Make Your Own Signature Perfume Scent

Perfume is a classic gift, but its even better if the perfume you give is a scent that youve created yourself—especially if you package it in a beautiful bottle. The perfume you make yourself is free from synthetic chemicals and can be fully customized to suit your personal tastes. Heres how to make your own perfume. Perfume Materials Perfume consists of a mixture of essential oils in a base oil, together with alcohol and water. 1/2 ounce jojoba oil or sweet almond oil2-1/2 ounces ethanol (e.g., vodka)2 tablespoons spring water or distilled water (not tap water)Coffee filterDark-colored glass bottle25 drops essential oils (You can either buy them at a health store or online or distill your own.)7 drops base note essential oils7 drops middle note essential oils6-7 drops top note essential oilsA couple of drops of bridge notes (optional) The essential oils that youll be using will form the base of your perfume, called the notes. Base notes are the part of the perfume that lasts the longest on the skin. The middle notes evaporate a little more quickly. The top notes are the most volatile and disperse the most quickly. Bridge notes have intermediate evaporation rates and serve to tie a scent together. Sometimes other substances are added to a perfume formulation, such as sea salt (ocean scent), black pepper (spicy), camphor, and vetiver. Since essential oils evaporate at different rates, the way a perfume smells actually changes over time as you wear it. Here are some examples of common base, middle, top, and bridge notes: Base notes: cedarwood, cinnamon, patchouli, sandalwood, vanilla, moss, lichen, fernMiddle notes: clove, geranium, lemongrass, neroli, nutmeg, ylang-ylangTop notes: bergamot, jasmine, lavender, lemon, lime, neroli, orchid, roseBridge notes: vanilla, lavender The order in which you mix your ingredients is important since it will affect the scent. If you change the procedure, record what youve done in case you want to duplicate a particular scent. Create Your Perfume Add the jojoba oil or sweet almond oil to your bottle.Add the essential oils in the following order: the base notes, followed by the middle notes, and then the top notes. Add a couple of drops of bridge notes, if desired.Add 2.5 ounces of alcohol.Shake the bottle for a couple of minutes, and then let it sit for between 48 hours to six weeks. The scent will change over time, becoming strongest at around six weeks.When the scent is where you want it to be, add 2 tablespoons of spring water to the perfume. Shake the bottle to mix the perfume, and then filter it through a coffee filter before pouring it into its final bottle.You may pour a little perfume into a decorative bottle, but in general, perfume should be stored in a sealed bottle, away from heat and light. Ideally, you should use a dark bottle with minimal airspace, since light and exposure to air degrade many essential oils.Label your creation. (Its always a good idea to record how you made the perfume, in case you want to recr eate it later.) Perfumery Notes It takes experimentation to get the scent you want, but you can get started in the right direction by keeping in mind the type of scents associated with essential oils: Earthy: patchouli, vetiverFloral: geranium, jasmine, neroli, rose, violet, ylang-ylangFruity: bergamot, grapefruit, lemon, lemongrass, lime, mandarin, orangeHerbal: angelica, basil, chamomile, clary sage, lavender, peppermint, rosemaryOcean: sea saltSpicy: black pepper, cardamom, cinnamon, clove, coriander, ginger, juniper, nutmegWoodsy: cassia, cedar, cypress, pine, sandalwood If the perfume is too strong, you can dilute it with more water. If you want your perfume to retain its scent longer, add a tablespoon of glycerin to the mixture.

Causes and Effects from Case Studies Essay - 656 Words

The cause and effect diagram is both essential and efficient tool in finding out the main cause for a particular problem. It visualizes the whole process and gives a clear picture on most of the causes and effects that are involved in the problem. Example 1 (DWTPCS2110613): In this case study of an Aircraft Manufacturing Company there was an issue regarding the delivery of the upper door to the final assembly. By applying different six sigma tools like Process mapping, Pareto chart they came to know that there was a problem in three different sectors of the company and the six sigma team of the company implemented cause and effect diagram to analyze the main root cause for the problem and they came out with a result that the door handling†¦show more content†¦Example 1 (AASVCS2110413): The case study is in welding wire manufacturing plant which implemented six sigma methodologies for reducing the waste and increase the yield of manufacturing process. The company has the data regarding the KPIV’S and KPOV’S. The SIPOC was used in the define phase of the DMAIC process. By using the SIPOC they came out with three different defects out of many and used the other tools of six sigma to solve the problem further. The SIPOC in this case was used to narrow down the defects and focus on the main causes. Example 2 (IKMBCS2103013): The case study is related to health care and their objective is to provide top health care but there was a dissatisfaction in the hygiene of cardiothoracic unit and overall goal to reduce the pathogens and maintain hygiene conditions and waste reduction. The cross functional six sigma team was created to address the issue. Firstly they used SIPOC diagram to narrow down the input variables and came out with a specific cause for the problem. They used the SIPOC in the Identify phase of DMAIC process. DOE: Design of Experiments: DOE is the efficient six sigma tool which is being taught to the today’s belts to focus their application in the Improve phase of the DMAIC process. Example 1 (AMELCS2100413): This is the case study about the Car Components Manufacturing Company. The goal is to reduce the casting defects in the automobile engine. They used differentShow MoreRelatedEssay on Does Cellphone Use Cause Cancer1429 Words   |  6 Pagescan this seemingly harmless device be the cause of cancer? Cell phones emit radio frequency (RF) energy a type of electromagnetic energy that could be biologically damaging to the body. However some research suggests that the RF energy is a low frequency energy that is incapable of causing detrimental effects to the cells in the body. Some studies do not demonstrate a strong causal relation between RF exposure from cell phones and negative health effects. 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Developing Management Capability

