The Impossibility of a True Selfless Friendship as seen...

Selfless friendships do not exist, the only friendships that will last contently, and without resentment must benefit both parties in some way. If the relationship is parasitic, and only one person involved is benefitting, then eventually there will be resentment and one or both persons involved will opt to end the friendship. In Shakespeares Timon of Athens, this is most notably seen in the character of Timons, who gives all of his friends gifts and holds feasts for them, but recieves nothing in return when he needs it the most. Eventually, Timon realized his friends were false and lost hope in all mankind, when he was once a very generous, selfless friend. In the same respect, if no one is recieving anything from the friendship, the†¦show more content†¦However, Timons selfless nature reveals that this was never his intention, and he gave it freely ever, and theres none Can truly say he gives if he receives (lines 10, 11, 190). This proves Timons selfless nature in regards to his friends at the beginning of the play, which will be his downfall. The most notable example of Timons selflessness versus the selfishness of his friends, is the first feast in the play he holds for them. At this feast, Timon shares his wealth with his friends, he graciously gives them jewels (line 172, 203), and asks them to advance this jewel. Accept it and wear it, (line 169, 203). Timon does all of this, but does not know his purse (line 194, 204). Soon Timons steward informs him that he has reached a financial crisis, due to the magnitude of the gifts he graciously bestowed unto his friends. Timon, however, is not worried and assures his steward that, in some sort of these wants of mine are crowned That I account them blessings, for by these Shall I try friends. You shall perceive how you Mistake my fortunes. I am wealthy in my friends. (lines 176-179, 222). Timon requests that his servants ask his friends for a small loan, that will help Timon out of his debt. However, each friend asked, Lucullus, Lucius, Sempronius, and even Ventidius, whom Timon bailed

the Course of True Love Never Did Run Smooth Discuss

‘The course of true love never did run smooth’ Discuss Sorrel Nation Within the play, ‘A Midsummer Nights Dream’, the importance of courtship and marriage is indicated, as is that of love and marriage. One of the ideas in the play is that there is a significant difference between ‘doting’ and ‘loving’, something like the distinction between fancying someone and loving them. The play also presents love as a kind of madness and way of looking at someone and admiring them as if they where magic. Love is often presented as a good thing, yet in the play ‘love and reason keep little company together’. The variety of relationships provides parallels and†¦show more content†¦Another example of their love not going to plan and not running smooth is what we would portray as ‘Fake love’. This is shown between Titania and Bottom, when Oberon gives Titania a magical love potion which will make her fall in love with the next person she sees, and in this case is the transformed version on Bott om, when he has acquired an ass’ head. ‘On the first view to say, To swear, I love thee’, showing how quickly she has fallen in love with him, but because she does not actually feel this way, it is a demonstration of ‘Fake love’. This also occurs for the four lovers when Lysander and Demetrius have had the juice in their eye and both lovers now fight over Helena, instead of Hermia. Helena is convinced that her two suitors are mocking her as neither loved her originally. ‘I pray you, though you mock me gentlemen’. The course of love taken here shows how it was mislead and went wrong, and demonstrates how love does not run at all ‘smooth’ within the play. Sorrel Nation Toward the end of the play, when the four lovers are at each others throats with Lysander and Demetrius trying to kill each other and Helena and Hermia quarrelling. The relationships of the lovers are punctuated by moments of confusion ‘I am amazed and know not what to say’, also moments of mockery ‘they haveShow MoreRelated The Nature of Love Explored in A Midsummer Nights Dream1563 Words   |  7 Pages â€Å"The course of true love never did run smooth,† comments Lysander of love’s complications in an exchange with Hermia (Shakespeare I.i.136). Although the play A Midsummer Night’s Dream certainly deals with the difficulty of romance, it is not considered a true love story like Romeo and Juliet. Shakespeare, as he unfolds the story, intentionally distances the audience from the emotions of the characters so he can caricature the anguish and burdens endured by the lovers. 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The Effect of Conflict Towards Performance Free Essays

