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Sharing Students’ Finest Workâ€Magnum Opus Magazine

   â€Å"If I had a dime/dollar for every time I’ve done __________...† How often do we moms and teachers think (or say) something like this? Repeated or mundane tasks sometimes feel as if they are never-ending, even though in our heads we know that grading the math papers or doing the dishes have a reward of their own. Yet sometimes, having someone recognize your simple efforts brings a boost to those mundane activities. A simple thank you. A shout out on social media. A note of recognition in a program. Perhaps our students have the same feeling. â€Å"If only I could get a ________ for every paragraph I write.† We know there is an intrinsic reward in repeating the nine units of Structure and requiring the stylistic techniques over and over—eventually they will become natural and habitual for our students. And to be honest, most of those assignments will never see publication. But what if your students could be recognized for some of their outstanding work? Enter IEW’s Magnum Opus. First invented by Dr. Webster as a way to collect and showcase his students’ work, Magnum Opus Magazine recognizes outstanding student work, gives students a chance to say â€Å"Look what I did,† and provides samples for teachers. Being published has many rewards for students. One of our online instructors, Marci Harris, often requires students in her co-op classes to submit work to writing contests. â€Å"Having something published can give a student confidence, which can lead to working diligently on writing skills and maybe even finding a newfound love for writing. . . . Frequently, it is one of my not-top-of-the-class students who wins because he or she puts the time into the contest entry and writes from the heart.† The same is true for submitting student work for publication to our Magnum Opus. Throughout the year, teachers and parents can view samples of work from each unit. A subscription is free and also adds you to the mailing list for the print edition. Perhaps you have a parent in your co-op class who wonders where all this key word outlining is going. You can show her an example of a later unit so she can see the goal. Maybe you have a student who needs an extra example of a critique or an essay. Sometimes, moms will contact IEW’s customer service, requesting additional samples to show their children who just need to â€Å"see† it. Magnum Opus can help with all of this. Released monthly, the e-newsletter provides samples at Levels A, B, and C for the nine units. These are all archived on our website, so you can go back and view several years for multiple samples. Additionally, each year we produce a print edition, giving students an even greater feeling of accomplishment when they see their work in print. Our print theme for the 2020 edition is â€Å"Perseverance.† Did your class write about an inventor who tried many times before he succeeded? We would love to see it. Maybe you assigned (or could still assign) a personal essay about facing a hard task and persevering through it. Send it our way. Submissions for the print magazine are open now through the summer. We also accept outstanding student work that doesn’t exactly fit our theme. After all, just showing up each day and doing work is persevering.    The Magnum Opus staff is waiting with great anticipation to see what your students will send our way.    Danielle Olander, an IEW ® Accomplished Instructor, is the author of  Rockets, Radar, and Robotics. Married to her college sweetheart, Ray, and a homeschooling mom of five amazing children, she teaches several of IEW's  online writing classes. After graduating from her parents’ homeschool in the pioneer days of homeschooling, Danielle graduated summa cum laude with her B.A. in English/History Education from Cornerstone University, Grand Rapids, MI. Log in or register to post commentsDanielle Olanders blog Log in or register to post comments

Inclusion Essay - 981 Words

I believe that the way society views difference is shaped by political acts that mandate the provision of a high quality of life for all citizens, regardless of background or circumstance. Public institutions in Australia such as schools, law enforcement agencies and government service providers have obligations to enforce the rights for fair and equitable treatment for all citizens that reflect broader global human right policies (Elkins, 2008). Worldwide human rights statements deem it unacceptable to discriminate against people because of race, age, gender, cultural or social background or disability, and this forms the basis for Australia’s standards in human rights law (Ashman, 2008; Australian Human Rights Commission, 2008; Centre†¦show more content†¦High stakes measures are in place to ensure individual schools provide and demonstrate measurable improvements in the quality of education, publicly comparable to ‘similar’ schools regardless of their location or circumstance. Students unable to achieve to expected levels may therefore become a ‘liability’ to schools as their results impact on overall achievement scores. Tension inevitably exists between the recognition and acceptance of difference, versus the call for uniformity in education that will potentially impact upon how society views difference in Australia (Mc Tighe Brown, 2005). Teachers have a great responsibility in shaping the schooling experience of learners in their care. Just as worldwide policies shape Government and societal attitudes to difference, so too do school wide attitudes impact on students’ understanding and acceptance of diversity (Ashman Merrotsy, 2008). The language used, environmental adaptations, instructional methods, assessment practices and learning experiences utilised in a school setting are critical to the success or failure of a student with diverse learning needs, and it is the teacher’s role to modify these to the needs of students with the best knowledge and resources available to them.Show MoreRelatedInclusion Of Inclusion For Students With Disabilities Essay1533 Words   |  7 PagesIt is imperative that inclusion techniques be implemented in the classroom. Studies and research show that implementing inclusion techniques in the classroom have immense positive impacts on all students. As a result of these fin dings there is a rise in legislation being passed that fosters inclusion on a broader scale. Furthermore, it is necessary to apply inclusion techniques from a young age in order to ensure the greatest success. In my opinion the application of inclusion technique’s in classroomsRead MoreInclusion2223 Words   |  9 PagesProviding for inclusion Introduction This report will aim to discuss the inclusion for special educational