"Beautiful† people have lots going on for them. They are more confident, make more money, and get promoted faster than their â€Å"less attractive† colleagues. But for the career – driven women, beauty is a no-win situation; the public wants you to be attractive, but, at the same time, not so beautiful that it is off-putting. People might say that looks shouldn’t matter, but in the real world, they do. Women try so hard to look their best, and at the same time, feel their best. Women struggle a lot in trying to â€Å"fit in† to what society sees as being beautiful. Women nowadays alter their body parts, faces, and their diets in order to feel satisfied with themselves. A universal obsession that girls have been approaching with is that that they must be required to look a certain way to be thought of as pretty. Girls look up to celebrities and models and see how skinny, scrawny, almost skeletal, and undernourished they are and they get this idea that they must look like that in order to be noticed. A widespread trend that has been going around has been that of the name anorexia and bulimia. Starving yourself, or eating excessively and then purging – girls see it as something they must do in order to feel good about themselves. They glimpse these famous figures with their collarbones showing, thigh gaps, small waists, and they get this state of mind that they must achieve that to feel beautiful. Society and mass media are barraging women with images that portray what is considered to be the ideal body. Such standards of beauty are almost completely unattainable for most women; a majority of the models displayed on television and in advertisements are well below what is considered healthy body weight. Mass medias use of such unrealistic models sends an implicit message that in order for a woman to be considered beautiful, she must be unhealthy. And this is what beauty is defined as in our time. Body image is a complicated aspect of the self-concept that concerns an individuals perceptions and feelings about their body and physical appearance. Females of all ages seem to be so vulnerable in this area, starting off in their pre-teen years, going along throughout their existence. Body dissatisfaction is something that goes through most women or young girls at some point in their lives. Females have been found to experience dissatisfaction with physical appearance at a much higher rate than males, and women of all ages and sizes display body image disturbance. Concern over weight and appearance related issues often surfaces in a woman’s early life. Body dissatisfaction and disordered eating patterns have been found to be an especially prevalent issue in adolescent and college females. Body image becomes a major issue as females go through puberty; girls in mid-adolescence frequently report being dissatisfied with weight, fearing further weight gain, and being preoccupied with weight loss. This is a problem that we are now facing, and because of this many girls are suffering and going through difficult times, juts to feel good about themselves. The 20th century has seen a huge upsurge in the importance placed by Western society on physical beauty, particularly for women. The fashion, cosmetics and plastic surgery industries have thrived on 20th century preoccupation with physical appearance. It is a preoccupation that affects women in every sphere, whether they choose to pander to it or not. Definitions of beauty in the 20th century, when referring to human physical  beauty, are nearly always constructed in terms of outward appearance and sexual attractiveness. Images in the media today project an unrealistic and even dangerous standard of feminine beauty that can have a powerful influence on the way women view themselves. From the perspective of the mass media, thinness is idealized and expected for women to be considered attractive. Images in advertisements, television, and music usually portray the ideal woman as tall, white, and thin, with a tubular body, and blonde hair. This representation that is being portrayed has been a vast difficulty that girls are coming across of. They don’t feel beautiful, thus altering their ways of eating and the way they look very drastically in order to fit in. Only a very small percentage of women in Western countries meet the criteria the media uses to define beautiful; yet so many women are repeatedly exposed to media images that send the message that a woman is not acceptable and attractive if she does not match societys ultra-thin standard of beauty. In recent years, womens body sizes have grown larger, while societal standards of body shape have become much thinner. This discrepancy has made it increasingly difficult for most women to achieve the current sociocultural ideal. Such a standard of perfection is unrealistic and even dangerous. Many of the models shown on television, advertisements, and in other forms of popular media are approximately 20% below ideal body weight, thus meeting the diagnostic criteria for anorexia nervosa. Research has repeatedly shown that constant exposure to thin models fosters body image concerns and disordered eating in many females. Almost all forms of the media contain unrealistic images, and the negative effects of such idealistic portrayals have been demonstrated in numerous studies. The mass medias depiction of women portrays a standard of beauty that is unrealistic and unattainable for a majority of women in society. Models shown in all forms of popular media are often under what is considered healthy body weight, which sends a powerful message that women must sacrifice their health to be considered attractive by societal standards. The negative effects of ultra-thin media images of women have been well documented; research has shown that females who are repeatedly exposed to and internalize the thin ideal are at greater risk to develop body image disturbance and eating pathology. Although it is clear that the media influences the way women view themselves, it is unclear how this process takes place. The social comparison theory, cultivation theory, and self-schema theory can be used to examine how media images of women come to affect the way women feel about their bodies and physical appearance. These perspectives also give some explanation for why some women show resilience to the negative effects of the media, while others are dramatically impacted. Nevertheless, beauty has become something rather disturbing and unwell. The image of beauty has been portrayed onto something so popularized that mostly all women around the world are being affected by it. Women are changing their ways and changing themselves to feel as if they fit in to what society expects of it. Beauty is still evolving, and is changing throughout the time, not for the better but for the worst.

Comparison of the American and Chinese Cultures Essay -- Papers USA Ch

Comparison of the American and Chinese Cultures Cultural differences are apparent from one group of people to another. Culture is based on many things that are passed on from one generation to the next. Most of the time people take for granted their language, beliefs, and values. When it comes the cultural differences of people there is no right or wrong. People should be aware of others culture and respect the differences that are between them. The United States and China are two very large countries that have cultures that are well known through out the world. There are many differences between the United States and China, but there are many contributing factors that shape the cultures of these two countries. Language is universal, but there are different meanings and sounds, which vary from one culture to another. In China citizens speak many languages, but about 94% speak the Chinese language. The difference in dialects was overcome by the written word and eventually a version of Mandrin became the â€Å"official speech† (The Cambridge Illustrated History of China, 1996,p.304). In America there are many ethnic groups with many varieties of language. The U.S. was created through many people from different countries migrating to the new states. In the U.S. there is an â€Å"official speech† which is the English language. The language of both these countries are not only different in meaning and sound, but also reflect the way in which the people in these societies live, believe, and function. Religion usually plays a big part in the cultures of the world and is the basis for their beliefs and values. In many countries religion is very important, so important that some cultures use it in every aspect of their lives. China l... ... World Wide Web: http://english.peopledaily.com. Chinatown-online is a wonderful site with an abundance of information about China. (http://www.chinatown-online.com). Henslin, J. M., (1999). Sociology A Down-to-Earth Approach (4th ed.). Massachusetts: Allyn and Bacon. Education for Children: (1999). Retrieved March 21, 2001, from the World Wide Web: http://chineseculture.about.com/culture/chineseculture/l†¦/blskids4.htm?terms=chinese+educatio Thinkquest Team, (1998) . Destiny, the Culture of China: http://library.thinkquest.org/20443/culture.html ICL Document, (1988) . ICL- China Constitution: Retrieved March27, 2001 from the World Wide Web: http://www.uni-wuerzburg.de/law/ch00000_.html American academy of Pediatrics (AAP), (1999). US Vital Statistics show Death Rates down, Birth Rates up: http://www.aapaorg/advocacy/archives/decvital.htm

