Terrorism And The Terrorist Group Isis - 1740 Words

Unit 9 DB 1 Introduction As we know the world is gripped with fear in regards to the lasts terrorism acts and the terrorist group ISIS. Within this report we will discuss how terrorism tends to take a hold on some individuals and this learner will discuss the overall feeling of this subject that seems to be missed by the USA and other Nations very briefly. We will try to get a better understanding by reading these three article which are: Bloom s 2011 article, Bombshells: Women and Terror, from Gender Issues; Campbell and Hansen 2014 article, Is Narco-Violence in Mexico Terrorism†? from the Bulletin of Latin American Research; and Dishman s 2005 article, The Leaderless Nexus: When Crime and Terror Converge, from Studies in Conflict†¦show more content†¦Then when new have been astonished then the psychological damages will kick in. Then next issue that can cost more lives and that is when our soldiers are continuously trained to shoot these girls/women that they were trained to protect can end up affecting our soldiers deeply and leave psychological marks forever like PTSD. Thereby, we tend to keep seeing an â€Å"upsurge in female suicide bombers which has occurred across a variety of nationalistic and secular groups, but it has also spread to the conservative religious terror networks as well† (Bloom, 2011). So, this learners question about this article is how do you stop a Ghost? This learner will shed more light on this question in the conclusion. Is Narco-Violence in Mexico Terrorism The next article by called the Is Narco-Violence in Mexico Terrorism, took a look at something like drug dealer, drug trafficking, and the Cartels, that this learner would have never linked to terrorism. The author of this article decided that the drug war that is continuously going on in Mexico produced more than 999, 999 deaths alone â€Å"between 2006 and 2012, and the extreme violence has sparked the notion that Mexico is nothing but a failed state wracked by terrorism, drug terrorism to be exact† (Campbell, Hansen, 2014, p. 159). By examining how the narco-violence affect Mexico the articles author was able to augured that there is

Strategies for Resolving Conflict - 1437 Words

Conflict is inevitable; even though some conflict can be good most of the time other times it can be harmful to a team. By definition conflict is any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups that lead to opposition or antagonistic interactions. Conflict can be damaging but with the right skills and the ability to resolve it, it can be beneficial to the team (Bowes, 2008). Many people try to avoid conflict at all costs, but avoiding conflict will not make it go away. Some people see shades of gray or different perspectives of issues more easily and readily than others. Those who see issues as black or white and who do not see gray tones, often find it difficult to understand†¦show more content†¦This conflict resolution strategy respects individual differences. When using this method a few simple rules are followed. Make sure that good relationships are the first priority: Treat others with respect, speak calmly and try to be courteous to the other members of the team. Keep people and problems separate: By keeping the problem separate from the person and realizing that the person isn’t just being difficult the problem can be debated without causing damage to the team. Pay attention to the interests that are being presented: Listening to the team will help with the understanding of where each person is coming from. Listen first; talk second: To solve the problem effectively each person needs to listen to the information being presented by each team member and understand where they are coming from before defending their own position. Set out the â€Å"Facts†: Establish an objective and make sure everyone agrees on what is set forth. Explore options together: Be open to other ideas a person will never know what idea is going to present itself and it just may work for the te am. If a team follows these simple rules they can often keep discussions positive and constructive. This helps a team stay on task and prevent destructive conflict that can spiral out of control and destroy a team. If conflict does occur always remember to take a positive approach to resolving the conflict. As long as the discussions stay courteous and are done in a non-confrontationalShow MoreRelatedStrategies for Resolving Team Conflict940 Words   |  4 PagesRunning head: STRATEGIES FOR RESOLVING TEAM CONFLICT Strategies for Resolving Team Conflict Strategies for Resolving Team Conflict Dealing with conflict is always a challenging situation, which requires team members to be integrated into a single, organized unit (Bolger, 2003). Conflict among teams is bound to occur no matter how much one tries to avoid it. While resolving all conflicts is not possible, these conflicts can be dealt with using the correct methodology. To address teamRead MoreStrategies For Resolving Team Conflict Essay1034 Words   |  5 Pages Dealing with conflict is always a challenging situation, which requires team members to be integrated into a single, organized unit (Bolger, 2003). Conflict among teams is bound to occur no matter how much one tries to avoid it. While resolving all conflicts is not possible, these conflicts can be dealt with using the correct methodology. To address team conflict there are five methods: Accommodate, Compromise, Enforce, Explore, and Postpone (Bolger, 2003). Accommodation Bases forRead MoreA Viable Strategy For Resolving Environmental Conflict1428 Words   |  6 PagesIn approaching this discourse, exploring whether or not mediation is a viable strategy to resolve environmental conflict, understanding that it digresses slightly from my original proposal, I was inspired to critically examine the possibility for mediation to be an option in approaching conflicts such as the one currently occurring in North Dakota between the Standing Rock Sioux Tribe and Energy Transfer partners (the company behind the Dakota Access Pipeline) and the U.S. Army Corps of EngineersRead MoreAlternative Dispute Resolution (Adr) Strategies Research Worksheet Resolving Employment Conflict2884 Words   |  12 PagesAlternative Dispute Resolution (ADR) Strategies Research Worksheet Resolving employment Conflict Topic : Alternative Dispute Resolution Response to Topic A: General Motors (Negotiation) ADR is generally classified into at least four types: negotiation, mediation, collaborative law, and arbitration. 