needs (SEN) students as well as those students with autistic spectrum condition (ASC). This report will discuss inclusive education and its history, as well as the social, political and philosophical arguments that impact upon it. The report will look at how educational practice is shaped by legislative and regulatory frameworks; it will also show how our own practice provides support forRead MoreDiversity and Inclusion1102 Words   |  5 Pagesconsider oil and water, these two substance are not often considered a good combination. Although, this is not always the case; olive oil and vinegar (which is water based) when mixed, come together into a delectable salad dressing. Diversity and inclusion should also apply to humans by bringing people together who are different it can creates a whole that is enhanced by the uniqueness of each individual. What are the dimensions of cultural diversity? In this week’s readings theRead MoreInclusion Paper1110 Words   |  5 PagesInclusion is a viewpoint that brings different students, whether able or disabled to create schools and other social institutions based on acceptance, belonging and community. In any classroom there are different kinds of children, but you may not be able to notice the differences among them from just looking at them. In almost every classroom they should be at least one child that needs special services that is not given in the classroom. There is no one law that forces classrooms to be inclusiveRead MoreConcepts of Inclusion1517 Words   |  7 PagesConcept of Inclusion Sylvia Leggett ESC: 315 Survey of Exceptional Students Instructor: Karree Fah September 26, 2011 In order to be effective utilizing inclusion we must have an idea of what that concept implies. Inclusion has been called many things down through the years in the educational realm. It has gone from being called the least restrictive environment to mainstreaming, to integration and now inclusion. Inclusion â€Å"is used to refer to the commitment to educate each child, to theRead MoreInclusion Of Students With Disabilities1252 Words   |  6 PagesI am extremely in favor of inclusion of students with disabilities. Inclusion can be defined as an option in which the education of a child is taken into consideration. For example, it involves the students with disabilities pursuing most or all of their education within an ordinary school setting with their other classmates that do not have disabilities. Inclusion has many objectives, but the most important objective of inclusion would definitely have to be in that it is a program that supportsRead MoreDiversity and Inclusion Paper1085 Words   |  5 PagesThinking About Diversity and Inclusion Paper SOC/315 December 15, 2010 Professor Dr. Lorthridge Introduction This paper will discuss and focus on the four dimensions of diversity: ethnicity, gender, differences in skills, abilities and personality traits and how they have an impact in my workplace. To be able to go further in this paper one should understand the definition of diversity. Diversity is a variety between people associated to factors such as culture, employment status, educationRead More Inclusion in the Classroom Essay1638 Words   |  7 PagesInclusion in the Classroom Inclusion in classrooms is defined as combining students with disabilities and students without disabilities together in an educational environment. It provides all students with a better sense of belonging. They will enable friendships and evolve feelings of being a member of a diverse community (Bronson, 1999). Inclusion benefits students without disabilities by developing a sense of helping others and respecting other diverse people. By this, the students willRead MoreInclusion For Children With Disabilities1947 Words   |  8 Pagesand accepted. Inclusion is all around us and it is commonly unnoticed. From an educational perspective, inclusion refers to the idea of placing students with disabilities in general education classes or other school activities (Hallahan, Kauffman, Pullen, 2015). Early childhood education has been trying to incorporate inclusion in numerous ways, along with all other education. Integrated classrooms are very popular and has changed education drast ically. Just like everything, inclusion in educationRead MoreInclusion For Children With Disabilities2553 Words   |  11 Pageschance to take part in society. Inclusion is complete acceptance of all students. Loving parents want the best possible education for their daughter or son and when hearing your child will be in a classroom with students with disabilities, parents may worry that this will not help them reach their full potential. Inclusion in schools is controversial and confusing topic for many people especially for those who do not understand what inclusion is. Without inclusion there would be no sense of belonging

Antigone s Actions Cause A Political Change - 1294 Words

It is often supposed that Antigone’s actions cause a political change in the government; Creon will become a new and improved leader after the tragedies he had to suffer through. While some may argue that Antigone’s actions cause a political change in the government, ultimately there is no revolution because the leader never changes. After seeing his wife dead, Creon says, â€Å"I killed her, I can own no alibi: The guilt is wholly mine† (Sophocles 28). This quote shows how guilty Creon feels about the deaths of his family members as he feels that he caused their deaths. Many may say that because of his guilt, Creon will now become a new and improved leader, which is a political change relating to a revolution. While it is true that Creon may†¦show more content†¦The first and second estate were rich and did not pay taxes whereas the 3rd estate, which consisted of the bourgeoisie and peasants , had to pay taxes. At the Estates General, the voting was ver y unfair because the 1st and 2nd estate always agreed on the same ideas, leaving the ratio of the votes always in a 2:1 ratio since each estate got one vote. This created no change in the government since the disadvantaged group (3rd estate) never got any improvements in their lives. The lives of the 1st and 2nd estate remained the same. Taken together, there are no political changes in Antigone as well as in France during the 1800’s. It is often imagined that Antigone’s actions cause a social change in the society of Thebes; the citizens of Thebes are against Creon’s ideas and side with Antigone. While some may believe that Antigone’s actions cause a social change in the society, ultimately there is no revolution because no one else besides Antigone and her fiancà ©, Haemon directly stand up to Creon. When Haemon is talking to his father, Creon, he says â€Å"I would not dream of criticizing yours or saying you were wrong, even if I could. But oth er men can reason rightly†(Sophocles 15). This shows how other men in the city of Thebes side with Haemon and think Creon’s punishment for Antigone is wrong. Many may say that because other citizens side with Antigone, there is a social change. While it is true that there are several citizens who side with Antigone, ultimately there