Question: Discuss about the Developing Management Capability. Answer: Introduction The group is collection of individuals, sharing similar views and ideas on a particular topic. The groupwork which the members of the group perform helps them to work, yet the success evidence and most importantly the current group applicability to the theories of the group are minimal. Group work has many reasons for which it is to be used, it helps to manage a large, developing special skills and appropriate working strategies, to stimulate an efficient working environment etc, and it is also considered as a leading path to achieve greater efficiency and an effective work place.One of the key questions that arise is, does the group work really helps in the success of the organization. A team is a considered as a small number of people having a common goal and purpose, with the complementary skill and approaches, holding themselves mutually. The team is considered to be very importantin the working as well as the academic environments. The strategies used in the team work is said to be a helping hand in the success of the team. Literature review Team and group The group has one head while, team can have more than one head.Responsibility is not shared amongst the group members but the team members share responsibility. As per the author Lizzio Wilson (2006), the idea of effective group working is to develop an environment and culture where the members of the group take time in developing an effective group at the beginning of any work of the group, Fisher, Hunter Macrosson (2017). As per the author, Thamain (2004) the team work is the symbiotic process that leads to a much better result, which is greater than the integration of the performance of the individual. The author describes an effective team as the one which produces the high quality results and Waite Davis( 2006), suggest that the,the capacity a team has for the accomplishment of the objectives or the goals of the organization is said to be the team effectiveness. Incredible results can be achieved by the effective team, the unnecessary disruption such as failed delivery and strategic failure can be caused, if the team is not working. The strength and weakness of the team working should be known, it is important for the personal and the career development. In context with Hinsz, Park Sjomeling(2004),improving team effectiveness; the productivity of the team can be increased by the team members working effectively. A team is said to be successful team if the members in the team understand their role well in the team and also take an initiative to understand their teammates properly. The team comprise responsible member who work in a fashion similar to the requirements of the work. They should work in collaborative fashion, an effective team should have the ability to agree on the new ideas and concepts, equally divide the work and use different strategic plans. Forming the Right Team: formation of the right team begins at the very first step by selecting the right team member.Appropriate team member help in making a strong team, good teammates will always work very effectively and being flexible of the other work strategies, understand to compromise and work effectively.Grawitch, Block Ratner (2005), presents a view that, the team members should know their work very properly and should not have any personal or professional conflict with each other in the team they strive to work. Strife within the group can decrease productivity, whereas a work environment where teammates are amicable toward one another has the potential for increased productivity. In the views of Grawitch, Block Ratner (2005), providing the appropriate direction; for the team to flourish well, be effective and increase its productivity, it is very important that the team has a proper project direction from its supervisors. The appropriate direction should be provided by the good manager for the project the team is working on, he/she should provide the detailed information and instruction about the goals, the measurements and the timeline of the completion of the task. According to the nature of the assignment, the manager should designate the specific task to the individual member of the team. As per the views of Volet Mansfield (2006), the group and team are very commonly used team in the organization, many people do not know the difference between these two. The two or more members, performing the independent jobs with the individual accountability and rewards, have a clear view and a common goal. Some of the examples of groups in an organization are: ethical group, trade unions, the airline flight crew, the friendship circles etc. Cartney and Rouse (2006), suggest that the groups are made on the basis of the common interest, beliefs and experience the same common principles and fields, the groups are of two kinds; The formal group: these groups are made by the management in the organization for performing a specific task and the informal group: these groups are formed naturally in an organization, to satisfy the psychological and social needs. The Belbin Team Role Model Meredith Belbin had constructed the Belbin team inventory model. The model is still one of the leading when it comes to the construction of a team. According to Belbin A team is not a bunch of people who have job titles, but it is a congregation of the individuals, each individual has a role and it is understood by the other members. The members perform very effectively in the roles that may be most natural to them. The capability and preferences The capabilities and preferences vary from individual to individual, the model enhances the ideas of the team members by the following aspects: Plant: the individuals are idea generators, they have creative ideas. They have bright and free thinking. Resource investigator: they are the team members who are outward looking. Co ordinator: individuals