The Impact of United States Rule on Puerto Rico Essay -- Puerto Rico H

The Impact of United States Rule on Puerto Rico Puerto Rico spent most of its history under the control of Spain. In the year 1898, the islanders wanted their freedom and welcomed the U.S. invaders as their last hope of liberation from Spanish control. The United States brought the promise of democracy to Puerto Rico, but its true intentions did not include letting go of the island. Although the United States claimed that its intentions were to civilize Puerto Rico and help it become a democratic society, its hypocritical manner of dealing with the island had a great impact on Puerto Rican development. The early years of U.S. colonization affected many aspects of Puerto Rico, including economics, politics, and social relations. When the United States first took Puerto Rico from Spain, its plans concerning what to do with the island appeared to be noble. According to Fernandez, "The United States would resurrect Puerto Rico, like Lazurus, creating, in Senator Foraker?s words, ?a new era?a new life?and prosperity far exceeding any hopes that have been excited or any anticipations that have been entertained.?(Fernandez 2)" In other words, the United States viewed Puerto Rico as something that had to be saved, and claimed that their plan was to rescue it from its inferior status and improve the standard of living. Puerto Rico was to remain under the control of the U.S. until it was capable of taking care of itself. In the words of Trà ­as-Monge: Its fundamental tenets would be that the people of Puerto Rico were not ready for self-government; a learning period, of unspecified duration, was necessary before self-government could be extended; the eventual status should be neither statehood nor independence, but a self-governing d... ... Fernandez, Ronald. The Disenchanted Island. (Westport: Praeger Publishers, 1996),1-83. Guerra, Lillian. Popular Expression and National Identity in Puerto Rico: The Struggle for self, Community, and Nation, chs. 2-3 (Gainesville: U Press of Florida, 1998) 45-121. Library of Congress, American Memory Collection, America from the Great Depression to World War II: Photographs from the FSA-OWI, 1935-1945, Interior of shack in hills near Cidra, LC-USF34- 012349-E. http://memory.loc.gov/ Library of Congress, American Memory Collection, America from the Great Depression to World War II: Photographs from the FSA-OWI, 1935-1945, Yabucoa, Puerto Rico. At a strike meeting, LC-USF33- 021478-M5. Trà ­as-Monge, Josà ©. "The Shaping of a Colonial Policy," from Trà ­as-Monge, Puerto Rico:The Trials of the Oldest Colony in the World (New Haven: Yale U Press, 1997)45-121.