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In the hopes of resolving these issues, I have developed a strategic approach with different options and emergency tactics to pursue based upon the results of its first stage. Individual Member Diagnostic (Couples Therapy) This team, which featuresRead MoreDispute Resolution Innovations1082 Words   |  5 Pagesresolutions and how they may be used in a controversial conflict scenario. The writer will discuss these methods using an actual conflict scenario, describing how individuals involved in the conflict will benefit from these innovative methods rather than costly courtroom litigation. Alternative dispute resolutions are clearly the most beneficial conflict solution regardless of gender, cultural influence, and identity. Conflict Scenario The conflict scenario discussed in this paper is that of parentingRead More Essay on Conflict Resolution and Mediation to End School Violence949 Words   |  4 PagesUse of Conflict Resolution and Mediation to End School Violence       Conflict and differences of opinion exist in every healthy organization. Americans need to try to take control of todays youth and the violence that is and has been developing in this country for many years.   Although violence will never be extinct, there are many different ways to reduce violence.   Each school and student population has different ways of dealing with and helping to curb the need for violence in schools. Read MoreProblems Associated With Conflict Resolution1584 Words   |  7 Pages Conflict Resolution Janineen Rohlsberger Professor Clayton Chamberlain College of Nursing Introduction They are many concerns or reasons that causes conflicts in the workplace. 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Baroque Period Free Essays

Baroque was the artistic period dating from 1600 to 1750 in European history. Derived from the Portuguese word barocco, Baroque literally means an ‘uneven pearl. ’ Often compared to Hellenistic art, Baroque artists discovered emotions and used strong contrasts of light and shade showcasing continued motion in their works. We will write a custom essay sample on Baroque Period or any similar topic only for you Order Now Cunningham L. S. Reich J. J. (2006) state that: It is not surprising that the term baroque, originally used to describe the extravagant European art of the seventeenth century C. E. , is often applied to the art of the Hellenistic period. The artists responsible for these innovations created their works for a new kind of patron. (p. 77) Baroque was born in Italy. From the Renaissance period of symmetry, monumentality, balance and odd forms, the Baroque period was characterised by bold, curves and asymmetrical themes in paintings and buildings. Heinrich Wolfflin, in Principles of Art History: the problem of the development of style in later art (1932; translated 1950, Page 14), explained the differences between the art of the 16th and 17th centuries stating that â€Å"baroque (or, let us say, modern art) is neither a rise nor a decline from classic, but a totally different art. † It also reflected the growth of monarchies as such a style suited the aristocracy who thought of integrated structures. Intense spirituality, realism of daily life, and psychological exploitation depicted in works of art and sculptures are highlights of Baroque art. Cunningham L. S. Reich J. J. (2006) explain that: During the Baroque period, artists were attracted by extremes of feeling – sometimes these strong emotions were personal. Painters and poets alike tried to look into their own souls and reveal by color or words the depths of their own psychic and spiritual experience. The desire to express the inexpressible required the invention of new techniques. As a result, baroque art placed great emphasis on virtuosity. Sculptors and painters achieved astonishing realm in the way in which they handled their media. Stone was carved in a way such as to give the effect of thin, flowing drapery, while seventeenth-century painters found ways to reproduce complex effects of light and shade. (p. 359) Some of the main representatives of baroque art are Michelangelo Merisi-Caravaggio (Portrait of a Courtesan-1597), Annibale Carracci (River Landscape-1595), Agostino Carracci (Lamentation of Christ-1606), Rembrandt (The Jewish Bride-1666), Nicholas Poussin (The Plague at Ashdod-1630), Georges De La Tour (The Fortune Teller-1620-1621) Diego Rodriguez de Silva y Velazquez (Prince Balthasar Carlos-1635), Peter Paul Rubens (Mercury and Argus-1638), and Jan Vermeer (The Artist in his Atelier-1670). Like art, Baroque architecture too progressed from renaissance in Italy. Curving facades, oval shape, triangular areas between rooftops, tips scrolls and gilded and double curves with luxurious materials and ornate decorations were emphasized upon instead of symmetry. The most famous work is the Palace of Versailles, France (built by Louis XIV) which was a symbol of wealth and power. Baroque architects used marble, gilt and bronze in their works. Ceilings used illusionism where paintings were done and looked like engravings for expressing emotions. The main representatives of Baroque architecture were Gianlorenzo Bernini (Ecstasy of Saint Teresa, 1645-1652) and Francesco Borromini (Sant’Ivo alla Sapienza, 1640-1650). The late Baroque era was known as Rococo (1700-1780). In this era, the sculptors obtained unified spaces, created decorative schemes and emphasized on structural elements (Church of the Carmine, Turin, Italy, 