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Managing Diversity Dissertation

Dissertation on Managing Diversity

Factors Affecting the Employment of People of the Black and Minority Ethnic Population
Introduction

Affirmative action, mandated by Executive Order no. 11246 in 1965, was a huge step forward in the promotion of employment of minorities and females (Leonard, 1984). Due to the events that transpired the factors affecting the employment of the black and minority ethnic population have changed for the better, but not completely. The management of diversity allows for the resting circumstances, which differentiate from those of regular management to be analyzed and responded to.

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It is wise to say that there is importance in paying attention to the methods of management of diversity in order to run a successful business. This is evident in today’s society, as one company can employ people who were born, educated and raised in countries all over the world. As a manager, how does one accommodate to an ethnically diverse staff? The changes in the workplace that have occurred over the past century have been drastic and many changes have been set in order to accommodate those who have been systematically excluded.

This dissertation will focus on the roles that factors such as race, ethnic background, and cultural differences can play in one’s career path and choices. It can be argued that it is more important for a potential employee whose people have been historically disadvantaged to understand these barriers.

However, finding the answers to these questions is vital to organizations as well. This can be attributed to reasons such as the growth of internationalization and the labor market’s impact on organizational strategies, reasons we will explore later on. This dissertation will also attempt to realize the ways in which an organization can acquire a competitive advantage while treating employees of ethnic minority fairly.

Historical Analysis

From a social standpoint, Western civilization has made huge leaps in human rights and equal opportunity employment. In reference to the employment of Black people, Norgren and Hill stated the following: “…It is evident that the non-discrimination clause in government contracts was virtually unenforced by the contracting agencies during the years preceding 1961.” This is because, on March 6th, 1961, President John Kennedy issued Executive Order 10925, which mandated federal contractors to take affirmative action and respect the clauses and sanctions with which this intervention was associated (Leonard, p. 48, 1990).

From this point onwards, there was little debate on the obligation not to discriminate with regard to sex, race, color or religion. This undertaking, along with others of similar nature, had positioned the United States as a pioneering country in the diversity movement. Due to recent large-scale population movements, the rest of the world, including Europe, Asia and the Middle East followed suit shortly thereafter (Konrad et al., p.1, 2007).

Nevertheless, the plan to stimulate the certainty of equal opportunity employment through affirmative action was exceptionally controversial. The use of the words goals, timetables and quotas irked people the wrong way (Leonard, p. 48, 1990).  Even so, this was a necessary endeavor that ensured affirmative action was indeed an action and not just a theory.

1990 United States Census data indicated that less than 5% of African-American men and only 2% of African-American women were self-employed. Meanwhile, Korean-American men and women experienced a 28% and 19% self-employment rate (Fairlie and Meyer, p.758, 1996). One could gather from this that the resting population is either unemployed or employed by an organization. As the percentage of African-American self-employed people is rather small, it is important to consider the factors and dynamics that affect the employment of this group.

Although many injustices were eliminated with the development of affirmative action, there were still alarming statistics and trends that affected the black and ethnic minority United States population. As hiring practices became more diversity-sensitive, different problems arose. Research indicated that African-Americans were at a great disadvantage in regards to upward mobility in the workplace (Davidson, p.12, 1997). Although the quotas and goals were being met, there were many cases of problems within the office, once a black or ethnic minority person was in power. The problems included social mobbing, continual racism, which led to feelings of loneliness and a lack of motivation to improve (Davidson, p.5, 1997).

The Employment Process

Every company has a human resources department and most of the time, follows a standard process of recruitment, screening, hiring, and training. In order to understand which factors affect black and minority ethnic populations, we must briefly review the general employment process first. Factors such as education- of business etiquette and academics, motivation and will and access to transportation, are just some of the obvious factors that can determine the employment of any individual. It would be illogical to ignore the obvious factors just because they apply to all people instead of only to the black and minority ethnic population. It is important to analyze these factors and apply them to the circumstances with which our public must comply. To exemplify this point, let us analyze the costs of employment.