Conflict and Negotiation Management

Question: Discuss about the Conflict and Negotiation Management. Answer: Introduction Currently, most organizations experience a conflict that arises from different causes. However, the most common and amicable technique applied by managers to handle conflicts is the negotiation (Alper, et al. 2000, p. 625-642). In this report, I have given an in-depth discussion on the subject of conflict and negotiation. The discussion is built from the literature review, followed by the description of diagnostic tools that are contrasted by the theories and assertions from the literature review. Then finally, I have identified the areas that I need improvements based on the diagnostic tools as well as the literature review. Similarly, I developed a realistic plan of activities intended to up my knowledge and skills in conflicts regarding conflicts and negotiation for next 6months. Literature review Definition of terms The turbulent business environment has necessitated organizations not to give a chance to non-constructive activities from deviating them from the pursuance of business interests (Awan, et al. 2015, p. 115-126). Conflict is described as the disagreements between people or groups (Alper, et al. 2000, p. 625-642). Also, conflict can be a situation whereby a party perceives that its interests are opposed to the other within a group, different group, the same organization or different organization (Anderson Sleap, 2004). Simply, it is the state of the disagreement caused by the feelings that ones interests are suppressed by the other. However, conflicts may be functional or dysfunctional to the organization (Alper, et al. 2000, p. 635-642). The causes of conflicts have a correlation with the effects of the conflicts on the organization performance. Perhaps, some scholars associate unconstructive conflicts to fragile conflicts management approaches that fail to suppress growing unrest from the employees (Awan, et al. 2015, p. 115-126). Although there is some evidence that sometimes conflicts positively contributes to the performance of the organization, but the reality is that the positive performance can only be realized if the management applies professional and conceptual skills to handle conflict (Bacal, 2004, p. 21-22). To resolve these differences among the groups, negotiation is employed. Negotiation, therefore, refers to the dialogue between the affected parties to craft an outcome that suits every aggrieved party (David Ariel, 2008, p. 143-190). For the process to be successful, fairness should be applied to reach a solution that mutually benefits all parties. It thus calls for individuals to relax their strong stands over the matter (Folger, et al. 2005). Therefore, the negotiation process goes through; preparation, discussion, clarification of goals, negotiation, agreement and finally implementation of agreed resolutions. Theories and models of conflicts and negotiation For the conflicts to be durably solved, various models are applied. In this review, I found the following models essential for enhancing success during the negotiation process. Firstly, there is the application of a cooperative model. It involves the consideration of the benefits that can be derived from the cooperation (Mahony Klaas, 2008, p. 251-271). Most importantly, an insight into the metrics like the nature of the conflicts, and the aims each party wants to achieve. While resolving the conflicts, the adoption of cooperation strategy will enhance trust and further creates to a mutually beneficial decision (Suppiah Rose, 2006). However, the use of competitive strategy results to a win lose situation that I bet is not palatable for the loser. It delimits the degree of the compliance by the loser and can be considered destructive (Folger, et al. 2005). Secondly, Roger Fisher and William Ury have explained the use of Principled Negotiation in the negotiation. They advocates for the utilization of four principles to enhance an effective conflict resolution process. The negotiator has to first and foremost separate people from their problem followed by focusing on the interests of the groups (Whetten Cameron, 2012). Thirdly, the negotiator has to generate different options before settling on the agreement. Finally, the negotiator must stress the relevance of basing on the objective criteria while settling on the agreement (Suppiah Rose, 2006). Thirdly, John Burton has advocated the use of Human needs Model. In the model, he states that conflicts are inevitable in the society where an individual or a group is deprived of its fundamental needs. Fixing such a situation demands the identification of the essential needs and be accommodated in the solution (Tillett French, 2006). These models are however not conclusive techniques that all forms of conflicts should be followed while addressing them. There are other theories based on conflict transformation and conflict transmutation that equally gives their view regarding effective ways of handling conflicts in the organization and the group level. Notably, the current management practices require managers with tacit knowledge about the causes of conflicts and possible consequences of the disagreements to the organizational performance (Singleton, et al. 2011, p. 149-163). For instance, elements like differing values, opposing interests, personality conflicts, poor communication, personal problems, and others need to be identified, and staffs are coached how to avoid or manage such situations. Laying down conflict management procedures in the organization can at least caution the affected group to embrace a useful strategy in seeking a situation rather than paralyzing the entire activities in the organization to be felt (Bacal, 2004, p. 21-22). The applicable diagnostic tools Belbin Team roles inventory Belbin proposed five steps that can be utilized to deal with conflict when it erupts in a team (Fisher, et al. 2001). He did not assure that the techniques can consequently solve the conflict but can significantly assist to bring order. A succinct understanding of team role can assist reduce the protagonists that may seem endless in the organization. Team dynamism is a subject of interest for leaders since it helps them to clearly define members roles and employ all possible methods that can enhance achievement of the team objective (David