Effects of conflict on productivity Essay

List of Figures and Tables Page Study population – Table 3.1 8 Response rate -Table 4.1 9 Causes of Conflict – Table 4.2 9 Causes of Conflict – Pie Chart 4.1 10 Effects of Conflict – Table 4.3 10 Effects of Conflict – Pie Chart – 4.2 11 (vi) Chapter One INTRODUCTION 1.1 Introduction Lucgeor Enterprises was registered in 1998 as a general merchant business but specialized in supplyof printed and general stationery amongst others. Since its registration , Lucgeor has never looked back and have dominated the supply of stationery to most of the businesses in Mombasa and surrounding towns. The company has 43 members of staff who have the necessary skills and commitment to the ideals of the organization in all respect. The management of Lucgeor Enterprises are people of long standing experience in the Printing and stationery business. They have instilled good team work and participatory management of the organization which has seen the organization take a lead in the stationery supply business. The company aims to gain a huge market share through various approaches including cost leadership , service differentiation and focused attention aimed at persuading their customers and potential clents i of their quality service provision and pocket friendly prices. The company makes good use of ICT to reach its clients thus saving on time and costs. Lucgeor Enterprises which is based at Bondeni area along Abdel Nasser Street, has for the last twoand half years been going through some conflicts between and amongst its staff. The conflicts have in away slowed or derailed the smooth operations of the company and more importantly affected its service delivery to key clients who have had to wait for hours or days for goods to be delivered. This tr end is unlike in the past when service provision took precedence over all else. 1.2 PROBLEM STATEMENT The company has had strained relations amongst its workforce lately which hampers its service deliv ery activities. The complaints registered with management regarding poor service delivery to customer s  are becoming the norm rather than the exception. If the trend is not arrested in good time, the impact of the conflicts within the organization may end up destroying the company and with it the livelihood of a good number of employees and even the owners. 1.3 OBJECTIVES OF THE STUDY (i) To establish the causes of conflict at Lucgeor Enterprises (ii) Effects of conflicts at Lucgeor Enterprises and (iii) To seek for appropriate solutions to the conflicts. 1.4 Research Questions (I) What are the causes of conflict at Lucgeor Enterprises? (ii) What are the effects of conflict at Lucgeor Enterprises and? (iii) Which are the most appropriate solutions to the conflicts? 1.5 JUSTIFICATION OF THE STUDY (i) To the Researcher The study would give the researcher a first hand experience on what causes conflicts, conflict situ ations, effects of conflicts on organizational productivity, teams and team work and hopefully enable the researcher to find best conflict management approaches which could help organizations in conflict t o overcome such conflict situations in their organizations in the best way possible . 1 recommendations given as anecdotes to the conflict situations in the organization thus unlocking the potentials of the business to serve its customers effectively by managing the conflicts sensitively . (iii) To other Researchers The study would give future researchers ready information for reference  purposes and to enable them fill the gaps that may be noted and hopefully improve the conflict prevention , containment , avoid ance and management activities in organizations thus enhancing positive industrial relations in organizations, besides increasing the body of knowledge available for consultation and experimentation. (iv) To Mount Kenya University Future researchers would utilize the findings of this study for reference purposes and the foundation upon which they may further their research on conflicts, based on available findings , conclusions and recommendations thus filling the gaps that may be noted and hopefully improve the conflict prevent , containment , avoidance and management activities in organizations thus enhancing positive indus relations in organizations. 1.6 SCOPE OF THE STUDY Effects of Conflict on Organizational productivity study, was an attempt to understand the effects of conflict amongst employees of an organization on their productivity and the overall productivity of the organization in achieving its objectives.. The study was conducted amongst the employees of Lucgeor Enterprises at their place of work at Bondeni area and it took approximately 6 months. 1.7 LIMITATIONS OF THE STUDY (a) Lack of Time The researcher due to time constraints was faced with serious juggling between the research work ti me  and the daily work related responsibilities, all of which required a piece of his time. Fortunatelythe researcher was able to work through and ensured that none was given a raw deal and the project completed in time. (b) Limited Information The researcher due to the nature of organizational policies and communication strategy, received l mited i information on the basis that the providers i.e the staff, never fully trusted the intentions of the researcher. But to authenticate the information provided, the researcher went the extra mile to independently v erify the same with the top management who were more than willing to clarify provided information and eve tied the loose ends thus affording the researcher a clear picture of the inf rmation required for the o research work. (c) Reluctance by employees to respond The researcher faced the prospects of failure by the staff to respond to interviews, answer questio nnaires. The employees reluctance to respond, our investigations found were due to fear of victimization by management for divulging company information to outsiders whose intentions were not clear to them. To circumvent this, the researcher consulted the management who gave unequivocal assurance to the staff that they will not be victimized since the researcher was a student whose details they had authenticated and was simply doing research as part of their course work. the assurance saved theday and enabled them to respond positively given the requirements of the project. 2 Chapter Two LITERATURE REVIEW 2.1 INTRODUCTION Conflict is a common denominator to all social life. It is an inevitable part of our lives becauseit is related to situations of scarce resources, division of functions, power relations and role differeniation. t Because of its pervasive and ambagious nature, conflicts have led scholars and administrators to qu estion whether they understand its meaning and relevance and how best to cope with conflict should one arise. The normative conception of conflict, strongly influenced by a preoccupation with stability and equilibrium in organizational design, links conflict to violence, destruction, inefficiency and irrationality This form of intellectual myopia was especially invidious in suggesting that administrators have th e responsibility of avoiding, controlling or eliminating conflicts. Descriptive approaches challenge the whole basis and rationale of these assumptions. They permit usto depart from an outmoded paradigm by suggesting that any social interaction in which the parties (however they may be structured or defined) compete for scarce resources or values have the potenti l for a conflict. Using the term in broad sense , we suggest that conflict refers to all kinds of antagonis tic  interactions. More specifically, it can be defined as a situation in which two or more partie have s  incompatible objectives and in which their perceptions and behaviour are commensurate with the incompatibility. This definition is purposely broad. It suggests that conflict is a social phenomenon that is found in personal, group or organizational interactions. Conflict therefore has several dimensions. Fink 5 distinguishes between (I) Antagonistic- psychological relations and (ii) Antagonistic behaviour Likewise Pondy 6 observes that conflict is made up of (I)Antecedent conditions (ii) Affective conditions (iii) Cognitive conditions and (iv) Behavioural conditions We therefore advance a conception which emphasizes its three, interrelated dimensions, namely (1)Conflict situation (the basic incompatibility) (2) Conflict attitudes (Range of psychological factors) and (3) Conflict behaviour (set of related behaviour) Conflict refers to more than just overt behaviour. Concentrating only upon its behavioural manifestation is an extremely limiting exercise. The three dimensional conceptions of conflict emphasizes the ne d to e consider the situation in which parties (Individuals, groups or organizations ) come to possess incompatible goals, their structure of interaction and the nature of their goals. We have to consid er  emotional (e.g distrust) and Cognitive ( e.g Stereotyping) orientations that accompany a conflict situation as well as a range of action undertaken by any party in a situation of conflict. 2.2 Theoritical Review / Conceptual Framework Stephen Robbins makes a strong case for the need for a more realistic approach to conflict with his â€Å"Interactionist Approach†. He states that there are three basic managerial attitudes toward conflicwhich t  he identifies as traditional behavioural and interactionist. The traditionalist, following our so cial  teaching believes that all conflicts are destructive and management’s role is to get them out of th e  organization. The traditionalist, therefore, believes conflict should be eliminated. Thebehaviouralist seeks to rationalize the existence of conflict and accurately perceives conflict as inevitable inomplex c  organizations or relationships. Thus the behaviouralist â€Å"accepts† it . The Interactionist views conlict as f  absolutely necessary, encourages opposition, defines management of conflict to include stimulationas well as resolution and considers the management of conflict as a major responsibility of all administrators. 3 The interactionist view is accepted and encourages conflict. Avoiding a disagreement doesn’t make t go i away. We need to be aware of conflict and make decisions about what we are going to do about it. Conflicts only become negative when it is not approached and resolved. Lack of communication amongst group members can lead to avoidance of conflict. When that happens, the group can lose its effectiveness. group members and leaders need to to be able to resolve conflict successfully. Likeany other leadership skills, conflict management can be learnt. Conflict Management Conflict is inevitable in any interpersonal relationship or among members of any group. Whereas we meet various types of conflicts in our lives, we are at a lose as to what to do when one arises. Ma ny  people tend to leave conflict situations e.g if one breaks out in a group. Why do we shy away from dealing with conflict? . It is because we were raised to believe t hat conflict is something to beavoided, an experience of failure. However conflict does not have to lead to failure, or even to the termin ation of  relationship. we all come to see and experience the world in a different way, and we all have different ideas about what is best for â€Å"my group† or â€Å"our group†. Recognizing this fact can help free us from the negative conclusion that conflict is a signal of failure. Styles of Conflict Management (a) Competing – An individual pursues his or her own concerns at the expense of the other person. This is a power oriented mode. Competing may even mean standing up for your rights, defending a positio n which you believe correct, or simply trying to win. (b) Accommodating – The opposite of competing When accommodating, an individual neglects his or her own concerns to satisfy the concerns of the other person. there is an element of self sacrifice this in mode. Accommodating might take the form of selfless generosity or charity, obeying another person’s order when one would prefer not to, or yielding to another person’s point of view. (c) Avoiding- The individual does not immediately pursue his or her own concerns or those of the other person. He or she does not address the conflict Avoiding may take form of diplomatic sidestepping of the issue, postponing an issue until a better time or simply withdrawing from a threatening situation. (d) Compromising – The objective is to find some expedient, mutually acceptable solution which partially  satisfies b parties. . Falls in the middle of Competing and accommodating. oth (e) Collaborating- The opposite of avoiding . Collaborating involves attempt to work with the other person to find some solution which fully satisfies the concerns of both persons. Initiation The most effective way to confront conflict situation is to state the tangible effect a conflict ha on you. s (f) Active Listening – Negotiators must be capable of hearing the other person’spoint of view . . while listening, do not think about how to reply in order to persuade . . argument – provoking replies should be avoided. . Active listening involves paraphrasing or restating what the other says. Idea or . Content should be considered as well as feelings. (g) Problem solving . Clarify the problem – After the above steps, each party should have a clear idea about what is the tangible issue. . Talk about what is needed or wanted ( be clear on facts and information). . Generate a list of possible solutions. CONFLICT CAUSES Nations, organizations and groups are made up of individual human beings. Each person has through experience developed a set of values and evolved a set of behavioural rules. These values and rulesare sufficiently alike in a given society to allow justice, morals and ethics to exist and create gener l a agreement about what is right and what is wrong. But the value-rule set for each individual is a unique set not fully shared by other humans..These differences in value-rule sets are most likely the basi c causes of conflict. 