  

An organization must incur expenditures in the hiring process that allows the aforementioned activities associated with hiring an employee to transpire. The costs of training a productive staff include explicit and implicit costs. For instance, explicit costs in training include hiring trainers and the costs of materials used during training. Implicit costs derive from the use of an existing employee to train the new employee, the trainee’s time spent in training, and the resulting loss in productivity (Ehrenberg and Smith, p.132-133, 1994).  In the case of a minority ethnic population, this can be especially applicable. Many managers and administrators in charge of hiring may assume that even with experience, the training that an immigrant received in his or her home country was different and therefore requires more of an investment than a native of that country. This, along with other traditional labor practices, may create an unwarranted barrier in the employment of the subjected public.

Exploring Barriers

Understanding the barriers that come along with diversity is a difficult task on its own. However, it is also vital to identify which barriers are the most crucial and which ones warrant attention. Essentially, the term diversity refers to matters of difference and inclusion (Konrad et al., p.1, 2007). The task at hand is to differentiate between the factors that are detrimental and those that are beneficial to people in the workplace. One factor that is clearly detrimental is the concept of wage inequality. This refers to the variance in earnings people who have attained the same level of education receive based on their race/ethnicity. A research study completed by the Minesota Private Colleges proved that the patterns in the United States show a gap exists depending on race (Boyles, n.d).

Difference in race and ethnic origin possess different levels of importance depending on the subjected country. The trend is that various countries attribute value to certain aspects of diversity in diferent ways. Being North African in Western Europe may pose greater obstacles than being North African in Canada, where linguistic differences are the major cause of prejudice (Konrad et al., p.3, 2007).  As we defined diversity as a matter of inclusion, we can also conclude that there may be different types of inclusion, with assimilation and cultural pluralism being two favored avenues of thought. Both routes offer solutions and at the same time, can pose problems (Konrad et al., p.4, 2007).

  

Therein lies a problem. One who is a visible minority does not have a choice whether or not they are seen as a minority. The invisible minority, which includes Natives and some ethnic and minorities, is faced with a dilemma of a decision whether or not to make their differences public. This group of people is not limited to ethnic differences as religion, sexual orientation, or mental health and disability issues are also factors that contribute to the invisible minority. One can have a skin tone that does not indicate any particular ethnic origin and this person’s cultural identity is often overlooked. Sometimes, people feel being able to hide these invisible traits is an advantage. At other times, these types of people can feel excluded or neglected because of their own unwillingness to make their differences public.

The decision to announce one’s own differences can be faced with critique depending on the philosophy of the receivers of any given message. A manager who is an assimilationist may value and affirm diversity, but as a supporter of assimilation, may perceive the announcement as unnecessary and get the wrong image of the potential employee. This manager can be referred to as colour blind and most probably focuses on shared humanity. On the contrary, a manager who supports cultural pluralism but is merely tolerating diversity can accept this announcement and refer to an employee program catered to this ethnicity (Konrad et al., p.8, 2007).  There is a fine line between these two approaches and it is difficult to determine which one, if either, is of greater moral value. It is the reaction of the hiring manager that can affect the potential employee.

The Advantages of Diversity in the Workplace

Until now, we have mostly spoken about the tribulations and obstacles that coincide with diversity in the workplace. However, it is not all bad. There are also many advantages that can come out of effectively managing diversity, as well as disadvantages of not doing so. For example, an employee who prefers to work for a firm that values diversity will also prefer to purchase products from this organization (Cox and Blake, p.49, 1991). This concept is vital for community leaders, current and prospective employees and social workers to know and point out to employers.

More specifically, this work dynamic can attribute to a firm by providing a competitive advantage in six areas:

1. cost,
2. resource acquisition,
3. marketing,
4. creativity,
5. problem solving
6. and organizational flexibility (Cox and Blake, p.45, 1991).

To exemplify this hypothesis, let us look at a few of these arguments, particularly the marketing, creativity, and organizational flexibility arguments. In terms of marketing, an ethnically varied staff can help both multinational and domestic operations. Cultural sensitivity and insights prove to be useful in marketing to sub-populations as well a in the internationalization process. The level of creativity should improve as the level of diversity of perspective rises. A diverse perspective creates less emphasis on the norms of the past and conformity (Cox and Blake, p.47, 1991). As for organizational flexibility, the knowledge of native language can help in business deals. In this case, visible minorities may have an advantage when doing deals with other visible minorities of the same origin. Furthermore, scheduling of shifts may be easier due to the flexibility provided by different customs and traditions in association to work. For instance, a Jewish employee would have no problem working on Christmas and a Muslim employee would have no problem working on Hanukkah.