Cultural Issues in National Problems Essay

* Based on your study on this module of cultural theories, international business ethics and the practice of managing across cultures, and assuming the role of a business consultant specialising in cross-cultural issues, write a cultural briefing for the Human Resources department of a real international business. Your briefing should cover a range of cultural issues, including the creation of cross-cultural teams, training employees for expatriate assignments, national negotiating styles and training employees for the challenges of cross-cultural management. This assignment may take the format of a report or a more creatively designed briefing document. Creation of cross-cultural teams Train employees for challenges of cross-cultural management National negotiating style The Chinese Negotiation http://www.globalnegotiationbook.com/John-Graham-research/negotiation-v1.pdf Negotiating in China: 10 rules for success http://www.forbes.com/sites/jackperkowski/2011/03/28/negotiating-in-china-10-rules-for-success/ pp. 163 note However, china is also a difficult and risky market for western business communities to operate in. the surprises, disappointment, and frustration on the part of western business people are not strange. China is a special challenge: it is the world’s largest emerging market, largest communist bureaucracy and oldest culture. These unique features make china a unique case in international business that calls for special academic and managerial attention. Now that china has reached and agreement with the European union and United States of America about its membership in the world trade organization (WTO), the importance of china as a trade partner is going to increase further. Question: * What are the meaningful stages of the Sino-western business negotiation process? * What are the main contentious issues in the formal negotiation sessions? * How can we understand chinese negotiating style observed in various stages from the chinese culture point of view? Ping-Pong model 1, pre-negotiation (lobbing, presentation, informal discussion, and trust building) 2, formal negotiation (task-related exchange of information, persuasion, concession and agreement) 3, post-negotiation (implementation and new rounds of negotiations) The Chinese show keen interests in getting to know the other party during these initial contacts. They try to ascertain whether or not the foreign firm has (1) the most advanced technology required for the project; (2) the willingness to sell or transfer it to the Chinese side by way of, for example, joint venture; and (3) the capacity of delivering the products on time. As one chinese negotiators explained: â€Å"our intention is to import the most advanced technology and to cooperate with large, world-famous foreign companies, because the life cycle of a technology is short. We pay even more attention to the supplier’s houjing(reserve strength) for continuous technological development lobbying: lobbing before the chinese government authorities is one of the most important marketing activities facing foreign firms that want to sell large industrial projects in chinese key industries like telecommunications. Foreign firms must convince the chinese that they have cutting-edge technologies that suit chinese government’s priorities, that they have long-term commitment to the chinese market, and that they are financially strong. They must present a highly reliable image before the chinese, making them feel safe to do business with them. The chinese said that they liked to do business with â€Å"big mountain† like Ericesson that they could trust and rely on in the long term. Presentation: giving attractive and reliable presentations to let potential chinese partners know the company, products and negotiating team members, is an important step toward formal negotiation sessions. Presentations aim to convince the chinese of the sincerity of the company in doing business ith china and show the chinese that the company’s products are and advanced technology with high quality and reasonable price. Foreign firms need to present themselves and their technologies to number of authorities. Very often one has to endlessly repeat the same things to different negotiators who may suddenly, without explanation, be replaced by another team. From chinese point of view, it is done to check the reliability and firmness of the supplier. Informal discussion: initial and informal discussions with chinese organizations often occur directly after the presentations Trust building: the chinese attach great importance to trust building in business negotiations. Formal negotiation * Equity share * Contribution of each party * Management control * Technology * Price * Persuasion * Concessions and agreement Post-negotiation * Managerial implications * Priority * Patience * People the PRC condition (guoqing) is a contemporary social and institutional factor influencing the PRC Introduction Hotel Chocolat is a famous luxury chocolate producer in the UK. It has 55 stores in the UK and 5 stores in the USA and the Europe. (Hotel Chocolat, 2012) The mainly product series are Giant Slabs, Selectors, Sleekster Selections, Liquid Chocolat, The Purist and Coco Juvenate Beauty Range. (Hotel Chocolat, 2012) Hotel Chocolat insists a high quality strategy so that their products are in luxury level, which attracting consumers come back again and again. Now Hotel Chocolat plan to expand the business and brand perception, managers think about enter Chinese market. In China, middle class improving their purchasing power in recent years, within urban residents has more disposable income (Farrell D, 2006). If manager decide to enter China market, human resource management (HRM) department needs to prepare three points, firstly is create cross-cultural team with Chinese employees, secondly is train the British employees for challenge of cross-cultural management, thirdly is negotiating st yle with Chinese. Creation of cross-cultural team and the challenges of cross-cultural management Cross-cultural team is necessary. Nowadays, the globe business activities are an important part of the worldwide economy. Many of different nationality works in one company or even in one group. In this case, Hotel Chocolat will be suggested to build a cross-cultural team within Chinese employees. This program can avoid some potential risk in Chinese market. Here will point out three directions. 1. Language In business group need to keep will communication to reduce the cost of information. Hotel Chocolat is British company so that the English is mainly language. But Chinese employee’s native language is mandarin and Cantonese, which make conversation maybe difficult. Fortunately, Chinese education department push English language teaching from primary school to college. Nowadays, the world’s most populous nation will become the world’s largest English-speaking country, account about two billion people are learning or have learned English (Clifford. C, 2009). Firstly, English level is an important testing standard when manager selects Chinese employees. Secondly, English employ which will work in China suggest to learn basic daily Mandarin. Of course, if possible, Hotel Chocolat should better choose the people who interested in China. 2. Build Virtual Team In the beginning, Hotel Chocolat should build a quickly communication tunnel between the UK and China department. For a high efficiency, Hotel Chocolat has to build Virtual Team. Virtual Team is basic on advanced information technology to link the geographical dispersion essential employees. It also downsizes the department in China and improves productivity.(Townsend, A, M., and Demarie, M, S and Hendrickson R, A., 2003) Why build a Virtual Team? Here point five factors: (Bettis, R and Hitt, M., 1995) * The flat organizational structure is becoming a good solution to increasing speed to communicate. * The competition and cooperation will be easy in globe economy environment. * Changes in workers expectation of organizational participation. * Adjustment the production of knowledge work environments. * Make trade and corporate activity easily. First of all, to build virtual team needs to pay attention to define the team’s function and organizational roles, build the technical systems to exchange the information. Define the team’s function and organizational roles are the most important thing. The UK and China have seven (DST.) or eight (GMT.) times difference, it make the working time harder. The manager in China who leads the virtual team should clear expectations about team’s performance and criteria. Because of the virtual team’s geographical dispersion, the manager can define the detail of daily report, working schedules and emergency solution. As a new market competitor, Hotel Chocolat will face many difficult, so the virtual team members in both side, the UK and China, have responds to meet online in a short time. In the same time, the virtual team in China needs to have individual ability to control and solve problems. A well communication system in virtual team is a strong support. The technical system should be designed basic on efficiency. One of the reasons is the virtual team members are in different place so that they cannot face to face. If people cannot face to face meeting, some serious and complicated issues will not solve well. In tradition way, the tools have online meeting (Skype), file upload and download (email). If possible, the technical system can use wide-angle camera to build a multiplayer video session, in the meantime, virtual team members can use â€Å"cloud system† to modify the same file in different place together. Within modern technical system, the virtual team becomes more reality and efficient. National negotiating styles When a company enters new market, an excellent negotiating skill will make their process more successfully. In business activities, communication is the key of make a good deal. Within a group of well training negotiating employees, the new market risks, not only China market, will be reduced. As the human resource department, they should make a plan to lead the negotiators’ mind set. Therefore, the â€Å" Ping-Pong† Model (Fang, 1999) is a good choice. (Fang, 1999) The â€Å"Ping-Pong† model is based on the international business negotiating style and Chinese business negotiating style (Fang, 1999; Frankenstein, 1986; Ghauri and Usunier, 1996; Graham and Lin 1987), fang tries to build a bridge between China and the world. In the â€Å"Ping-Pong† Model, there are two major parts. One is the stage of the Sino-Western business Negotiation process and the other one is the dimension of Chinese business culture. In 1996, Ghauri make a structure of the international negotiating style process. He divides the total negotiation into three parts: 1, Pre-Negotiation 2, Formal-Negotiation 3, Post-Negotiation And also Fang realized that in Chinese cultural situation, he also define three main thing: 1, The PRC Condition 2, Confucianism 3, Chinese stratagems Combine these two things, international negotiating style process and Chinese cultural situation, the â€Å"Ping-Pong† Model produced. Next part, it will analyze six factors of â€Å"Ping-Pong† Model. Pre-Negotiation It includes four processes, lobbing, presentation, informal discussion and trust building. In the beginning is lobbing, in China market the government is a powerful force to the market. So it is necessary to have a good conversation with government. Presentation and informal discussion is the base of trust building. In public ways, presentation can show company’s abilities to the company, in other ways, Informal discussion enhance mutual understanding between company and its potential partners. Formal Negotiation In formal negotiation stage, five major contentious issues needs to serious consideration: equity share, contribution of each party, management control, technology and price. For Hotel Chocolat, technology is the top secret so that the human resource department should focus on this part. Post-Negotiation After formal negotiation, the team should be prepared for Chinese trick. One Swedish negotiator recall that (Ghauri P. and Fang T. 2001) Chinese negotiator always take the old issue whatever and whenever, but these situation would not happened in European, Middle Eastern and African countries. Hotel Chocolat website, (2012), Store http://www.hotelchocolat.co.uk/Chocolate-Store-Locations-Achocolatestore/ (accessed: 8th Oct 2012). Hotel Chocolat website, (2012), Products http://www.hotelchocolat.co.uk/chocolates-CHC_PRODUCT/ (accessed: 8th Oct 2012). Farrell, D., Gersch, U. and Stephenson, E. (2006), The value of China’s emerging middle class, McKinsey Quarterly, pp69-69. Clifford Coonan, (2009) The largest English-speaking country? China, of course, The Irish Times, 6 June, available at: http://www.irishtimes.com/newspaper/weekend/2009/0620/1224249169396.html (accessed at 9th Oct 2012). Townsend, A.M., DeMarie, S.M., Hendrickson, A.R. (2003) ‘Virtual teams’ In Thomas, D.C. (ed) Reading and Cases in International Management: A Cross-cultural Perspective. London: SAGE, pp.269-281. Bettis, R. and Hitt, M. (1995) â€Å"The new competitive landscape†, Strategic management journal 16(S1), pp,7-19. Fang, T. (1999) â€Å"Chinese business negotiating style. Sage: Thousand Oaks, CA. Frankenstein, J. (1986). Trend in Chinese business practice: Change in the Beijing wind. California Management Review, 29(1): 148-160. Ghauri, P. N. and Usunier J. –C. (1996) International Business Negotiations. Oxford: Pergamon. Graham, J. L. and Lin, C. –Y. (1987) A comparison of marketing negotiations in the Republic of China (Taiwan) and the United States. In Cavusgil, T. (ed. Advanced in international marketing (Vol. 2, pp. 23-46). Greenwich, CT: JAI Press. Ghauri P. and Fang T. (2001), Negotiating With the Chinese, Journal of World Business Vol. 36, pp. 303-325.

ideology history and classical social essays

ideology history and classical social essays Ideology, History and Classical Social Theory Sociology is a very important discipline to study. When you ask yourself where the term, classical sociological theory derives from, the reading Sociological Theory written by David Ashley suggest that certain sociological statements are classical first because they have an ideological significance, and second because they have been instrumental in helping to build sociology as an autonomous discipline and as an institutionalized profession. These two characteristics are not mutually exclusive. To some extent, classical sociological theory was always ideologically interested in its own legitimation. Ashley suggest that sociological theory is often said to have attained its maturity between 1880 and 1920. During this period, sociology was established in its own right in the United States and in many Western European societies Ideology is another term that Ashley defines for us, he says that it is largely a modern invention because it is modernity that was responsible for the breakdown of the dogma and uncertainties associated with traditional societies. He goes on to say that ideology, in short, represents a refusal to accept that present conditions reflect the best of all possible worlds. To put the best possible gloss on ideology, we could say, it is a striving toward truth at a time during which blind adherence to custom, tradition, and habit is loosening its grip on the human mind. When one searches for an appropriate meaning for sociology, many definitions will come to mind. In her book, Understanding Social Problems, Schacht gives her definition by explaining a scene in the movie Dead Poets Society, with actor Robin Williams who plays an English teacher in a private boys school. She explains how in one scene he asks his students to get out of their seats and, ...

