Striking the best deal: a closer look at negotiation

Negotiation styles must be dynamic and flexible; they ought to be adapted based on the context in which they shall be utilized. These styles may either be competitve or collaborative, depending on the extent to which the individual considers himself and the person he is negotiating with. The following scenario has been relayed for purposes of reflecting on my negotiation style and on the tangible means through which I can improve it.Negotiation has been overlooked as an important management competency / skill as it was limited to the confines of the conflict – resolution phase. This skill whose aim to is to minimize differences between parties, can also be effectively used as a tool for information-sharing, influencing and building or strengthening relationships. This tool is most helpful where the environment promotes openness in communication, particularly in the sharing of information and involvement of everyone in the decision-making in the organization.DiscussionThis pape r begins with a thorough discussion of the context in which the negotiation tool place. I have worked as a Human Resources Manager for a Battery Manufacturing company for two years now. After a careful review of my performance, I believe that my salary raise has been way overdue. There were several things which I had to adequately prepare prior to my negotiation with my boss. First, I had to gather as much objective / emprical evidence to back up my case.This meant going through my performance reviews, and seeing the achievements and the merits which I have accomplished for the past two years. I had to make sure that my claims were backed up by verifiable critical incidents. That is, my evidence must be as objective as possible so as to gain credence and strike up a reasonable bargain with my superior. My objective for the negotiation session was to convince my superior that I add value to the enterprise and therefor deserve a raise that will make my recent promotion worthwhile.I th en proceeded to schedule a meeting with my boss and went through the process of negotiating for a salary raise. I began the discussion with asking him about how he evaluated my performance for the past two years. He said that he thought my performance was exemplary and that I excelled more compared to the other managers of the department. I thanked him for his compliments and proceeded by giving a summary of my achievements within the past two years. I supported each of my traits with critical incidents. I ensured support for both technical exerptise and soft skills.I also gave a brief rundown of the training sessions which I have attended which demonstrated by authentic intent to improve myself further. I then showed my boss the strategic map of my company which illustrates the different strategic objectives of the organization, from the various perspectives of our Balanced Scorecard, encompassing financials, customer, best business practice, business development, and learning and growth. I again pointed out how the effective performance of my role is able to contribute to each of the strategic thrusts across these perspectives. He seemed to be convinced of the value of my role and my drive to excel.I then articulated my belief and feeling that my salary increase has been long overdue. He responded by saying that currently, the company has some financial considerations which has compelled him to be be very careful in giving raises lest we go beyond our operating budget. I responded by expressing empathy over his concern; â€Å"yes I understand the situation, Sir†. Since reason appealed more to my boss more than feelings, I decided to further rationalize the need for me to have a raise.I said that based on benchmark data, I feel that my pay is below the industry average when compared to parallel positions in other companies. I showed him the data. With salaries which are uncompetitive, I put forth that we will surely lose critical talent. I have also ad ded that with the addition of one more child to my family, I pragmatically need more financial resources more than ever. He seemed to agree with my arguments and yet he still maintained that the company was currently experiencing financial constraints which I must be able to consider. Again, I have expressed empathy of the situation.I then proceeded by asking him about his ideas about my proposition. This discussion was very important since both parties were engaged in the brainstorming and decision making process. He again reiterated the fact that the company then was experiencing certain financial constraints. After proposing severla alternatives, he agreed on a ‘conditional’ raise. First, I would have to show consistency in my performance within the next six months, exhibiting the same level of excellence and results orientation in my work.He said that the financial figures would have shown a turnaround by that time. I then reassured him that I am willing to compromi se and that I thought that the proposal was reasonable. I volunteered to summarize the discussion, and reiterated that I was expecting a 20% raise in my basic salary after an interim performance review, six months from the time of our discussion.. He finally agreed. Finally, for clarity of the agreements between us, I have volunteered to document all that was agreed upon so that we could sign for documentation purposes. He has also agreed with this proposal. I then proceeded to doing the minutes of the session and to have him concur to all that was stated in the document.There were several things which I have learned from myself from this experience on negotiation. First, it may be beneficial and reasonable to exhibit assertiveness when it is due. Had I not decided to muster all my courage to negotiate with my salary increase, I would not have gotten his word – also, considering the organization’s conservative position when it comes to giving out raises. I have also re alized that it is always beneficial to use key principles that ensure the smooth interpersonal relationship between two parties during the negotiation process.First, I have ensured to maintain or enhance his self-esteem despite being somehow frustrated with the fact that I have not received a raise for such a long time. I have expressed to him that I still felt motivated and driven in my work despite the lack of that hygiene factor – pay. Whenever there were instances wherein it appeared he lacked management skill, I always ‘balanced’ it off with a positive trait. This