A 2005 research study performed by the Society for Human Resource Management explores this idea in greater detail. It goes on to strongly affirm that differences in the workplace are assets and not liabilities. The study, summarized in “Figure 3” explored the ways in which more than 300 organizations see diversity as an advantage in the quest for competitive advantage. The affected areas included employee recruitment, access to new markets, and the integration of diversity into the organization’s business strategy (Lockwood, 2005). The following graph goes into more detail in regards to this subject.

(Lockwood, 2005)

Diversity Management: Employer Policies and Practices

There are various policies and practices that are associated with human resource management to which a manager must adhere. These policies and practices determine the way in which factors such as culture, work structuring, performance management and resourcing will be utilized (Sparrow et al., 1994). Diversity management is a concept which results from the creation of equal employment opportunity and affirmative action law. It has seen many policies and practices that have helped minorities in the workplace to be instated. When management addresses diversity, it is usually due to government requirements as oppose to an initiative taken by the management in the quest to add organizational value (Gilbert, 1993).

  

One of these practices is called anti-discrimination enforcement, which is coupled with anti-discrimination law. The most prevalent dealings affected by this include grievance procedures, formal hiring and promotion systems, and systematic recruitment schemes (Kelly et al., p.88, 2001).  When these requirements first came into being, these changes did not go unnoticed and were sometimes heavily criticized and companies’ did the bare minimum in order to comply with government standards. However, it is now widely accepted that it is in everybody’s best interest when diversity management policies create an inclusionary philosophy in the organization. These inclusionary measures usually include a regulatory address of fairness, empowerment, and openness and are executed through multiple efforts, constant reinforcements, and broad-scale change initiatives (Gilbert, 1993). Restructuring jobs, modifying training materials, engaging unions, and changing supervisor and co-worker attitudes are just some of the initiatives that can be taken in order to maintain good diversity management.

Conclusion

The past experiences of the black and minority ethnic population can suggest that there is still inequality and prejudice in the workplace. In order to understand how these inequalities come to fruition, one must analyze labor economics and the general employment process and apply its factors individually to the public in question. With the proper management and understanding of these factors, the firm will benefit and so will the employees. The largest threat that the black and minority ethnic population faces stems from the lack of education of managers in terms of the benefits of managing a diverse staff. Although much progress has been made in the administrative sector, these are still factors that affect the subjected public at heart and within the working environment. This is mostly a humanistic variable that, with assistance from community leaders, can be resolved by the people themselves.

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Project Management Dissertation

Dissertation on Project Management

Risk Management: Definition and Processes

When an individual or a group of people is working on a project, it is crucial to think through all the possible obstacles, which may occur in the process and the ways they can be eliminated. According to Turbit (2005), a risk differs from an issue in a probability of an event to occur. An issue has a 100 percent of a probability to happen, while a risk has less than 100 percent (however, more than zero percent). Therefore, the ways, in which both of them are managed, also differ.

A risk is also defined by the consequences that it has on a project as a whole. If a project completion has serious discrepancies from an initial plan, the events, which have caused these discrepancies, are considered to be risky. Even if those events do change the process of a project’s completion; however, do not harm it, they are not considered to be of a risk.

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Risk management is a tool, which assists in predicting the risks, which might occur during the process of the project’s completion and cause harm. Risk management allows to save money, avoid the delays in the completion and to increase the quality of the project. According to Turbit (2005), generally, there are four stages, which each team has to go through when working on a project, in order to prevent all the possible risks and threats.

The stages are:

• Risk identification
• Risk quantification
• Risk response
• Risk monitoring and control

The first step, which has to be taken, is identifying what are the possible risks that a project might be facing in the process of its completion. It is the best to involve all the people, who participate in the process, in order to review the steps, which need to be performed. Every department must examine the possible difficulties, which might occur in their specific tasks and to report them to the management team.

Usually, there are two types of risks: business and generic. Business risks include, for example, financial risks. Those are “[…] ongoing risks that are best handled by the business” (Turbit, 2005). Generic risks are the risks, which occur due to inability of a team to complete certain tasks or to complete them on time.