4 Another major cause of conflict is the motivation of the separate individuals. Each person is motiv ated  by a unique degree of satisfaction in a set of needs. It is quite likely that in a given situation the individual concerned will be aiming their personal efforts at slightly different objectives. Such objectives may be similar enough to permit cooperative effort but sufficiently different to createsome conflict. A common example is the â€Å"hot line â€Å" employed by many commanders as a means of staying in touch with the troops. This opportunity to short circuit supervisory channels often antagonizes intermediate managers, who may learn of a problem only when the commander confronts them with it.. Then, too, it may be possible for all to be motivated to behave toward the same goal accomplishment but to feel that the goal, when attained, will not be great enough for all to share adequately in the reward. Conflict may then occur as each person strives to attain their place in the sun. EFFECTS OF CONFLICTS Conflicts have both positive and negative effects. It can be positive when it encourages creativity, new looks at old conditions, the clarification of points of view, and the development of human capabilities to handle interpersonal differences. All of us have experienced a surge of creativity when we perm the it ideas of others to trigger our imagination, as for example in a brainstorming session. Conflicts can be negative when it creates resistance to change, establishes turmoil in organization or  interpersonal relations fosters distrust, builds a feeling of defeat or widens the chasm of misunderstanding. . Unfortunately the term â€Å"conflict† has only the connotation of â€Å"bad† for many people, so much that they think principally in terms of suppression, giving little or no attention to its more positive side. THE PERSON AND THE ORGANIZATION Conflicts occur when the needs and goals of the individual are not in harmony with the objectives a nd goals of the organization. Chris Argyris, in his discussion of man versus the organization, indic ates the high likelihood of the traditional goals and structures of organizations may be in conflict with the needs and goals of the personalities in the organization. This may be reflected in the efficient and omni potent bureaucracy that places emphasis on hierarchy, specialization of work, established norms of conduct ,  and explicit rules, often forgetting or overlooking the individual and his unique qualities. Traditionally, personal values tend to be hostile toward organizations, big government, big business, bureaucracy, and the military. Again, conflict can arise when interdependency exists. Employees become dependent on the organization to give their lives direction and meaning. Such dependency allows them to escape the burdens of personal responsibility. whereas we praise individualism in workers, the organization often require that s the individual be treated impersonally. Efficiency requirements in organizations also acts as a sou of rce conflict because they regularly demand that the goals and needs of the organization be given higher priority than the rights of individual. We therefore yield to the proposition that conflict between organizations and personal values is normal and a fact of life. Managing the inherent conflict between individual needs and organizational need demands a high degree of self awareness on the part of the manager. What am I willing to do in balancing of these needs? How much can I accommodate of the needs of other human beings in the organization and still serve the greater good of the company? One major influence on the manager’s actions or decisions will be his basic concept or philosophy about the nature of man. Douglas McGregor presents a famous dissertation on this subject in the considera tion  of Theory â€Å"X† and â€Å"Y†. Argyris offers a number of managerial consideration as well us Abraham Maslow propositions of various assumptions for managers to adopt for an enlightened approach to the individual-organization conflict situation. Research has led to conclusions that potential indivi dualorganization conflicts are heightened as management acts to reduce or  constrain the individual opportunity to decide. Organizations tend to make final decisions without input of the employees wi th the expectation that no mistakes would be made, no errors. This fosters conflict as the expectation may s be overwhelming. Unless the organization is supportive to the individual’s problem -solving efforts, such conflict continues and worsens 5 his ideas. Another source of individual versus organizational conflict is generated by the â€Å"new man† versus the â€Å"old man†. The innovator is always in a less supportive environment than the entrenched old hand. 1. Chris Argyris, Personality and Organization (New York: Harper Torchbooks,1957), Chapters III andVII. 2. Douglas McGregor, The Human Side of Enterprise (New York: McGraw- Hill, 1960) 3. Argyris, pp.232-37 4. Abraham Maslow, Eupsychian Management (Homewood, Illinois: Richard D. Irwin, 1965), pp. 17-33 5. Harry Levinson, The Exceptional Executive: A psychological Conception (Cambridge, Massachussets: Harvard University Press, 1968), pp. 204-7. 6Argyris, p. 234 7. Fredrick W. Hertzberg, â€Å"The Wise Old Turk† Harvard Business Review, September- October 1974, pp. 70-80. Sources of conflict For managers to effectively manage conflicts, they need to understand their source. Basic sourcesof conflict are, semantic , role , values. Semantic sources are those stemming from some failure in communication. Traditionally, semantic has to do with the meaning of words, but here that is just one phase of its role. We use semantics to point out major source of conflict as the failure of two individuals to share fully the meaning of a communicative attempt. The cause of the failure may be technical problems in the communication process (static, filters, barriers etc)., or they may be ac tual  differences in perception and understanding. The result being an absence of agreement thus conflict . Role sources are those that rise out of the varying perceptions of people about the expected behaviours of themselves and others. Many of these come from the status and position levels in organizations. Others come from the structures and processes devised by management to organize work, channel effort ,and coordinate activity. Value sources have their foundations in the individuals value sets of people. These value sets readily contribute to differences between people because they are different. Theycause each of us at times to respond or behave in an unexpected manner because we are behaving as dictated by a value set not fully shared by our associates, hence a sense on their part of a difference between us. What is effective in one value conflict situation may not be in the next. The separation as statedabove is for the knowledgeable researcher and other resource persons. But our daily conflict is a combinatio of n elements from more than one source. We can not therefore say that the three sources are distinct. E ach affects the others to some degree. Individual reaction to conflict Since conflict may be positive or negative, there may be a range of reactions to conflict. Such rea ctions may range from high expectations and pleasure to absolute rejection. Broadly, an individual in conflict situation has only two options i.e sign up or ship out. Massie and Douglas identify certain situation of dilemma in the conflict situation which they call â€Å"Zone of indifference† 8. Joseph L. Massie and John Douglas, Managing: A Contemporary Introduction (Englewood Cliffs, New Jersey: Prentice- Hall, 1973), p.219. MEANS TO RESOLVE OR REDUCE CONFLICT Basic to other considerations in resolving conflicts is that the parties to the conflict need to tr st each u  other and must be capable and willing to locate the source of the conflict. Conflict situations pre sent  different options to the concerned parties. We can decide to do nothing about the conflict. But what will be the result of non action?. If one remains in conflict situation then sooner rather than later the tension will increase and one of the parties will strive to win over the other o to drive him or her out. Or even r worse, the losing party may become more aggressive or hostile and counter attack the element frustr ting a The result of non action may be dysfunctional as the decision to do nothing may not be the best in certain situations while it may be good in some. One method often applied in conflict situations is the use of super ordinate goals. For example, the entire work force, taken as a whole, is something of a super ordinate goal uniting conflicting groups bene ath that umbrella. |The manager gets the group to see how conflict affects productivity, thus reducing, the smaller groups stake in the overall organizations success. The approach is similar to the common enemy approach, wherein the groups in competition find unity viewing an outside group as a common enemy. . This unity can hide or lessen conflict in groups. A unique method to resolve conflict is to increase interaction between conflicting groups by physically exchanging persons between conflicting groups. For example, if the gizmo unit is having difficulty dealing with the gadget unit, a temporary shifting of people between these groups could help the conflicting elements learn the other’s problems and frame of reference. the result could be better communications, greater understanding and less future conflict. The quickest resolution is a confrontation meeting. The manager should however, be warned that confrontation requires complete preparedness on his part. He must have the facts of the conflict siuation t  and confidence in his self-control and his ability to use diplomacy, tact and problem solving. But then, he must appreciate the fact that confrontation may worsen not better the situation. Basic to this efforts to resolve or reduce the conflict is the idea of avoiding win-lose situations. Sports and other recreational activities often acquire their flavor by win-lose  situations, but the same may not be good for an organizational conflict situation. There are situations where the manager may seek to repress confl ict. This is true where the differences between the two conflicting elements are not relevant to the organizational task. Such conflict is bad to the organization. These differences are petty and self serving, thereby causing activity in which the participants try to win to preserve the sanctity of the original stand. A significant aid to the manager in such conflicts is an understanding of the human process of perception, process of handling stimuli in accordance with our values, rules, wishes, an d fears. With this understanding , the manager may explain to the conflicting parties how they are misreading the situational data. thus may find ways to suppress the conflict. 9. Dubin Robert. Human Relations in Administration Fourth Edition. Englewood Cliffs, New Jersey: Prentice- Hall, 1974. 10. Hersey, Paul, and Kenneth H. Blanchard, Management of Organizational behaviour, Second Edition. Englewood Cliffs, New Jersey: Prentice- Hall, 1974. 