Ariel, 2008, p. 143-190). Belbin emphasized the use of mediation to resolve conflicts. Some of the stages he suggested include identifying the conflicts, brainstorm, letting the party take responsibility, selection of best solution and signing off for monitoring. Indeed, this process is similar to the five stages discussed in the literature review. Johari Window The tool aids individuals to understand the relationship that should exist between themselves and others. The window has four panes where each part suggests various distinctive ways individuals should use while handling others or communicating with others. The arena area contains public behavior (Scott Gerardi, 2011, p. 70-80). Simply, they are things that an individual knows as well as the ones that the group knows. The blind arena contains the information and individual may not know about himself, but the group knows. The hidden arena contains confidential information an individual may know but not available in the group. Lastly, the unknown pane has things that are neither known to the group or an individual. Thomas Khilman Conflict Questionnaire (TKI) It gives adequate information on ways individuals should take in handling different situations in group dynamics. Thomas Khilman focuses on the main two ways of handling conflict, and that is cooperatives and assertiveness. In the measuring of individuals response to a conflict situation, five basic ways are proposed. They include competing, accommodating, compromising, collaborating and competing (Shaw, 2004). The blatant fact is that conflict is resolved through negotiation if the aggrieved parties are willing to relax the firm stands over their interests and listen to the other parties (David Ronald, 2006, p. 359-390). The strength is both the tools and theories applied in addressing conflicts situation involves the consideration of demands of all parties and leading them to select one option that mutually benefits others (Whetten Cameron, 2012). It is clear that as a manager, I can be better because of my ability to identify the cause, listening to the claim, involving the parties in selecting one course of action and further my knowledge in monitoring the compliance with the agreement (Jehn Mannix, 2001). On the contrary, these tools have partially given succinct techniques of handling persistent conflicts where no party is willing to entertain negotiation. While applying the tools, I may lack adequate information regarding handling conflicts in different groups and levels. However, I only have general knowledge in dealing with conflict. The areas I need to improve based on the literature review This topic is fundamental in assisting me to identify some weaknesses I possessed in handling conflicts. First, I have to improve my listening skills and accommodate the interests of each party before consciously agreeing on one solution. Also, I have realized that my use of collaboration in all situations does not entirely apply everywhere. Conflict is solved in whichever way provided a lasting solution is found. Personal development plan Name Date Personal analysis Strengths I have a firm mastery of the types of conflict and the possible causes. This understanding has significantly helped me handle conflicts among groups before negatively impacting the group morale. Secondly, I possess effective communication skills and talks with some vehement that makes most of the people to listen to me. The ability to effectively articulate ideas and exact tackling of issues reduces the chances of resistance in the conflicting parties. Besides, I have the ability to apply collaboration, accommodative and compromising. Also, I have the potential to discern group dynamism and understand impacts of groups worrying interests. Weakness As usual, nobody is perfect. I am easily swayed by the loud party. Also, I havent been applying competing and conflicting approaches to solving conflicts. Sometimes, I am unconscious about the need of establishing the culture that advocates peaceful coexistence among the people as well as groups. Goals setting Attend conflict and negotiation classes to enhance my negotiating strength Reading journals about organization conflicts and negotiation to up my understanding of group dynamic. Learn appropriate measures to create a positive climate during conflicts negotiation. Staying strong to avoid being swayed by one side Personal and interpersonal skills I am assertive in addressing issues as well as a good listener of the opinions and ideas from the other parties. Personal objectives To build strong groups through creating an environment where the opinion of every one matters. Establishing effective communication channels in the organization to prevent possibility of conflicts. Unifying people and all departments to work towards common goals. Creating distinctive culture that doesnt perceive conflict as the option to handle compromising situations. Remaining positive and optimistic in every situation. Conclusion To sum up, the eruption of conflict in the organization does not always have adverse effects on the organization. However, the majority of the conflicts experienced in the current turbulent business environment are based on controversial parties that aim to satisfy personal interests. Managers, therefore, need to familiarize will possible causes and employ appropriate measures discussed in the report to solve the conflict. Most importantly, negotiation is the best general approach that constitutes other forms that perfectly fosters order and conversion to a universal agreement among the conflicting parties. It can be through an intense focus on the entire topic of conflict and negotiation that managers can stay updated about various ways of managing people in the organization. References Alper, S., Tjosvold, D., Law, K. (2000). Conflict management, efficacy and performance in an organizational teams: Personnel Psychology, 53, 625-642. Anderson, N., Sleap, S. (2004). An evaluation of gender differences on the Belbin Team Role Self-Perception Inventor: Journal of Occupational and Organizational Psychology. 77, 429-437. Awan, A.G., Qurratul, A., and Shaukat, M. (2015) Role of Family conflict on organizational commitment and effectiveness: Arabian Journal of Business and Management Review, Vol.3 No.1 pp 115-126. Bacal, R. (2004). Organizational conflict: The good, the bad and the ugly. The Journal of Quality and Participation, 27(2), 21-22. David, B. Ariel C., (2008) Toward a Strategic Theory of Workplace Conflict Management, Ohio St. J. Disp. Resolution, 24(1), 143-190. David, B Ronald L. S. (2006) Managing Organizational Conflicts, in the Sage Handbook of Conflict Communication: Integrating Theory. Research, and Practice: Sage Publications, 359-390. Fisher, S. G., Hunter, T. A., Macrosson, W. D. K. (2001). A validation study of Belbin's team roles: European Journal of Work and Organizational Psychology. 