1732, by Filippo Juvarra). Baroque style moved out of Rome and split in two different forms – The Roman Catholic countries (Italy, Spain, Portugal, Austria and South Germany) and Protestant regions (England, Netherlands and rest of northern Europe). The Catholic countries were inclined towards freer and active surfaces thereby appealing through the senses, whereas the Protestant countries were more restrained and developed a quiet monumentality. As it migrated, Baroque style underwent changes in different countries according to the traditions, preferences and outlooks. In France, the architecture was geometrical, formal and precise merging with the Rococo style. Dutch painting was sober and detailed; and Dutch architecture was affected by political and commercial events, thereby emphasizing on beauty and nature of the middle class. Germany continued with its alpine wood crafting tradition in sculptures. The Baroque style moved towards extravagance in Spain and Latin America. In the latter half of the 18th century, baroque transitioned to romanticism which was ‘the age of enlightenment. ’ References: Cunningham L. S. Reich J. J. (2006). Culture and Values: A survey of the Humanities. Boston: Wadsworth, Cengage Learning. How to cite Baroque Period, Papers

Age and Gender Differences on Work Performance

Question: Discuss about the Age and Gender Differences on Work Performance. Answer: Introduction: The Evidence for Age and Gender Differences on Work Performance In the present business scenario, the environment has expanded across the globe. Today, diversity is the key for the large organizations to expand in different geographies. It is interesting to find out that organizations develop along four stages of development known as the life cycle. Aramovich (2013) argued that the elements of differences could be observed at all the stages of organizational development. These differences are based on various parameters like age, sex, race, religion, etc. The most significant characteristic of an organization during the life cycle is growth. As an organization develops it is important to interpret the needs of an organization and appropriately respond with management and internal control systems that will carry the organization through to the next stage of development (Daft, 2015). A very important characteristic that will place constraints on the way an organization operates is competition (Doug, Fullerton, and Robbins, 1994). Therefore, it is i mportant for an organization that wishes to develop to adapt accordingly to its environment. The equality for employees and fair treatment is the key for organizations to mange its internal and external environment. However, organizations find it difficult to overcome the age and gender differences. For instance, a firm that operates in a highly competitive environment will perceive problems and devise solutions differently than an organization that operated in an environment of little to no competition. It is very interesting that a corporation as successful as Facebook is currently in its formalization stage. Moreover, Apple, GE, Toyota, Caterpillar, and Southwest Airlines find themselves in the elaboration stage (Daft, 2015). Lastly, eBay and Amazon find themselves in the late stage of formalization (Daft, 2015). However, all these big organizations have the evidence of for age and gender differences instead of the fact that they are in differences stages of lifecycle. For example, Facebook has all the young employees in its development centers in developing countries like India. It is important that the organizations should gradually move from one stage to another without disturbing the workplace balance. Daft (2015) poses some very good examples of when an organization would know when development is necessary. Daft (2015) names the checks as crises. These are the crises that could aggravate or increase the workplace differences with respect to age and gender within the organization. The first crisis of whether one has moved from stage one to stage two is whether there is need for leadership versus full control from the founder. The second is whether there is need for delegation with control. In other words, is top-level management still able to innovate, control, and run the corporation all at the same time or is it necessary to incorporate middle management. The third crisis is whether there is too much red tape. The problem at this crisis is that corporation may have lost sight of their processes, goals, and mission. Corporations at this stage need to rev isit a streamlining of their operations. This is when organizations have grown too quick to fast and have tried to get involved in too many products or areas of business such as Google. The fourth crisis is a need for revitalization or restructuring. All these crises are ways of knowing whether organizations have moved from one cycle to the next without compromising on workplace balance. The chaotic system and the uncertain external environment could be a driver of differences in the workplace. Schneider, and Somers, (2006) contend that chaos is vital to the process of adaption and evolution of organizations. Moreover, Schneider, and Somers, (2006) suggest that not all systems have the capacity to evolve. Furthermore, Schneider, and Somers, (2006) suggest patterns emerge over time and random patterns bring non-random behavior, which in chaos systems are predictable. Buta, and Burci (2014) suggest strategies decade over time and it becomes necessary to build and operate a chaotic system to survive in turbulent and changing environments built on sequential building of scenarios of vulnerabilities and opportunities of an organization. Businesses that interact with their environment by using resources and allowing influences from both inside and outside the organization operate with an open system structure and can create a system where the difference in terms of gender and age could be avoided (Griffin, 2016). There are many organizations such as governments and universities