While identifying the risks, a team must examine the causes of a certain risk and its impact on the project. Project managers must think of how to try to both eliminate the initial threats as well as the results of the certain events. By doing so, a team will be better prepared for meeting any kinds of risks at any point of the project’s completion.

After all the risks are identified, it is necessary to evaluate them in order to know, how dangerous they can be for the project and what is the probability of them to happen. The potential events are rated in two dimensions: a probability of a risk and its impact on the overall performance. Depending on the rates of each dimension, a risk can be: low, medium, high, and critical. (Turbit, 2005)

A third step is a response to the risk. Generally, there are four things that a project management team can do about the risk.

These steps are:

• Avoiding the risk
• Transferring the risk
• Mitigating the risk
• Accepting the risk.

By avoiding the risk, a team can take certain steps in order to eliminate it. For example, it can use other materials, suppliers, partners, etc. Transferring risk means making someone else to be responsible for a certain risk. Mitigating the risks is making their impact on the project less harmful and effective. This means that a team could make some extra agreements (e.g. with suppliers) for securing the process of completing a project. Finally, a risk can be also accepted by a team in case it is considered to be not serious and harmful for the project.

Finally, the last stage of a risk management is a risk control. While three previous steps need to be done once for a single project, controlling the risk must be a continuous process. Changes can occur throughout the entire completion process, and, consequently, so can risks. In addition, new risks can always occur on different stages of a project’s completion.

Case Study: Royal Bank of Canada

An appropriate example for a risk management could be a case of a Royal Bank of Canada, which happened in 2004. A company was faced with a serious breakdown in its operational system, when it was trying to carry out a project of upgrading a new software program. This case illustrates both strong and weak sides of the bank’s management (especially risk management) and the way it has handled the occurred threat.

In 1995 Royal Bank of Canada (RBC) became one of the first banks to install software for its online banking operations. In 2004 software needed to be upgraded. The next day after an upgrade a failure in the system was noticed, and the entire business went out of control for almost a week. As bank has reported to the public later, the failure was caused by an incorrect data, which was entered during the upgrade by one of the workers. However, there was another reason to the occurred event. A code, which was required for a system to be upgraded the day before a breakdown, was not tested properly before the usage.

Considering the four stages of the risk management, it becomes clear that a company has made several obvious and very serious mistakes before and, as will be mentioned below, after the event. Upgrading online banking software in such institution as Royal Bank of Canada is an extremely important and complex project. A bank has millions of clients, who use its services every day. After a breakdown people could not reach their accounts for almost a week.

The first serious mistake made by RBC was the date, on which an upgrade took place. The upgrade took place on May 31, in the end of the month, when every bank is usually faced with the largest amount of transactions. According to the first stage of a risk management process, when RBC was planning on having an upgrade, its first issue was supposed to be a choice of a right time. Taking into consideration the fact that any upgrading process can go out of control, bank’s management team was supposed to plan a project to the middle of the month, when the amount of transactions is much lower. A failure in the system is the risk, which has both a high probability and a high impact not only on the completion of the project, but also on the overall performance of the bank. Therefore, management had to pay the most attention to it.

Another mistake of RBC was upgrading the system both on the main and backup systems at once. Backup facility was the only way to recover from a breakdown; however, since the upgrade was applied to both systems, both of them got broken. Therefore, all the files from a backup system became unavailable and could not be used as a system’s recovery. RBC had to make an upgrade separately in order to ensure that there will be at least one program, which would contain the entire bank’s information.

There were also mistakes made by the bank after the breakdown has occurred. Apart from the IT professionals’ inability to fix the problem immediately, there was no single person responsible for communicating the problem to the public. Bank’s CEO has left the country during the time, when RBC was facing serious problems and needed an authority to solve its problems. The breakdown in RBC was not only unidentified in advance as a risk, but it also was not evaluated correctly when it appeared. For several days bank was reporting to its client that a problem would be fixed the next day, instead, it took RBC a week to handle it.  