10(2), 121-144. Folger, J., Poole, S. M. Stutman, R. (2005). Working through conflict: Boston, MA: Pearson. Jehn, K.A. Mannix, E. (2001). The Dynamic Nature of Conflict: A Longitudinal Study of Intra-group Conflict and Performance. Academy of Management Journal, 44, 238-251. Mahony, D. M. Klaas, B. S. (2008). Comparative Dispute Resolution in the Workplace, Journal of Labor Resources, (29), 251271. Shaw, C. (2004). Cooperation, conflict, and consensus in the organization of American States. New York: Palgrave Macmillan. Singleton, R., Toombs, L. A., Taneja, S., Larkin, C., Pryor, M. G. (2011). Workplace Conflict: A strategic leadership imperative, International Journal of Business and Public Administration, 8(1); 149-163. Scott, C., Gerardi, D. (2011). A strategic approach for managing conflict in hospitals: Responding to The Joint Commission leadership standard, Part 2. Joint Commission Journal on Quality and Patient Safety, 37(2), 70-80. Suppiah, W. Rose, R. (2006). A competence-based view to conflict management: American Journal of Applied Sciences 3(7), 1905-1909. Tillett, G. French, B. (2006). Resolving Conflict: Melbourne, Australia: Oxford University Press. Whetten, D. A. Cameron, K. (2012). Managing Power and Conflict in the workplace: Introduction to International Organizational Behavior Online from: https://www.introtoob.com/textbook/intotoob/chapter7 Conflict and Negotiation Management Question: Write an essay on "Conflict and Negotiation Management". Answer: Introduction The topic chosen to prepare this paper is conflict management. The role of a manager is to handle and manage all kinds of conflicts that arrive at the workplace. There are three main measures that can be managed effectively and professionally for creating a positive effect. Emotions play a critical role in managing conflict as it threatens or enhances relationship among colleagues. This paper focuses on different kind of methods and approaches to deal with conflicts. For managing conflicts, the behaviour of the team members or colleagues in the organization must be enhanced. Methods such as feedback can be followed so that the people can assess themselves and their behaviours (Helms and Oliver 2015). As a manager, I need to ensure that the emotional charges do not outweigh conflict and become dysfunctional. For resolving a conflict, one needs to identify it from an independent perspective. This paper states different ways to prevent and manage conflicts. As an organization has different people with some shared purpose or objective, there are different perspectives that may possibly lead to conflicts. A high performance team can be formed by respecting and accepting each others differences (Driskill and Brenton 2011). The differences can be explained in terms of values and norms on the basis of which effective conflict management can be conducted. Conflict management is one of the strongest characteristics for a manager. Conflicts can be based on different opinions and different signs of discord and must be averted for further conflict escalation (Way, Jimmieson and Bordia 2016). Part 1 Good relationship cannot be established without good internal communication. Since different people have different opinions towards the same subject. In the global world, business communication is necessary to conduct business. The two types of communication are organizational and external communication. It is risky for an organization to have too many conflicts. Human relations cannot be well established without communication. Effective and active communication is not only required for maintaining good relations, but also for achieving efficient business performance. However, conflicts can be useful in making correct decisions and helps in overcoming obstacles in the business (Wilensky 2015). Conflict in an Organization Conflict can be defined is a process of social situation and interaction where the activities of individuals are in a disagreement. A stage of organizational conflict occurs when the colleagues are incompatible with the others in their network. There is a state of dissonance, disagreement and incompatibility among the colleagues at the organization (Lipsky 2015). There are various approaches or types of organizational conflict: Vertical conflicts occur when the supervisor is always instructing its employees to complete his job. This conflict occurs when the organizational structure possesses a high degree of formality (Gelfand et al. 2012). Horizontal conflicts occur when the employees belong to the same hierarchical level. The conflicts occur when there is a difference in opinion, ideas or interests (de Wit, Greer and Jehn 2012). Line staff conflicts occur between the line employees belonging to the same department of an organization (Vaara et al. 2012). Role conflicts occur from fallacious understanding for employees when the role is unclear at a specific amount of time (Kerzner 2013). The two types and causes of conflicts are: personal and organizational conflicts. The personal conflicts can be caused due to the following reasons; Inappropriate communication- The errors arise from the inability or miscommunication from listening. The errors may be caused if information is lost in the process while conducting upward and downward communication. It may also be caused due to inadequate understanding or difference in the emotional status in the moment of communication (Jung, Park and Lee 2012). Personal characteristics- This is another reason that causes conflicts in case of personal disliking. Different people have different personalities and when they work together, it may lead to conflict (Gelfand et al. 2012). Distrust- Trust is the foundation of good relations. It adds value and confidence among the members. The five important dimensions are competence, integrity, loyalty and openness and consistency. When there is suspiciousness and the foundation dwindles, it may lead to conflict (Gelfand et al. 2012). Organizational causes of conflict can be caused using organizational design, characteristics and resources such as budgeting, decision-making and compensations. A few causes of organizational conflicts are: Differentiation of organizational units- The different functional units in the organization such as manufacturing, sales, purchasing and operations are required daily in the organization. There is a difference in working manners and culture due to presence of many people in the different functional areas (Bresman and Zellmer-Bruhn 2013). Dependence in work activities- In an organization, the colleagues depend on each other for certain