Retts Syndrome Paper Essay Example

Retts Syndrome Paper Essay Example Retts Syndrome Paper Essay Retts Syndrome Paper Essay What is Rett syndrome? Retts syndrome is a neurodevelopmenal disorder that for the most part only affects women. Infants with Rett syndrome seem to grow and develop normally at first, but then stop developing and even lose skills and abilities. Retts Syndrome can be summed up by normal early growth and development followed by a slowing of development, loss of purposeful use of the hands, distinctive hand movements, slowed brain and head growth, problems with walking, seizures, and intellectual disability.The sickness was first breached upon by Dr. Andreas Rett who briefly described the illness and some of the occurring symptoms, and then later on Swedish researcher Dr. Bengt Hagberg published an article in 1883 giving a more detailed account of the disease. This stage is often overlooked because symptoms of the disorder may be somewhat vague, and parents and doctors may not notice the subtle slowing of development at first. The infant may begin to show less eye contact and have reduced interest in toys.Delays in the childs crawling or any type of movement becomes present. Hand-wringing and decreasing head growth may occur to subtle extents. This stage usually lasts for a few months but can continue for more than a year. Scientists generally describe four stages of Rett syndrome. Stage I, called early onset, typically begins between 6 and 18 months of age. This stage is often overlooked because symptoms of the disorder may be somewhat vague, and parents and doctors may not notice the subtle slowing of development at first.The infant may begin to show less eye contact and have reduced interest in toys. There may be delays in gross motor skills such as sitting or crawling. Hand-wringing and decreasing head growth may occur, but not enough to draw attention. This stage usually lasts for a few months but can continue for more than a year. Stage II, or the rapid destructive stage, usually begins between ages 1 and 4 and may last for weeks or months. Its onset may be rapid or gradual as the child loses purposeful hand skills and spoken language.Characteristic hand movements such as wringing, washing, clapping, or tapping, as well as repeatedly moving the hands to the mouth often begin during this stage. The child may hold the hands clasped behind the back or held at the sides, with random touching, grasping, and releasing. The movements continue while the child is awake but disappear during sleep. Breathing irregularities such as episodes of apnea and hyperventilation may occur, although breathing usually improves during sleep. Some girls also display autistic-like symptoms such as loss of social interaction and communication.Walking may be unsteady and initiating motor movements can be difficult. Slowed head growth is usually noticed during this stage. Stage III, or the plateau or pseudo-stationary stage, usually begins between ages 2 and 10 and can last for years. Apraxia, motor problems, and seizures are prominent during this stage. However, there may be improvement in behavior, with less irritability, crying, and autistic-like features. A girl in stage III may show more interest in her surroundings and her alertness, attention span, and communication skills may improve.Many girls remain in this stage for most of their lives. Stage IV, or the late motor deterioration stage, can last for years or decades. Prominent features include reduced mobility, curvature of the spine (scoliosis) and muscle weakness, rigidity, spasticity, and increased muscle tone with abnormal posturing of an arm, leg, or top part of the body. Girls who were previously able to walk may stop walking. Cognition, communication, or hand skills generally do not decline in stage IV. Repetitive hand movements may decrease and eye gaze usually improves.Nearly all cases of Rett syndrome are caused by a mutation in the methyl CpG binding protein 2, or MECP2 (pronounced meck-pea-two) gene. Scientists identified the gene - which is believed to control the functions of many other genes - in 1999. The MECP2 gene contains instructions for the synthesis of a protein called methyl cytosine binding protein 2 (MeCP2), which is needed for brain development and acts as one of the many biochemical switches that can either increase gene expression tell ot her genes when to turn off and stop producing their own unique proteins.Because the MECP2 gene does not function properly in individuals with Rett syndrome, insufficient amounts or structurally abnormal forms of the protein are produced and can cause other genes to be abnormally expressed. Not everyone who has an MECP2 mutation has Rett syndrome. Scientists have identified mutations in the CDKL5 and FOXG1 genes in individuals who have atypical or congenital Rett syndrome, but they are still learning how those mutations work. Scientists believe the remaining ases may be caused by partial gene deletions, mutations in other parts of the gene, or additional genes that have not yet been identified, and they continue to look for other causes. Rett syndrome is estimated to affect one in every 10,000 to 15,000 live female births and in all racial and ethnic groups worldwide. Prenatal testing is available for families with an affected daughter who has an identified MECP2 mutation. Since the disorder occurs spontaneously in most affected individuals, however, the risk of a family having a second child with the disorder is less than 1 percent.Genetic testing is also available for sisters of girls with Rett syndrome who have an identified MECP2 mutation to determine if they are asymptomatic carriers of the disorder, which is an extremely rare possibility. The MECP2 gene is found on a person’s X chromosome, one of the two sex chromosomes. Girls have two X chromosomes, but only one is active in any given cell. This means that in a girl with Rett syndrome only a portion of the cells in the nervous system will use the defective gene. Some of the childs brain cells use the healthy gene and express normal amounts of the protein.The severity of Rett syndrome in girls is in part a function of the percentage of their cells that carry a normal copy of the MECP2 gene. If the active X chromosome that is carrying the defective gene is turned off in a large proportion of cells, the symptoms will be mild, but if a larger percentage of cells have the X chromosome with the normal MECP2 gene turned off, onset of the disorder may occur earlier and the symptoms may be more severe. The story is different for boys who have a MECP2 mutation known to cause Rett syndrome in girls.Because boys have only one X chromosome (and one Y chromosome) they lack a back-up copy that could compensate for the defective one, and they have no protection from the harmful effects of the disorder. Boys with such a defect frequently do not show clinical features of Rett syndrome but experience severe problems when they are first born and die shortly after birth. A very small number of boys may have a different mutation in the MECP2 gene or a sporadic mutation after conception that can cause some degree of intellectual disability and developmental problems.

Glasgow University essays

Glasgow University essays Glasgow was a small medieval and University City which did not start to expand intill the 17 century when trade became profitable in the west coast. By the 1870s Glasgow was a heavy industrial city and was becoming famous for its trade and industrial work. This bomb was attracting brilliant architects to come in work in Glasgow. Glasgow became a Victorian city and it was confidence that inspired the builders and by good furture they were served by a group of architects of quite exceptional merit. It is their combined efforts which make Glasgow one of the worlds finest 19th century cities. The Clyde is the ideal conference auditorium around which Foster and Partners designed their striking structure: swiftly dubbed the Armadillo, although often likened to Sydney Opera House. The design was described by the Royal Commission for Fine Arts as 'inspired' and the building has been appointed a Millennium Product by the Design Council. While the external shells provide a talking point and a landmark for Glasgow, the real beauty of the building is the interior: Accommodation for 3000 - which can be adapted to smaller meetings whilst maintaining a sense of intimacy Breakout space in two central rooms within the Conference Centre and integrated with the rest of the venue and adjoining Moat House Hotel Technical facilities of the highest standard Adaptability for a wide range of events, from keynote speeches to product launches and concerts Glasgow university is Victorian has become so familiar that it has won a sort of reluctant respect. The archetict George Gilbert Scott, the London architect commission by the senate to design the buildings the idea was epitomised by the medieval quadrangles of Oxford and Cambridge. Work began in the 1866 with a vast workforce of 340 masons, 400 joiners etc ...