Despite of the bank’s failure to go through the first two stages of the risk management, it has handled the last two successfully. The response to a risk was as quick as possible, considering the breakage of a backup system. In addition, RBC has issued a formal apology to its customers and has given a detailed explanation of the occurred problem. In order to control any future risks and threats, RBC has made IBM Corporation its consultant in all the existing and future technical issues. Finally, a bank has offered refunds to the customers, who have seriously suffered from the incident.

Even though Royal Bank of Canada did not take all the necessary steps in order to prevent the possible risks and threats, it has responded to a risk in a good and professional way. In case a risk management would be handled correctly even before the incident, it would be significantly easier to repair the system after the breakdown (if any would appear).

Total Quality Management 

Total Quality Management is concentrated on providing a long-lasting success for an organization through creating customers’ satisfaction (ASQ.org). According to this method, every employee in an organization participates in this process. There are certain steps in this method, which give organization guidelines, which assist in boosting success for an entire company.

According to PHCC Educational Foundation (1996), there are twelve steps, through which an organization has to go in order to improve its performance.

These steps are:

• Obtain CEO commitment
• Educate upper-level management
• Create steering committee
• Outline the vision statement, mission statement, & guiding principles
• Prepare a flow diagram of company processes
• Focus on the owner/customer (external) & surveys
• Consider employee as an internal owner/customer
• Provide a quality training program
• Establish quality improvement team
• Implement process improvements
• Use the tools of TQM
• Know the benefits of TQM

There are, however, difficulties in using Total Quality Management. One of the biggest issues is changing the philosophy of the company, making customer a priority. According to its methods, the success of an organization is improved by concentrating on the customers and improving the conditions for them (both internally and externally). Since every employee in an organization plays an important role in the whole process, another issue is making them willing to go through these changes by explaining the importance of the new implementations. Separate departments need to be gathered together to work toward the same goal.  

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Dissertation on Sociology

Sociology, being a dynamic science, captures all the past and contemporary trends, which find their reflection in all spheres of our life. The biggest excitement in sociology for me is the way how the social ties affect the behavior of an individual and what consequences may follow.

Primarily, I would like to comment on some scientific methods used in sociology for that they comprise a certain interest for me personally. The research is an integral part of any sociological study, because observations and statistics play the crucial role in gaining the knowledge in sociologic science. Besides the common research methods used for centuries, the new ones emerge now and make up the visual sociology, a branch of the science reinforced by the development of technology.

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According to Macionis (2009), images and photography help either to study the individuals described on these images or understand people’s points and opinions on the topic highlighted with these visual aids. The film industry also contributed significantly to the development of sociology. Now it is possible to make conclusions about the social life of the people even on other continents, and I view this as a certain step toward global integration and improvement in communication. Even better in-depth view is achieved by the film directors who manage to disclose the functioning of a certain social unit or institution from the inside emphasizing on both individual challenges and social hierarchy. We refer to such works as documentaries.

An outstanding collision occurs between two sociological theories: positivism and humanism. As for me, it is arguable why both are almost equally relevant. One may see that positivism rests upon objectivity that is the basis of any research. The positivistic studies deal with observing natural processes and declaring the outcomes. Each scientist pursues no personal goals in doing a research, that’s why the outcome is supposed to be unbiased and credible. On the other hand, humanistic stance appears to be more individual for each researcher and contradicts the idea of objectivity at the whole. At the same time, the scientist may not be enough objective if he or she does not participate in social processes which are the center of the study. Participant observation is highly valuable in sociologic studies. Besides, Macionis (2009) mentions that scientific methods are only tools to complete the research, while the explanation is generated by the researcher who has to apply knowledge and creativity as well as to gather the data I order to come up with a relevant conclusion or solution.  

So that I have mentioned some research tools, I would like to switch now to the global approach. It is obvious, that the historical background plays an important role in sociological findings. When observing the societies, we proceed through the development of the human race from the primitive level and up to the highly organized societies with infrastructure, technical advancement and social security. Biological sciences only distinguish the steps of human development calling it evolution, while sociology classifies the same according to different principles (Macionis, 2009). One of the most outstanding definitions of society according to the Oxford English Dictionary suggests on the absence of choice for a human when staying with other individuals. That is how we come to a conclusion that a person does not have much influence on the society – on the contrary, mostly the society with its culture chooses for the person. The next case presents addition opinion for this idea. 