work. If one colleague has not finished his job, the other person who is depending on his work may create conflict. Sharing limited resources- Resources may be for information technology, financial, human resources and redistribution of employees may be insufficient for conducting activities effectively. This reason may lead to conflict. Compensation system- This system has a direct influence of the employees behaviour as the different variables such as salaries, rewards and incentives may not be acceptable to employees. The employees may be dissatisfied which would lead to conflict (Hopeck et al. 2014). Conflict Process According to Louis R. Pondys approach, there are five stages of conflict process: Latent conflict stage- This is the first stage in which the conflict is hidden and may be caused due to difference in goals, insufficient resources and orientation towards the organization. Conflict perception stage- This is the second stage in which the parties become aware of the latent conflict. Various perceptions are formed in this stage as it goes unrecognized in the latent stage (Moore 2014). Tangible conflict- The conflicts is personalized in this stage as it takes the tangible form such as stress, tensions, anxiety and other uncomfortable feelings (Moore 2014). Manifested conflict stage- In this stage, the conflict behaviour such as apathy to open aggression would be opposite to organizational rules (Moore 2014). Consequence stage- In the final stage, the conflict is e Figure 1: Conflict Process according to Pondys model Source: Created by Author Another model that is quoted in the conflict management theory are the stages same as that of Pondys model. Managing Conflict Figure 2: Conflict Management Process Source: Created by Author The conflict management process goes through the following stages: Diagnosis- It is the most critical element of the conflict management process that involves problem recognition. It is possible to recognize and analyze an effective intervention. It is necessary to find out conflicts in the organization as it would explore strategies for solving conflicts (Buckley and Caple 2014). Intervention- After diagnosis, it is important to carry intervention of the conflicts following process or structural approach. In the process approach, the intensity of conflicts is recognized for matching different styles of handling conflicts. In the structural approach, organizational effectiveness may be improved for altering perceptions of the conflict (Buckley and Caple 2014). Conflict- The two issues or dimensions in conflicts are related to emotional and interpersonal issues. These two types are the conflicts that occur in the workplace, as discussed in the previous section (Buckley and Caple 2014). Learning and effectiveness- The major objectives of managing conflict are to enhance organizational learning involving knowledge acquisition, interpretation and distribution. There are processes and structures for collective learning (Buckley and Caple 2014). According to Thomas-Kilman instrument (TKI), there are five approaches of managing conflict that can be described along two dimensions: assertiveness and cooperativeness. The TKI is ideal for conflict management, team building, leadership development, performance improvement, stress reduction and retention (Cpp.com 2016). Figure 3: Thomas-Kilman Instrument for Conflict Management Source: (Cpp.com 2016) The five approaches are described as follows: Accommodating- The accommodating strategy occurs when one wants to create goodwill or show that they are reasonable. The skills of an accommodator are obedience and selflessness. It may lead to be restricted influence, overlooked ideas and loss of contribution if is overused. In case it is underused, it may lead to low morale and lack of rapport among individuals (Brown 2012). Avoiding- The strategy helps in putting conflict off indefinitely. For managing conflict, the person may have low concern for self and others. It is a situation in which the issues are left unresolved and others are allowed to take ownership (McDermott 2012). Competition- It is easy to recognize a competitor as they are only concerned about winning. They are low on the cooperative scale and high on assertiveness. If the competition is underused, it may lead to indecision or delayed action. If the competition is overused, it may lack feedback and reduce learning (McDermott 2012). Compromise- A compromiser seeks way to meet each partys needs. A compromiser demonstrates skills of moderation and negotiation. An overuse of compromise means a loss of the big picture perspective and lack of trust. If it is underused there may be frequent power struggles and unnecessary confrontations (Brown 2012). Collaboration- A collaborator demonstrates empathy, understanding and ability to listen. In collaboration, the person is high on cooperativeness and assertiveness. The object is to find a creative solution acceptable to everyone (Pietersen, 2014). The Dynamic Conflict Model The dynamic conflict model focuses on the ways in which cues affect conflict resolution in positive or negative ways. The model separates affective and cognitive conflicts. Cognitive conflicts are task-focused conflicts that would de-escalate conflicts. Contrarily, affective conflicts are more focused on emotional issues that would escalate conflicts (Kaufman and Kaufman 2015). Figure 4: Dynamic-Conflict Model Source: (Kaufman and Kaufman 2015) Conflict management helps in allowing groups to talk about disagreements and issues, allowing the people to transfer or share information. Several variables such as openness help in opening conversations and confront arguments. The conflict management positively affects team building. There is a possibility of development and innovation of ideas with conflict resolution. It would enhance team performance and detract it. Part 2 Thomas- Kilman Model Figure 5: Conflict Management Model Conflict is a natural part since no two individuals have the same desires or expectations. The Thomas-Kilmann instrument has been a leader for managing conflict all these years. The instrument does not require any special qualification for administration. There is no need to bring any professional for assistance (Trippe and Baumoel 2015). Every conflict situation has people who have incompatible opinions and can be described along two basic dimensions- assertiveness and cooperativeness. Assertiveness is a behaviour in which the individual attempts to satisfy his own concerns. Cooperativeness is a behaviour in which the individual tries to satisfy others concerns (Trippe and Baumoel 2015). The five approaches are: Accommodating- The approach can be used in circumstances where there is a need for better solution. The