World Cup Airports Essay Example | Topics and Well Written Essays - 3750 words

World Cup Airports - Essay Example Causes for this lopsided preference and the remedial steps to be taken need to receive attention. The next major issue is that of Aviation safety. Air Traffic Controllers constantly worry about the inadequacy of the equipment at their disposal for detecting incoming Aircraft, process their requests for landing in the most suitable manner and thus ensure the safety of the passengers. This brief paper looks at the efforts of the authorities in addressing both these concerns. There are many more issues, but owing to paucity of time and space, only these two are addressed here. The advances made in determining traffic volume that can be reallocated to other hubs, development of infrastructure to facilitate such change and the option of PPP model for this are examined here. The recent advances in ATC equipment and their expected impact on the Civil Aviation scene are discussed detail too. The turn of the Millennium is an appropriate time to think ahead, of the future, drawing on past experiences and current realities. No one can predict for sure the trends and forces that might emerge in the future. It for sure can be said that the rate of growth of aviation industry will be radically changed. That will be an awesome pace, considering the fact that the industry, one of the youngest of all, is barely a century old. Any consideration of the type of Aircraft of the future will ipso facto involve the consideration of the issues that that will be faced by Airports that will handle those craft, (Fife, 1998). The present paper attempts to examine the current issues that the aviation sector has identified in the areas of design and construction of airports. It is obvious that Airports considering the trends, the Airports will need to incorporate flexibility to adapt to rapid changes in technology and politico-economic factors which impact each other and the Airports’ functions. Invariably, every list of issues faced by Airports has Capacity and Delay as the

Global Executive or Manager Case Study Essay Example | Topics and Well Written Essays - 750 words

Global Executive or Manager Case Study - Essay Example Today, American Express is one of the most recognized brands in the world. From a company that forwarded freight and valuables across America, it has emerged as a global company that sells payment and financial products all over the world. Chenault joined the company in 1981 and since then has served in many positions ranging from director of strategic planning in the Merchandise Services division to president of the Consumer Card division to Chairman. He restructured the company’s line of cards and in the 90’s displayed courage bold leadership in persuading people from airlines and restaurants to continue with American Express and at the same time quelled internal feuds in the company. It was Chenaults strength and leadership that stabilized American Express when American economy was weak. Chenault was hand-picked by Harvey Golub, the then head of the Travel Related Services (TRS) division, when the company was going through troubled times. Chenault accepted the challenge and streamlined the staffs of four divisions and created one productive business unit, resulting in savings of $3 billion in operating costs to the company. Golub has this to say about Chenault "There are qualities in leadership that c an only be observed over time--how an individual deals with others, how he deals with adversity and complex issues, how he organizes his time and efforts, and deals with external constituencies. And Ken has demonstrated amply over the years his abilities. Hes more than capable." American Express is one of the worlds largest travel agencies and is also well known for its charge cards and revolving credit cards. The company in addition issues travelers checks and publishes magazines such as Food & Wine and Travel & Leisure. The company has operations in more than 2,200 locations all over the world. It was established in 1850. In its early years AmEx was a

The Pros and cons of globalization Essay Example | Topics and Well Written Essays - 2000 words

The Pros and cons of globalization - Essay Example The decentralization of economies and goods allowed trade, commerce and services to be transferred to other countries, regardless of distance. Globalization is not only confined to economic sectors, but it has also given rise to the adaptation of social, political and administrative aspects of other countries (Maharjan, 2006). For example the integration of EU made the region competitive by following the common EU foreign policy. EU remains an example where balance is maintained by social solidarity, allowing freedom of movement and establishment across different states (Steinmeier, 2006). The anti-globlist view globalization as a negative phenomenon that has is making rich more richer and poor more poorer. They argue that globolisation has increased poverty and diluted responsibility to the capital owners, slashed down the jobs and increased threats to resources in poor countries with no solution in place. While others mention that positive impact of globalization has removed barriers across the states, accelerating the growth of reforms and allowed greater information access to all parts of the world. (Kennedy, 2001). Globalization has pros and cons and has different interpretations in different continents, which will be discussed further in this essay. The arriv Benefits of Globalization The arrival of global market has allowed the aspiration of big players to expand their niche and derive maximum profit in the global market made possible through geo-economic expansion. Globalization guarantees this sustainable competitiveness through a steady leadership of technological networks, generating added value and production facilities with unlimited human capability. It contributes more to the global development producing greater scientific and technological resources. Even the countries that do not have such vast resources still play essential role in over all global development (Nikolayev, 2004). One of the most important roles of globalization is its economic role in international trade and economy. According to Visto (2002) globalization is competition and reorganization, attracting countries that were in need of investment and such investment improved their economic condition. One such example is Mauritius, where per head income has increased from $500 to 1600 due to foreign investment. The foreign direct investment involves a long reflects a lasting interest in the host country. It implies that the investors have enormous control in another country's economy due to its own interest, which ultimately leads to economic development. Thus any increase in FDI flow is directly associated with increase in GDP. FDI is undertaken by large and technologically advanced firm, which accelerate the speed of economic pace on one sided and also helps in transfer of technology in the host country with heavy return for the firms and provides more jobs in the countries where jobs are scarce. For example when Toyota setup car plants in countries outside Japan, it requires higher level of standard to maintain the quality of it products, which means training the local workers. Thus if Toyota gets the competitive advantage, the host countries gets the skills and jobs. The recent joint ventures of China with Japanese companies are also such move by the Chinese entrepreneurs to get skill directly

Womens Suffrage Research Paper Example | Topics and Well Written Essays - 750 words

Womens Suffrage - Research Paper Example A series of activities followed the enlightening, which had been presented by the publication of this book. People began advocating for the equal rights among women and men The origin of the women suffrage movements could be traced in France during the French revolution, where Olympe de Gouges and Nicolas de Condorcet were involved in advocating for women suffrage during the national elections. This movement began spreading across continents and regions and almost all societies experienced such movements advocating for equality. These movements continued to become popular among different regions and they were increasingly utilised to advocate for other rights. Various debates arose within the regions focusing of the need to provide women with the right to vote. During the early 19th century, there was an increasing debate on women suffrage which resulted in a convention calling for women suffrage. The convention was conducted in 1848 in America, and it challenged America to revolutionise the social system in all aspects of life. Proponents of women suffrage believed that, suffrage was the most effective approach for changing the unjust system which failed to offer women the right to vote (Nardo, 2014). Since the movement began, some progress was made and women were accorded many freedoms which they lacked. These included education opportunities, property rights, and many other social freedoms. Although these were achieved through advocating for equal rights, the right to vote still remained elusive to the supporters of suffrage. The granting of the rights to vote remained limited to certain states within the United States of America. By the turn of the 19th century only four states had granted women the right to vote. The organizations which were advocating to equal rights remains focused on other forms of freedoms including the broad economic and political freedoms for social change (Buhle & Buhle, 2005). The