In the modern world, diverse cultures usually co-exist even in terms of one country or one region. Nowadays our society is not as biased and prejudiced as it was in the previous centuries, though some cultural phenomena still take place in the contemporary society. An interesting suggestion is made by Theodor W. Adorno in his ‘critical theory’ (Adorno, 1976), which also finds its reflection in the book of Macionis, J. (2009). The theory studies the ways how individuals are subjected to intrusion of ideology in terms of their own society. According to the theory, the culture obtains certain traits that apply to all members of the culture without exceptions, so an individual is not able to refuse the cultural ideology or suggest on his own. Each individual is just a part of such system and lacks self-regulation. I would say that this may be inherent to any culture through its definition of a large-scale involvement.

Finally, I never thought of the suicide from the perspective of a social phenomenon. While some people consider this a fully personal decision, the statistical data impress: more than twice more people in the world for the last fifty years committed suicide and much more people had unsuccessful attempts (Macionis, 2009). The most widespread profile for a person who is about to take his life for the last century is a young male individual who usually possesses economical freedom and the freedom of choice. This results in the loss of connections with the society, so nothing keeps the person from self-murder. Previously I had a suggestion that young girls are more subjected to suicide due to high sensitivity and psychological disorders as a consequence.

Sociology is an effective tool not only in studying the anthropogenic processes but also in leading and even manipulating the masses. Precise observation may show how closely it is interconnected with political, legal, economical, technological and even ecological factors from our everyday life.

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Dissertation on Internet Addiction

If you're an Internet user, you know who you are. They are among all of us in society, although many may choose to not acknowledge that they too, frequently use the Internet. As I sit here and look across the street, I see a man in front of his own computer; the screen glowing against the window behind him. He does not use his personal computer for work; he's a Farmer. He has become what is known as an "Internet Junky". The addiction begins innocently. At the start, you are not even aware of the possibilities that may form from your excessive computer use. You begin to take an avid interest in e-mailing with your friends and family. Once the novelty of keeping in touch with your colleagues wears off, and researching starts to bore you, you may possibly expand your computer usage to chatting. It is something that is becoming more acceptable in our lives, but it is still looked down upon by many skeptics.

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Chatting through the Internet involves choosing an appropriate nickname for yourself (IE: Fisherman), and then finding a room where you feel compelled to spend time in. Once you've entered the room, other fellow chatters may say, "Hello or a/s/l (age/sex/location) please." And so begins the addiction. Once you become involved in meeting people online, it is difficult to break such a habit. You may even make a daily habit of it. People have been found to carry out exactly the same behavior, not only across the nation, but also across the globe.

In any one room, you may come across people from five different countries of the world. Granted, not everyone who stays online for hours on end, are enveloped in chatting, but it is more often than not, the cause for Internet Addiction Disorder (IAD). On June 14, 1998, ABC news reported that an "Internet crazed" Cincinnati woman was arrested for neglecting her 3 young children. The woman reportedly spent 12 hours straight online, while her hungry kids were locked away in a room so she could be online without interruption. The Internet is rapidly becoming an addictive source to a lot of its users.

Use of the Internet includes: students, housewives, and business professionals. Some of these users spend a minimum of thirty-eight hours per week on the "net"; hence, losing touch with reality and reeking havoc on their studies, family lives, and even their careers. Based on level of addiction, there are three groups of Internet addicts: A) the "I'm-not-addicted-users", B) the "I-only-use-it-when-I-have-to-users", and C) the "Internet Junkies." The "I'm not addicted users" are those who try to convince themselves that they are not addicted to the Internet.

This group includes college students who don't go online during the day to prove to fellow classmates that they can do without getting online; only, to stay up all night in a chat room. College students are not the only people who fit in this category though. In general, these users are addicts but portray themselves otherwise in the presence of people. The "I only use it when I have to users", are those who make convenient excuses to go online. And finally, the "Internet Junkies" are unlike the addicts in the previous two groups, these users neither sneak online nor make excuses to get online.

They put their lives on hold while engrossed with their computer usage. People who seem addicted to the Internet often show signs of psychiatric disorders such as, manic-depression. Psychiatrist Nathan Shapira (fromUniversity of Cincinnati College of Medicine), studied fourteenpeople who had spent too much time online, that they were facing serious problems at home, job loss, and flunking out of school.