was to ensure that antagonism would not develop as a reaction from him. I found this very effective and critical in the process of negotiation.Next, I have also practiced the use of empathy. I always assured him that I understood the tight financial position that the company was experiencing then. I also assured him that I understood why he was not able to recommend a raise for me within 2 yearsâ⠂¬â„¢ time when he explained that the company was still in financial rehabilitation. Another effective technique was to engage him in brainstorming for ideas. If the idea solely came from me, he would surely not have buy-in with it and would tend to antagonize it. On the contrary, since he was part of the process of thinking of the best alternative for resolving the situation, he remained amiable and accepting throughout the whole process. This facilitated the discussion and made us arrive at a mutually beneficial option.There were also several things which I have learned about my superior following that session. I have realized that he was a very rational person, who bases his decisions on empirical data. He wanted support for all that was said. I feel that this was reasonable and has helped encourage objectivity from both parties. I came to the session prepared with all the necessary documents to support my arguments, knowing that he will be more appreciative given all these †˜evidence’. In effect, the sense of subjectivity from both parties is diminished which also helped maintain that atmosphere of amiability. I then realized from the experience that it is very important for a manager to be psychologically prepared before going through any negotiation or bargaining process.This experience was quite different from the parties whom I have negotiated with in the past. One difference was the personality of the party whom I was negotiating with – my superior was highly objective and was willing to negotiate. Such willingness and objectivity are very important. There were parties in the past who appear to be very antagonistic to begin with, and were not willing to compromise. In effect, the session was simply about manipulation and getting the other party to agree to what one wants.This is a wrong assumption, and is marked by close-mindedness. Another difference which I have noted was the willingness of my boss to reach a reasonable compromise . He listened to my arguments and assessed if they held water. If they did, he acknowledged them and were open to them. He also considered the financial constraints of the company and had to adjust his proposition so that both parties may benefit.It should also be noted that in the process of negotiation, managerial-level bargaining is controlled by the organization in such a way that the company’s interest is placed at top priority, unshadowed by the personal interest of the manager (Ramundo, 1992). The effectivity of the negotiation is also seen in the prevalence of the organizational interest as negotiation can be exploited to serve the manager’s or negotiator’s personal objectives. In the future, I would proceed by researching not only about the profile and the ways of my superior per se, but also of other factors which may influence the bargain.For instance, I was not able to take into consideration the fact that the company was then experiencing financial constraints at that time. A profound knowledge of all the factors that may affect the negotiation process is critical, so that the alternative reached after the process is one that is realistic and that does not put undue pressure on either party.ConclusionThe competency of negotiation is a must for every manager. As a business leader, the ability to communicate with persuasion, presenting an idea and coming up with options in order to reach an agreement between parties is a well-known, yet unmastered competency. Studies have shown that this skill has been linked to Emotional Intelligence. Ergo, being a good negotiator entails possessing a high EQ. But like any other skill, the researcher believes that negotiation can be developed through training, concepts, knowledge of the techniques and practice. I have learned from the experience that it is important to exhibit assertiveness and effective interpersonal techniques during the negotiation process. Moreover, it may also be helpful t o ‘size up’ the party you are bargaining with to be able to use the most suitable bargaining techniques.I have realized, too, that more than convincing or influencing decisions, negotiating is also about developing and maintaining relationships. In the field of business, this is one of, if not the most important aspects in surviving in its tough arena. The negotiating table is a staple in the life cycle of business – from the start of the partnership, to term modifications until the end of the business relationship.When one speaks about the skill or process of negotiation, it is usually associated with business deals, bargaining or conflict resolution. However, little did most people know that it is also one form of influencing which is aimed at achieving win-win outcomes (Manning & Robertson, 2004).   It was also described as the process wherein parties meet having different objectives and / or values basing from their motives or interests.The end product of s uch process is to at least minimize the conflicting differences, so as to reach a mutual agreement. In the experience which I have just related, I was willing to compromise in having a raise, but within a time frame proposed by my boss. If I had insisted on what I wanted and was not willing to delay gratification, this could have possibly breeded antagonism and would have pre-empted the smooth closure of the negotiation process.Though the definition may sound too theoretical, managers are very aware of its practical power in the lifeblood of businesses in all industries. It is through negotiation that the business is opened up for partnership, whether it is for dealers, suppliers or customers. For issues that may be surrounding the deal or service, the negotiating table is the venue for smoothing out these issues and maintaining the business relationship. And in the final stages of the business partnership, remaining issues or options on the business are discussed in the process. Fo llowing these circumstances, conflict can readily emerge in the process due to the premise of persuading another party to be performing an action or agree to an idea which may be quite disagreeable for some reason.More specific examples of negotiation