Conflict Resolution Essay Example for Free

Conflict Resolution Essay Merriam-Webster (n.d) defines conflict as, â€Å"the opposition of persons or forces that gives rise to the dramatic action in a drama or fiction†. Interpersonal conflicts, whether they are between family members, students and teachers, employees and supervisors, or groups, have certain elements in common. Coser (1967) asserts that conflict is a struggle over values and claims to scarce status, power, and resources, in which the aims of the opponents are to neutralize, injure, or eliminate the rivals. (p. 8) Coser’s definition grew out of the cold war, when conflict between the United States and the former U. S.S.R. dominated Western method to conflict. Conflict was viewed as a win-lose solution. According to Dana (2001) there are only three ways to resolve any conflict; power contests, rights contests, and interest’s reconciliation. Power contest is based on Coser’s (1967) win-lose situation. Each party views their point as right each wanting power over the other. Rights contest is an orderly system which has rules, regulations, policies, precedents and a hierarchy of authority which is used in order to â€Å"win† again this model is a win-lose resolution. The solution to conflict resolution is interest reconciliation. This approach enlists support from both parties to find the best solution. All parties win with interest reconciliation model as their solution. Conflict in the workplace is a condition between or among two or more workers whose jobs are independent, who feel angry, who perceive the other(s) as being at fault, and act in a way that causes a business problem. Conflict has three elements feelings (emotions), perceptions (thoughts) and actions (behaviors). â€Å"Psychologists consider these three the only dimensions of human experience. So, conflict is rooted in all parts of the human nature† (Dana, 2001, p. 5) some confuse conflict with indecision, disagreement, stress, or some other common experience that may cause or be caused by a conflict. However, those elements are not best handled by conflict resolution. The question many ask, is conflict normal? Conflict is a fact of any organizational life. On the job, conflict is a stubborn fact of organizational life (Kolb and Putnam, 1992, p. 311). Rather than seeing conflict as abnormal, Pondy (1992) suggests we view organizations as arenas for staging conflicts, and managers as both fight promoters who organize bouts and as referees who regulate them (p. 259). In addition, Pondy states that in the company, agency, or small business, conflict may be the very essence of what the organization is about, and if conflict isnt happening then the organization has no reason for being (p. 259). One study surveyed workers and found that almost 85 percent reported conflicts at work (Volkema and Bergmann 1989). With an increasing awareness of cultural diversity and gender equity issues, it is essential that employees become familiar with issues surrounding promotions and harassment. In fact, one can see training in organizations as a form of preventive conflict management (Hathaway, 1995). The recognition of the frequency of conflict at work has led to books on mediating conflict in the workplace (Yarbrough and Wilmot 1995), showing how managers can learn conflict management skills to intervene in disputes in their organization. As employees, daily work with clients, customers, co-workers, or bosses can be a struggle. Conflict is as Wilmot (1995) wrote, What determines the course of a relationship . . . is in a large measure determined by how successfully the participants move through conflict episodes (p. 95). Conflict resolution has five styles, giving in, avoiding, fight it out, comprise, and work together style. No style is right or wrong; however some do work better than others. Accommodation, giving in to the others wishes or smoothing waves sacrifices ones own goals for the sake of the other person. Accommodators often use phrases like: Whatever you want is fine with me. When one party in a conflict genuinely does not care about the outcome of the conflict, accommodation may be the right choice for that situation. However, if accommodation is the only style a person utilizes, he or she is advised to learn more skills. Avoidance is characterized by behaviors that either ignore or refuse to engage in the conflict. While avoidance is by some consider a negative style that shows low concern for both ones own and the other partys interests, there are sometimes strategic reasons to avoid conflict. For example, when the relationship is short-term and the issue is not important or when the situation has a potential to escalate to violence, avoidance may be the prudent choice. Fight it out, competition, or win/lose, style maximizes reaching ones own goals or getting the problem solved at the cost of the others goals or feelings. While always choosing competition has negative repercussions for relationships, businesses and cultures, it can occasionally be the right style to choose if the other party is firmly fixed in a competitive style or there are limited resources. While competitive strategy is not necessarily dysfunctional, competition can easily slip into a destructive situation. Understanding the methods and strategies of others who use competitive styles can assist conflict managers in neutralizing the negative consequences of competition and work toward a mutual gain approach. Compromise is a give and take of resources. The classic compromise in negotiating is to split the difference between two positions. While there is no victor from compromise, each person also fails to achieve her or his original goal. Finally, working together to collaborate is when parties cooperatively team up until a mutually agreeable solution is found. Compromise and collaboration are win-win solution where as the other styles are win-lose. Why do people avoid dealing with conflict? People have a natural instinct of fear and some let that fear overpower them. The fear of harm causes people to fight-or-flight. Individuals will choose the flight option when in a dangerous part of a city that they have never been in before in order to avoid danger, it shows wisdom or strength to get out a of physically