string(256) " Management Models Blake and Mouton \(1964\) were among the first to present a conceptual scheme for classifying the modes \(styles\) for handling interpersonal conflicts into five types: forcing, withdrawing, smoothing, compromising, and problem solving\." INTRODUCTION Businesses nowadays are operating in a turbulent environment where organisations are searching for measures that will allow them to improve their performance and competitiveness (Dodd, 2003). Conflict is generally regarded as disagreement regarding interests or ideas (Esquivel and Kleiner, 1997). In addition organisational conflict is regarded as the discord that occurs when the goals, interests or values of different individuals or groups are incompatible with those of individuals or groups block or frustrate each others in an attempt to achieve their objectives. We will write a custom essay sample on The Effect of Conflict Towards Performance or any similar topic only for you Order Now Conflict are inevitable part of organisational life since the goals of different stakeholders such as managers and staff are often incompatible (Jones  et al. , 2000). Besides that,  Loomis and Loomis (1965)  argue that Conflict is an ever-present process in human relations. That is why various organisations have changed their approaches to enable them to manage their organisations effectively to avoid conflicts at all costs. Conflict is a fact of life in any organisations as longer as people compete for jobs, resources, power, recognition and security. In addition, dealing with conflicts is a great challenge to management (Adomi and Anie, 2005). Conflicts commonly arise when employees interact in organisations and compete for scarce resources. Employees in various organisations are organized into manageable groups in order to achieve common goal, therefore, the probability of conflicts to arise is very high. Nowadays, most serious conflicts make headlines in the newspapers, which might affect the public image of the company. Conflicts have both negative and positive outcomes to the individual employees and the organization at large. There is no one source of conflicts which occurs in organisations at all levels of management (Barker  et al. , 1987). In social life, conflicts do occur but they are managed by family members, friends and relatives. The same case applies to organisations, when conflicts arise; it needs to be resolved by management for the sake of the organisational growth, survival and enhance performance. However, conflicts are rarely resolved easily, to a certain extend most conflicts are managed, as individuals work out differences (Barker  et al. , 1987). Conflict can occur within groups (intra-group conflict) or among groups (inter-group conflict). Therefore, the main aim of this study is to examine the effects of organizational conflicts towards organizational performance. It specifically tries to examine in detail, the causes, types, effects and recommend various strategies on how to resolve organizational conflicts to enhance organizational performance. WHAT IS ORGANIZATIONAL CONFLICT? ‘A condition between or among workers whose jobs are interdependent, who feel angry, who perceive the other(s) as being at fault, and who act in ways that cause a business problem. (Dana, D. 2001) Interdependency – each party needs something from the other and are vulnerable if they don’t get it Feeling Angry – people are emotionally upset – anger is not always visible – some people will hide their anger with a veneer of politeness – however, Dana suggests that the emotion we all know as anger is alway s present when there is a conflict. Blaming Each Other – each party sees the other as being at fault often moving from the immediate workplace issue into personal issues Causing a Business Problem – How is the conflict impacting on job performance? if it is not then it does not fall within the definition of workplace conflict. This definition includes emotions, thoughts and behaviors – psychologists consider these three the only dimensions of human experience. So conflict is rooted in all parts of our human experience. Factors of conflict in organization 1. Managerial Expectations – it is job of an employee to meet the expectations of his manager, but if those expectations is misunderstood, conflict can arise. 2. Breakdown in Communication If a department requires information from another department in order to its job, and the second department does not respond to the request this is will lead to conflict to arise. 3. Misunderstanding the information Int ernal conflict can sometimes arise as the result of a simple misunderstanding. One person may misunderstand information, and that can trigger a series of conflict. 4. Lack of accountability Organization conflict might arise from frustration. One source of frustration is a lack of accountability. If something has gone wrong, and no one is willing to take responsibility for the problem, this lack of accountability can start to permeate throughout the entire company until the issue is resolved. Factors of conflict in employee 1. Differing values Some employees have strong beliefs, which they are not willing to compromise. These beliefs can conflict with coworkers’, creating conflict. 2. Opposing interest When an employee decides to pursue her own career goal, without regard for the organizational goal and its well- being, it result in strife among coworkers. 3. Personality Conflicts One employee may have a reserved a personality while another may be more outgoing and forward. Problem arises when the two do not understand or respect each others’ inner nature. 