can be seen in the following: Managers do negotiation with union contracts (Walton & Mackenzie, 1965), resource prices and allocations, delivery schedules, promotions, compensation packages (Lax & Sebenius, 1986; Murninghan, 1992), and a myriad of other aspects of organizational outcomes ( Wall & Blum, 1991).This was further emphasized by Mintzberg (1993), pointing out that negotiation was identified as a primary managerial role, particularly in decision-making. Ramundo (1992) postulated that almost two-third of the managerial function is devoted to dialogues in all levels within the organization even if this was not primarily considered in orthodox writings on management. Over the years, organization-based negotiations have not only i ncreased in frequency, but also has become more critically complex.Wall & Blum (1992) observed that it has likewise put on a more ambiguous and changeable which could be attributed to the interdependencies between organizations brought by the globalization and the trend of diminishing boundaries. In addition, they also cited the cross-cultural differences brought by international business as well as the current pack of employees who are well-educated possessing knowledge of expert caliber.Thus, as a manager, I feel that negotiation ought to be a core competency, since in the organizational setting, there are many conflicts where negotiation may be useful. Through a thorough knowledge and practice of negotiation techniques, these situations may be handled with greater ease.ReferencesLax, D.L. & Sebenius, J.K. (1986). The manager as negotiator: Bargaining for cooperation and competitive gain. New York: Free PressWall, J.A. & Blum, M.W. (1991). Negotiations. Journal of Management, 17, 273-303Ramundo, B.R. (1994). The Bargaining Manager: Enhancing Organizational Results Through Negotiation. Westport, CT: Quorum BooksMintzberg, H. (1973). The nature of managerial work. New York: Harper and RowWalton, R.E. &   McKersie, R.B. (1965). A behavioral theory of labor negotiations: an analysis of a social interaction system. Ithaca, NY: BLRManning, T. & Robertson, B. (2004). Influencing, negotiating skills and conflict-handling: some additional research and reflections. Industrial and Commermcial Training, 36, 104 Striking the best deal: a closer look at negotiation IntroductionNegotiation styles must be dynamic and flexible; they ought to be adapted based on the context in which they shall be utilized. These styles may either be competitve or collaborative, depending on the extent to which the individual considers himself and the person he is negotiating with. The following scenario has been relayed for purposes of reflecting on my negotiation style and on the tangible means through which I can improve it.Negotiation has been overlooked as an important management competency / skill as it was limited to the confines of the conflict – resolution phase. This skill whose aim to is to minimize differences between parties, can also be effectively used as a tool for information-sharing, influencing and building or strengthening relationships. This tool is most helpful where the environment promotes openness in communication, particularly in the sharing of information and involvement of everyone in the decision-making in the organization.Discuss ionThis paper begins with a thorough discussion of the context in which the negotiation tool place. I have worked as a Human Resources Manager for a Battery Manufacturing company for two years now. After a careful review of my performance, I believe that my salary raise has been way overdue. There were several things which I had to adequately prepare prior to my negotiation with my boss. First, I had to gather as much objective / emprical evidence to back up my case. This meant going through my performance reviews, and seeing the achievements and the merits which I have accomplished for the past two years. I had to make sure that my claims were backed up by verifiable critical incidents. That is, my evidence must be as objective as possible so as to gain credence and strike up a reasonable bargain with my superior. My objective for the negotiation session was to convince my superior that I add value to the enterprise and therefor deserve a raise that will make my recent promotion wo rthwhile.I then proceeded to schedule a meeting with my boss and went through the process of negotiating for a salary raise. I began the discussion with asking him about how he evaluated my performance for the past two years. He said that he thought my performance was exemplary and that I excelled more compared to the other managers of the department. I thanked him for his compliments and proceeded by giving a summary of my achievements within the past two years. I supported each of my traits with critical incidents. I ensured support for both technical exerptise and soft skills. I also gave a brief rundown of the training sessions which I have attended which demonstrated by authentic intent to improve myself further.I then showed my boss the strategic map of my company which illustrates the different strategic objectives of the organization, from the various perspectives of our Balanced Scorecard, encompassing financials, customer, best business practice, business development, and learning and growth. I again pointed out how the effective performance of my role is able to contribute to each of the strategic thrusts across these perspectives. He seemed to be convinced of the value of my role and my drive to excel. I then articulated my belief and feeling that my salary increase has been long overdue.He responded by saying that currently, the company has some financial considerations which has compelled him to be be very careful in giving raises lest we go beyond our operating budget. I responded by expressing empathy over his concern; â€Å"yes I understand the situation, Sir†. Since reason appealed more to my boss more than feelings, I decided to further rationalize the need for me to have a raise. I said that based on benchmark data, I feel that my pay is below the industry average when compared to parallel positions in other companies.I showed him the data. With salaries which are uncompetitive, I put forth that we will surely lose critical talent. I have also added that with the addition of one more child to my family, I pragmatically need more financial resources more than ever. He seemed to agree with my arguments and yet he still maintained that the company was currently experiencing financial constraints