circumstances where the employees must be developed through experimenting and learning can also be used in accommodating (Trippe and Baumoel 2015). Competing- The approach can be followed in case of emergency where quick decision is vital. The approach shall also be beneficial when there is a need to protect oneself from others who take advantage of incompetent behaviour (Trippe and Baumoel 2015). Compromising- This approach is used when the two parties have equal power and equally committed goals. The approach can be used to here is a need to arrive to a solution under stress and time pressure (Trippe and Baumoel 2015). Avoiding- This approach shall be used when an issue is more important than the other. The potential costs are high in comparison with the benefits of the conflict resolution (Trippe and Baumoel 2015). Collaborating- This approach shall be used when I need to find an integrative solution and the concerns of both parties are important (Trippe and Baumoel 2015). The cues that others might look for in using the model chosen by me would have different perspectives. Conflict Healthy Response Unhealthy Response Interpersonal Conflict A few healthy responses are control over emotions, respectful of difference of understanding and opinions, and development of growth between the relationships (Yarnell and Neff 2013). A few responses may result in anger, resentful actions and other negative emotions that are a failure from perspectives or both parties (Yarnell and Neff 2013). Intrapersonal Conflict A few responses may be moving from past decisions, learning from mistakes and believe in himself. One may seek advice from family, friends and professional advice for coping strategies (de Wit, Greer and Jehn 2012). A few unhealthy responses can be indecisiveness, anxiety, confusion, and stress. The person may be angry within themselves (de Wit, Greer and Jehn 2012). Conclusion For managing conflicts, the behaviour of the team members or colleagues in the organization must be enhanced. A high performance team can be formed by respecting and accepting each others differences. The two types of communication are organizational and external communication. Effective and active communication is not only required for maintaining god relations, but also for achieving efficient business performance. A stage of organizational conflict occurs when the colleagues are incompatible with the others in their network. The errors may be caused if information is lost in the process while conducting upward and downward communication. Different people have different personalities and when they work together, it may lead to conflict. Organizational causes of conflict can be caused using organizational design, characteristics and resources such as budgeting, decision-making and compensations. In an organization, the colleagues depend on each other for certain work. Various perceptions are formed in this stage as it goes unrecognized in the latent stage. Conflict management process involves solving conflicts, instead of reducing, eliminating and limiting the duration. In the structural approach, organizational effectiveness may be improved for altering perceptions of the conflict. Cognitive conflicts are task-focused conflicts that would de-escalate conflicts. Contrarily, affective conflicts are more focused on emotional issues that would escalate conflicts. The conflict management positively affects team building. References Bresman, H. and Zellmer-Bruhn, M., 2013. The Structural Context of Team Learning: Effects of Organizational and Team Structure on Internal and External Learning.Organization Science, 24(4), pp.1120-1139. Brown, J., 2012. Empowering Students to Create and Claim Value through the Thomas-Kilmann Conflict Mode Instrument.Negotiation Journal, 28(1), pp.79-91. Buckley, R. and Caple, J., 2014.The theory practice of training. London: Kogan Page. Cpp.com, 2016.Thomas-Kilmann Conflict Mode Instrument (TKI). [online] Cpp.com. de Wit, F., Greer, L. and Jehn, K., 2012. The paradox of intragroup conflict: A meta-analysis.Journal of Applied Psychology, 97(2), pp.360-390. DeChurch, L., Mesmer-Magnus, J. and Doty, D., 2013. Moving beyond relationship and task conflict: Toward a process-state perspective.Journal of Applied Psychology, 98(4), pp.559-578. Driskill, G. and Brenton, A., 2011.Organizational culture in action. Los Angeles: SAGE. Gelfand, M., Leslie, L., Keller, K. and de Dreu, C., 2012. Conflict cultures in organizations: How leaders shape conflict cultures and their organizational-level consequences.Journal of Applied Psychology, 97(6), pp.1131-1147. Helms, W. and Oliver, C., 2015. Radical settlements to conflict: Conflict management and its implications for institutional change.Journal of Management Organization, 21(04), pp.471-494. Hopeck, P., Desrayaud, N., Harrison, T. and Hatten, K., 2014. Deciding to Use Organizational Grievance Processes: Does Conflict Style Matter?.Management Communication Quarterly, 28(4), pp.561-584. Jung, K., Park, D. and Lee, S., 2012. A Study of Relationships between Organizational Communication Satisfaction and Organizational Conflict among Nurses.The Korean Journal of Health Service Management, 6(4), pp.165-176. Kaufman, S. and Kaufman, M., 2015. Two-Group Dynamic Conflict Scenarios: Toy Model with a Severity Index.Negotiation Confl Manage Res, 8(1), pp.41-55. Kerzner, H., 2013.Project management. New York: John Wiley. Lipsky, D., 2015. The Future of Conflict Management Systems.Conflict Resolution Quarterly, 33(S1), pp.S27-S34. McDermott, E., 2012. Discovering the Importance of Mediator Style-An Interdisciplinary Challenge.Negotiation Confl Manage Res, 5(4), pp.340-353. Moore, C., 2014.The mediation process. San Francisco: Jossey-Bass. Pietersen, C., 2014. Interpersonal Conflict Management Styles and Emotion Self-Management Competencies of Public Accountants.MJSS. Siira, K., 2012. Conceptualizing Managerial Influence in Organizational Conflict-A Qualitative Examination.Negotiation and Conflict Management Research, 5(2), pp.182-209. Trippe, B. and Baumoel, D., 2015. Beyond the Thomas-Kilmann Model: Into Extreme Conflict.Negotiation Journal, 31(2), pp.89-103. Vaara, E., Sarala, R., Stahl, G. and Bjrkman, I., 2012. The Impact of Organizational and National Cultural Differences on Social Conflict and Knowledge Transfer in International Acquisitions.Journal of Management Studies, 49(1), pp.1-27. Way, K., Jimmieson, N. and Bordia, P., 2016. Shared perceptions of supervisor conflict management style.Int Jnl of Conflict Management, 27(1), pp.25-49. Wilensky, H., 2015.Organizational intelligence. New York: Basic Books. Yarnell, L. and Neff, K., 2013. Self-compassion, Interpersonal Conflict Resolutions, and Well-being.Self and Identity, 12(2), pp.146-159.