abusive relationship, commendable to stay out emotionally abusive relationships. In spite of this, in some cases people have the response to flight to a false perception of harm. People overstress in their minds the emotional h arm that someone can cause harm. The same is said for conflict in the workplace, people will avoid conflict for fear of being harmed by others. Some avoid conflict because of a fear of rejection from others. These individuals feel others will withdraw their friendship or push them away causing more hurt. People have the perception if they do not risk rejection they can suppress their needs and feelings. Loss of relationship is the fear of rejection taken up a level they fear totally losing a relationship. Others avoid conflict to mask their true desires because preserving a relationship is more important than getting what they want. These individuals are trapped into believing their worth is dependant on another accepting them. People avoid conflict for fear of anger. These people do not like listening to someone who is angry. They believe another will hurt them, reject them, or leave them, and they just cannot stand to witness anger. However, anger is just anger and it is not necessarily directed toward them. Individuals do not want to be seen as selfish. In some situations people are not afraid of others reactions, but rather their interpretation of the situation. They fear that they will appear selfish. However, is it wrong to have a need, feeling, or want and to express it? Society has sometimes had it seem that way. Although, there is nothing wrong with asking for what individuals want versus feeling they are entitled to always getting what they want. The truth is if one never asks, then they are depriving people around them from being able give to them effectively. Still, people who feel their wants should not be fulfilled, regardless of what others want, fall into the selfishness category. Sometimes people avoid conflict for fear of saying the wrong thing or something they will regret. Individuals will avoid conflict rather than risk putting â€Å"their foot in their mouth† they contain their anger and frustration which often leads to that which they fear. When people have conflicts in the past that have failed so they avoid future conflict for the fear of failing those too and begin to believe the confrontation is not worth the em otional energy it takes to deal with others. The fear of failing can impact other aspects of ones life. The fear of hurting another is more than just saying the wrong thing. These individuals are extremely sensitive and caring. They would rather hurt themselves than risk hurting another. The fear of success is a fear that most over look. However, it is much like the fear of failure. Some people are afraid to get what they want; they believe they will never get it. These people feel they do not deserve what they want, the consequences of getting of what they want is regret, or the responsibility is more than they need or desire. The fear of intimacy is the most subconscious of the fears. People do not want to share their dreams, desires, and wants with others. They feel they are private and do not want to be exposed. People do not want to appear weak. If resolution involves giving in, avoiding, or compromise they may feel they appear as though they do not have confidence. People do not want the stress of confrontation. They feel it is better to avoid conflict rather than deal with the stress it will cause them in the workplace between co-workers. Our society tends to reward alternative responses to conflict, rather than negotiation. People, who aggressively pursue their needs, competing rather than collaborating, are often satisfied by others who prefer to accommodate. Managers and leaders are often rewarded for their aggressive, controlling approaches to problems, rather than taking a more compassionate approach to issues that may seem less decisive to the public or their staffs. Conflict resolution requires profound courage on the part of all parties: It takes courage to honestly and clearly express one’s needs, and it takes courage to sit down and listen to one’s adversaries. It takes courage to look at one’s own role in the dispute, and it takes courage to approach others with a sense of empathy, openness and respect for their perspective. Collaborative approaches to conflict management require individuals to engage in the moment of dialogue in thoughtful and meaningful ways, so it is understandable if people tend to avoid such situations until the balance of wisdom tips in favor of negotiation. People have certain perceptions in conflict when dealing with different situations. Culture shapes and frames each individuals interpretation of appropriate behaviors during conflicts. Conflict across cultures, whether across nations or across the diverse cultures within a country, exacerbates the routine difficulties of conflict management (Fry and Bjorkqvist, 1997). There is no clear conclusion about whether men and women actually behave in different ways while conducting conflicts. However, gender stereotypes do affect conflict behaviors when individuals act and react based on stereotypes of how men and women will/should act rather than selecting behaviors appropriate for the individual one is communicating with (Borisoff and Victor, 1997). Parties respond to conflicts on the basis of the knowledge they have about the issue at hand. This includes situation-specific knowledge and general knowledge. The understanding of the knowledge they have can influence the persons willingness to engage in efforts to manage the conflict, either reinforcing confidence to deal with the dilemma or undermining ones willingness to flexibly consider alternatives. The person sharing the message is considered to be the messenger. If the messenger is perceived to be a threat (powerful, scary, unknown, etc.) the message can influence others responses to the overall situation being experienced. For example, if a big scary-looking guy is yelling at people they may respond differently than if a diminutive, calm person would express the same message. Additionally, if the people knew the messenger previously, they might respond differently based upon that prior