which I must be able to consider. Again, I have expressed empathy of the situation.I then proceeded by asking him about his ideas about my proposition. This discussion was very important since both parties were engaged in the brainstorming and decision making process. He again reiterated the fact that the company then was experiencing certain financial constraints. After proposing severla alternatives, he agreed on a ‘conditional’ raise. First, I would have to show consistency in my performance within the next six months, exhibiting the same level of excellence and results orientation in my work. He said that the financial figures would have shown a turnaround by that time.I then reassured him that I am willin g to compromise and that I thought that the proposal was reasonable. I volunteered to summarize the discussion, and reiterated that I was expecting a 20% raise in my basic salary after an interim performance review, six months from the time of our discussion.. He finally agreed. Finally, for clarity of the agreements between us, I have volunteered to document all that was agreed upon so that we could sign for documentation purposes. He has also agreed with this proposal. I then proceeded to doing the minutes of the session and to have him concur to all that was stated in the document.There were several things which I have learned from myself from this experience on negotiation. First, it may be beneficial and reasonable to exhibit assertiveness when it is due. Had I not decided to muster all my courage to negotiate with my salary increase, I would not have gotten his word – also, considering the organization’s conservative position when it comes to giving out raises. I have also realized that it is always beneficial to use key principles that ensure the smooth interpersonal relationship between two parties during the negotiation process.First, I have ensured to maintain or enhance his self-esteem despite being somehow frustrated with the fact that I have not received a raise for such a long time. I have expressed to him that I still felt motivated and driven in my work despite the lack of that hygiene factor – pay. Whenever there were instances wherein it appeared he lacked management skill, I always ‘balanced’ it off with a positive trait. This was to ensure that antagonism would not develop as a reaction from him. I found this very effective and critical in the process of negotiation. Next, I have also practiced the use of empathy.I always assured him that I understood the tight financial position that the company was experiencing then. I also assured him that I understood why he was not able to recommend a raise for me with in 2 years’ time when he explained that the company was still in financial rehabilitation. Another effective technique was to engage him in brainstorming for ideas. If the idea solely came from me, he would surely not have buy-in with it and would tend to antagonize it. On the contrary, since he was part of the process of thinking of the best alternative for resolving the situation, he remained amiable and accepting throughout the whole process. This facilitated the discussion and made us arrive at a mutually beneficial option.There were also several things which I have learned about my superior following that session. I have realized that he was a very rational person, who bases his decisions on empirical data. He wanted support for all that was said. I feel that this was reasonable and has helped encourage objectivity from both parties. I came to the session prepared with all the necessary documents to support my arguments, knowing that he will be more appreciative given al l these ‘evidence’. In effect, the sense of subjectivity from both parties is diminished which also helped maintain that atmosphere of amiability. I then realized from the experience that it is very important for a manager to be psychologically prepared before going through any negotiation or bargaining process.This experience was quite different from the parties whom I have negotiated with in the past. One difference was the personality of the party whom I was negotiating with – my superior was highly objective and was willing to negotiate. Such willingness and objectivity are very important. There were parties in the past who appear to be very antagonistic to begin with, and were not willing to compromise. In effect, the session was simply about manipulation and getting the other party to agree to what one wants. This is a wrong assumption, and is marked by close-mindedness. Another difference which I have noted was the willingness of my boss to reach a reasona ble compromise. He listened to my arguments and assessed if they held water. If they did, he acknowledged them and were open to them. He also considered the financial constraints of the company and had to adjust his proposition so that both parties may benefit.It should also be noted that in the process of negotiation, managerial-level bargaining is controlled by the organization in such a way that the company’s interest is placed at top priority, unshadowed by the personal interest of the manager (Ramundo, 1992). The effectivity of the negotiation is also seen in the prevalence of the organizational interest as negotiation can be exploited to serve the manager’s or negotiator’s personal objectives. In the future, I would proceed by researching not only about the profile and the ways of my superior per se, but also of other factors which may influence the bargain. For instance, I was not able to take into consideration the fact that the company was then experien cing financial constraints at that time. A profound knowledge of all the factors that may affect the negotiation process is critical, so that the alternative reached after the process is one that is realistic and that does not put undue pressure on either party.ConclusionThe competency of negotiation is a must for every manager. As a business leader, the ability to communicate with persuasion, presenting an idea and coming up with options in order to reach an agreement between parties is a well-known, yet unmastered competency. Studies have shown that this skill has been linked to Emotional Intelligence. Ergo, being a good negotiator entails possessing a high EQ. But like any other skill, the researcher believes that negotiation can be developed through training, concepts, knowledge of the techniques and practice. I have learned from the experience that it is important to exhibit assertiveness and effective interpersonal techniques during the negotiation process. Moreover, it may al so be helpful to ‘size up’ the party you are bargaining with to be able to use the most suitable bargaining techniques.I have realized, too, that more than convincing or influencing decisions, negotiating is also about developing and maintaining relationships. In the field of business, this is one of, if not the most important aspects in surviving in its tough arena. The negotiating table is a staple in the life cycle of business – from the start of the partnership, to term modifications until the end of the business relationship.When one speaks about the skill or process of negotiation, it is usually associated with business deals, bargaining or conflict resolution. However, little did most people know that it is also one form of influencing which is aimed at achieving win-win outcomes (Manning & Robertson, 2004).   