having calm and confident personalities. They like to be more mature than they actually are. Shaper: the managers should keep a check that the shapers do not overbear on the team, the bluntness and the irritation are those negative characteristics that may be seen usually. Teamworker: the overall social and sensitive are the work of the team holds the team together. The team workers are great listeners (English, Griffith Steelman, 2004). The Emotional and social competence inventory (ESCI) The model ESCI makes the difference between a highly effective and an average leader. The model is beneficial from the 360 degree view into the behaviors differentiating the outstanding view of the average performers. The ESCI model helps the managers and the professionals to create a competitive advantage for the firm by the proper innovation, increment in the performance and the teamwork, ensuring the right time and the resources that are used effectively for building motivation and trust (Andrusyk, Andrusyk, 2003). Capability and preferences The model is used to measure the capability by measuring the emotional intelligence of the leaders and the professionals. The capability is measured by making the individuals aware through a powerful feedback. Focusing on the development and coaching on the capabilities of the individuals. Bringing out the best capabilities in the individuals and the team. The individual preferences depend on the capability they have. The preference helps to analyze the strength and the development needs. The managers use the mode for the selection, promotion, salary decisions etc (Andrusyk, Andrusyk, 2003). The big five personality trait The big five personality factor has five domains that defines the personality of the human and account for the individual differences. The five personality traits are: Openness Conscientiousness Extraversion Agreeableness neuroticism Capability and preferences The people having the capability of learning new things and enjoying the new experiences have the tendency of scoring high in openness. It includes the traits like being imaginative and insight and have a wider variety of the interests. People having conscientiousness of high degree are reliable and prompt, the traits that the individualsposses are being organized, methodic and thorough (Cavallera, Passerini; Pepe, 2013). The individuals with the extraversion trait get the energy by interacting from the outside world, while the introverts get the energy from within themselves, the traits that they have are, talkative, energetic and assertive. Individuals with the high agreeableness are friendly, compassionate and cooperative. And the ones with the low agreeableness are distant and are kind and sympathetic (Clark, 2007). Strength and weakness In context with the literature review, the Belbin team inventor works as strength for the individuals in managing of the as: The individuals understand their contribution to a team and can very well strengthen their strengths. The model helps to achieve a better result and be more effective if the team wishes to identify their strength. The model is used by the organization, the managers and the consultants trainers for building the team architecture, ongoing maintenance and continuous improvements. Weakness The model has been specifically designed for the team. It measures only the behavior not the personality. It is designed to be used in work setting, not at social setting. It has cultural bias. Strength of The Big Five It is the most supported over the other models The big five traits is prevalent in the non-western culture. The modified version is used to discuss the five personality developments rather than the traits. From the environmental and the hereditary circumstances these traits are influenced and are the result of it. Weakness The ranking of these traits change with time. The five factors are not the independent variables. It relies on the factors of self report methods. Strength of ESCI It helps to measure the emotional intelligence in the leaders It includes the availability of the 360 degree assessment. Well developed training model. Weakness This model is minimal. The model is although valid in the business settings, lack of norms of the ESCI. Improvements The improvements can be done by using the approaches: Know your team or group better: as a member of the team and group, it is very important to know the guidelines for the development of the team or the group. By this the problems can be improved very easily. Tackle with the problems as quickly as possible: quick steps should be taken if it has been noticed that, if any of the member in the team or group opts a behavior that may affect the group unhelpfully. Defining the roles and responsibility The lack of focus or the direction develops a poor dynamics as the individuals may fail to understand the roles in the groups. Break down the barriers: use of the team building exercise can help build a strong team. Interacting with the new members those who join the group Focus on the communication: for a good team it is very important to have a good communication between the groups. Conclusion For making an effective skilled full project result, the management is vital in executing the project that the team is responsible for. The development of a group or team has to go through different stages, these stages of development helps to build a strong workforce. A team that is constructive may be motivating and encouraging to the team and the group members. A good leader may play a positive role in creating an environment that would be beneficial for the team. From the literature review, it is concluded that the team and the group working depends on the factors of the organizational environment, the theories suggest that the effective team and group leads to the better result of the organization. I agree with the ideas and facts that are presented as per the sayings of the author. References A longitudinal study of the relationship between personality traits and the annual rate of volume changes in regional gray matter in healthy adults, 2013, Hum Brain Mapp, 34 (12): 334753 Andrusyk, D., Andrusyk, S, 2003, Improving student social skills through the use of cooperative learning strategies.M.A. research project, Saint