sense of the person’s credibility. People are more inclined to listen with respect to someone they view more credible than if the message comes from someone who lacks credibility and integrity. Some people have had significant life experiences that continue to influence their perceptions of current situations. These experiences may have left them fearful, lacking trust, and reluctant to take risks. On the other hand, previous experiences may have left them confident, willing to take chances and experience the unknown. Either way, one must acknowledge the role of previous experiences as elements of their perceptual filter in the current dilemma. These factors, along with others, work together to form the perceptual filters through which people experience conflict. As a result, their reactions to the threat and dilemma posed by conflict should be anticipated to include varying understandings of the situation. This also means that they can anticipate that in many conflicts there will be significant misunderstanding of each others perceptions, needs and feelings. These challenges contribute to our emerging sense, during conflict, that the situation is overwhelming and unsolvable. As such, they become critical sources of potential understanding, insight and possibility. How do people respond to conflict? There are three responses to conflict emotional, cognitive and physical responses that are important windows into our experience during conflict, for they frequently tell people more about what is the true source of threat that is perceived; by understanding the thoughts, feelings and behavior to conflict, a better insight into the best potential solution to the situation. Emotional (feelings) are the feelings we experience in conflict, ranging from anger and fear to despair and confusion. Emotional responses are often misunderstood, as people tend to believe that others feel the same as they do. Thus, differing emotional responses are confusing and, at times, threatening. Cognitive (thinking) are our ideas and thoughts about a conflict, often present as inner voices or internal observers in the midst of a situation. Through sub-vocalization (self-talk), people understand these cognitive responses. Physical (behavior) can play an important role in our ability to meet our needs in the conflict. They include heightened stress, bodily tension, increased perspiration, tunnel vision, shallow or accelerated breathing, nausea, and rapid heartbeat. These responses are similar to those we experience in high-anxiety situations, and they may be managed through stress management techniques. Establishing a calmer environment in which emotions can be managed is more likely if the physical response is addressed effectively. Dealing with someone unwilling to negotiate can be difficult for the person who is trying to resolve the conflict. However, the 8 Step Model can be very beneficial, by focusing first on listening to the other person, and seeking to understand the sources of their resistance, the stage can be set for clarifying the conditions he or she requires in order to talk things out. This is not about being right or wrong in the situation, but a practical strategy for getting the other person engaged as a partner in the negotiation process. Another alternative is to focus on things we can do to influence conflicts in the future, rather than putting initial energy into understanding (or solving) problems we have had in the past. By remaining relatively flexible about the agenda taking on topics individuals care about, but not necessarily the most pressing issues – thus, creating an opportunity to reduce the fears associated with resistance. While the conflict may not be able to be truly resolved, some key issues that exist will be managed and will help to prevent the issues from getting worse. Power is an important and complex issue facing anyone seeking a negotiated solution to a conflict. Before negotiating clarify the true sources of power in the room: The boss has position power, associated with the carrots and sticks that come with the role. She or he may also have coercive power, supported by contracts or statute that compels employees to behave in certain ways and do certain tasks associated with the job. Some may have a great deal of expertise power, accumulated from doing your job over a period of time. Either conflict participants may possess normative power, through which they know the lay of the land in their department and, therefore, how to get things done. And either may possess referent power, through which others show respect for the manner in which the employee conducts themselves. Generally, referent power accrues to those who demonstrate a mature willingness to seek collaborative solutions. An impasse is the sense of being stuck. Impasse is the point within a dispute in which the parties are unable to perceive effective solutions. People feel stuck, frustrated, angry, and disillusioned. Therefore, they might either dig their heels in deeper, anchoring themselves in extreme and rigid positions, or they might decide to withdraw from negotiation. Either way, impasse represents a turning point in our efforts to negotiate a solution to the conflict. As such, rather than avoiding or dreading it, impasse should be viewed with calmness, patience, and respect. Multi-party disputes are complex situations, and they require careful attention and persistence. However, the same 8 Step Model can be applied to the disputes. In spite of using the same process expect everything to take a bit longer than if there where only two or three people. Patiently make sure that all points of view are heard, that issues are clarified for all to see, and that all members in the group accept the agreements being negotiated. If there are limits to the groups decision-making power, then it is important to acknowledge those limits and understand how they are perceived by all members of the group. There are many different ideas of the steps for resolution, some claim five steps while others claim six or seven for the purpose of this paper Weeks (1992) eight step resolution style is identified. Step one – Create an Effective Atmosphere Creating the right atmosphere in which the conflict resolution process will take