2.3 Critique of Existing Literature relevant to the study Based on past studies and review of major issues, it has been established that conflict has a grea t  impact on organizational effectiveness. Many studies have captured the basic foundations of the co nflict  and therefore have provided the organizations with the data and information on best approaches to apply in conflict situations. However, the many alternative approaches may not fit every organization and thus some may require unique combinations that may be difficult and hence require high levels of understanding by the management to handle and probably prescribe best solutions to. 7 Chapter Three METHODOLOGY 3.1 Research Design The research design in the case of Lucgeor Enterprises was the collection of data through intervie ws, questionnaires , observations and surveys. Then the relevant data was sieved and refined to conform with the requirements of the study. 3.2 Population Lucgeor Enterprises has an employee population of 43 persons both permanent and casual. Because the population was small , the researcher took the whole population for the purpose of data collection. Table 3.1 Study population Department No of Respondents Administration 5 Finance 4 Marketing 6 Procurement & Stores 11 Production 17 Total 43 3.3 Sampling Frame Due to the small no of employees , the whole population was considered and thus given equal treatme nt. 3.4 Sample and Sampling Technique No. samples were taken as the whole population was taken for consideration. No technique was thus utilized as the whole population was considered. 3.5 Instruments The instruments that the researcher applied in the process were, questionnaires and interviews to corroborate some of the information provided. Use of questionnaires were relevant and convenient because the respondents were all literate and thus were able to fill the forms independently. 3.6 Data Collection Procedure The researcher prepared 43 pieces of questionnaires which he diligently distributed to all employee of s Lucgeor Enterprises. the respondents were requested to fill the questionnaires within two weeks an d return the same to the researcher. 3.7 Data Processing and Analysis Data gathered from the respondents through the questionnaires were cleaned, then selected into vari us o categories by coding . They were then analysed by use of quantitative and qualitative techniques . the information generated from the analysis were thus presented in the form of tables, pie charts, andbar graphs. 8 Chapter Four RESEARCH FINDINGS AND DISCUSSIONS 4.1 Introduction Data was presented in the form of tables, pie charts and graphs, which made the interpretation 4.2 Presentation The researcher presented the data in various forms which captured all the areas of interest to the study as follows. 4.3 Response rate. The researcher administered 43 questionnaires of which the return rate was 41 thus constituting an average of 95%. The response was such that the researcher was able to gather fully the necessary daa t for the study. Table 4.1 Response rate. No of questionnaires adminstered No. of questionnaires returned 43 41 Percentage 95% 4.4 Causes of Conflict at Lucgeor Enterprises The researcher administered 43 questionnaires of which the return rate was 41 thus constituting an average of 95%. The response was such that the researcher was able to gather fully the necessary daa t for the study. Table 4.2 Causes of Conflict Causes of conflict No. of respondents Percentage Poor Management 12 29% Poor Remuneration 16 39% 5 12% 8 20% Lack of training and skills Incompetence amongst staff 9 Pie Chart 4.1 Causes of Conflict No. of Respondents Poor Management Poor Remuneration Lack of Training Incompetency among employees Analysis From table 4.2 and chart 4.1 , the causes of conflicts at Lucgeor Enterprises were as follows. Poor Management Poor Remuneration 29% 39% 12% 20% Lack of training and skills Incompetence amongst staff The above information shows that the one issue which the employees feel as the main cause of conflict with management is poor remuneration. The second item that they prioritize as a major conflict are is a the management of the organization. While the other conflict prone issue is lack of training and skills. The employees feel that the people put in charge of departments are not properly trained and thus lack the requisite skills to manage the departments. This thus results in incompetency of the employees to perform their tasks effectively. Effects of Conflict Table 4.3 Effects of Conflict Effects of conflict No. of respondents Percentage Poor Performance 23 56% Lack of Motivation 11 27% 3 7% 4 10% Negative Stereotyping Distorted Perceptions 10 Pie Chart 4.2 Effects of Conflict No. of Respondents Poor Performance Lack of Motivation Negative Stereotyping Distorted Perceptions Analysis From the above information, the main effect of conflict in organizations  according to the responses are, Poor performance, Lack of motivation, Distorted perceptions and Negative stereotyping in that order. Discussion From the above responses, there is a clear pattern regarding the cause and effect relationships amogst n the various factors at play. It is worth noting that the cardinal goal of any organization is the achievement of efficient operational performance and productivity within the standard working hours. When an organization can not achieve the projected production levels within the set time lines, it is a cause to worry. An analysis of the causes and effects gave us results as stated below. The main causes of conflict as stated above is the research were Poor remuneration, Poor management, Lack of training and skills and Incompetence amongst staff in that order. While the effects of conflicts in organizations are, Poor performance, Lack of motivation, Distorted perceptions and Negative stereotyping. 11 Chapter Five Summary, Conclusions and Recommendations 5.1 Introduction Workplace conflict is a major concern for most companies. It is inevitable in any situation where human beings operate. People have different values , beliefs and ways of life which they probably hold dear or believe to be the best as opposed to what other people have or believe in. Away has to be found to balance the various interests and align the same with the organizational goals. Proper systems of managing conflicts enables organizations to achieve the best out of such conflicts as well as meet the objectives and goals of the organization. 5.2 Summary If managed poorly or avoided altogether, conflict can be extremely costly to an organization. If managed well, conflict presents an opportunity to uncover value and promote a healthy workplace. Many organizations are  finding that their conflict management systems have been good financial investments, producing a healthy return. In addition, they are recognizing the value of many less tangible benefits (e.g. improved morale, lower turnover, increased efficiencies, and improved public relations). A rigorous four-phased process of (i) Assessment (ii) Design (iii) Implementation and, (iv) Operation and evaluation helps organization design effective conflict management systems to reap the maximum benefits of conflict management. The above four phased approach to conflict management, encourages the Conflict Management System (CMS) team to genuinely seek to understand and incorporate the needs and interests of all affected constituencies and create an environment in which benefits of the CMS system can be effectively communicated, implemented and adminstered. 5.3 Conclusions Productivity losses add up quickly when workplace conflict is not pro-actively and successfully managed. Over a number of days, months and years, multiplied by the number of employees affected, the real money value lost can be staggering. It is evident that there are tremendous advantages to pre-emptively deal with conflict in the workplace before it escalates beyond an organization’s ability to resolve, or , worse , even contain it. A well designed CMS can have a significant positive impact on the quality of life if its employees, as well as its bottom line. Specifically, addressing the cost of conflict in the workplace can have a transformative impact on the overall health and well-being of an organization. 5.4 Recommendations The management of an organization needs to focus on the best methods of handling conflicts and their resolution. This may involve (I)Management Training The training may have several components which may include (a) The introductory part The training should highlight the various causes , effects and outcomes of conflict situations. This will help to lower the frequency of destructive conflicts and reduce the impacts on the organizational operations. Such training would afford the trainees the necessary greater sense of self-awareness in dealing effectively with all types of conflict situations. Implementing a well -thought out training program to address the harmful effects of conflict is like performing preventive medicine. 12 the other components of the training would include (b) Conflict Awareness training  © Communication Training (d) Negotiation Training (e) Manager Awareness (f) Neutral third -party Interventions B) Increasing Staff Salaries In order to motivate employees, the management should consider raising the salaries of employees as away of motivating them to perform effectively. C) Improving the Management of the Company A deliberate effort and resources should be employed towards management development . The Management development should be tailored towards enhancing the managerial skills and interpersonal skills of management staff thus ensuring proper management of the organization. Again the management should be encouraged to adhere to the rules and regulations, procedures and laws governing industri al relations thus having good working relations with staff. D) Staff Participation and Team working To avoid negative stereotyping and disjointed communication, the management needs to focus on improving the participation of staff in decision making in the company besides ensuring that proper communication between employees themselves and between employees and management is cordial thus eliminating negative feeling and other forms of unwanted practices amongst staff, which may strain their working relationships. 13 Reference Dubin Robert. Human Relations in Administration Fourth Edition. Englewood Cliffs, New Jersey: Prentice- Hall, 1974. Hersey, Paul, and Kenneth H. Blanchard, Management of Organizational behaviour, Second Edition. Englewood Cliffs, New Jersey: Prentice- Hall, 1974. Douglas McGregor, The Human Side of Enterprise (New York: McGraw- Hill, 1960) Abraham Maslow, Eupsychian Management (Homewood, Illinois: Richard D. Irwin, 1965), pp. 17-33 Harry Levinson, The Exceptional Executive: A psychological Conception (Cambridge, Massachussets: Harvard University Press, 1968), pp. 204-7. Chris Argyris, Personality and Organization (New York: Harper Torchbooks,1957), Chapters III andVII. Argyris, pp.232-37 Argyris, p. 234 Fredrick W. Hertzberg, â€Å"The Wise Old Turk† Harvard Business Review, September- October 1974, pp. 70-80. Joseph L. Massie and John Douglas, Managing: A Contemporary Introduction (Englewood Cliffs, New Jersey: Prentice- Hall, 1973), p.219. 14 Appendices Questionnaire Foreward I am a student of Mount Kenya University, taking an undergraduate degree programme in the field of Human Resources Management. As part of the requirement for the fulfilment of the course work, I am required to carry out a research study on the effects of Conflict in the workplace. I have chosen y our organization, as the most potential one because of its size, convenience and reputation for the purpose of the study. I have prepared comprehensive questions regarding the subject matter to enable me gather information and  gain the much needed insight. The information given will be treated with utmost confidentiality and purely for the academic purpose. Kindly give the most appropriate responses by ticking one of the options provided Name Department Position / Rank 1. What are the main causes of conflict within the organization? Poor Management Poor Remuneration Lack of training and skills Incompetence amongst staff 2 . What effect does conflict have on employees’ productivity? Poor Performance Lack of Motivation Distorted Perceptions Negative Stereotyping 3 . What is the most effective Conflict Management method? Avoidance Collaboration Open confrontation Hiding feelings 15 4 . What kind of conflict management strategies does your organization use in resolving conflict in the organization? Avoidance Collaboration Open confrontation Hiding feelings 5. What are some of the costs associated with conflict in your organization? Lost Man-hours due to conflict Absentieesm Lost business due to delays in executing jobs Labour inefficiency 6 . Does the organization have conflict awareness training programme for its management? Yes. No. If the answer to the above question is yes, please give the dates and how many times in the recent past 7 . What kind of conflict awareness training does the organization offer to its management? Communication Negotiation Neutral Third party Coaching 16