It was also described as the process wherein parties meet having different objectives and / or values basing from their motives or interests. The end product of such process is to at least minimize the conflicting differences, so as to reach a mutual agreement. In the experience which I have just related, I was willing to compromise in having a raise, but within a time frame proposed by my boss. If I had insisted on what I wanted and was not willing to delay gratification, this could have possibly breeded antagonism and would have pre-empted the smooth closure of the negotiation process.Though the definition may sound too theoretical, managers are very aware of its practical power in the lifeblood of businesses in all industries. It is through negotiation that the business is opened up for partnership, whether it is for dealers, suppliers or customers. For issues that may be surrounding the deal or service, the negotiating table is the venue for smoothing out these issues and maintaining the business relationship. And in the final stages of the business partnership, remaining issues or options on the business are discussed in the process. Following these circumstances, conflict can readily emerge in the process due to the premise of persuading another party to be performing an action or agree to an idea which may be quite disagreeable for some reason.More specific examples of negotiation can be seen in the following: Managers do negotiation with union contracts (Walton & Mackenzie, 1965), resource prices and allocations, delivery schedules, promotions, compensation packages (Lax & Sebenius, 1986; Murninghan, 1992), and a myriad of other aspects of organizational outcomes ( Wall & Blum, 1991).This was further emphasized by Mintzberg (1993), pointing out that negotiation was identified as a primary managerial role, particularly in decision-making. Ramundo (1992) postulated that almost two-third of the managerial function is devoted to dialogues in all levels within the organization even if this was not primarily considered in orthodox writings on management. Over the years, organization-based negotiations have not only increased in frequency, but also has become more critically complex. Wall & Blum (1992) observed that it has likewise put on a more ambiguous and changeable which could be attributed to the interdependencies between organizations brought by the globalization and the trend of diminishing boundaries. In addition, they also cited the cross-cultural differences brought by international business as well as the current pack of employees who are well-educated possessing knowledge of expert caliber.Thus, as a manager, I feel that negotiation ought to be a core competency, since in the organizational setting, there are many conflicts where negotiation may be useful. Through a thorough knowledge and practice of negotiation techniques, these situations may be handled with greater ease.ReferencesLax, D.L. & Sebenius, J.K. (1986). The manager as negotiator: Bargaining for cooperation and competitive gain. New York: Free PressWall, J.A. & Blum, M.W. (1991). Negotiations. Journal of Management, 17, 273-303Ramundo, B.R. (1994). The Bargaining Manager: Enhancing Organizational Results Through Negotiation. Westport, CT: Quorum BooksMintzberg, H. (1973). The nature of managerial work. New York: Harper and RowWalton, R.E. &   McKersie, R.B. (1965). A behavioral theory of labor negotiations: an analysis of a social interaction system. Ithaca, NY: BLRManning, T. & Robertson, B. (2004). Influencing, negotiating skills and conflict-handling: some additional research and reflections. Industrial and Commermcial Training, 36, 104

Nursing Ethics of Patients Case Study Example | Topics and Well Written Essays - 1250 words

Nursing Ethics of Patients - Case Study Example And lastly, an ethical decision-making model will be discussed keeping in view the given scenario. Ethical theories form the bedrock on which the guiding principles of the nursing profession are based. They are responsible for providing a structural approach to moral reasoning in this profession (Med India, 2011). Most often than not, healthcare professionals are faced with situations that require the employment of such ethical theories for the purpose of moral reasoning so as to conclude the moral value of a judgment under consideration (Registered Nurse Canada, 2009). Example of the employment of such theories includes granting the right to the patients to be able to make their own treatment-related decisions. This term refers to the right of an individual to keep the medical information and records private. The information under its clause can only be trusted to the healthcare professionals dealing with the patient and is not to be made public or even given to someone else without the consent of the patient (Fullbrook, 2007). Even though confidentiality is something that is to be valued and respected, there are situations in which that does not seem like the best thing to do, as is the scenario in the given case. In such cases, it is considered that one establishes a domain of certain reasonable limits. It would somehow restrict the boundary to which the confidentiality principle is to be respected (Wolfe, 1962). However, in cases where the confidentiality aspect endangers the prospective patient, it becomes an ethical dilemma for the healthcare professionals that are then torn between upholding the confidentiality and informing others of the condition for treatment (Corey & Callanan, 1998). Even though confidentiality is a vital practice in the medical profession, just like all the other factors, it is not absolute. (Wynia, 2007).