place is very important, yet most overlook its importance. The atmosphere is the frame around the canvas which will be painted the negotiations and building of better relationships (Weeks, 1992). Step two – Clarify Perceptions Perceptions are lenses through which a person sees themselves, others, their relationships, and the situations they encounter. Perceptions have a great influence on behavior of people. Once people perceive something in certain way, even if the perception is wrong, in the mind it is that way, and often base behaviors on that perception (Weeks, 1992). Step three – Focus on the Individual and Shared Needs This step builds on the previous step as needs as the conditions people perceive they cannot do without, those conditions critical to each persons wellbeing and relationships. However, step three focuses more on skills involved in the conflict partnership approach. There are several key points to keep in mind in this step. 1) Needs are the foundation of relationship and are an essential part of that foundation. 2) People sometimes confuse needs with desires. 3) Personal needs in relationships perceived by individuals must allow for respect of the needs or the relationship (Weeks, 1992). Step four – Build Shared Power Power is a part of every relationship. However, the way people perceive and use power is seen frequently as a dirty word. Such as when people use power as means to control or to manipulate some else to get what they want. Although, power is and of itself not corrupt, it is the way in which people use their power and whether they allow such power to corrupt. Developing positive self power through a clear self-image means that we base our perceptions of ourselves not on what others expect of us or want us to be but what we believe to be our own needs, capabilities, priorities and goals (Weeks, 1992, p. 152). Step five – Look to the Future, Then Learn from the Past. All relationships and conflicts have a past, present and future. Resolving conflicts requires dealing with all three. The conflict partnership process encourages the use of positive power to focus on the present-future to learn from the past. The past experiences people face set the landscape for present and future decision making and how relate to others (Weeks, 1992). Step six – Generate Options People have the ability to discover new possibilities in their relationships as well as conflict resolution. However, both are often impaired by the packaged truths and limited vision people hold onto in times of stress, insecurity, and conflict. Generating options breaks through the predetermined restrictions brought into the conflict resolution process. Generating options imparts choices which specific steps to resolve conflicts and enhanced relationship can be agreed upon (Weeks, 1992). Step seven – Develop â€Å"Doables†: the Stepping-stones to Action Doables are the necessary stepping-stones taken along the way to resolve conflict. Doables are explicit acts that stand a good possibility of success, meet some individual and shared need, and depend on positive power, usually shared power to be carried out. Working on and accomplishing some doables can help the conflict partners see more clearly where they need to go. Many conflict partners have changed their preconceived definitions of both the conflict itself and the expected outcome due to the lessons learned and clarified perceptions through working with doables (Weeks, 1992) Step eight – Make Mutual-Benefit Agreements Mutual-benefit agreements are the next step on the pathway to conflict resolution. Conflict resolution agreements must be realistic and effective enough to survive and the potential to develop further as challenges arise in the future. Mutual-benefit agreements replace the need or want for demands, see the others needs, shared goals, and establish a standard wherein power is identified as positive mutual action through which differences can be dealt with constructively (Weeks, 1992). Conclusion Conflict is an unavoidable aspect of everyday life whether it is with family, teachers, students, friends, or an organization. The best approach to resolving conflict is interest reconciliation. It joins both parties of the dispute to find the best solution. In so doing, all parties win. People respond to conflict in three ways emotional (feelings), cognitive (thinking), and physical (behavior). All are important to the conflict experience. They allow a better awareness to best furnish a solution to the situation. An important tactic to conflict resolution is to develop persuasion skills with the ability to clearly explain one’s point of view and to argue for their conclusions and convictions. Week’s Eight-Step Process is a valuable tool in helping people to become more strategic about resolving conflict. References Borisoff, D., and D. A. Victor., (1997). Conflict management: A communication skills approach, 2nd ed. Boston: Allyn and Bacon. Conflict, (n.d.). In Merriam-Webster’s online dictionary Retrieved from http://www.merriam-webster.com/dictionary/conflict Coser, L. A. 1967. Continuities in the study of social conflict. New York: Free Press. Dana, D. (2001). Conflict resolution. New York: Mcgraw-Hill. Fry, D. P., and Bjorkqvist K., (1997). Cultural variation in conflict resolution. Mahwah, N. J.: Lawrence Erlbaum Associates. Hathaway, W., (1995). A new way of viewing dispute resolution training. Mediation Quarterly, 13(1), 37-45. doi:10.1002/crq.3900130105 Kolb, D. M., Putnam, L. L. (1992). The Multiple Faces of Conflict in Organizations. Journal of Organizational Behavior, (3), 311. doi:10.2307/2488478 Pondy, L. R. (1992). Reflections on organizational conflict. Journal of Organizational Behavior, 13(3), 257-261. Volkema, R. J., and Bergmann T. J., (1989). Interpersonal conflict at work: an analysis of behavioral responses. Human Relations 42: 757-770. Weeks, D. (1992). The eight essential steps to conflict resolution: preserving relationships at work, at home, and in the community. Los Angeles, J.P. Tarcher; New York: Distributed by St. Martins Press Wilmot, W. W. (1995). Relational communication. New York: McGraw-Hill. Yarbrough, E., and Wilmot W., (1995). Artful mediation: Constructive conflict at work. Boulder, Colo.: Cairns Publishing.