Marketing information systems

E-commerce made its first major impact by registering on the economic horizon in 1998. In that year, Amazon made $1 billion.   In an article in The Economist on the 19th of August 2006, Amazon.com is credited as being the pioneer in teaching the world how to shop online. Today, Amazon’s product range is anything from travel (the biggest seller), to computer equipment and software to cars, clothing and home furnishings in that order of magnitude. Technology (by way of one-click shopping) has been of great assistance in collecting data based on buyer preferences and past buying behavior. Search boxes, pre-ordering capability are some of the ways Amazon collects customer information. Information gathered includes birthdays, interests, wish lists, location and past purchases. Good marketing information systems reward online behavior with rewards that make customers feel pampered. They also give great user experience and evolve with customer needs. Amazon has just added â€Å"Search Suggestions† as another way of gathering information by requesting customers, authors and sellers to make recommendations that they feel are linked to search keywords. This should result in the company building up a comprehensive database for gaining and retaining customer loyalty. This information is used mainly to cultivate buyer loyalty. A typical example is the Amazon practice of tempting shoppers by making recommendations based on what others who have bought the same product bought also and based on the buyer’s previous shopping style. After gathering the necessary information, Amazon also makes buying from them attractive with such enticements like extensive selection, free shipping and excellent customer service (you actually get to speak with a real person within seconds if you use the click-to-call button and provide your telephone number). Bottom of Form Top of Form REFERENCES â€Å"Click to download – Amazon.com†, The Economist (US), August 19, 2006. Volume 380, Issue 8491, p 58. Fernando, Angelo, â€Å"Why punish, when you can reward? Online or off-line, there are simple steps you can take to make your customers feel valued†, Communication World, Sept-Oct 2006, Volume 23, Issue 5, p14-15.   

Taco Bell Case Study

Workshop Case Study – Taco Bell Design, Layout & Process Choice â€Å"Design for Transformation† In 1999, three out of every four Mexican fast-food meals purchased in the United States were made from one company – Taco Bell. However, this market dominance may never have come about unless the company had not transformed its operations throughout the 1980’s. In the early 1980’s, Taco Bell was typical of this kind. It was essentially a job shop operation. Nearly all food production was carried out on site: – –foodstuffs were prepared from their raw state; food items such as ground beef for tacos were cooked for a period of several hours in vats; –guacamole and other sauces were made-up; –beans were washed, cleaned and cooked; Once these items were ready for sale, they were then assembled in response to a customer order. This meant that wait time at the cash register was 105 seconds on average, an even slower during peak peri ods. This type of operations led to a number of management challenges. Staff had to be scheduled and organised in shifts so that they mainly prepared food items and cleaned the unit during slack periods, whilst they assembled orders and served customers during busy times.It was estimated that the restaurant manager spent an hour each day working on his crew schedule in order to match labour supply as closely as possible to potential demand, and thereby meet the company’s cost targets. Food cost control was also a priority, which meant that a great deal of time and effort went into ensuring no menu item was prepared in too small or too large a quantity. But the complexity of this operation, lead to quite wide variations in food quality, both within single units and between units in the chain. This was not helped by inconsistency in the quality of raw materials, which were ainly sourced locally. The emphasis on in-house food production meant that that the ratio of kitchen to di ning space was 70:30. Moreover, the main assembly line where food items were made to order ran parallel to the service counter, so that employees on the line were facing away from the customers. At that time, Taco Bell did not have a drive-through window, even though 50 per cent of competitors’ sales were from this source. Beginning in 1983, the CEO of Taco Bell, John Martin, made a number of major changes to the physical layout.The food assembly line was reconfigured to have two shorter lines at right angles to the service counter. This improved product flow and improved customers’ perception of the operation. The introduction of electronic point-of-sale not only improved order taking and cash handling, but also provided improved data on which food forecasting could be made. Other changes included: – –adding new menu items; –increasing the average size of new units from 1600 up to 2000 square feet; –adding drive-through windows; the upgradi ng the decor and uniforms of staff. However, external pressures meant that Martin also had to adopt a new operations process. By the mid-1980’s, the US fast-food market had matured and competition was fierce. Previously performance was judged on growth, which could be achieved by opening new units. In the mature market-place, market share became much more significant. Labour shortages also meant an increase in labour costs, up by 18 per cent for the industry, but by 50 per cent for Taco Bell due to its relatively larger, skilled workforce.Whereas chains with burger or chicken concepts could offset this increase by taking advantage of falling food costs, Taco Bell’s food cost remained at around 30 per cent of sales. So by 1989, Taco Bell was a relatively small player in the market being squeezed by rising costs. In a series of initiatives, the operation was transformed. K-minus was a project that turned the kitchen into just a heating and assembly unit. Nearly all food preparation (chopping, slicing and mixing of vegetables and meat) and cooking was eliminated.Beef, chicken and beans arrived in pre-cooked bags, lettuce was pre-shredded, hard tortillas pre-fried and guacamole delivered in cartridges. This changed the ratio of ‘back-of-house’ to ‘front-of-house’ to 30:70, reduced staffing levels in each unit and increased the operational capacity of each unit. The SOS (speed of service) initiative was designed to respond to market research that showed customers wanted their food fast. Recipes were adapted and a heated staging area developed so that 60 per cent of the menu items, representing over 80 per cent of sales volume, were pre-wrapped ready for sale.This reduced (Total Automation of Company Operations – TACO) was an IT project designed to computerise in-store operations and network each unit to headquarters. TACO provided each manager with daily reports on 46 key performance measures, assisted with production and labour scheduling and aided inventory control. This reduced the time restaurant managers spent on paperwork by up to 16 hours a week. These process changes and the investment in technology were also accompanied by changes in human resource management. The restaurant manager’s job was now very different from what it had been due to K-minus, SOS and TACO.Taco Bell recognised that managers should now focus much more on ‘front-of-house’ and on the customer. The management structure within each unit was therefore changed along with job descriptions and remuneration packages. Much more pay was performance related, so that top managers could earn $80, 000 a year, a huge increase on previous salary scales. Selection criteria for the new restaurant managers were also adapted to reflect the new style of operation. Between 1984 and 1994, Taco Bell doubled its sales and tripled its profits. Despite this, competition remained tough.With the right processes in place, Marti n could now look to other ways in which to improve operational performance. So, in the mid-1990’s the focus switched from technology to human resources, with the growth of team-managed units and the development of the learning organisation within Taco. (Source: Brown, Lamming, Bessant & Jones, Strategic Operations Management, 2nd edn. Elsevier, 2005) Tasks Clearly from the Taco Bell case, managing the process transformation is an enormously important challenge for operations managers in both service and manufacturing settings.Success does not come about purely by having the correctly designed layout, process and technology. Other skills and tacit knowledge also come into play. Task 1 Critically evaluate how strategic operational initiatives such as K-minus, SOS and TACO struck the right balance of addressing the â€Å"hard† & â€Å"soft† operational problems Taco faced and delivering customer satisfaction. Task 2 Changing the transformational process (i. e. to t he layout, product and process control) has a direct correlation to improving customer service and satisfaction? Discuss.

Case Study--Canyon Study Example | Topics and Well Written Essays - 250 words

--Canyon - Case Study Example Though being highly staffed to serve its purpose, it was not well integrated with the other departments. This explains why, despite indicating the fastest growth, it accounted for the lowest contribution to profitability. All the three departments are interdependent as Michael Tompkins, assistant general manager at Lenox), said. Some recommendations in one department required an elevated level of service in another department. The spa clubs lacked a strong health and healing component and the synergy between the spa clubs was still a little tenuous. The Canyon Ranch would serve better in the place of a personalization strategy. The ranch should engage in real time personalization. It should customize every customer’s experience at the place. Having what the client need, when it is needed, would engage them in a personalized interaction in real time. Clients tend to tune out anything that is not relevant to them. By integrating the three departments, the services offered will be much easier to access which means that the general operations will improve. A strong customer base, in addition to a satisfactory service, is vital to ensuring a client’s second visit at the ranch. Another personalization strategy is to build long term relationships. This can be implemented by maintaining the records of every client and ensuring constant communication. This will make the client feel appreciated and actually warrant multiple visits. By the actual personalization of the systems, a client would not only know Canyon Ranch as a spa club, but as a wellness centre. Upgrading its website for the sake of those who search for the place online would ensure that a prospective client would have the complete idea of the ranch (Uehlein, p

Power and Privilege Observations of McIntosh and Flagg Essay

Power and Privilege Observations of McIntosh and Flagg - Essay Example There are two major problems with Ms. McIntosh's ideas. First, she projects her own world on that of everyone else. While her 46 conditions are insightful, they are not representative of whites; because whites, like every other race and culture, cannot be summed up into a generalized expression. If someone were to make such sweeping observations about Hispanics, they would be racists; yet apparently McIntosh believes that it is okay to racist as long as your prejudice is directed at yourself. Take some of the language of the list, e.g., arguments with colleagues absent advancement limitations based on race, and apply that to whites living in Appalachia; there is no comparison at all. Under her analysis, McIntosh is failing to add the privileges relative to a highly-educated and moneyed academic. Secondly, McIntosh's own list evidences the contradictory nature of self-projection. For example, number 35 refers to employment. In reality, there are many places where the hiring of a white female academic would be complete tokenism; say, at Howard University in Washington, D.C. The point is that making racial generalizations, even on oneself, is an illogical and inaccurate approach to power or privilege. That which is observable is not necessarily causative. Discussion Point Two.