4. Personal problems If the employee has problems outside the workplace, such as marital or parental issues, she may take them to work with her. Positive And Negative Effects Of Conflict It is often assumed that all conflict is bad for the organisation, however if managed effectively, conflict can bring benefits: Potential Positive Effects * Better ideas produced * People forced to search for new approaches Long standing problems brought to the surface and resolved * Clarification of individual views * Stimulation of interest and creativity * A chance for people to test their capacities Potential Negative Effects * Some people feel defeated and demeaned * The distance between people increased * A climate of mistrust and suspicion developed * Individuals and groups concentrate on their own narrow inter ests * Resistance developed rather than teamwork * An increase in employee turnover Models Of Conflict Management There have been many styles of conflict management behavior that have been researched in the past century. One of the earliest,  Mary Parker Follett  (1926/1940) found that conflict was managed by individuals in three main ways: domination,  compromise, and integration. She also found other ways of handling conflict that were employed by organizations, such as  avoidance  and suppression. Early Conflict Management Models Blake and Mouton (1964) were among the first to present a conceptual scheme for classifying the modes (styles) for handling interpersonal conflicts into five types: forcing, withdrawing, smoothing, compromising, and problem solving. You read "The Effect of Conflict Towards Performance" in category "Papers" In the 1970’s and 1980’s, researchers began using the intentions of the parties involved to classify the styles of conflict management that they would include in their models. Both Thomas (1976) and Pruitt (1983) put forth a model based on the concerns of the parties involved in the conflict. The combination of the parties concern for their own interests (i. e. assertiveness) and their concern for the interests of those across the table (i. e. cooperativeness) would yield a particular conflict management style. Pruitt called these styles yielding (low assertiveness/high cooperativeness), problem solving (high assertiveness/high cooperativeness), inaction (low assertiveness/low cooperativeness), and contending (high assertiveness/low cooperativeness). Pruitt argues that problem-solving is the preferred method when seeking mutually beneficial options. Khun and Poole’s Model Khun and Poole (2000) established a similar system of group conflict management. In their system, they split Kozan’s confrontational model into two sub models: distributive and integrative. Distributive – Here conflict is approached as a distribution of a fixed amount of positive outcomes or resources, where one side will end up winning and the other losing, even if they do win some concessions. * Integrative – Groups utilizing the integrative model see conflict as a chance to integrate the needs and concerns of both groups and make the best outcome possible. This model has a heavier emphasis on compromise than the distributive model. Khun and Poole found that the integrative model resulted in consistently better task related outcomes than those using the distributive model. DeChurch and Marks’s Meta-Taxonomy Model DeChurch and Marks (2001) examined the literature available on conflict management at the time and established what they claimed was a â€Å"meta-taxonomy† that encompasses all other models. They argued that all other styles have inherent in them into two dimensions – activeness (â€Å"the extent to which conflict behaviors make a responsive and direct rather than inert and indirect impression†) and agreeableness (â€Å"the extent to which conflict behaviors make a pleasant and relaxed rather than unpleasant and strainful impression†). High activeness is characterized by openly discussing differences of opinion while fully going after their own interest. High agreeableness is characterized by attempting to satisfy all parties involved In the study they conducted to validate this division, activeness did not have a significant effect on the effectiveness of  conflict resolution, but the  agreeableness  of the conflict management style, whatever it was, did in fact have a positive impact on how groups felt about the way the conflict was managed, regardless of the outcome. CONFLICT CONTROL STRATEGY| POSSIBLE ACTIONS| EXAMPLES| Avoidance| Avoid situations where conflict occurs; reduce triggering events; cooling off periods| Reduce contact between the parties; set up system for dealing with conflict subjects; adjourn meetings| Alteration| Change the form or place of the conflict| Agree not to argue in front of others, or to criticise each other without making a positive suggestion; meet before conflict situations to resolve problems| Feedback| Help parties to understand how others are affected| Other people are upset; team s losing resources or cooperation from others; loss of dignity| Help With Consequences| Provide support, more rest, more thinking time| Neutral person to listen to stressed people; time off; more social events; encourage getting away from the office at lunch time; discourage overwork| Suggestions To Overcome Conflict Management. There are many ways to overcome this problem. Here are some suggestions and tips to manage and cope with the conflict managem ent towards organization. * Build a certain and good communication. * As we know communication is a process of interact between one person to another. Communication is a tool to convey a