Problem With The Media Essay -- essays research papers

Problems with the Media There has been an ongoing dispute concerning the media's perception of how people are supposed to look. It seems that every year, the expectations of looking thin becomes harder and harder to meet. I know this from a personal experience of my own. A few years ago, I would look in magazines and see girls wearing size one or size two clothes. By look at this at least once every month, I started to feel that I was inadequate and I had to loose weight. Unfortunately, I took my dieting to far and over used diet pills. Because of my abuse to the pills, I almost became addicted and that's when I realized how distorted the media's idea of looking good was. Fortunately there are numerous amounts of people that agree with me. This would include a woman writer, Susan Bordo, who wrote about the media's ideas of being thin, and how she thinks that they are wrong In the essay "Never Just Pictures" by Susan Bordo, she discusses the issue of the media's promotion of being skinny and what affects this has brought. The media claims that the phobia of being fat is a disease that you are born with, but that is not always the case. Bordo, like many other people, believe that the media is mostly to blame. Bordo brings up a few arguments, such as Freud's opposing thoughts along with the ads cutting back the use of make-up, but never goes into Yarbrough 2 great detail with the opposing side. Throughout the essay, Bordo uses many examples, along with pictures, to help prove her point. By using her emotions, evidence, and experience as a writer on similar subjects, she reaches her audience and gives and effective and convincing argument. Bordo proves her creditability throughout the paper. She demonstrates that she is an intellectual woman with a grasp on current events. She mentions articles from highly renowned newspapers, such as The New York Times and The New Yorker, along with referring to newscasters' comments from the 1996 Olympic games. She also justifies the writing by mentioning her pervious work in the 1993's Unbearable Weight, where she discusses similar issues. The book, published by the University Press, shows that she had obvious academic knowledge and support. Bordo's targets an audience of younger to middle-aged women by using termi... ... though it might not seem completely fair, Bordo saves the media's responses and mentions them at the end. The reason why she does this is not only keep the reader interested but not going back and forth on the issue, but also build up the audiences agreement with her. This way she can get more response from her reader up against the press. When Bordo does mention the opposing side, anything that the media says and/or does just isn't good enough because they are causing people to get sick and sometimes die. This would force the audience to agree with her more, which is what she wants. Bordo does a great job with getting in touch with the reader. This article, however, is not very effective unless the reader cares about the issue before they pick it up and read it. She does a good job of arguing with the opposing sides, so if someone reads the article and their beliefs are against her beliefs; there is a possibility that they would change their minds. The reason for the possible change of heart from her lists of examples, her reasoning with it being backed up by media proof, and how much feeling she puts into the essay

Human Resource Essay

Question 1: How would you forecast the manpower needs of Ya Kun? Ya Kun can forecast their manpower by using trend analysis, ratio analysis, scatter plot and computerized system. The personnel can use either one of these method of finding new recruitment. Based on trend analysis, Ya Kun find new recruit by using their past experienced which means that they can provide an initial estimate of future staffing needs, but employment levels rarely depend just on the passage of time. They looked their past performance of sales, productivity and so on to estimate their employee also because if their performance goes beyond their expectation like Ya kun that have many outlets throughout the world, they may required more employee either full time or part-time. Other forecasting method that Ya Kun can use to forecast their manpower is ratio analysis. In this method, Ya Kun forecast based on the historical ratio between some causal factor (like sales volume) and the number of employee required such salespeople. In this case, Ya Kun need more employee because they need more salespeople to run the business in each of their outlets. The sales volume for Ya Kun also one of the factor that Ya Kun need to recruit employee. Compared to trend analysis, ratio analysis assumes that productivity remains about the same. Personnel also can use scatter plot to forecast their manpower. In this method, the personnel may use two related variables to indicate the relation between the two such as sales volume and number of employee. If these two factors are related, then the points will tend to fall along straight line then the personnel can forecast the need of new recruitment. Computerized forecasting also is one way that personnel can use to forecast their need of manpower. With programs like these, employers can more accurately estimate how many employee that they need to projected productivity and sales. Many firms use computerized employee forecasting system for particularly for estimating short-term needs. In Ya Kun case, their personnel may need this program because they have many outlets that need more part-time worker to replace fulltime worker if needed. Question 2: What are the advantages and disadvantages of Ya Kun’s hiring part-time workers? Part-time workers are those who whether by personal choice or