IP 5 - Macro Term Paper Example | Topics and Well Written Essays - 1000 words

IP 5 - Macro - Term Paper Example The feasibility of any policy is essential, as it will determine the number of adjustments to be put in place to ensure maximum benefit. The World Bank applies policies based on sustainability. The advice given to new industrialized countries are based on economic growth and utilizing on the local potential. In Singapore, the balance is found between the social and economic spaces. The government polices are aimed at maintaining the balance between growth and social priorities. The steady economic growth measured based on GDP indicate the positive local models and the World Bank aims at ensuring financial and consultative aid is provided the country boast of economic stability (Page, 1994). However the local population required a sustainable model that balance between economic growth and social require are met. Social demands in this case imply the educational system and the healthcare provision. The country has been advised to focus on the educational system. The current curriculum should focus on productivity and evaluated based on quality rather than accessibility. In this case investment opportunities are introduced in the learning institution. The model is aimed at securing the future of investments and ensures continuous growth across the nation. Through education the country is a ble to plan for the future having secured the employment demand. The current educational system focuses on innovation and independent investments (Page, 1994). The educational system ensures continuous supply of labor while at the same time creating room for entrepreneurs. In Hong Kong, the focus is on the social policy is utilized to create a balance between the market demand and supply of labor. The aim is to empower local population hence reducing the rate of employment. High wages are to be triggered by the supply of skilled labor to the market. This implies increasing the local population purchasing

Womens Suffrage Research Paper Example | Topics and Well Written Essays - 750 words

Womens Suffrage - Research Paper Example A series of activities followed the enlightening, which had been presented by the publication of this book. People began advocating for the equal rights among women and men The origin of the women suffrage movements could be traced in France during the French revolution, where Olympe de Gouges and Nicolas de Condorcet were involved in advocating for women suffrage during the national elections. This movement began spreading across continents and regions and almost all societies experienced such movements advocating for equality. These movements continued to become popular among different regions and they were increasingly utilised to advocate for other rights. Various debates arose within the regions focusing of the need to provide women with the right to vote. During the early 19th century, there was an increasing debate on women suffrage which resulted in a convention calling for women suffrage. The convention was conducted in 1848 in America, and it challenged America to revolutionise the social system in all aspects of life. Proponents of women suffrage believed that, suffrage was the most effective approach for changing the unjust system which failed to offer women the right to vote (Nardo, 2014). Since the movement began, some progress was made and women were accorded many freedoms which they lacked. These included education opportunities, property rights, and many other social freedoms. Although these were achieved through advocating for equal rights, the right to vote still remained elusive to the supporters of suffrage. The granting of the rights to vote remained limited to certain states within the United States of America. By the turn of the 19th century only four states had granted women the right to vote. The organizations which were advocating to equal rights remains focused on other forms of freedoms including the broad economic and political freedoms for social change (Buhle & Buhle, 2005). The

Methodology Research Paper Example | Topics and Well Written Essays - 7500 words

Methodology - Research Paper Example he similarities and differences between qualitative and quantitative research will be discussed to provide a clear understanding of the research method used for the study. The main objectives of the research are derived from the literature review is to examine: â€Å"Change Management and Leadership in the context of implementing a Positive Behaviour and Support model in a School environment.† The main aim of this research is to study the effects of the PBIS action plan on the secondary students of Al Amanah College. The research tries to strike a balance between the benefits of implementing PBIS, and its overall impact on the school as a whole. The study enables the researcher to gain the perspective of both the students and the parents on the benefits of implementing the PBIS systems within the school. This chapter further discusses how this balance will be struck and how the research provides a clear understanding of the effects of the PBIS action plan on the secondary students of Al Amanah College. Action research is the methodology used for this research. â€Å"Action research...aims to contribute both to the practical concerns of people in an immediate problematic situation and to further the goals of social science simultaneously.   Thus, there is a dual commitment in action research to study a system and concurrently to collaborate with members of the system in changing it in what is together regarded as a desirable direction.   Accomplishing this twin goal requires the active collaboration of researcher and client, and thus it stresses the importance of co-learning as a primary aspect of the research process† (O’Brien, 1998). The main aim of action research is to ensure complete accuracy and focusing on the data collected to ensure validity and reliability. Significant tends to be spent on â€Å"refining the methodological tools to suit the exigencies of the situation, and on collecting, analyzing, and presenting data on an ongoing, cyclical basis†

Discuss the Role of Neural and Hormonal Mechanisms in Aggression Essay Example for Free

Discuss the Role of Neural and Hormonal Mechanisms in Aggression Essay Support that serotonin leads to aggressive behaviour has been found, as human and animal research suggest that serotonin levels influence aggression and violent behaviour. There seems to be a negative correlation as low levels of serotonin, increase aggressive behaviour. Although we cannot determine a causal link as the cause of aggression cannot be attributed solely to serotonin. The link between dopamine and aggression is not as clear as with serotonin. Although there does seem to be a relationship between high levels of dopamine and aggression. Dopamine is produced in response to rewarding stimuli such as food, sex and recreational drugs. Research suggests that some individuals try to find aggressive encounters because of the rewarding sensations it brings, caused by increases in dopamine. Researchers have also suggested that people can become addicted to aggression, in the same way that they become addicted to food, gambling, etc. Ferrari et al. made a rat fight for 10 consecutive days. On the 11th day it was not allowed to fight. Researchers found that in anticipation of the fight the rat’s dopamine levels had raised and serotonin levels had decreased. This shows that experience had altered the rat’s brain chemistry, gearing it up for a fight. This supports the idea that both neurotransmitters are involved in aggressive behaviour and suggests a possible cognitive element in aggression i. e. the anticipation the rats experienced seemed to altar the levels of neurotransmitters in the brain. It is hard to extrapolate these results from animals to humans as it is unclear whether the influence is the same for both. Hormonal mechanisms such as testosterone and cortisol, are chemicals which regulate and control body functions. It is said that hormone levels affect a person’s behaviour. An example of a hormone which affects body functions is testosterone. This hormone is found in both men and women, but in larger quantities in men. Testosterone makes aggression more likely, but there is not a causal link. Nelson found a positive correlation between levels of testosterone and aggressive behaviour in male and female prisoners. However these levels were not measured during the aggressive act so we cannot be sure whether hormonal levels are a causal factor. Observational studies of children have shown that they tend to become more aggressive once they enter puberty and their testosterone levels rise. Pillay found that male and female athletes involved in aggressive sports have higher levels of testosterone than those involved in non-aggressive sports. Despite these findings we can question this using the basal and reciprocal model of testosterone. Did the male and females have high levels of testosterone and so were more competitive and dominant, therefore enjoying aggressive sports as stated by the basal model of testosterone. Or were the high levels of testosterone in those involved in aggressive sports exerted due to the aggressive sports, as stated by the reciprocal model of testosterone. Whether testosterone causes aggression has not been proved, although it does have an effect on aggressive behaviour. It also plays a big role in encouraging other behaviours i. e. dominance, impulsiveness and competition. These are all adaptive behaviours in human evolution and therefore very important for our survival as species. Despite this, this is a deterministic view of human behaviour. If aggression is completely controlled by neural and hormonal levels then it follows that individuals don’t exert any free will over their actions and that their behaviour is completely determined by their biochemistry. There are many individuals who have high testosterone levels, who may choose not to act aggressively even though they may be provoked. This demonstrates how a person can exert their free will and choose to override biological impulses. By only understanding aggressive behaviour from a biological approach, these explanations can be criticised for being reductionist. Simpson argues that testosterone is just one factor linked to aggression and that the effects of environmental stimuli such as heat and overcrowding have at times been found to correlate strongly. Likewise social psychological theories of aggression, e. g. social learning theory and deindividualisation have also received a lot of research support, for example the studies conducted by Bandura and Zimbardo.