Xavier University. Abstract accessed from ERIC, July, 2004. Cartney, P. and Rouse, A, 2006, The emotional impact of learning in small groups: highlighting the impact on student progression and retention in Teaching in Higher Education, V11, No 1, pp.79-91. Cavallera, G.; Passerini, A.; Pepe, A, 2013, "Personality and gender in swimmers in indoor practice at leisure level.", Social Behaviour and Personality, 41 (4): 693704. Cheung, F. M.; Vijver, F. J. R. van de; Leong, F. T. L, 2011, "Toward a new approach to the study of personality in culture", American Psychologist, 66: 593603. Clark L, A, 2007, Assessment and diagnosis of personality disorder: Perennial issues and an emerging reconceptualization" Annual Review of Psychology, 58:227257, 246 English, A., Griffith, R. L., Steelman, L. A, 2004, Team performance: The effect of team conscientiousness and task type. Small Group Research, no.35, p.p 643 665. Grawitch, M.J., Block, E.E., Ratner, J.F, 2005, How are evaluations of positive and negative experiences related to the intensity of affect in workgroups? Group Dynamics: Theory, Research, and Practice, 9, 261-274. Hinsz, V.B., Park, E.S., Sjomeling, M, 2004, Group interaction sustains positive moods and diminishes negative moods, Paper presented at the annual meeting of the Midwestern Psychological Association, Chicago. Islam, G., Zyphur, M .J, 2005, Power, voice, and hierarchy: Exploring the antecedents of speaking up in groups, Group Dynamics, vol. 9, no. 2, p.p 93-103 Klimstra, T, 2012, "Personality traits and educational identity formation in late adolescents: Longitudinal associations and academic progress". Journal of Youth and Adolescence, 41: 341356 Komarraju, Meera; Steven J. Karau; Ronald R. Schmeck; Alen Avdic (2 June 2011). "The Big Five Personality traits, learning styles, and academic achievement". Personality and Individual Difference 51: 472477. Lizzio, A. Wilson, K, 2006, Enhancing the effectiveness of self-managed learning groups: understanding students choices and concerns in Studies in Higher Education, V31, No 6, pp. 689-703 McCrae, Robert R.; Terracciano, Antonio, 2005, "Personality profiles of cultures: aggregate personality traits". Journal of Personality and Social Psychology 89 (3): 40725. Payne, B.K., Turner, E.M., Smith, D., Sumter, M, 2006, Improving group work: Voices of students. Education, no.126, p.p 441-448 Poropat, A. E, 2009, A meta-analysis of the ?ve-factor model of personality and academic performance, Psychological Bulletin 135: 322338. Stephen G. Fisher, Terri A. Hunter, W.D. Keith Macrosson, 2017, "Team or group? Managers perceptions of the differences", Journal of Managerial Psychology, Vol. 12 Iss: 4, pp.232 - 242 Thamhain, H.J, 2004, Linkages of project environment to performance: Lessons for team leadership. International Thompson, E.R. (2008). "Development and validation of an international English big-five mini-markers". Personality and Individual Differences, vol. 45, no (6): 542548. Volet, S. Mansfield, C, 2006, Group work at University: significance of personal goals in the regulation strategies of students with positive and negative appraisals, Higher Education Research Development Journal, V25, No.4, pp. 341-356. Waite, S. Davis, B, 2006, Developing undergraduate research skills in a faculty of education: motivation through collaboration in Higher Education Research Development, Vol. 25, No 4, pp. 403-419 Developing Management Capability Question: Discuss about theDeveloping Management Capability. Answer: Introduction This study will let us know about the tools and methods that will help us to maintain the people of the organization and the conflicts takes place between them. As we know that conflicts and negotiation presents in every organization whether the organization is small or big. With the help of some theories and model these conflicts can be resolved easily with no grudges in the minds and hearts of people. Negotiation is an easy way by which organizations are managing the conflicts between the people. Conflicts can takes place between every person related to the organization like stake holders, customers, suppliers, competitors, debtors, creditors, internal staff, etc. Negotiation is very complicated in nature as there is no perfect method to negotiate between the parties discovered yet. Negotiation sometimes results in losses for the organizations as the company has to compromise with the other party for the sake of relations in future. Basically, there are two types of negotiations present to solve the conflicts. One is cooperative negotiation and other one is competitive negotiation. It is not easy for manager to manage the entire people o the organization. To help him, there are various departments who directly or indirectly help him to manage the organization. This department will help in the HR management, maintenance of relationship, formation of strategies, etc. Despite of the all the above the main aim of this study is to maintain the conflict and negotiation process in the organization. We will learn many theories that are used in the companies to resolve the conflicts. Literature Review of Conflicts and Management Negotiation and conflicts are two terms that present in every business whether it is small or big. These conflicts arise between the stakeholders and other members related to the organization. Stakeholders like public, government, competitors, managers, etc. for negotiation there s one more word which defines it in a better way that is amicable solution for all the problems related to the conflicts. There is a link between negotiation and conflicts as the negotiation takes place after the conflicts between two or more parties. These conflicts and negotiation can be avoided in small organization as there are only on owner who is responsible for all the functioning of the organization. But, in big organizations it becomes difficult to handle the conflicts among employees (Hendrix, 2015). Conflict Conflict is a situation in which two parties have different opinions for the similar situation or condition. Such conflicts not only arise in companies, or between the employees, but also in the personal life of the people. Conflicts are the part of life that can be solved through mutual understanding. The biggest reason of the