due to employment conditions beyond their control work fewer hours than the regular, full-time staff of a business over the course of a year. There is no specific number of hours that makes someone full or part-time, but a full-time worker will usually work 35 hours or more a week. The advantages of Ya Kun’s hiring part-time workers are part-time workers are less expensive than full-time workers. This is because some of them are paid less than half of what full-time workers, who do the same work, are paid. In other hand, part-time workers will not get benefits same like full-time workers such as insurance or sick pay. So Ya Kun’s can save significant amount of money by hiring part-time workers. Most of the part-timers are student, since it allows them to balance their academic needs with their school needs and they are often willing to learn new tasks and responsibilities when doing their work. Therefore, they will do their job better than full-time workers and this will increase labour productivity of Ya Kun’s. Furthermore, Ya Kun’s only hiring part-time workers when the full-time workers go on vacation or become ill. Students are particularly useful in meeting these periods of high demand in order to ensure that the needs of Ya Kun ’s customers are met and will increase in Ya Kun’s output as well. The disadvantages of Ya Kun’s hiring part-time workers are Ya Kun’s need extra time to train part-time workers to get knowledge about their work and they also need to be guide by someone before they can do their work by their own. Besides that, it will increase training cost of Ya Kun’s. Part-time workers have to go for training before they can start their work in order to avoid from low skilled workers. This also will affect productivity of Ya Kun’s. Moreover, part-time workers have higher absenteeism rates. This is because most of the part-time workers are student and they only doing part-time work to get extra money or just for fun. Besides that, they do not think about their commitment so they keep absent to work. Question 3: A good attitude and commitment are two important attributes that Ya Kun looks for in its job applicant. Is a job interview an effective method to assess these two attributes? What else can Ya Kun do to get reliable information on these two attributes? It is good to have job interview, but conducting a case test and attitude test would help to assess the attribute. Recruiting via the internet: The recruiter should be given complete description about the job and who will be qualified to apply for the job. A simple test could be done to screen the applicants online. Afterwards, a job interview will be needed. Advertising: The employer should advertise their ads where they’ll reach your prospective employees. The recruiter should be given complete description about the job and who will be qualified to apply for the job. Afterwards, a job interview will be needed. Private employment agency: The recruiter should be given complete description about the job and who will be qualified to apply for the job. Afterwards, a job interview will be needed. Walk-ins: This involves direct interview, which is the effective way to measure good attitude and commitment rather than just simply looking at the resume. Question 4: What suggestion would you make to Ya Kun to improve its recruiting processes? From the case Ya Kun Kaya Toasts, we can see that Ya Kun used the recruitment and selection process through advertised in Chinese and English newspapers as well as trough recruitment notice at their outlets. There are few steps to applicants should be undergo before they can be select and recruit by Ya Kun Kaya Toasts. It start from the interview by two manager, screened primarily for their level of commitment and willingness to work shifts, screened for other desirable qualities, until when they successful then they need to go through 2 week training and remain on probation for 3 months. However, Ya Kun still thinking the way how to improve its recruiting process. The reasons why is because the main challenge Ya Kun face in its recruitment efforts is finding employees with the right attitude, because the technical skill required are relatively easy to learn. Other than that, there are some applicants were unwilling to work shifts, making it difficult for Ya Kun to hire them because shift work is inevitable in the food and beverage retail industry. Look at the case, challenge economic times are prompting employers especially Ya Kun manager to rethink how they go about recruiting process. So, there are several suggestions would we make thinks to Ya Kun can do to improve its recruiting processes. Firstly, from job opening for the outlet staff the point in your advertisement should reach your target prospective employees. Use the guide AIDA (attention, interest, desire, and action) to construct advertisements. You must attract attention to the advertisement. From that case, Ya Kun should state in the ad that all the responsibilities and qualifications required for work at Ya Kun. For example, under the responsibilities and qualifications required the applicants should be education because we know that the person who educated has the right attitude toward the job. Moreover, don’t forget to include the required for â€Å"work shifts interested only† in the advertisement. So that, during the interview period manager not wastes their time recruit the applicants. Secondly, recruitment materials have a more positive impact if they contain more specific information. That means, at the application form the manager should provide applicants with information on aspects of the job that are important to them, such as salary, location, and diversity. For example, pay the salary base on their schedule of shift work. As we look at the case, some applicants