Two Complex Crises that preceded the Civil War Assignment

Two Complex Crises that preceded the Civil War - Assignment Example Northerners were not universally concerned with the humanitarian aspects of slavery, but they were almost unanimously against the growing political power of the Southern landowner. The Southern states had a disproportionate power in the House of Representatives and in the Electoral College due to the 3/5 count of slaves. By 1819, this rule boosted the membership of the Southern states in the House by 17 representatives. While this seems like backwards thinking, since of course if the slaves were to become free citizens they would receive a full count in the House of Representatives, those votes would likely fall in the same theme as those of the Northern anti-slavery states. This would help re-balance the scales in the House, the same way that admitting states in pairs between slave-owning and free states balanced the power in the Senate (Howe, 150). In order to settle this debate about the balance of power, Henry Clay helped to mediate the historical Missouri Compromise, which agree d that slavery would be prohibited in the new territory north of the line of 36 degrees 30' latitude. For the South, this compromise ensured the continuation of their ideal that there would be no end to slavery without the consent of the local white population, by majority vote. It also set as a principle what had already been the precedent, that states should be admitted into the United States in pairs, continuing the balance of power in the Senate between the two (Howe, 154). What could be considered the most important outcome of this compromise was that it solidified and clarified the viewpoint of the South toward emancipation. The situation surrounding the Missouri Compromise sHowe,d that even those Southerners who had a more moderate stance toward slavery in theory, when it came down to practice they were obviously against even gradual emancipation (Howe, 155). While the Missouri Compromise prevented the Republican party from falling apart along the lines of the Northern and So uthern states, it did later result in the the further division of Congress because of the practice of admitting states in pairs (Howe, 155, 836). The political party in the South known as the Radicals was gaining political power. These Radicals feared that the Missouri Compromise might lead to further compromises on the issue of slavery, and eventually end with the outlawing of all slave-owning practices (Howe, 402-403). Part 2: The Nullification Crisis This fear linked to a later controversy, the Nullification Crisis. This crisis centered around the Tariff of 1832, as the Radicals linked such tariffs with emancipation efforts (Howe, 402-403). This nullification would result in the removal of the federal price on land sales. If the group could pressure other states into following their lead on the tariff they could use it for slavery and protect the institution (The Gilder Lehrman Institute of American History). In 1832, South Carolina declared federal tariff on land sales to be voi d, and raised an army to defend this nullification (The Gilder Lehrman Institute of American History). The bill passed that nullified the tariff also mentioned the threat of secession from the Union if the tariff was not repealed (Howe, 404). President Jackson declared nullification illegal and had Congress pass the Force Act, which allows

Media Anthropology Essay Example | Topics and Well Written Essays - 1000 words

Media Anthropology - Essay Example Some advertising tries to influence the buying patterns of parents by linking love and guilt with the purchase of products. When a child is mad at a parent, a gift from the parent might make them happy again. Some parents feel that they can buy their child's affection. Children have also become very status conscious and are aware of brand-name items. As time passes it keeps happening at younger ages. Kids want other kids to like them and appearance is very important. For some reason children are led to believe that clothes from Abercrombie, Gap, or Tommy Hilfiger are better and will make them more popular than no-name brand clothes from Wal-Mart, Target, or K-Mart. A recent study found that parents spend 40 percent less time with their children than their parents did. On average, parents spend about 17 hours a week with their children, while their children spend as many as 40 hours a week using all forms of media (Ryan 44). Parents need to take practical steps to make sure that they--and not the television--are influencing their child. It can shape their reality, set their expectations, and define their values and their behavior. Every day, messages and images from the media--messages about how to behave, what choices to make, and what to think, bombard children. Children even try to imitate what they learn from television, video games, and the Internet. They're more vulnerable to these messages than adults because they haven't developed good judgment or the ability to process the information they're given yet. Since its not interactive, children get the message that they can just sit and be entertained. Children will think activities other than media experiences, particularly school, are boring if there's not a high level of stimulation and entertainment-focus. Media may also interfere with creativity. Children are not engaging in their own skills, imagination or fantasy, because they're getting their entertainment passively from a television screen. If children are watching TV instead of talking to others, they also will not develop the necessary social skills. Social expectations of femininity and masculinity are created and maintained by society based on the media. Media has provided society with a mold of how people of different genders should be and act. Many women in today's world have a low self-esteem caused by the image of a "perfect woman" broadcasted in the media. Models in magazines and product ads have been airbrushed to make the women more appealing. Millions of diet products, fashions and cosmetics have been sold to make woman feel as though they could have a better body. These products are sold because media has no regulation that requires portrayals of people or products to be honest. The images produced by the media and businesses are made to hold audiences and to sell products. It is true that people want to see beautiful people. Would a show or magazine be successful if it featured so-called ugly or average looking people Women want their bodies to be perfect, but what is this ever changing definition of perfection Is it a model on the cover of Cosmopolitan Today's women do not have enough time in a day to get their hair, nails,