conflicts is the disagreement of the other party involved. Many reasons sue to which conflict tales place are emotions of the people, variations in nature and behavior, changes in decision making approaches, perceptions of people, etc. generally. The conflicts occurs when any new strategy or imitative taken by the authority that may relate to anything like distribution of powers, work, objectives, etc. (Kurtz, 2008) The end part of conflict is termed as negotiation in which both the parties with a mutual understanding take a decision which is beneficial for both. There are various approaches which help to take such decision making. The approaches related to the negotiation are integrative bargaining and distributive bargaining strategies, etc. These approaches are helping organizations in the procedure of negotiation. Many times, when the process of negotiation is not possible with the two parties who are involved in conflict, in that case a third involved in the process of negotiation. That party is known as arbitrators and consultants (Huang, 2010). Sources of Conflict It has notices that conflict are not of one type. Instead they occur due to many situations. Firstly, when conflict will occur than there is a misconception of information between the two parties take place. Second conflict occur when the managers are not ready for the changes takes place in the organization, this types of conflicts are termed a s forth role conflicts. To minimize such conflicts, there is a need that managers are adaptable to for the changes which can avoid conflicts in the organization. Sometimes, conflicts occur due to misrepresentation or misinformation of any data. Some conflicts arise due to belief and values of people, background, education, and other reasons related to the personality that results in decision making and assumptions. This leads in difference between the people and conflicts related t the personality arises. Generally, in every organization the employees belong to different cultures and diversities. In this case, a small interaction changes into big arguments in which all people claim that they are right and others are wrong. To have a conflict free environment, there is a need of stress free and unfavorable environment, job security, etc. An Evolution of Conflict If we look for the traditional view then conflict was a detrimental procedure of every organization either externally or internally. It was said by the researchers that the conflicts must be avoided that means there should be less communication and sharing takes place among the employees. In past times, the employees are least interactive and frank to each other. To get desirable outcomes, the conflicts must be avoided. It is observes that conflicts are the inevitable part of each and every organization. It is one of the important arguments of an organization as they are goods for the effective teamwork (Beroggi, 2004). Types of Conflicts Functional Conflicts- These types of conflicts are the positive conflicts as both the parties agree to disagree on a certain point in a very polite and healthy way. In functional conflicts, the main focus is on task as it is task oriented conflicts and people try to improve their relations. In a constructive way, the relationship between clients and parties is improved by providing them time and energy. People work together that brings good working condition in the organization. There are chances to upgrade the workflow and innovation in the organization. It leads in win-win situations for both the parties involved in the argument. For example- the air bags in the car are the win situation to both the customers and the manufacturers of car (Posthuma, 2013). Dysfunctional Conflicts- This type of conflicts is just opposite to functional conflict as it is very bitter and unhealthy in nature. Dysfunctional conflicts are long tern conflicts and directly linked with the person based conflicts. It is said that when functional conflicts remains for the longer period of time then they convert into dysfunctional conflicts. The parties have to solve the conflicts as soon as possible. It results in escalation and dissatisfaction among the employees. This can be prevented though focusing on the groups and teams and develop faithfulness among them. Although, it is not one of the most demanding style of leadership, but still it is helpful in management of internal and external environment (Haynes, 2015). Negotiation Negotiation is the process to resolve the conflicts that are inevitable in nature. Negation takes place when there are many parties of different views involved in the discussion and argument. Mainly, there are two kinds of negotiation available for the conflicts that are integrative and distributive negotiation. The integrative negotiation arises when there is a need to find the reasons of conflicts and distributive is when there is a division of already founded reasons of the parties of negotiation ("Negotiation and Conflict Management Research - Call for Papers", 2010). The Management of Conflicts and Negotiations and Related Diagnostic Tools Thomas Kilmann Conflicts Instrument Mode (TKI) One of the famous tool to manage the conflicts and negotiation of an organization is though Thomas Kilmann conflicts instrument mode (TKI) that was approximately 30 years old and there are more than 7 million copies of TKI was published till date (Thomas and Kilmann 2015). It is one of the most self scoring models to evaluate conflict resolution. TKI model assists the potential of the conflicts and help to resolve them. It can solve finance, management, human resource, etc. It basically considers two areas; one is assertiveness in which no party is concern for the other one and cooperativeness means to please for the concern of other party (Krampe, 2016). According to the TKI model, I can say that I have more accommodating and cooperating behavior instead of competitiveness and avoiding. The compromising characteristic is present on an average scale. We can say that accommodating and cooperating is one and the same characters. These are the most important characteristics that one should carry within them. It guides to manage the conflicts and roots of the same. In the case of conflict if one arty tries to understand the conflicts and