were unwilling to work shifts because they not satisfy about the salary especially when they work at second shift period from 3 P.M to 11 P.M. The reason because at that time, number of customer may be increase because that time are pass the work time and they may like to hang up at Ya Kun coffee shop with their friend and family. Moreover, the manager of Ya Kun also can do the job rotation which is the periodic shifting of a worker from one task to another. That means, results depend on how job satisfaction is measured. Thirdly, using application forms to predict job performance. In this stage, manager should already get all the application forms from the applicants who apply for that job after the certain period of job opening for the outlet staff or recruitment notice at their outlets. It is possible for the Ya Kun manager to use application form information to predict which candidates will be successful and which won’t, in much the same way that one might use test for screening. The basic process involves conducting statistical studies to analyze the relationship between biodata responses on the application form and measure of success on the job. It is important to choose the biodata items in order to look at their life style as well as other criteria such as their background, education, and others. So, we can evaluate the candidates during the interview session whether they pass or not. Conclusion It is important to understand the nature of the business that we are in before doing the recruitment and selection process. Different nature will result different way or step to look at the employees which is really suitable to apply as well as to be accept to work at that company or industry. From the case it start with personnel planning and forecasting where it is the process of deciding what position the Ya Kun industry will have to fill, and how to fill them. Filling open position with their internal sources of candidate make Ya Kun has several advantages. For example, Ya Kun has a family –style environment and established â€Å"promotion-from-within† policy and many more. Then as result, not only the organization build the good structure and enhance performance, but the emphasis on good attitude and character in the selection of outlet staff has help Ya Kun build a pool of hardworking and committed workers. Ultimately, the main goal that the Ya Kun will achieve is make it big through the improvement its recruiting process in the future. That all the improvement for Ya Kun has to face in order to take the challenge by increasing the commitment of all staff toward the company.

Edgar Allan Poe His Life and Legacy - Free Essay Example

Sample details Pages: 5 Words: 1551 Downloads: 6 Date added: 2019/06/26 Category Literature Essay Level High school Tags: Edgar Allan Poe Essay Did you like this example? Edgar Allan Poe was an American author of short stories, a poet, a literary critic, and an editor. Poe was alive during the romantic era which was evident in his writing, and he was one of the first gothic writers of his time. He told dark tales that often included a dead or sickly woman and a tormented male figure. Don’t waste time! Our writers will create an original "Edgar Allan Poe: His Life and Legacy" essay for you Create order It is believed that Poes childhood and relationships to women throughout his life had a big impact on his writing. The women in Poes family were often sickly and many of them passed away without living a full lifespan. Poe was born on January 19th, 1809 in Boston, Massachusetts. His birth parents, Elizabeth Eliza Poe and David Poe Jr., were two professional actors. His family moved to New York City in the summer of 1809. Poe was the second child, William Poe was the older son and was two years older than Poe. Poes mother was far more successful than his father, and David spent most of his acting career in the shadows while Eliza was in the spotlight. This angered David, who was an alcoholic, and caused him to leave her and his acting career behind shortly after the birth of Edgar. Eliza had one more child, a girl by the name of Rosalie Poe whos father is uncertain, but Poe believed she was his full sister and the daughter of David (Edgar Allan Poe). Edgars aunt and Davids sister Maria Poe Clemm, didnt believe that Rosalie was the daughter of David or Eliza. When Rosalie was a child, a wealthy man from Richmond, Virginia left $2,000 towards Rosalies upbringing, she was the only person who he left that much money for. Rosalie Poe was described as backwards and was believed to be mentally retarded. She was separated from Poe around the age of 1 and was adopted by Mr. and Mrs. Mackenzie and didnt develop mentally past the age of 12. Rosalie wasnt in contact with Edgar during the beginning of her life and was unaware of her siblings. Later in her life she contacted her blood relatives although Poe was said to have neglected her. He would visit her from time to time and she would cling on to him, he was almost disgusted by her and would constantly tease her. After the civil war, she started selling pictures of Edgar Allan Poe and ordinary household items saying they belonged to Poe. She died in a charity home in 1874 and her tombsto ne states she was born in 1812, a year after Elizas death (Meyers). In 1811, the Poe family was at a boarding house in Richmond, Virginia for one of Elizas performances. Eliza started spitting up blood and showing the first signs of tuberculosis. Her performances became less and less frequent in 1811 until they stopped completely, her last performance being October 11, 1811. Mr. And Mrs. Usher , Elizas close friends who also acted with her, took care of her children as her illness grew worse and many people in Richmond helped as well. The Richmond Theatre even hosted a benefit