Information Systems and Organisation Essay Example | Topics and Well Written Essays - 2250 words

Information Systems and Organisation - Essay Example There is no quantitative analysis for the qualitative problem, instead, SSM at its most basic form, is the qualitative analysis that lends to a solution. Tajino and Smith (2005) describe how SSM differs from a hard quantitative approach because the problems are regarding human activity systems and the manner in which HAS are holistically related with the people in a situation. The core competency of SSM is to comprehend that the model is the human activity systems that drive conflicts and an analytical approach to qualifying the subjective information into a system of resolution. The world view of SSM is "constituted, created or constructed by the concepts we use in our observations of and statements about the world" (Christis p 11. 2005). In Checkland and Stoles seven stage model, as described by Tajino and Smith (2005) the first stage in SSM is to visualize the situation, although this is true for most research and problem solving methods, Checkland and Stoles take this a bit farther to negotiate the empirical and subjective evidence into the secondary stage, which is the problem situation, defined according to the aforementioned evidence. The third stage leans to the actual language of the system, the manner in which the system develops to finalize a resolution, and this step is the root definition of the relevant and purposeful activity systems that are engaged in the particular problem. The root definition is where the Weltanschauung becomes understood from the root causes that transform the problems entity. Stage four is again system language invasive, this is the conceptual model of the processes named in the root definition; in short this is the stage where the perceived world is enhanced and broken into its s eparate but complexly interrelated parts. In stage five, the conceptual model is compared with the reality of the world, and used to compare stage four with stage two, with the effective idea to allow for a critical definition of the conceptual model that is a feasible model for human actions, and this feasibility is further explored in stage six. Stage six develops on the inherent and desirable changes that are feasible within the real domain of human interactions and human relationships. The conclusion to SSM comes in stage seven, where actions for improvement are identified. In the group project A, we examined ESCO Ltd and created an SSM analysis. The strategies of the application were in line with the steps, where the problem was disorganized and then identified. A CATWOE analysis the constitution of those individual elements in the system assists in developing a comprehensive root definition, and from that analysis, the root definition regarding ESCO's problems were stated as: An ESCO owned and staffed system which is leaded by three departments understands and deals with the customer complaints; provides ongoing support and maintenance to customers through the system; provides customer and staff training program; undertakes that procedure and modify if required and discharge customers when appropriate. Where the conceptual model when compared to the rich picture noted some concerned issues that should be highlighted. Lack of Communication-a

Report Essay Example | Topics and Well Written Essays - 1750 words - 6

Report - Essay Example Recently, Oxfam International is operating its supportive functions approximately in over 90 countries around the world (Oxfam International, 2014). In this report, the objective is to identify the contribution of the Oxfam International in relation to the issues of climate change in the society. At the same time, the report intends to identify the values and interests of Oxfam International. Moreover, the report will also critically analyze the advocacy viewpoint of the Oxfam International in relation to various scenarios. Finally, the report will also highlight a supportive view regarding the contribution of the organization. According to the viewpoint Pettengell (2010), during the early 21st century, the issue regarding climate change had become one of the most critical aspects, which has influenced several difficulties and challenges in the society such as poverty and health care related issues (Pettengell, 2010). In this regard, rationally it can be asserted that climate change has initiated larger threats across the entire world. Moreover, it has affected the capacity and response of the poor in the society, which has influenced the poor citizens in an adverse manner. In this context, it can be claimed that climate change has affected the subsistence of crops due to vulnerable outer temperature ranges around the world. At the same time, erratic rainfall has also changed the seasonal pattern and monsoon of the entire globe, which has negatively affected the agricultural cycles all around the world. As an effect, farmers are struggling to produce expected amount of crop. On the other hand, due to frequ ent climate changes the level of sea water is rising around the world, which is also indirectly affecting the productivity of crops, due to presence of high proportion salt in the water (Pettengell, 2010). These are the identified adverse effects that climate changes have on the environment and the society at large. According to the report published

Annotated Bibliography Assignment Example | Topics and Well Written Essays - 1000 words - 2

Annotated Bibliography - Assignment Example The author suggests that leaders in the public service undergo management transitions as they encounter new environments. The process of transition should have apt strategies to enhance quality work and improved performance. The author presents a practical way that will steer innovation and creativity in the nonprofit making bodies. The process of public service has the design to improve performance, reduce gaps, and effective participation. The government process focus on the entire society to overcome any form of discrimination to lead to a better solving agent. The entrepreneurial government promotes service delivery, performance on the agencies, meeting needs of the stakeholders, change in authority, and solving community problems. A transformation in the public service creates an increase in innovation. The primary health care in the Western world has wide range of professionals that include nurses, counselors, and doctors that embrace health. Primary health integrates leadership and management on the healthcare professionals to address different areas of health. Nurse practitioners in the first-line assessment of patients present the development of intermediate care. The skills of leadership and management of organizations have innate changes with clear implications for the education and training of all healthcare professionals. The author of the article discusses different theory in line with leadership and management that include personal construct theory, whole-systems theory, linearity complexity, and leadership theory. The author argues that innovation is the best approach for the healthcare professionals to solve problems. The author indicates different possible paths that some find difficult to adhere in the linear frame of mind. The author informs the reason for integratin g primary healthcare by providing advice on developing leadership countries. The author cites that intuition in organizations to lead and

MARKETING YOURSELF AS A PROFESSIONAL Essay Example | Topics and Well Written Essays - 1000 words - 1

MARKETING YOURSELF AS A PROFESSIONAL - Essay Example As a student in Cal State Fullerton, I have the privilege to absorb as much knowledge as I possibly can, especially since this school is the most famed of all of the business majors in this district. Taking more business courses could greatly increase my chances when competing with other applicants for job opportunities. MKTG353 Marketing Info Technology will be my first choice to take as a marketing course. This course requires students to learn the information tools and the databases for decision making. Also, it helps students to gain the knowledge of profit analysis, sales forecasting, advertising media selection, and market segmentation. Moreover, students will improve their skills in using electronic spreadsheets, which will improve my electronic technique skills for preparing accounting statements. Specifically, I will gain I.T skills that will enable me to gather a wide range of information on all aspects of business. For accountancy and other jobs, the course will give me a deeper understanding of the processes and the relationships between buyers and sellers. KTG465 Â   Managing Services Marketing will be a particularly important course for a business major student, giving the opportunity to expand knowledge and practice, something many students may not have experienced. This course mainly concentrates on the skills of communication with customers. With approximately 76% of our labor force working in the service sector, the chances are, we will be there, too. As entry level, front line employees of an organization, we will mostly deal with the customers directly. Therefore, communication skills will benefit anyone just entering working society. Service industries may have legal and financial strictures. They are highly competitive. I hope to learn to recognize and deal with specific challenges, such as understanding schedules, budgets, quality control and competitive strategies, a good background for my future career. The course will

Architecture and Environment Assignment Example | Topics and Well Written Essays - 250 words

Architecture and Environment - Assignment Example The architects scrutinize whether the site is legible for reducing waste hence minimizing the impact on the local ecology and the environment (Brebbia, & Broadbent, 2006). It also relates to the environment because architectural designs try to achieve thermal comfort for the people who will occupy the construction. They design buildings in a way that they control the internal environment factors such as air, temperature and humidity (Kembel et.al 2012: Smith, 2011). Architecture also relates to the environment in terms of study of behavior. They study the beliefs, behavior and attitudes of people regarding the environment (Carmona, & Tiesdell, 2007). They also evaluate the effectiveness of the environment in order to ensure that the process of construction meets the specific objectives (Marquardt, Bueter, & Motzek, 2014). They take a consideration of the human environment and behavioral systems such as planning and policies aimed at controlling the environment. Architecture is also interested in the study of the interrelation between human beings and their man-made and natural environment and the relation towards the field of environmental design (Mallory-Hill, Preiser, & Watson, 2012). However, a contrast exists between the two disciplines. While architecture deals with the management of any action that relays to the design and use of space and land, the environment, by contrast, is concerned with the management of the natural and built enviro nment (Thomas, 2002: Baker, & Steemers, 2000).   Kembel, S. W., Jones, E., Kline, J., Northcutt, D., Stenson, J., Womack, A. M., & Green, J. L. (2012). Architectural design influences the diversity and structure of the built environment microbiome.  The ISME Journal,  6(8), 1469-1479. Marquardt, G., Bueter, K., & Motzek, T. (2014). Impact of the design of the built environment on people with dementia: An evidence-based