try to solve it then the other party also cooperate with the other party. It shows that one partys accommodating behavior changes the behavior of other party. In this way, TKI suggest that individuals should carry some collaborating and cooperative behavior. The other behavior we talked in collaborating which is as good as cooperativeness. As I scored highest score in this character I am opposite from avoiding. I generally try to deep dig myself into the reasons for conflicts and then find out the reason for the conflicts. This is the best way to solve any conflicts. It shows that the person has the potential to explore the problems and find effective solutions to it (Foster, 2006). The other negative models are compromising that is the middle scale of competing and accommodating. As scored moderate marks in this character, I need to work out on this and remove such bad character for my personality (Dickey, 2015). The other characters of TKI are avoiding and competing. Competing refers to a situation when the individuals do not focus on others problems and try to full their own egos. Such characteristic are not at all good for any individuals as it leaves a bad impression on others. Avoiding is the worst situation in which the individual not only avoid their own concern but also the concern of others. It shows that these types of persons are not eligible to handle anything by their own, they just wait for the opportunities and waste the time of themselves and others. They try to escape e form the situations diplomatically and postpone the conflicts for longer time. I am happy that I scored less marks in both of these characters and I do not have to work out on the same (Bell, 2016). Kit ThoughtBridges Constructive Conflict Management Tool Kit- It is a tool that helps to empowers the performance of an individual and also the organization as it provides many sophisticated tools of managing conflicts. It is four stage processes for the management of conflicts and resolution. It provides advices that help an organization to avoid conflicts. Timescape- When there is a change, transformation, transition, etc. takes place in an organization then the leaders need to mange conflicts in the organization. This tool gives an in-depth knowledge to manage the organization and its individuals so that an understanding can be developed between them. It helps to construct cohesiveness, relations, trust, honesty, connections, etc, so that the employees feel good while working and the conflicts can be avoided. Five Models to Solve the Conflicts Competing Accommodating Avoiding Collaborating Compromising Development Plan Sand Recommendations There are many tools and models provided by Thomas Kilmann conflict instrument mode in the study that helps to have an effective management of conflicts and negotiation. These models should be taken into consideration to improve the situations of an organization. If we focus then some models are really important with their holistic view point. With the aspect of proper management of conflict, these models must applied t have desired outputs. In the study, competing is a negative character but it stood right sometimes to stand for the right thing instead of cooperating for wring things. It should be improved to achieve the long as well as short term goals. It is suggested that for long term goals there is a need to set the characters as per competing and for short terms goals and conflicts with family and friends, compromise or collaborate characters are better. There is a need to emphasize on the points, work to attain the goals and position, and let others understand you in a better way. Once the goals are achieved then the task is to look back and appreciate yourself for what you have achieved with the hard work and dedication. Ultimately, this study will help you to manage and maintain conflicts management skills of yours (Beardsley Lo, 2013). Conclusion Thus, we can conclude that firstly conflicts are an inevitable situation that should be resolved as early as possible. It is not impossible to resolve the conflicts. One should take effective ways and methods to solve these conflicts. The need is only to understand the sources of conflict and then find ways to solve them. The best way is that prevent the elements due to which the conflicts occur. To apply this, there should be prominent negotiation practices that must be exercised to have an assurance of win-win situation. It is the part of functional conflict because it is positive in nature and focus on both the parties. The models of Thomas Kilmann provide some benchmarks and standards that help to understand the elements related to the behavior and character of an individual. They results in better understanding of the strengths and weakness one should carry with him or herself. These traits will help to have further knowledge about the real character of the individual associated to it. The overall study will help to bring improvement in the management of organization as well as individuals conflicts. References Beardsley, K. and Lo, N. (2013). Democratic Communities and Third-Party Conflict Management Conflict Management and Peace Science, 30(1), pp.76-93. Bell, S. (2016). Power, territory, and interstate conflict. Conflict Management And Peace Science. https://dx.doi.org/10.1177/0738894216650428 Beroggi, G. (2004). Designing and evaluating E-management decision tools. New York: Springer. Dickey, T. (2015). Integrating Unions in Integrated Conflict Management Systems. Conflict Resolution Quarterly, 33(S1), S45-S66. https://dx.doi.org/10.1002/crq.21143 Gillespie, R., Mullan, J. and Harrison, L. (2013). Managing medications: the role of informal caregivers of older adults and people living with dementia. A review of the literature. Journal of Clinical Nursing, 23(23-24), pp.3296-3308. Foster, K. (2006). International Journal of Conflict Management changes publisher. International Journal Of Conflict Management, 17(1). https://dx.doi.org/10.1108/ijcma.2006.34417aaa.001 Haynes, K. (2015). Diversionary conflict: Demonizing enemies or demonstrating competence?. Conflict Management And Peace Science. https://dx.doi.org/10.1177/0738894215593723 Hendrix, C. (2015). Oil prices and interstate conflict. Conflict Management And Peace