An introduction to the Nestle Company

An introduction to the Nestle Company Nestle was founded in 1866 by Henri Nestle with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.1: PURPOSE OF RESEARCH The study of the research is to find the variable which has leads towards conflicts in Nestle Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestle and, secondly, to manage conflicts in Nestle organization. This report will be helpful for students who want to conduct a research as well as the company improving or solving the problems. 1.2: BACK GROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestle). 1.3: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal-seeking capability. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. 1.4: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.5: LEVELS OF CONFLICT 1.5.0: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.5.1: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.5.2: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.5.3: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.6: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict . 1.7: CAUSES OF CONFLICTS 1.7.0: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.7.1: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organisation need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organisation needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.7.2: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.7.3: Personal factors 1.7.3.0: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.7.3.1: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.7.3.2: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.7.3.3: Physical This escalation results from anger or frustration. 1.7.3.4: Verbal This escalation results from negative perceptions of the annoyers character. 1.8: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.8.0: AHYPERLINK http://en.wikipedia.org/wiki/Accommodationccommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.8.1: AHYPERLINK http://en.wikipedia.org/wiki/Avoidance_(conflict)voidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.8.2: CHYPERLINK http://en.wikipedia.org/wiki/Collaborationollaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.8.3: CHYPERLINK http://en.wikipedia.org/wiki/Compromiseompromise Finding a centre point where each party is partially satisfied. 1.8.4: CHYPERLINK http://en.wikipedia.org/wiki/Competitionompetition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.0: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. According to the researcher, possible solution; it is obvious that a perfect communication system is unlikely. But also per fection like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers says that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers, we will take help from different researches but our group decided that we will follow the research of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.0: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.1: data collection We will be collecting our data by using two sources which are as follows. 3.1.0: Primary data Our primary data is collected through conducting interviews and designed questionnaires from directors, managers and employees of Nestle. 3.1.1: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.2: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestle organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. 4.1: ANALYSING FOR CORRECTION OF DATA We had conducted unstructured interviews for analyzing of questionnaires which we had made for collecting data from employees and managers to check whether the answers given by them are right or wrong. We had found no matches; the interview opposes the answers given by them in questionnaires. We have analyzed our data through frequency tables and bar charts. 4.2: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.3: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.4: ANALYSIS OF QUESTIONNAIRES 4.4.0: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.4.0.0 Graph: 4.4.0.0 2) There is a free flow of communication among the employees:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.4.0.1 Graph: 4.4.0.1 3) Employees are properly informed about decision taken?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.4.0.2 Graph: 4.4.0.2 4) There is a consistency among the management policies:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.4.0.3 Graph: 4.4.0.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.4.0.4 Graph: 4.4.0.4 4.5.1: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.5.1.0 Graph: 4.5.1.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.5.1.1 Graph: 4.5.1.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.5.1.2 Graph: 4.5.1.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.5.1.3 Graph: 4.5.1.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.5.1.4 Graph: 4.5.1.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF NESTLE The nature conflicts in Nestle found out through the unstructured interviews and through questionnaire with the directors the managers of NESTLE Peshawar are as follows: The first thing which found, was the lack of training given to the employees, managers said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time managers said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, manager said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management (directors) interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the managers the directors on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation salary decisions then, there may be conflicts, and these must be taken by the top management (directors). The manager of NESTLE also raised the point of communications problem. They believe that every information must be communicated from their tables. If in any case any employee bypasses the manger, there may be a conflict between them. Manager also said that there is no need of any employee who bypasses the manager to access to the top management (directors). Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The managers presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the managers Some of them had a bit different views. Director held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. Director said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. One of the director also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the anger from the employees due to Ethnic affiliations to some dresses. Directors were strongly in favor of Coordinator, they said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.0: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, taking samples (convenience) analysis of the data gathered. Some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top (Directors), middle (Managers) lower management (Employees) were totally contrary with each other. For this purpose structured questionnaires (covering both open ended and close ended questions) and unstructured interviews were conducted. That made the deductions possible by comparing the verbal and non verbal responses, rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to KHYBER PUKHTUNKHWA are very low tempered. Their frequency of jobs switching is higher than others. It proves that they cannot work in teams and work with an arrogant manager. To conclude, who should be held responsible for conflicts, the manager is the key person who channels the communication whether upward or down ward. 5.1: RECOMMENDATIONS The current thinking should be for the maximum utilization of the companys resources and to push the power and decision making authority down the hierarchy of the organization. This can create more power and flexibility within the company as a whole. Good leaders should not have any problem in delegating power and responsibility. Disagreement with the supervisor should be encouraged as long as it leads to productive results. It is critical for the manager to get diverse work force to work well together and respect their differences. Diversity should be encouraged because it can help the organization in future to adapt to the changing global market. All problems can be prevented from happening and/or rectified, if the middle management (Manager) of the company justifies its position. Middle management plays an anchor role. Manager should be able to deal with all the employees who have different cultural backgrounds, personalities priorities. Hiring experienced and matured managers and providing them training could help the case. On job training of the employees. Open house discussions should be there at least one a month. While assigning the groups to the employees for tasks, it must be assured that all the groups are properly matched. REFERENCE B R Siwal, S 1995, Conflict Resolution Strategies, last viewed date 16 dec, 2010, http://www.scribd.com/doc/19166679/Conflict-Resolution Jacob.Bervich, S 1997, Conflict and Conflict Management in Organizations, last viewed date 12 dec, 2010, .http://docs.google.com/viewer?a=vHYPERLINK http://doc

Physics of Soccer :: physics sport sports soccer football

What makes the ball curve: Soccer players can make the ball curve by applying a Force, kicking, to the ball that is not in the center of the ball itself. When the ball is struck on the side by a player the ball spins while it is moving forward. In the case of the picture below, the soccer ball was struck on the right side of the ball and is spinning counter-clockwise. What causes the ball to actually curve in the air is a difference in the pressures on either side of the soccer ball. On the left side of this soccer ball, the air is moving faster, than the right side, relative to the center of the ball. This causes a lower pressure to develop on the left side of the ball, while on the right side there is a higher pressure because the air flow is moving slower relative to the center of the ball. This difference in air pressure causes the ball to curve to the left during its flight path. This curve is known as the Magnus Effect after the physicist Gustav Magnus. The shape of the soccer ball is†¦round! But in mathematical terms, the soccer ball is usually in the shape of an Archimedean Solid. This solid has 32 faces, 12 are pentagons and 20 are hexagons. On the Apollo 17 mission astronauts played soccer with a 200 pound moon rock. Just imagine playing any sport with something that heavy†¦ouch! There are many different soccer balls in use today. Each company claims that theirs is the best one out there but in all reality soccer players only like to play with soccer balls that they are used to. In fact, the ball used for the World Cup in 2002 was supposed to be the best one ever made by Adidas but many of the players in the World Cup hated it because it was new and they weren’t used to it. When asked the question: â€Å"If you dropped a soccer ball from a height of 3 meters and assumed that the ball bounced back up to half its previous height, how long would it take the ball to come to rest?† most people would answer never because it would be continuing to bounce forever, we just wouldn’t be able to tell. However, this statement is wrong.