that utilize an open business structure to create an equitable working environment. The problems that arise in an open system structure is that there several dependencies involved in completing tasks (Dorzilme, 2013). Despite the issues that arise in an open systems structure, businesses utilize it at least partially because it promotes effective problem solving due to the constant critique and response environment. Communications are more open out of necessity, and with enough feedback organizational goals can be met more directly and precisely. Realistically, I think most organizations would have a difficult time operating without some portion of it being open. While there are some proprietary areas that would remain closed, marketable products and services would rely on the customer feedback for success. Accordingto Bastedo (2004), at its most basic level, the work place differences exist due to the existence of various internal and external factors. Authors argued that the external environment in which an organization operates would naturallyhave an influence on that organization and workplace environment. For Bastedo (2004), the environment consists of outside organizations that exert economic, political or socialinfluence. Robbins Judge (2013) offered a similardefinition when he stated that the environment consists of everything thatexists outside an organization and that has the potential to affect it. Both Bastedo (2004) and Robbins Judge (2013) notedthat an organizations environment provides the inputs (financial resources,raw materials, labor, information, etc.) that the organization needs tosurvive and Robbins Judge (2013) is unequivocalwhen he states that organizations are open systems that obtain resources fromthe environment and return them to the environment as product s and services (p.35). With the above discussion it can be said that to improve the organization performance, organization needs to change their governance system to open system where the difference in terms of age and gender could be minimized. However, the organization that is using the mechanistic structure will find very difficult to reach there. They prefer using the internal data analysis. According to Mansor, and Tayib, (2013). Performance management systematically uses measurement and data analysis, as well as other tools, to facilitate learning and improvement and strengthen a focus on outcomes (pp 3). Authors argued that organizations could have various strategies and policies around work place diversity and equality for employees. However, it is important that the policies around work place diversity should provide some tangible benefits for employees. There are cases when these strategies are just floated on the surface of the organizations. It is possible that the society and external stakeholders get a perception that the organization is a diverse organization and in reality the organization has severe challenges around workplace differences. It is important that the organizations must understand the sentiments of its internal and external stakeholders to create a health environment with true diverse culture. Boutelle (2004) speaks of stakeholders and how they are people or organizations that are influenced by, or influence an organization. Since any organization dependent on retail sales or service is dependent on customers, it can be argued that stakeholders promote the tend ency of an open system. The viewpoints, stances and actions taken by management set the tone for the organization and workplace diversity. Subordinates take their cues from their leaders and managers. Outside entities also react in response to the actions of the organizations management. If management has a lackadaisical attitude, if they are ornery or even too yielding, outside influences will take advantage or react to these attitudes. If management desires to accomplish the visions and goals of the organization then their actions must demonstrate that. A company that has a age and gender philosophy philosophy will eventually fail, as the employees of the organization will eventually take on the same attitude as their leaders or in some cases, they may just leave to go work for an organization where their personal visions and goals can also be met. Therefore, it is critical that the leaders must focus to create a diverse culture where the employees can truly practice the diversity . The diversity can truly be practiced if it is implemented as a top down approach within the organization. References Bastedo,M. N. (2004, April 28). Open systems theory. Retrieved fromhttps://www-personal.umich.edu/~bastedo/papers/bastedo.opensystems.pdf Boutelle, J. (2004). Understanding stakeholders for design success. Retrieved from: https://boxesandarrows.com/understanding-organizational-stakeholders-for-design-success/ Buta, S., Burciu, A. (2014). The impact of the business environment on the shaping of an organization chart.USV Annals of Economics Public Administration, 14(1), 128-137. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), 659-689 Daft, R. L. (2015). Organization theory and design (12th ed.) Mason, OH: South-Western, Cengage Learning Dorzilme, L. (2013). Problems that could arise when using Open Systems Theory and the ways to address them. Retrieved from https://modernmanagementconsultant-com.webnode.com/news/problems-that-could-arise-when-using-open-systems-theory-and-the-ways-to-address-them/ Griffin, D. (2016).Open system organizational structure. Chronical: Small Business. Retrieved fromhttps://smallbusiness.chron.com/open-system-organizational-structure-432.html Mansor, M., Tayib, M. (2013). Integrated and open systems model: An innovative approach to tax administration performance management. Innovation Journal, 18(3), 1-29 Robbins, S; Judge, T; (2013). Organisational Behaviour (7th ). Frenchs Forest, NSW, Aust: Pearson. Schneider, M., Somers, M. (2006). Organizations as complex adaptive systems: Implications of complexity theory for leadership research.The Leadership Quarterly, 17, 351-365.