performance for her on November 29, 1811 (Meyers). Shortly after, Elizabeth Poe died on December 8, 1811 of what was commonly believed to be tuberculosis. Her three kids were split up and Edgar Allan Poe was the only one of the three to not be formally adopted (Edgar Allan Poe). Poe was put into foster care in December of 1811 and was raised as a foster child by John and Frances Allan the rest of his childhood. John Allan was a successful tobacco exporter and he sent Poe to the best boarding schools. Poe excelled as a student and continued his education Poe at University of Virginia . There he struggled with money due to his gambling addiction, using the money that his foster-father was giving him for his tuition. As a result, his relationship with John Allan suffered (Edgar Allan Poe). Poe was never adopted by the Allans, but he thought of Frances as a mother and even referred to her as Ma. Frances couldnt have children and took Poe in as her own even though he legally wasnt her son. Frances was very ill and grew more and more sickly while Poe was away at Fort Monroe in Virginia where Poe had been promoted to Sergeant-Major. While he was at Fort Monroe, Poe would constantly write to John Allan asking for updates about his foster mothers medical health but John was very insensitive to Poe and often didnt write back and when he did he gave very little detail. We are still unsure if Poe knew how severe her illness had gotten. The day Frances Allan passed away, Poe was present at Fort Monroe and seemed as if he didnt know about her passing. Once he finally went home, he was a day too late for her funeral and was devastated. After her death, Poe grew closer to John Allan and started to call him Pa rather than Sir, but soon enough John realized that Poe was an adult and didnt need a foster father anymore (Meyers). After Poe left the military, he moved in with Maria Poe Clemm, his fathers sister, and her daughter, Virginia Eliza Clemm in May of 1831. Marias husband had recently died and she was struggling to support her family. Maria loved Poe and acted like a mother to him. Poe grew closer to Maria than he had to anyone in his entire life. Poe even wrote the sonnet To My Mother about Maria Clemm (Montague). While living with the Clemms, Poe grew closer to Virginia and fell in love with her. Poes cousin a Neilson Poe found out that Poe had the intention to marry Virginia and asked her to live with him to try to sway her away from marrying her first-cousin, offering material comfort and financial support to both Virginia and Maria. Poe found out about this and sent Maria a very personal letter confessing his deep love for Virginia and begging Maria to let Virginia decide for herself to marry him or not. In the letter he even asked if Virginia and Maria still loved him and said that he would have nothing left to live for if they didnt. The Clemms decided against the support from Neilson and remained loyal to Poe, leaving their fate in his hands (Meyers). Poe spent his time and money molding Virginia into the type of woman he wanted to marry and he spent most of his salary on her education. Poe even became her tutor once while he wasnt making enough money to send her to school. Virginia became a successful singer and musician. Poe and Virginia got married when Poe was 26 and Virginia was 13, although on the legal documents of their marriage they listed her as 21. They honeymooned in Petersburg, Virginia. Virginia was very sick which made it hard for any sexual relations to occur between her and Poe, although Poe stated in one of his letters that their sexlife was normal. Others said their relationship was more like that of siblings than of a married couple. Poe and Virginia moved around often because of on Poes work (Meyers). Virginia grew more ill from tuberculosis in 1846 and Poe was reminded of his mothers death. Virginias illness was hopeless at this point and Poe knew it. He contributed even more of his time to her and stopped publishing leaving him without friends or money. On her deathbed, Virginia begged Maria to never leave Poes side and to look after him after she died (Meyers). Virginia passed away on January 30, 1847 at age 24, which was the same age that Poes mother and brother died, both of tuberculosis. Virginias death influenced Poes writing and many of the stories he wrote after her death involved young women dying, including The Raven, Annabel Lee, and Ligeia (Montague). After Virginias death, Maria kept her promise to her daughter and took care of Poe. They grew even closer than they were before the death of Virginia, Maria now replacing the role of his wife as well as his mother. Maria wrote that Poe never liked to be alone and that she would walk with him in their garden and would stay with him in his study while he wrote (Montague). Poe would kiss her before bed every night and would call her Mother. Poe had several other lovers as he tried to fill the gap in his heart that Virginias death had left, but he never married again. Poe died on October 7, 1849, the details of his death are still unclear. Maria and Rosalie were the only women in Poes family to outlive him, and Maria was the only woman who didnt struggle with an illness or disability during Poes lifetime, other than getting weaker from aging, but she did suffer from inflammation of the lungs after his death (Meyers). Poe was very disturbed and used his writing as an outlet for his troubles in life. Many of these troubles were rooted from his need for a maternal figure and the death of the love of his life. His stories grew darker as he aged and as he continued to lose his loved ones. The sicknesses and eventual deaths of the women that were related to him and the women he loved tormented him, but also inspired his literary works that remain famous today.