Business Proposal Assignment Example | Topics and Well Written Essays - 1500 words

Business Proposal - Assignment Example ment has not previously been submitted for assessment in any other course or at any other time in the same course and that I have not copied in part or whole or otherwise plagiarised the work of other students and/or persons. Webster food industries are in need for a reduction in the electricity and water bills. The electricity and water bills have gone up since the financial year began. It has created an increase in the costs of production and has led to the overall reduction in the company’s profits. Reduction In the costs will cause better management, improving the employees’ salaries and getting better equipment for production It has come to my attention that most of the employees leave the water running after washing their hands and most of them do forget to switch off the electric equipment’s when they are not in use, this has led to a significant increase in the costs of electricity and water bills, which has led to loses. Electricity and water bills are major costs in companies and creating awareness by seminars and reminding them through notifications in the affected areas will reduce the costs. Giving employees the responsibility of reminding their fellow colleges to do the small things like not leave the water running and to switch equipment is and lights off whenever they leave a room will lead to division of responsibility, which will lead to a growth of a positive response towards change. In order for the reduction of electricity and water costs to work, we need to start with a seminar for our employees to educate them on a better way to use the water and electricity in our company to reduce costs and improve profits. We can start by setting dates in which the seminars will be implemented and getting a well-known spokesperson to educate our employees on better ways of usage of the company’s resources ( Bloomsbury information ltd 2009). Typing notification in the bathroom sinks reminding employees not to leave the water running after use,

Term Limits Essay Example | Topics and Well Written Essays - 1000 words

Term Limits - Essay Example That potential has all too often been realized with the rise of the career politician in American, and the ubiquity of that political animal has led to a deep rift between those who support and those who oppose the idea of constitutionally restraining the excesses of those who see public service as a route toward personal empowerment. The growth of public support for term limits was made clear in 1995 when nearly half of America's fifty states had chosen to limit terms for their representatives. The momentum for the movement stalled, however, when the Supreme Court ruled by a slim one vote majority that these restrictions on terms were unconstitutional. The high court asserted that "allowing individual States to craft their own qualifications for Congress would thus erode the structure envisioned by the Framers, a structure that was designedto form a 'more perfect union'" (Bandow). What this ruling means, therefore, is that the only way that the system can ever be changed is if those very people who are benefiting from the status quo take the initiative to draft a Constitutional amendment that is directly in opposition to their own best interests. The voting public, indeed the entire country, is placed at the mercy of goodness in the hearts of its lawmakers. Opponents to the idea of limiting the terms of elected officials primarily argue that to do so runs counter to the very democratic ideals upon which the country is based, asserting that the ability to limit terms is already an inherent, indeed integral, part of the existing political process. Those who are unhappy with the governance of their lawmakers have the opportunity ever two to six years to impose a limit upon the terms by simply voting them out of office. Critics insist that there is significant turnover during elections, and that term limits will serve to disincline people from running for office if they see no long term future in it (Levene 210). This idea becomes problematical, however, when one realizes that the likelihood of an incumbent losing a bid for re-election is very low. Even during the historical GOP landslide during of 1994, the incumbency rate was still remarkably high: despite the fact that over three dozen Democratic incumbents failed in their bid for re-el ection, the overall re-election rate in the House was still an astounding 90 percent, with 314 of the 348 members retaining their seats. Likewise, Senate incumbents proved resilient even in the face of widespread voter dissatisfaction as only two Senators up for re-election were voted out of office (Mattei 30). The argument against term limits carries on with the concept that term limits create an atmosphere of chaos and confusion in Congress as a result of loss of experience on the part of legislators. It is suggested that longer service increases legislator's knowledge and arcane "rules, routines, and procedures that are essential to survival in Congress[and] may also know a great deal about how to use the federal bureaucracy to serve their constituents" (Petraca). Incumbents, it is argued, are therefore a vital and necessary component in keeping Congress operating smoothly. This argument seems disingenuous, however, since Congress can hardly be said to have ever been running smoothly; the argument seems

Value of tuition reimbursement and extra time in adult learning Essay Example for Free

Value of tuition reimbursement and extra time in adult learning Essay Learning is life. We continue to learn as long as we live. In today’s complex world, we often find it necessary to update ourselves, to keep pace with new developments. However learning new skills, organizing knowledge, at times, does not come free. Often, acquiring such specialized knowledge is beyond an individual’s means. To sustain the process of keeping oneself updated with newer skills and knowledge, financial support is called for. As such, it is ‘Important to provide reimbursement and make time in aid of Adult Learning’. â€Å"The illiterate of the year 2000, will not be the individual, who cannot read or write, but the one who cannot learn, unlearn and relearn. † (Alvin Toffler). It is said that Education is an investment rather than a cost. In today’s fast changing society, when technology and communication are changing rapidly, wide spread awareness of learning is a necessity. Adult learning was traditionally never very important. Stress was more on school age learning. It is only recently that researchers have turned their attention to learning at the workplace and in everyday settings. (Essays in Rogoff and Lave, 1984; Sternberg