message. A good communication can avoid misunderstanding and uncertain information and can directly solve any problem wisely. All person in any organization must know how to build a good communication and know how to react with any problem to a void conflict. If there is something that they might in argue or disagree they have to sit together and come out with a best solution that everyone satisfied. * Don’t ignore conflict. * Conflict in organization can lead a positive outcomes too. Each person in any organization must take a fairly solution and never avoid and ignore the conflict. It is very essential because it can avoid the problem become twice and become bigger and bigger. Conflict might happen in any organization because each person have a different opinion, goals, value and belief. So, everyone must support and help each other to cope the conflict in order to achieve a common goal in the organization. * Have an own conflict management skills. * Skills such us know how negotiate and know how to minimized anger can help and enhance the effectiveness of good working environment. This will make everyone in the organization can achieve a joyful in a workplace. The way everyone carry themselves in the work place can avoid a conflict and misunderstanding between each other. Everyone in any organization must have their own conflict management skills so that every single problem can be solve and minimized easily. Four ways towards organizational performance 1. PM focuses on results, rather than behaviors and activities A common misconception among supervisors is that behaviors and activities are the same as results. Thus, an employee may appear extremely busy, but not be contributing at all toward the goals of the organization. An example is the employee who manually reviews completion of every form and procedure, rather than supporting automation of the review. The supervisor may conclude the employee is very committed to the organization and works very hard, thus, deserving a very high performance rating. 2. Aligns organizational activities and processes to the goals of the organization PM identifies organizational goals, results needed to achieve those goals, measures of effectiveness or efficiency (outcomes) toward the goals, and means (drivers) to achieve the goals. This chain of measurements is examined to ensure alignment with overall results of the organization. 3. Cultivates a system-wide, long-term view of the organization. Richard A. Swanson, in  Performance Improvement Theory and Practice  (Advances in Developing Human Resources, 1, 1999), explains an effective performance improvement process must follow a systems-based approach while looking at outcomes and drivers. Otherwise, the effort produces a flawed picture. For example, laying off people will likely produce short-term profits. However, the organization may eventually experience reduced productivity, resulting in long-term profit loss. 4. Produces meaningful measurements These measurements have a wide variety of useful applications. They are useful in benchmarking, or setting standards for comparison with best practices in other organizations. They provide consistent basis for comparison during internal change efforts. They indicate results during improvement efforts, such as employee training, management development, quality programs, etc. They help ensure equitable and fair treatment to employees based on performance. How to cite The Effect of Conflict Towards Performance, Papers

Inspiration free essay sample

There are three ways to attack the flame of conflict: fleeing from the heat, waiting for the fire to cool, or personally extinguishing it. I got the nauseous twinge in my abdomen at the sound and sight of â€Å"W Farms Square East Tremont Ave (2) (5) Line†. Situated betwixt â€Å"E 180 St.† and â€Å"E 174 St.†, this train station was my point of departure for two directions, downtown toward the eloquent city of Manhattan or uptown toward the appalling charlatanic arms of my school. Each demoralizing school day began with my lifeless crawl on the stairway to this overhead train. Today was no different; I awaited the train’s arrival as the familiar pessimistic conversation with my mind had begun. Here in this inner chamber optimistic thoughts were infected, negative thoughts were rapidly spread, and my subconscious was immune to the outside world and its antigens. The sun had a gloss on the track I thought; the track laid there in comfort preparing for another train to surge through its politeness, as if it had accepted its fate. Watching someone so helpless was overwhelming and eye-opening. Sadly, there was nothing I could do but keep him company. Towards the end of his life, nurses came daily to his house to help my grandma take care of him. She was taught how to insert a feeding tube; he couldn’t eat or swallow anymore. She was taught how to hook the tubes up to the oxygen tanks; he couldn’t breathe anymore. She had to learn how to communicate with him; he couldn’t remember anymore. Seeing how much comfort nurses brought and how helpful they were inspired me to want to be a nurse. Sacrificing holidays, birthdays, and free days for people who need help is the best gift. As a nurse, there are going to be days when I’m struggling, but just like I did on the English exam, I will push through and not let it get the best of me.