Proposal for recreational area Essay Example for Free

Proposal for recreational area Essay It’s really important to keep the people of any company happy and active in the workplace and one of the ways of ensuring it is by creating a recreational area for the employees as they spend their time in it and refresh their mind from stress and daily issues. The reason for having a recreational area, it helps to make the work more interesting and easy basically after spending the time in it .they feel so good and lighter and do their best for their organization. It unlocks the imaginations and innovation. it is also important to uplift our employees moods.so I have two main suggestions the first one is YOGA AREA and the second one is VIDEO GAMES AREA. The first suggestion we can consider in office is YOGA AREA. Yoga is a mind-body perform that combines physical poses, controlled breathing, and relaxation. Yoga may help to reduce stress, blood pressure, and heart rate. And almost anyone can do it. Yoga poses, also called postures, are a series of movements designed to increase strength and stretchable. while completely relaxed to difficult postures that may have you stretching your physical limits. Controlling your breathing is an important part of yoga. Yoga teaches that controlling your breathing can help you control your body and silent your mind. even a few minutes of meditation during your workday can make a difference. Example: McKinsey and Company is a firm in Hong Kong which have a yoga area for their employees so that employee does their best with active of mind. On the other hand, the second suggestion we can consist the VIDEO GAME AREA. This contains some standard games like play station E.T.C playing the game would refresh our mind. these are the sources of joy it will create happiness and reduce stress playing game is not just essential for kids, it can an important source of relaxation for adult as well as for employees , it is a time to forget about work and commitment playing games impact their brains positively by increasing motivation improving memory and at even enhancing feeling of empathy among the learned. long working hours make processing information difficult in a day and playing video games break helps in losing stress and give more energy to work .many employee are playing their games hobby to the office.the project based work make it easier to fit in a few minutes to play during the workday. According to the psychologist DR messy!  Ã¢â‚¬Å"Some video games give you a short experience where you can be competent and autonomous † Example: Thrashers enterprise has a recreational area in their organization.It is practicing in the office building of this organization in Japan.  Aside from giving you the enjoyment that you would want, recreational activities also giving you an opportunity for you to be able to spend time with yourself .Having a time to spend yourself can make you meet your inner self. it will give you’re an opportunity to know more about yourself deeper.

Ohio State University Essay Example for Free

Ohio State University Essay Cynthia Ozick is a daughter to Celia Regelsion and William Ozick who was born on 17th April, 1928 in New York. She has a strong educational background. She is a BA degree holder from the university of New York and Masters degree (MA) holder from Ohio State University. She is a respectable and an outstanding writer who has written several fictions and essays and particularly on the life of Jewish Americans. Some of her works such as the novel entitled ‘Heir to the Glimmering world’ that was released in 2004 made her to become popular in the world especially in the United Kingdom. Ozick has achieved many awards due to her unmatched writing skills for example she won the 1986’s Rea Award for the short story writer. She was also on the limelight in 2005 when she won the Man Booker International award. As if this was not enough, she won herself the PEN award in honor of her excellent short story writing skills. Her writing career did not occur to her overnight in fact there are some historical factors that motivated and shaped her life to what she is now. This research paper is going to delve deeper into Cynthia Ozick’s historical background and try to establish the exact factors that influenced her to become a writer of her caliber. The paper will also give brief background information of her life and then conclude with a quick summary of the main points that have been discussed. In the very last page of this paper is a list of all the resources that have been consulted while conducting this research and are properly formatted in accordance with MLA formatting style. Cynthia Ozick was a second born in her family and her father owned a drugstore where Cynthia would assist him in delivering prescriptions. She hailed from a family that greatly valued education and that is why she ended following the path she took, wring novels, poems and plays. Her father was a great Jewish scholar while her uncle was a renown Hebrew poet whose work was widely read. It is her uncle who for the first time introduced her in the field of literature thereby laying the foundation of her future career. (Rothstein) She attended school at a time when anti-Semitism was on the highest degree. She first experienced it while she was schooling at Pelham Bay section where she would receive anti Semitic slurs and attacks especially when Christmas carols were sung in class for she would not sing along as it was her principle. (Jiffynotes. com) She never gave up with school life instead she read books of her older brothers and would get others from a mobile library that passed by their drugstore. Her life took a new dimension when she joined high school at Hunter College where she found the situation being different from that in primary school life in that her education excellence was respected and greatly appreciated something that paved way for her to pursue higher education in 1949 at New York University and later to join Ohio State University for her Master’s program. (Fallon, E. 320-22) Generally speaking, though her life was good at home it was not the same in public. It was in accordance with Jewish culture that young children in America be taken for religious instructions and Cynthia Ozick was no exception. She experienced her first childhood pain at the age of five and half when her grandmother took her for those classes at Yiddish only to be disappointed by the Rabbi who refused to accept the girl arguing that there was no need to educate females. â€Å"Take her home, a girl does not have to study’ (Lowin) Rabbi had no idea whom she was sending away because the girl was bright. Though she was sent away, her grandmother never gave up in fact she took her again the next morning and she was accepted. Rabbi later discovered that the girl was a quick learner and through Rabbi Cynthia came to learn Yiddish knowledge. The experience of her being sent away from school by Rabbi who believed that girls were dispensable to be educated motivated Cynthia in one way or the other. She says that her feminism cropped up due to this treatment. (Lowin J.) Another thing that motivated her to write novels was the memories of how she was treated at school in Bronx. Though the girl was intelligent there are other things that made her feel inadequate, ‘While Ozick describes the Pelham Bay section of the Bronx as a lovely place she found it ‘brutally’ difficult to be a Jew there she remembers having stones thrown at her and being called a Christ-killer as she ran past the two churches in her neighborhood† (Lowin J). she recalls how she was treated so many years down the line something she confirms in her novel, The Cannibal Galaxy which where she describes her life in school that she was suffering like a little worm in school perhaps because she was an immigrant child left under the hands of a teacher who cared less about her life. According to Fallon (323), though Cynthia would not relate well with other children at school there was another option and a better one, books. After school she would burry her head in books that she got from a mobile library that passed by their drugstore once in a week. She says that the mobile librarians would take their cup of coffee at Park View Pharmacy after they were through with their work and she would pick two big books and magazines which transferred her completely to another world, a world different from what she experienced in school, a world of books where no one would interfere with her life. It could be said that harassment she experienced at school was a blessing in disguise because it made her to study more thereby increasing her level of intelligence. She was motivated to spend more of her time reading as she could not relate well with other students who would even criticize and throw stones at her while passing by them. (Fallon 324) The books she received from the traveling library magically transformed her life from that of a doltish schoolgirl to a reader and a prominent writer. She started by going through fairly tails and ended up being a renown novelist. The other motivational force came from her uncle Abraham Regelson, a poet who was admired for his outstanding composing and writing skills. She says that Regelson paved a way for her to follow what she refers to as a strange career. She says, â€Å"It seemed quite natural to belong to the secular Id of literature† (Lowin). She attributed her career choice to her gender arguing that if she was born a boy may be she would have pursue something else instead of what she did. She felt more motivated when she joined high school at Hunter College, Manhattan. The school atmosphere was different from that of the primary school. Here it was academic excellence that made one to be recognized and for the simple reason that she was extremely bright, she felt like she was part of the big elite group. She clearly describes those feelings in her short story book â€Å"An Education. † After she successfully completed her high school education, she proceeded to the University of New York for her BA degree and after that joined Ohio state university for her Masters degree where she wrote her thesis ‘Parable in the Later Novels of Henry James’. In her peace of work entitled, According to Lowin, the lesson of the Master Cynthia Ozick explains how she was influenced by the work of Henry James such that she became a worshipper of literature. She says, â€Å"A worshipper who had to choose between human entanglement, real life and exclusive devotion to art, chooses art. She chose art over life, she says to her eternal regret† (Lowin). Her definition in work of art was confirmed when she directed all her efforts to what she referred to as ‘High Art’ and she embarked on writing philosophical novels such as Mercy, Pity, Peace and Love (MPPL). After that she stopped writing novels and committing herself to other pieces of work like writing Jewish literature. She also got culturally transformed and became what could be termed as Jewish autodidact (Rothstein, M. ). Later, she would further be influenced by the work of Heinrich Graetz – History of the Jews and thereby she took another dimension as far as writing was concerned. She started writing more about Jews and came to be referred to as a Jewish writer. She wrote many poems with Jewish themes and also published another piece of work entitled the Pagan Rabbi in 1966 which made her very popular as it was widely read. It is from this time that her character in the field of writing started to shine internationally. She won several awards and her stories were chosen as the best in the yearly American Short Stories. She also won the Faultner Award and the National Book Award plus other dozen grants and awards that were only coveted by many not mentioning the several honorary degrees she was warded by various universities. (Associated Press) Though she was not a direct victim of the Jewish Holocaust, she would recall how Jews were killed by deadly gas by the ruthless Nazis and particularly in Germany. These memories have also become another motivating force behind her career as a Jewish writer because she has spent a great deal of time and energy writing about what was happening during that time. In conclusion it can be said that Cynthia Ozick’s career was to a large extent shaped by anti-Semitism attacks she met at school. The fact that other students were isolating her and openly criticized opened another door for her. She found solace in books which she received from a mobile library that passed by their drug store. Again having come from a family with people who valued education, she got motivated to study harder than others. Later was later influenced by the work of Regelson and Heinrich Graetz. Again the memories of how the Jews were treated during the First World War reawakened her conscience something that made her to switch to a Jewish leader. Works Cited: Associated Press. Author Cynthia Ozick wins to lifetime achievement awards. Times Record News. April 24, 2008. Accessed at http://www. timesrecordnews. com/news/2008/apr/24/author-cynthia-ozick-wins-2- lifetime-achievement-a/? printer=1/ Lowin, J. Cynthia Ozick. Jewish Virtual Library. 1928. Available at http://www. jewishvirtuallibrary. org/jsource/biography/Ozick. html Fallon, E. A Readers Companion to the Short Story in English Society for the Study of the Short Story. Greenwood Publishing Group, 2001 Jiffy notes . com. Cynthia Ozick. Thomson Gale, 2006. Available at http://www. jiffynotes. com/a_study_guides/book_notes/ssfs_0000_0022_0/ssfs_0 000_0022_0_00022. html Rothstein, M. Cynthia Ozicks Rabbinical Approach to Literature. New York Times. March 25, 1987. Available at http://query. nytimes. com/gst/fullpage. html? res=9B0DE5D91330F936A15750C0 A961948260sec=spon=pagewanted=all