Wagner, 1986; Sternberg, Wagner Okagaki, 1993). As learners, the adults articulate the personal goals better, develop motivational skills, and fine tune their knowledge, interests, and acquired skills. Adult learning is based on a learning culture. It involves learning of work related as well as, personal skills which help not only individuals but enterprises and nations to Benefit from. Today learning is a strategic feature of the corporate. In times of reducing profit margins and stiff foreign competition, it is important to have a workforce which is not only professionally thorough in skills, but also ahead of others in the competition. So, employers have a vested interest in making their staff secures with knowledge and skill that will help them succeed at work. â€Å"Learning is no longer a cost, but a benefit that can be quantified† (The Adult Learner at work,p. 306). The adult learner uses transference to use the learnt idea in related jobs. In today’s world where technology is changing fast, by earning a degree in a field related to the job, the employee can perform better. Such learning boosts confidence in the employees and nurtures them to realize their full potential. In an organization, it is the climate of the organization that fosters learning. The staff is encouraged to gain mastery in its field of specialization. The organization must plan out the future allowing learning at every stage. Such organizations believe in empowering the employee. It believes that obsolescence of the staff will ring death knell for the organization. The management supports learning regularly and rewards such personnel accordingly. The commitment of the management makes the employees remain as a loyal workforce. Such values create openness in the organization where individuals can develop, create and contribute ideas fearlessly. It minimizes problems by identifying them at an early stage and arresting the major setbacks. Organizations which encourage its staff in adult learning schemes, foster growth of the personnel, as well as the organization. â€Å"Increasingly, companies will only survive if they meet the needs of the individuals who serve in them; not just the question of payment, important as this may be, but people’s true inner needs† (Harvey Jones, 1987, Making it Happen, p. 249). It becomes important, therefore, that such learnings are supported by reimbursing the tuition fees or course fee of the personnel. The employee is able to convince the employer about the possible advantages of offering tuition reimbursement. The new skills will make the employee more productive. It would also foster leadership in the workplace. Such equipped individuals would enhance the company’s image when working with the client. Globalization today has changed the way, the enterprises manage and perform . The skill, innovation and quality improvement is imperative for productivity, quality, efficiency and competition. Thus training the workforce becomes a critical component of competition. The most successful companies therefore will have to balance the market pressure to adapt to changing skills. It is to cope with the pace of change that the companies or enterprises need to train their staff. The urge to innovate and outperform on the part of the individual and the enterprise tie them in a bond, where each looks after the other’s interest, apart from fulfilling their personal interests. To keep the personnel abreast with the trend, there is a need for constant innovation and training the existing personnel with newer skills. It is always preferred to upgrade the existing personnel with newer skills than bringing in new personnel to meet the need. Existing personnel, being already familiar with the culture of the organization, Can adapt better compared to new personnel, who would have to struggle to familiarize themselves with the organization’s culture. Possibly for this in U. K, ‘Employers invested GBP 10. 6 billion in training in 1993’ (The Learning Age, DFEE, 1998). Human Capital theory as revealed by Harris’s study (2000) undertakes that training is an investment and will occur only when it can justify the cost. This theory holds good only when the company considers its employees as its asset. In such a scenario, specific skills of the employees are more valuable than generic skills. Making time for the employee’s training, needs to be decisively considered before deciding on a training schedule. A number of factors like availability of in house training personnel, speed or number of training days needed, frequency of the skill to be used, difficulty of the task and it’s transference to real life situations need to be considered before an organization decides on a training project. Smaller firms will find it difficult to have in house training due to its higher costs, while bigger firms will find in-house and on-the-job training cost-effective. Large enterprises can afford to have in house training centers which pave way for self-paced and self-directed training. It also aids training before or after work, without compromising on working time. The book ‘Tuition Assistance Usage and First Term Military Retention’ by Richard Buddin, Kanika Kapur, Rand reports of a program, where Department of Defense Supported the employees (on active duty), who enrolled in a college course. It reimbursed up to 75% of their college fees, up to a maximum of $3500 for an Individual in a year. The program was started having considered the benefits of having More educated personnel, who would perform better and would exhibit potential for greater advancement. The program was successful when more than sixty percent of the employees found the recruitment beneficial because of educational opportunities. Thus relevancy and value of tuition reimbursement and making time available for adult learning is synonymous with competitive performance and has become a critical component in today’s changing scenario of globalization. So learning is Life. As we learn we grow. References Thomas. Pourchot, M. Cecil Smith (1998). Adult Learning and Development: Perspectives from Educational Psychology, Lawrence Erlbaum Associates. Robert Burns (2nd Edition).The Adult Learner at Work: The challenges of lifelong education in the new millennium. Richard Buddin, Kanika Kapur, Rand (2002) Tuition Assistance Usage and First –Term Military Retention . AdultLearning. Directgov-Education and learning. Retrieved on August 30, 2007, from http://www. directgov. uk/en/EducationAndLearning/AdultLearning/Adultlearninggrant/index. htm Arizona Department of Health Services,(Fall 1991)Principles of Adult learning by Stephen Lieb . Retrieved on August 30, 2007, from http://. hcc. hawaii. edu/intranet/committees/FacDevcom/guidebk/teachtip/adults-2. htm