Nine of the 14 people studied, were found to have manic-depression at the time of the interview; half of the users had anxiety disorder such as "social phobia"; three suffered from eating disorders; four had uncontrollable burst of anger; and eight had abused alcohol or drugs at some time in their life. People with no prior sign of psychiatric trouble have gotten hooked on the Internet too. Yes, it is avoidable, but still many people fall into the addictive track, just as if it were smoking, drinking, or any other habitual behavior. The addiction can attack anyone, of any age. Today's youth live with the Internet as a daily part of their lives. Chatting after school and on the weekends is listed among the usual activities like sporting events and shopping. Help is available, but don't get yourself tangled into the addiction. It's hard to break once you've got yourself wound into the habit.

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This is a small excerpt from dissertation on Internet Addiction topic. As free dissertation samples and dissertation proposal examples are plagiarized we recommend you not to use it in your own dissertation or thesis paper. Why not to get online dissertation writing help on Internet Addiction from professional dissertation writing company? Top-rated PhD academic writers will write a custom dissertation on any topic and discipline from scratch!

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Conflict Resolution Dissertation

There are many potential strategies for conflict resolution in teams. One of them is positional bargaining: each party opens with their position on an issue, and reaching a solution requires give and take from both sides. However, this conflict resolution technique has been frequently criticized on the grounds that compromise is hard to achieve, and interests of both parties are only partially satisfied. Some commentators also deem positional bargaining to be detrimental to the further relationship between the sides. The advantage of positional bargaining is the speed of negotiation.
 

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Another strategy for resolving conflicts in groups is direct approach when the team leader intervenes and solves the conflict. He or she should be as objective as possible and voice criticism which is constructive and impartial. This method is likely to be most successful if the manager likes to be involved in every decision.

The third possible way out is mediation. Mediation is a powerful dispute resolution tool that is often employed in cases of deadlock when parties fail to agree upon basic premises of conflict resolution, so an outside mediator steps in to help parties achieve common ground. It is important to keep in mind that mediators are only facilitators of the resolution process; they cannot force any opinions or decisions upon parties.

The fourth strategy is consensus-based conflict resolution. This process is very time-consuming, yet decisions reached in such a way usually enjoy the greatest degree of support from all parties.

Finally, enforcement of team rules is another option. If these rules are laid out at the beginning of teamwork, their application can help solve conflicts on terms which are considered just and fair.

Ramjan, L. M. (2004). Nurses and the 'therapeutic relationship': Caring for adolescents with anorexia nervosa. Journal of Advanced Nursing, 45(5), 495-503.

This research was prompted by the fact that hospitals treating adolescents with anorexia nervosa have high readmission rates. This suggests that nurses caring for these patients encounter problems in establishing a therapeutic relationship. Difficulties and obstacles hindering the formation of therapeutic relationships between pediatric nurses and teenagers with anorexia nervosa are numerous: in semi-structured interviews, nurses listed many problems which can be classified into three distinct categories such as ‘Struggling for understanding’, ‘Struggling for control’, and ‘Struggling to develop therapeutic relationships’. Problems in the first category were caused by lack of education in mental health among nurses or knowledge about how recovery from anorexia takes place. They perceived other patients with more ‘real’ health problems as deserving their attention, while teenagers with anorexia nervosa were often seen as guilty for their own condition. Problems in the second category were associated with the extremely controlling nature of recovery programs. Rather than developing mutual trust, patients saw nurses as jailers having to impose ‘punitive’ measures such as nasogastric feeding, while nurses experienced manipulation and absence of cooperation from the side of the patients. Problems in the first and second categories together led to the emergence of the third category of problems, problems in establishing a therapeutic relationship. Blaming the victim, negative labeling and favoritism towards more cooperative patients prevented nurses from providing adequate support and care to adolescents with anorexia.         

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This is a small excerpt from dissertation on Conflict Resolution topic. As free dissertation samples and dissertation proposal examples are plagiarized we recommend you not to use it in your own dissertation or thesis paper. Why not to get online dissertation writing help on Conflict Resolution from professional dissertation writing company? Top-rated PhD academic writers will write a custom dissertation on any topic and discipline from scratch!