Science. https://dx.doi.org/10.1177/0738894215606067 Huang, J. (2010). Unbundling task conflict and relationship conflict. International Journal Of Conflict Management, 21(3), 334-355. https://dx.doi.org/10.1108/10444061011063207 Jones, R. (2004). Managing people. Osborne Park, W.A.: Vocational Education Training Publications. Krampe, F. (2016). Water for peace? Post-conflict water resource management in Kosovo. Cooperation And Conflict. https://dx.doi.org/10.1177/0010836716652428 Kurtz, L. (2008). Encyclopedia of violence, peace, conflict. Amsterdam: Elsevier. Negotiation and Conflict Management Research - Call for Papers. (2010). Negotiation And Conflict Management Research, 3(4), 400-401. https://dx.doi.org/10.1111/j.1750-4716.2010.00067.x Posthuma, R. (2013). Conflict management in Israel. International Journal Of Conflict Management, 24(3). https://dx.doi.org/10.1108/ijcma.2013.34424caa.001 Tir, J. (2006). Domestic-Level Territorial Disputes: Conflict Management via Secession. Conflict Management And Peace Science, 23(4), 309-328. https://dx.doi.org/10.1080/07388940600972651

The Story of Sweetheart of the Song of Tra Bong T Essay Example For Students

The Story of Sweetheart of the Song of Tra Bong: T Essay he Use of SettingWhere does the story of Sweetheart of the Song Tra Bong take place?Upon reading the story, one would first assume that it takes place in Vietnam. Upon further examination, however, it becomes quite evident that it really takesplace inside Rat Kileys head. This isnt to declare the story false; instead,one should examine the influence and literary freedom that Rat flexes upon thetruth. For Rat Kiley facts were formed by sensation, not the other wayaround. (101) The story occurs in two separate but equally chaotic places:Vietnam, and Rats head. The story intertwines between the two settings, and inorder to completely grasp the idea behind them, one must first recognize, thenseparate and analyze the two settings. We will write a custom essay on The Story of Sweetheart of the Song of Tra Bong: T specifically for you for only $16.38 $13.9/page Order now Upon the first reading of this work, the reader finds himself droppinginto the story of a seemingly misplaced girl in Vietnam. The role of Rat Kileyseems somewhat minor and irrelevant. Upon the second and third times through,however, his role as the storyteller stands out. It becomes more evident thathe holds Mary Anne with the highest regard. He romanticizes her relationshipwith the war. He is so amazed with the fact that a girl can be seduced by thelure of the wilderness that he begins to talk about her with the listeners as ifshe were the attractive girl from school that everyone knows but nobody dates. You knowI loved her. Mary Anne made you think about those girls back home,how clean and innocent they all are. (123) Rat is pushing his views uponthe listener. He is shaping how the story is seen. The reader sees triple-canopied jungle, mountains unfolding into higher mountains, ravines and gorgesand fast-moving rivers and waterfalls and exotic butterflies and steep cliffsand smoky little hamlets and great valleys of bamboo and elephant grass. (103)The actual reality of the situation is added by the narrator, as extrapolatedfrom Rat: that they were in an almost completely indefensible situation. Hadsomebody cared enough to take control of the little base, there would be noresistance. Rat wanted to let the reader know his opinion on the citizens ofthe Viet Cong, how he wants the listener to think of them. Mary Anne asked,Theyre human beings, arent they? Like everybody else? Fossie nodded. Heloved her. (107) Rat lets us know that he thinks the VC are less then human. Why did Fossie nod, in Rats opinion? Not because he thought Fossie felt she wasright, but because he loved her. Because Rat feels that the VC are subhuman,part of the jungle, he sees Fossies nod as a patronizing nod to an unknowinginductee to the jungle. Rat, at every turn, tries to make the truth burn sohot that you would feel exactly what he felt. (101) Rat makes the readerconstantly want to love Vietnam, to love the intricacies of the jungle, to lovethe trill of danger and imminent threat of death. Its like trying to tellsomebody what chocolate tastes like. (123) The audience gets a somewhatgentle reminder from Mitchell Sanders, as he declares Or shit. (123) ButRat Kiley couldnt help it. He wanted to bracket the full range of meaning.(116) Rat wants to inject within the reader a love similar to his toward MaryAnne. He wants the reader to want to become one with the jungle. He wants thereader to understand that there is a base human connection with nature, and thatone doesnt ha ve to be a man to feel it. It isnt about man vs. woman, itsabout humans vs. nature. Everybody comes in without a clue. They get theirview on the future and humanity raped away by the deflowering of reality in thejungle. They begin to understand what matters and what doesnt. On itssuperficial level, Song Tra Bong is about a story. This story takes placewithin a character. Rat had a tendency to stop now and then, interrupting theflow, inserting little clarifications or bits of analysis and personal opinion.(116) Rat molded the view of the story. He shows the reader what Rat deemsimportant, and he constantly adds his own twist to it all. As he said, he lovedher. He is going to put her on a pedestal for the world to view and appreciate. .ud2193f6a0b5aa289cd9c85101c8593f9 , .ud2193f6a0b5aa289cd9c85101c8593f9 .postImageUrl , .ud2193f6a0b5aa289cd9c85101c8593f9 .centered-text-area { min-height: 80px; position: relative; } .ud2193f6a0b5aa289cd9c85101c8593f9 , .ud2193f6a0b5aa289cd9c85101c8593f9:hover , .ud2193f6a0b5aa289cd9c85101c8593f9:visited , .ud2193f6a0b5aa289cd9c85101c8593f9:active { border:0!important; } .ud2193f6a0b5aa289cd9c85101c8593f9 .clearfix:after { content: ""; display: table; clear: both; } .ud2193f6a0b5aa289cd9c85101c8593f9 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ud2193f6a0b5aa289cd9c85101c8593f9:active , .ud2193f6a0b5aa289cd9c85101c8593f9:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ud2193f6a0b5aa289cd9c85101c8593f9 .centered-text-area { width: 100%; position: relative ; } .ud2193f6a0b5aa289cd9c85101c8593f9 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ud2193f6a0b5aa289cd9c85101c8593f9 