Human Perception :: Psychology Essays

Human Perception: An Intimate Look Into The Most Intriguing Aspect of Modern Psychology. It determines what we see, what we do, what we feel. It controls our emotions, our thoughts, and our conscience. What is this remarkable element of the human mind? It is called perception. Perception as defined in the Merrian- Webster Dictionary as the following- 1 a : awareness of the elements of environment through physical sensation b: Physical sensation interpreted in the light of experience 2 a : quick, acute, and intuitive cognition : APPRECIATION b : capacity for comprehension Perception. As hard as it is to define it, it is impossible to correctly conceive a "correct" or "right" way to use it. Perception varies with not only humans, but with virtually all other animals as well, whether through instinct or with conscious thought. Let us take this a step farther. When a bee looks at a flower that is meant for feeding from, they do not only notice the colors the human mind sees. The bee sees a yellow "run-way" directly into the core of the flower, guiding it into the source of nectar. This brings us to the question- "is what we see real, or is what we see our own reality?". What the human mind sees is only three dimensions. Since Albert Einstein first conjured the scientific possibility of a fourth dimension, human beings have longed to see it. Many people assume that it does not exist simply because they cannot see it. They are not able to see the yellow "run-way" into the heart of a flower, but to the bee and an ultraviolet light, that "run-way" is certainly real. People's physical use of their own perception is very limited, as such noticeable in the "tunnel-vision" effect. A good example of the Tunnel Vision effect is a perception or thought such as "if I cannot see it, it simply does not exist". We as humans are limited not only to what we can sense, but how we perceive what we sense. Such is a formidable question. What if that fourth dimension does exist, what if we can see it , only our brain cannot perceive it being there, therefor it never exists in the first place. I would consider that as a paradox. Where does perception come from? Is it a result of the upbringing and surroundings of an individual (animal or human), or is it a result of genetics? Certainly I would believe that conditioning has a great impact on an individual's perception. An example to that would be as such : A dog is abused, Human Perception :: Psychology Essays Human Perception: An Intimate Look Into The Most Intriguing Aspect of Modern Psychology. It determines what we see, what we do, what we feel. It controls our emotions, our thoughts, and our conscience. What is this remarkable element of the human mind? It is called perception. Perception as defined in the Merrian- Webster Dictionary as the following- 1 a : awareness of the elements of environment through physical sensation b: Physical sensation interpreted in the light of experience 2 a : quick, acute, and intuitive cognition : APPRECIATION b : capacity for comprehension Perception. As hard as it is to define it, it is impossible to correctly conceive a "correct" or "right" way to use it. Perception varies with not only humans, but with virtually all other animals as well, whether through instinct or with conscious thought. Let us take this a step farther. When a bee looks at a flower that is meant for feeding from, they do not only notice the colors the human mind sees. The bee sees a yellow "run-way" directly into the core of the flower, guiding it into the source of nectar. This brings us to the question- "is what we see real, or is what we see our own reality?". What the human mind sees is only three dimensions. Since Albert Einstein first conjured the scientific possibility of a fourth dimension, human beings have longed to see it. Many people assume that it does not exist simply because they cannot see it. They are not able to see the yellow "run-way" into the heart of a flower, but to the bee and an ultraviolet light, that "run-way" is certainly real. People's physical use of their own perception is very limited, as such noticeable in the "tunnel-vision" effect. A good example of the Tunnel Vision effect is a perception or thought such as "if I cannot see it, it simply does not exist". We as humans are limited not only to what we can sense, but how we perceive what we sense. Such is a formidable question. What if that fourth dimension does exist, what if we can see it , only our brain cannot perceive it being there, therefor it never exists in the first place. I would consider that as a paradox. Where does perception come from? Is it a result of the upbringing and surroundings of an individual (animal or human), or is it a result of genetics? Certainly I would believe that conditioning has a great impact on an individual's perception. An example to that would be as such : A dog is abused,

Capital Mortgage Insurance Corporation Essay

1. Find appropriate place with a good environment to conduct negotiations. 2. Talk to both parties to identify their specific issues that need solving, identify what is going to be needed to find solutions in the short and long term. Take note of each parties information related to issue at hand which can be used to corroborate information during the negotiating process. 3. Make a thorough assessment of the situation in order to be able have an easier transition into the negotiation process. 4. Pick a good alternative that will accommodate the stipulations of the joint agreement policy. IDENTIFY AND DESCRIBE THE STEPS OF THE NEGOTIATION PROCESS 1. First thing it should be done, is that parties involved in the negotiating process will share their case. An agreement should be reached on what is the purpose of the negotiating process, which will help to come to a solution of the issue at hand. 2. Parties should say what is that needs to be changed. 3. Parties should try to come to a consensus about what will be a good settlement package. Parties should be giving an updated estimate which includes all the changes made. And last parties should be willing to trade  off concessions with the goal of reaching an agreement 4. And last the negotiating parties agree to the end result of their negotiations, and also agree to abide by the agreement. IDENTIFY GUIDELINES TO FACILITATE COMMUNICATION DURING THE NEGOTIATION Motivate negotiating parties to become open minded to facilitate communication. Should encourage parties to open up about themselves, listen attentively and empathize with them to make them feel that your purpose as to find a solution that best fits their wants. Pay attention to detail and how the conversation is conducted, you want to get to a personal level, in order to have good interactions which can go a long way. In this phase it will be a good idea that the negotiating parties offer the shareholders alternatives which clearly define expectations and time lines. IDENTIFY QUESTIONS THAT SHOULD BE ASKED DURING THE NEGOTIATION At the beginning of the negotiating process questions be in such a way do not have a fixed answer, example what is your opinion about this company? What these type of questions do is that help the negotiating parties to make an assessment of what the other party wants to achieve. At no time ether party should make any concrete resolutions until there is a clear path to be taken. When the negotiating process begin either path is going to bring their buying agreements, an effort should be made in order for them to come to a consensus on a price, once this reached an agreement should be made that parties understand that it will be the final offer and they could not go below it. IDENTIFY THE CHARESTIRISTICS OF THE NEGOTIATION STYLES 1. Adjust your behavior to empathize with fellow negotiating party in order to foster a productive negotiating environment. 2. As a negotiator understand expectations from parties in the negotiating process to produce solutions that makes them feel like they had a fair negotiating process outcome. 3. be proactive in the acquisition of information. IDENTIFY AND APPLY GUIDELINES THAT YOU SHOULD FOLLOW WHEN THIS NEGOTIATION BECOMES CHALLENGING You can identify when a negotiation is about to have a negative turn by observing peoples nonverbal language, this should be taken as a sign that a change of strategy merits change this can accomplished as follows. 1. Share information that will help present your case better in which the other person can see an opportunity to be able to also gain in the negotiating bargaining process. 2. Also a strategy to use when the process takes a negative tone, the best will be to keep a posture of silence listen and observe. 3. And last when closing the negotiating process, wrap it up in such a manner that if not accepted by the other party it will give a sense that the alternative will be no deal at all.