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Dissertation on Weddings

Wedding traditions around the world vary according to nationality, country and religion. One custom that I had the pleasure of learning is the Christian Wedding in India. I became interested in what happens during a typical Christian Wedding in India. Though traditions may be similar, the meaning and practice behind them vary greatly. India's Weddings are coupled with many traditions and beliefs. Christians in India perform a vast of ceremonies leading up to the actual wedding ceremony.

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Though in America we marry out of love, the first act before a couple unites in India is the arranging of marriage by their parents. The belief in India is that parents are to look out for their daughter's best interest. The parents choose a groom for their daughter, who will look out for her best interests. In India it is customary for the parents to unite the couple. Upon approval from the potential bride and groom then they begin to prepare for the ceremonies. The couple then has a Mangni, the engagement ceremony; the priest officiates over this service (shaadionline.com). It is traditional for the groom's family to arrive at the bride's home with gifts for their daughter-in-law. The gifts may include some jewelry, sari, and green glass bangles (which tells of her marital status).

The couple has to send out a posting of banns. This is an announcement of the intended matrimony between the bride and groom. The banns are published three weeks prior to the ceremony to give the community a chance to object if there are any restrictions (freemarriage.com). During the wedding ceremony the priest also gives those gathered for the service a chance to object.

Two days before the ceremony the bride is given an Uptan celebration. This is the beautification of the bride tradition. They mix powdered sandalwood and dried herb into a paste with jasmine oil. The paste is applied to the brides face, arms, legs and feet. The process can take up to eight hours to apply and even more time to dry. The art is detailed in actual drawings upon the body in the form of a skilled craft of artwork. While the paste dries they begin the Mehndi ceremony. The ladies sing to the rhythm of a "œdholak" (small drum) traditional wedding songs during the ceremony (shaandionline.com). The bride may not leave the house until her wedding day. She is also forbidden to meet with the groom again until the wedding day.

Then it is time for the Shagan, or the custom of blessing the couple with gifts. Shagan is the practice of welcoming the bride into the groom's family. Blessing the bride with gifts is a way of showing acceptance of her into the family. The groom's family brings gifts in the form of clothes, jewelry, and bangles for the bride. The bride's family in return presents the groom with gifts of clothes and jewelry. The bride's family distributes gifts as a gesture of thanks. They show their appreciation, to the groom and his family for taking in their daughter. Then they begin celebration of the couple with music. Family and friends sing to the y beat of the 'dholak' (small drum). They make sure to sing several songs to tease the bride's mother-in-law and other members of the groom's family! The Shagan ceremony is usually hosted in two separate ceremonies one, by the bride's family and the other by the groom's.

Once the Shagan ceremony is wrapped up, the families begin to prepare for the wedding ceremony. 

The wedding is given at a traditional Christian Church in India. The wedding is performed during the week, late afternoon. Most wedding ceremonies in India are performed during the week. Wednesday is the traditional day for weddings; it is considered the most auspicious. Weddings are never conducted on the weekends. Sundays are considered the Lord's day, Saturdays are days of rest.

The ushers are present to assist the guests on which side of the church to sit. When the ceremony is ready the groom takes the traditional place at the alter nest to the Best Man. It is customary for the mother's brother to receive the bride at the entrance of the church. The uncle then hands the bride over to her father. The father is to lead the bride into the church, preceded by three priests, the flower girls and then of course the bridesmaids. They still play the traditional song "Here comes the bride" while the attendees stand, until the bride is handed over at alter to the groom.

The couple kneels at alter while family and friends recite meaningful poetry to them. Once this has concluded the priest begins the service. It is then customary for the Best Man to pass the wedding rings to the priest for his blessings. The couple then exchange vows in the language that they choose. 

Public displays of affection, such as kissing, is not performed in India After the exchange in vows the couple proceeds to the vestry, along with the priest and their parents to sign the church register. Then it is time for the reception which is usually hosted by the bride's family.

The ceremonies are concluded with the Vidai or bridal send off. This is when the groom and his family take the wife to their home. The bride is to leave home and retreat to whatever city or country the groom chooses. Before they leave, they go to the bride's home where the couple have prayers offered and receives blessings. The bride then departs with her trousseau or lingerie, wedding gifts in a decorated car.

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