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ud2193f6a0b5aa289cd9c85101c8593f9 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ud2193f6a0b5aa289cd9c85101c8593f9:hover .ctaButton { background-color: #34495E!important; } .ud2193f6a0b5aa289cd9c85101c8593f9 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ud2193f6a0b5aa289cd9c85101c8593f9 .ud2193f6a0b5aa289cd9c85101c8593f9-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ud2193f6a0b5aa289cd9c85101c8593f9:after { content: ""; display: block; clear: both; } READ: Who Discoverd America EssayOn the top, the character (at this level, the only one that matters) is thesetting. Just as Vietnam had its oddities and tendencies, Rats mind had itsown pockmarked landscape with its own jungles and rain forests. Now that one has identified the skew of the stained glass window thestory is viewed the through, one can begin to fully appreciate what happened toMary Anne, and the conflict she encounters. She finds herself torn between thecivilized world which has her long time love, and the uncivilized world, Vietnamwhere she can exist in her purest form. There is a slow transition, as sheappears in preppy clothes, and she moves to the habits of the bush. Nocosmetics, no fingernail filing. She stopped wearing jewelry, cut her hair shortand wrapped it in a dark green bandanna. (109) She finishes in a bizarrefashion, wearing her culottes, pink sweater, and tongue necklace. She hadcrossed to the other side. She was part of the land. (125) How does thishappen? What makes this girl who has everything she wants give it all up tolive like an animal?Mary Anne finally shed the illusions of grandeur from home and decidedshe wanted to be a woman of the bush. It all starts with natural curiosity. Mary Anne wants to understand the ways of war. She wants to understand itspeople. However, she inexplicably finds herself out on ambush with the GreenBerets. The Endorphins start to flow, and the adrenaline, and you hold yourbreath and creep quietly through the moonlit nightscapes; you become intimatewith danger; youre in touch with the far side of yourself, as though itsanother hemisphere. (123) She is beginning to become seduced by her basichuman instincts, the ones that say Organized society is bad. Self dependency isgood. One should live within the wilderness. One should wear a necklace oftongues.Being set in Vietnam, such a recognizable word, one so synonymous withwar, the irony of the situation leaps off the pages. Here is a man who has beenin-country for a decent amount of time. By bringing his girlfriend over, he isbringing into the fray somebody who has no idea of the dangers of the bush,somebody who, being a girl, and according to modern and past military policy,shouldnt ha ve been there. He should be the one who, in relation to her,understands the war. However, this doesnt hold true. She becomes theunderstanding and wise one, as she exclaims You hide in this little fortress,behind wire and sandbags, and you dont know whats out there or what its allabout or how it feels to really live in it. (121) A month earlier, he couldhave told her the exact same thing to prevent her from becoming so intimate withthe country, its inhabitants, and the war itself. At its base level, the inner core of Song Tra Bong, the interactionbetween setting and character is immense. So immense, in fact, that the settingitself becomes a character, interacting with the other characters, causingconflict. At its base level, Song Tra Bong is about the land, and maturing toreturn to innocence. Its about evolving so one can devolve. Its aboutreturning to the land, and its about the land seducing people to return to it. Sometimes I want to eat this place. Vietnam. I want to swallow the wholecountry the dirt, the death I just want to eat it and have it there insideme. I feel close to myself. (121) Mary Anne now knows who she is. She hasfound her calling. .u9694c63930e82f3781cd428fc6e6cc33 , .u9694c63930e82f3781cd428fc6e6cc33 .postImageUrl , .u9694c63930e82f3781cd428fc6e6cc33 .centered-text-area { min-height: 80px; position: relative; } .u9694c63930e82f3781cd428fc6e6cc33 , .u9694c63930e82f3781cd428fc6e6cc33:hover , .u9694c63930e82f3781cd428fc6e6cc33:visited , .u9694c63930e82f3781cd428fc6e6cc33:active { border:0!important; } .u9694c63930e82f3781cd428fc6e6cc33 .clearfix:after { content: ""; display: table; clear: both; } .u9694c63930e82f3781cd428fc6e6cc33 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9694c63930e82f3781cd428fc6e6cc33:active , .u9694c63930e82f3781cd428fc6e6cc33:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9694c63930e82f3781cd428fc6e6cc33 .centered-text-area { width: 100%; position: relative ; } .u9694c63930e82f3781cd428fc6e6cc33 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9694c63930e82f3781cd428fc6e6cc33 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9694c63930e82f3781cd428fc6e6cc33 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9694c63930e82f3781cd428fc6e6cc33:hover .ctaButton { background-color: #34495E!important; } .u9694c63930e82f3781cd428fc6e6cc33 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9694c63930e82f3781cd428fc6e6cc33 .u9694c63930e82f3781cd428fc6e6cc33-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9694c63930e82f3781cd428fc6e6cc33:after { content: ""; display: block; clear: both; } READ: Genocide EssayIn Sweetheart of the Song Tra Bong, setting is paramount. If one wereto take this story and place it in New York City, it would be laughed at. AsMary Anne said, You cant feel like this anywhere else. (121) The storytakes place in two places. On one level, it takes place in the heart of thejungle, deep in Vietnam. On this level, the setting plays such an importantrole that it becomes a character. It seduces Mary Anne, and it talks to her. The story also takes place in the heart of Rat Kiley. On this level, thecharacter influences the story in such a way that he becomes the top levelsetting. In the end, it wasnt all that complicated. The girl joined thezoo. One more animal end of story. (117) But as Mitchell Sanders not-so-gently tells Rat Yeah, fine. But tell it right. (117), the reader mustalso try to read it right. If the different settings are identified, separatedand analyzed, then the true idea behind the story comes out. Category: English