The Consumption Of Alcohol

The Consumption Of Alcohol INTRODUCTION Public Health is the science of protecting and improving the health of communities through education, promotion of healthy lifestyles, and research for disease and injury prevention. In order to develop programs that protect the health of your family and community, public health professionals analyse the effect on health of genetics, personal choice and the environment. It is concerned with threats to health based on population health analysis. The dimensions of health can encompass a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity, as defined by the United Nations World Health Organization. Overall, public health is concerned with protecting the health of entire populations. These populations can be as small as a local neighbourhood, or as big as an entire country. The interdisciplinary approaches of epidemiology, biostatistics and health services, incorporates through public health. Environmental health, community health, behavioural health, and occupational health are other important subfields. The consumption of alcohol can have beneficial or harmful effects depending on the amount consumed, age and other characteristics of the person consuming the alcohol, and specifies of the situation explained by Dietary Guidelines for Americans (2005). Alcohol means neutral spirits distilled at or above one hundred ninety degrees proof, whether or not such product is subsequently reduced, for nonindustrial use. The term alcohol, unless specified otherwise, refers to ethanol or ethyl alcohol. It is a thin, clear liquid with harsh burning taste and high volatility. Alcoholic beverage means any liquid suitable for drinking by human beings, which contains one-half of one per cent or more of alcohol by volume. Alcohol drinking is an integral part of family, social and occupational life for many people in the UK. While low to moderate consumption is not associated with excess risk, and may even be beneficial, excessive consumption, particularly in young people, is a growing cause for concer n to policy-makers, health and social care professionals, and the public, it was assessed by Smith and Foxcroft (2009). Why it is a Public Health Issue? Alcohol misuse not only affects physical, emotional, but also social aspect of a person and an individual means the public. According to Faculty of Public Health (2008), for centuries and many people use it rationally although alcohol has been part the culture; its misuse has become a serious and worsening public health problem in the UK. The misuse of alcohol whether as chronically heavy drinking, binge-drinking or even moderate drinking in inappropriate circumstances not only poses a threat to the health and wellbeing of the drinker, but also to family, friends, communities and wider society through such problems as crime, anti-social behaviour and loss of productivity. It is also directly linked to a range of health issues such as high blood pressure, mental ill-health, accidental injury, violence, liver disease and sexually transmitted infection. Concept of Public Health The two most common measures of disease in populations are prevalence and incidence. Sometime both terms are used in the description of a disease or disease outbreak. Prevalence, which has already been mentioned, is the member of people who have a disease at a given time; that is the number currently suffering from the disease or disorder. Incidence, on the hand, is the number of new cases of a disease, such as the other hand, is the number of new cases of a disease, such as influenza, being higher than usual for the year. This indicates the number of new cases is higher than what is typically expected, whereas a report indicating increased prevalence would mean the number of existing cases is higher asses by Evans. Epidemiology is the science that looks at the relationships between diseases occurring in populations and groups, typically in an attempt to reduce risks and, compress morbidity into the last years if the populations life span. Life span is the limit of natural life such that through all supports and efforts one has lived as long as is possible. Life expectancy means something different, in that this term applies to the average length of life one may live based on gender, race, where one lives, and so on. Alcohol Consumption and Trends There were several surveys discusses the trends of alcohol consumption. Some says it decreases and others increases, but according to The NHS Information Centre (2010), drinking behaviour among adults and children in England, in 2008: 71% of men and 56% of women (aged 16 and over) reported drinking an alcoholic drink on at least one day in the week prior to interview. 11% of men and 6% of women reported drinking on every day in the previous week. 38% of men drank over 4 units on at least one day in the week prior to interview and 29% of women drank more than 3 units on at least one day in the week prior to interview. 22% of men reported drinking over 8 units and 15% of women reported drinking over 6 units on at least one day in the week prior to interview. The average weekly alcohol consumption was 16.8 units for men and 8.6 units for women. 28% of men reported drinking more than 21 units in an average week. For women, 19% reported drinking more than 14 units in an average week. 18% of school pupils aged 11 to 15 reported drinking alcohol in the week prior to interview; this figure is lower than 2001, when 26% of pupils reported drinking in the last week. 48% of pupils said they had never had a proper alcoholic drink, compared to 39% in 2003. Pupils who drank in the last week consumed an average of 14.6 units In 2006 to 2008, young people in London were less likely to have drunk alcohol in the last week (39%) than young people living in any other Government Office Region (51% to 63%) Knowledge and attitudes to alcohol In 2009, 90% of Great Britain (GB) respondents reported that they had heard of measuring alcohol in units. There has been an increase from 54% in 1997 to 75% in 2009 in the proportion of people in GB who had heard of daily drinking limits. Throughout the period, differences between men and women have been slight. Pupils in England aged 11 to 15 are becoming less tolerant of drinking and drunkenness among their peers. For example, in 2008, 36% agreed that it was OK for someone of their age to drink alcohol once a week, compared with 46% in 2003. Over the same period, the proportion who thought it was OK for someone of their age to get drunk once a week also fell, from 20% to 12%. Alcohol Misuse and other drinking patterns The use of alcohol for a purpose not consistent with legal or medical guidelines called alcohol misuse. There are different patterns in drinking alcohol; one is harmful drinking, alcohol use that causes damage to physical and/or mental health. Harmful use commonly, but not invariably, has adverse social consequences. Hazardous drinking is a pattern of alcohol use that increases the risk of harmful consequences for the individual. In contrast to harmful use, hazardous drinking refers to patterns of use that are of public health significance despite the absence of any current disorder in the individual user. A pattern of drinking that exceeds some standard of moderate drinking said to be a heavy drinker. In the UK, heavy drinking is defined as consuming eight or more units for men and six or more units for women on at least one day in the week. Lastly, moderate drinking, an inexact term for a pattern of drinking that is by implication contrasted with heavy drinking. It denotes drinking that is moderate in amount and does not cause problems. Drinking among Young People Young people are less well equipped than adults to cope with the effects of alcohol, physically and emotionally. The same amount of alcohol will have a much greater effect on the body of a child or young person than on an adult, because their bodies are still growing and developing. Also, a young person doesnt have the experience needed to deal with the effects of alcohol on judgement and perception. But, according to NHS federation survey (2009) it shows that in a recent survey, 14% of 15 and 16 year olds in the UK had been drunk 20 times or more during the last 12 months and 50% have been drunk at least twice. And 58% of 15 year olds who had drunk alcohol recently had suffered negative consequences such as getting into an argument, been ill, missing school, been injured or in trouble with the police. Among those aged 15 and under, 18% had drunk alcohol in the previous week Diment et al (2009). Although the proportion of schoolchildren who have never had an alcoholic drink has risen (from 39% in 2003 to 48% in 2008), those who do drink are consuming more. Between 2007 and 2008, mean alcohol consumption among young people aged 11 to 15 (specifically, those who had drunk alcohol in the previous week) increased from 12.7 units (102 g) to 14.6 units (117 g) Diment et al (2009). Regional analysis shows that consumption is highest among those living in the North East (17.7 units) and the North West (16.3 units). It is lowest in London (11.3 units) The NHS Information Centre (2010). In addition, nearly 10,000 children and young people (under the age of 18) are admitted to hospital each year as a result of their drinking Department for Children, Schools and Families (2009). It is a major problem knowing the new generation are being exposed to this public health issue. By their innocent knowledge, they will be victims that in the longer term, drinking can have a negative effect on a young persons school work, social life and friendships, as well as their general health. Theyll also be in trouble if they break the laws about buying and drinking alcohol. Effects on Health and Social Services Alcohol is associated with a wide range of criminal offences in addition to offences of drunk driving and drunkenness; in which drinking or excessive drinking defines the offence. Alcohol-related crime has been a matter of great public concern for some years. Public concern about alcohol-related crime often relates to offences: involving a combination of criminal damage offences, drunk and disorderly and other public order offences involving young males, typically 18-30, but increasingly, also young females often occurring in the entertainment areas of town and city centres. In the table above explains the effects of alcohol to deaths of people from 2000- 2009. The average of 15 to 19 per 100,000 populations died in a year for males and 7 to 9 for females. According to NHS guidelines (2011), harmful drinking and alcohol dependence cause many mental and physical health problems, and social problems. In England, 4% of people aged between 16 and 65 are dependent on alcohol (6% of men and 2% of women). More than 24% of the English population (33% of men and 16% of women) consume alcohol in a way that is potentially or actually harmful to their health or wellbeing. Alcohol misuse is also an increasing problem in children and young people. Current practice across the country is varied, which leads to variation in access to a range of assisted withdrawal and treatment services. A shown an upward trend of hospitals stays in relation to the cause of drinking alcohol from 2002- 2009. Alcohol plays a part in and around work, both as a perceived antidote to the pressures of the modern workplace and as a way to socialise or network with clients and colleagues. However, drinking can reduce the productivity of the UK economy in a number of ways. This occurs through: increased sickness absence: drinking 7+ (for women) or 14+ (for men) units per week raises the likelihood of absence from work through injury by 20 per cent; the inability to work (unemployment and early retirement); and premature deaths among economically active people (people of working age). Combined, these three factors account for a total alcohol-related output loss to the UK economy of up to  £6.4bn. Alcohol misuse tends to change the roles played by family members in relation to one another, and to the outside world. Most families operate some form of division of labour one person managing the familys finances, the other supervising the children, one doing the gardening, the other doing the cooking, and so on. But as one member of the family develops more of a drink problem, the other members are likely to find themselves having to take over his or her role themselves. Eventually, one member may be performing all the roles finances, disciplining, shopping, cleaning, household management, and so on. Another area of family functioning which is often affected by alcohol and alcohol misuse relates to the kind of communications that takes place between family members. It may be that the partner with the problem refuses to talk about it, even though it is clearly beginning to dominate his or her, and the families, life. Alternatively, alcohol may loosen the tongue and things might b e said which would not have been said in a sober state. Or again, alcohol can itself become the main topic of conversation Public Health Need and Practice The prevention of alcohol misuse can benefit 9 out of 10 adults drinking varying amounts of alcohol, therefore the Models of Care for Alcohol Misusers recommends that service planners for alcohol misuse should focus first upon the needs of the hazardous, harmful and dependent adult alcohol misusers. There are national media campaigns currently underway, which seek to raise awareness amongst the general population of the impact of excessive drinking on themselves and others. It endeavours to ensure consistent messages about sensible drinking are conveyed and that there is greater clarity for individuals understanding themselves how much alcohol they consume. The public should continue to be made aware of the harms associated with alcohol and have access to information about what is available locally through clear and accessible patient information. There is a commitment in public health to develop a programme for improving alcohol treatment services based on an audit of demand and the Models of Care framework, funded via the pooled treatment budget of substance misuse DOH (2004). Alcohol treatment is currently provided by GPs and specialist addiction services, but most alcohol treatment services in England are found in the voluntary sector DOH (2005). In recent years there was an emphasis on the treatment for misuse of class A and B drugs, rather than alcohol. This has led to underfunding of services for alcohol misuse and the waiting time for treatment is much longer for alcohol misuse than for drug misuse HAGA (2008). Government Policies In the UK, the prevailing view is that a reduction in alcohol consumption to sensible or lower risk levels is sufficient even for those people who are dependent on alcohol. In 2004, the Department of Health published Choosing Health, the Alcohol Needs Assessment Research Project (ANARP) DOH (2004), and the Alcohol Harm Reduction Strategy for England, followed in 2005 by Alcohol Misuse Interventions; Guidance on developing a local programme of improvement DOH (2005a). The next steps in the National Alcohol Strategy (2007) DOH (2007) reviewed progress since these publications and outlined further action to be taken to reduce alcohol-related ill-health and crime. The Greater London Alcohol and Drug Alliance (GLADA) recently released a statement of priorities for alcohol in the capital. These are based on 3 strategic objectives: To reduce alcohol-related harm to health, through awareness-raising, early intervention and better access to treatment and support To reduce alcohol-related crime and disorder and anti-social behaviour through continuing to improve the management of the night-time economy and tackling the links To reduce the risk of harm to children and young people as a result of their own or others drinking through developing alcohol work within targeted youth support and the Every Child Matters agenda There is a guidelines set by the UK Government provide advice on daily and weekly maximum alcohol consumption levels. The guidelines recommend that men should not regularly drink more than three to four units of alcohol per day, and women should not regularly drink more than two to three units of alcohol per day. In terms of weekly limits, men are advised to drink no more than 21 units per week, and women no more than 14 units per week. Even though, theres limit in alcohol consumption people still exceeds for own wants. In Britain, the amount of pure alcohol sold per adult rose from 9.53 litres in 1986/87 to a peak of 11.78 litres in 2004/05, before dropping to 11.53 litres in 2007/08 HM Revenue and Customs (2008). This approximates to 22 units (176 grams) per week for each person aged over 15 years. In 2007, 72% of men and 57% of women in England had an alcoholic drink on at least 1 day during the previous week. In addition, 41% of men and 35% of women exceeded the daily recommended limits on at least 1 day in the previous week Robinson and Lader (2009). In order to deal with a problem, someone must first recognize that the problem exists. Because denial is the first and best defence, being able to recognize the need to cut back is crucial to being able to overcome it. Take short breaks from alcohol, learn to say NO, stay active to find diversion. Watch out for temptations and do not give up were advices from an article beating the bottle. Given the high number of potential stressors in society today, maintaining a strong control over oneself can be a very difficult task. Self-control is a key element to functioning at school, work or in social situations. It is a mostly learned and developed attribute of an individuals daily life. Conclusion A greater clarity on the prevalence of alcohol misuse based on local intelligence, resources and funds dedicated to alcohol misuse, mapping of referral pathways, service providers and development of referral protocols should be prioritised by the Alcohol Strategy Group. Workforce training and development in order to provide alcohol services across the public and voluntary sector is essential to delivery of effective interventions in an effective and equitable manner. Working with the industry is vital to achieve reductions in alcohol misuse in a sustainable manner. Although drinking alcohol here in UK is somewhat tradition, or its in the culture. Because in every gathering theres alcohol and even in a regular meal includes alcohol. People needs and discipline to control not to abuse alcohol should be considered. In terms of health education, it would be useful to determine what young children want to know and how they would like this information to be delivered. Greater knowledge of the influence of the family on drinking is required. Word Count: 3,145

My Fifth Year Of Highschool :: essays research papers

With dim lights hanging over green felt-covered tables on one side of the room and loud, blinking arcade games on the other, and music blaring from a jukebox, there was no way I was ever going to leave the university. Only a dollar twenty-five to play pool here for an hour! And when it wasn’t my turn, I could go and play pinball! Every day, hundreds of students hung around the arcade, shouting, laughing and looking to challenge someone to a game of pool or a shot at beating you on an arcade game. Yes, I came away from there many times with a bigger ego. I never left after being defeated-you just had to find someone else and beat him or her. I lost a lot of money in that gloomy basement amidst the cracking of pool balls and the beeping of video games. But I took something out of it too. In a way, all the money I lost was paying for what I know now: an arcade should not substitute for college, even if the arcade is in the basement of the student union. As a freshman at the University of Arizona, I at first found myself awed by the power of college: The flocks of people-students and professors alike-mingling on the mall, in the buildings, and in the Student Union. And in the early weeks of my first semester, I quickly found my favorite place on campus: the arcade. Billiards, table tennis, video games, and music. All the trademarks of a college student’s recreation area. It was in these first few weeks that my impression was made about the university. When friends or relatives would ask me questions such as â€Å"How’s college?† or â€Å"What’s school like?† I would tell them what I really thought. I would say, â€Å"It’s like high school, but with a lot more people, a bigger campus, and a lot of time in between your classes.† And that is the plain truth. My class work did not offer much of a challenge-it was more or less the same stuff I’d been seeing for years. The professors weren’t that big of a deal-they were much like high school teachers, but you got to call them by their first name. And the number one best thing about going to college? I didn’t always have to go! That’s right: attendance in some of my classes wasn’t even mandatory.

Analysis of Emily Brontes Wuthering Heights :: Wuthering Heights Essays

  In the novel Wuthering Heights, Emily Bronte, shows how different aspects of themes are presented for a reader’s consideration. Some of the important themes in Wuthering Heights are, revenge, spiritual feelings between main characters, obsession, selfishness, and responsibility.   Bronte mainly focuses on the spiritual feelings of her characters. The difference between the feeling that Catherine has for Heathcliff and the one she feels for Edgar is that Heathcliff is part of her nature, he is like her soul mate. While on the other hand Edgar is only part of her superficial love, and because she is attracted to Edgar and his love for her. It is the spiritual love rather than a physical love that brings Heathcliff and Catherine together.   Revenge is the most dominant theme in the book, although at the end Heathcliff abandons his plan for revenge. For Heathcliff revenge started when Hindley used to abuse him when they were younger. He started to hate him and wanted to seek revenge. After he came back from his journey he made Hindley’s life a living hell. Heathcliff got all of the property from gambling with Hindley. Heathcliff also wanted revenge on Edgar who married the woman Heathcliff loved. In the last chapter Heathcliff first believes that if he can avenge the death of Catherine that he will somehow grow closer to her. Though the exact opposite happens. When Heathcliff gives up his plan for revenge, he is then reunited with Catherine in external bliss.   Obsession played a big role on Heathcliff’s love for Catherine. After Catherine came back from the Lintons and Edgar used to pay her visits, Heathcliff would mark off the days that he came over to spend time with Catherine and the days that he did not come over, which would be the days she would spend time with Heathcliff. Also when Catherine moved to Thrushcross Grange, after she married Edgar Linton, Heathcliff would stand outside her window to watch her. Heathcliff was obsessed with the love he had for Catherine. He loved Catherine more than his own life. The two have a powerful emotional bond together, something Heathcliff never experienced with anyone else, being that no one else ever loved him, so he became obsessed with the one person he related to emotionally.   Selfishness was in everyone’s character in some way or other. It was first showed by Mr.Earnshaw   when he brought home Heathcliff and presented him to the family.