Oscar Wilde Essays (636 words) - Oscar Wilde, Anglo-Irish People

Oscar Wilde Oscar Fingal O'Flahertie Wills Wilde (1854-1900) was an Anglo-Irish dramatist, novelist, essayist, short-story writer, critic, and poet. He was part of the Decadence, a loosely affiliated coterie of writers and artists of the 1890s whose lives and works manifested a highly stylized, decorative manner, a fascination with morbidity and perversity, and an adherence to the doctrine "art for art's sake." After having a hard childhood, where he was dressed as a girl until the age of nine, he viewed life more critically than others. He often focused in on the upper class, and wrote of their absurdity, superficiality, and snobbery. Yet mainly, he wrote of what he felt at the time and what is around him. In The Importance of Being Earnest and A Woman of No Importance, it is evident that the environment, lifestyle, and events in the life of Oscar Wilde has influenced him in writing such one-sided critical satires, in which he reserved none of his strong opinions. When it came to satires, Wilde was the master of such literary art. "Wilde has accomplished such satire from the hallowed edifice of romantic literature certain standard characters, themes, and plot situations in order to build out of them a comedy that fuses contemporary social satire with a straight-faced taking-off of the usages of the popular fiction and drama of his time" (Poupard 418). In the beginning he tried to be a serious writer, but failed miserably. It was believed that as an entertainer he was more morally clearsighted (Bryfonski 504). Although he was full of strong idealism and human sympathy, his dissatisfaction with the society of the 1880's and 90's caused him to make highly personal and melodramatic attacks on issues which he possibly have never looked close enough to understand. Because of this, he was thought of as only presenting one side of life (498). He presented the upper English class with clear hostility, and stressed their corruption, shallowness, snobbery, and lack of genuine moral scruples (502). Wilde had a colorful and scandalous social life, and was even jailed for a while. He believed that people should be self-expressive vs. self-repressive, and therefore never held anything back. "What is termed sin is an essential element of progress . . . without it, the world would stagnate or grow old or become colorless" (Bloom 101). Wilde found criticism and self-consciousness necessary as sin. He believed that criticism plays a vital role in the creative process, and that criticism is an independent branch of literature with its own procedures (91). "Wilde was one of the first to see that the exaltation of the artist required a concomitant exaltation of the critic. If art was to have a special train, the critic must keep some seats reserved on it" (90). Wilde stated that: "If we are all insincere, masked, and lying, then the artist is prototype rather than exception. If all the sheep are black, then the artist cannot be blamed for not being white" (Bloom 102). Wilde believed that art should be made for the sake of art, and that art is permanent, and near immortality. "Only the artist can give to the beauty he sees a form that moves it towards its own ideal and preserves it from erosions of change" (Bryfonski 505). Wilde felt that since man and nature are in constant change, art was more ordered than life, more beautiful. The world of art is "more real than reality itself" (506). Yet Wilde had a word of warning: "All art is at once surface and symbol. Those who go beneath the surface do so at their peril" (Schmidgall 149). What Wilde was trying to express is that art is so real, that if one dares to go beneath the surface, one may find things that he/she does not want to find. Wilde loved children, and loved the youth. Wilde proposed to speak for the young, with even excessive eagerness at times. Both The Importance of Being Earnest and A Woman of No Importance mainly evolves around the youthful characters.

Free Essays on The Consequences Of Wishes, Fate Or Fiction, The Monkey’s Paw

â€Å"Be careful what you wish for you may receive it,† describes â€Å"The Monkey’s Paw† a short story written by W.W. Jacobs, in 1908. This story is based on the fairy tale idea of a person having three wishes. This story illustrates how people can become consumed by greed and how curiosity killed the cat. Or in this situation how three wishes can alter your life forever in a negative way, you don’t always get what you wish for, or at least how you expected it. As the story unfolds we are introduced to Mr. and Mrs. White and their son Herbert. The Whites live in an ordinary run down rental house, one of two on their road. ‘â€Å"That’s the worst of living so far out,† balled Mr. White. Of all the beastly, slushy, out of the way places to live in, this is the worst,†Ã¢â‚¬â„¢(1). Living so far out, the White’s got very few visitors and were very surprised by the few they did have. Late one night, an old friend of Mr. Whites arrived. Introducing himself to Mrs. White and Herbert, as Sgt. Major Morris, a tall, large, man with piercing eyes entered the house. A whiskey drunk as he was, the Sgt. Major was content speaking of wars, strange people, and distant parts of the world, as he watched Mr. White pour glass number three. ‘â€Å"I should like to see those old temples, fakirs and jugglers, said the old man. What was that you were telling me the other day about a monkey’s paw or something, Morris?†Ã¢â‚¬â„¢(2) Mr. White was anxious to hear the end of the story the Major had started in days past. Hesitant at first, Major Morris told of the strange paw of the monkey and how it magically (as some though) granted three wishes to its holder. He then began fishing in his pocket and pulled out a dried little trophy. Offering it to the White’s, Herbert took it, looking it over. Mr. White was also curious about why the ugly dried hand was so special. The Sgt Major explained that a holy man cast a spell upon the paw. Showing... Free Essays on The Consequences Of Wishes, Fate Or Fiction, The Monkey’s Paw Free Essays on The Consequences Of Wishes, Fate Or Fiction, The Monkey’s Paw â€Å"Be careful what you wish for you may receive it,† describes â€Å"The Monkey’s Paw† a short story written by W.W. Jacobs, in 1908. This story is based on the fairy tale idea of a person having three wishes. This story illustrates how people can become consumed by greed and how curiosity killed the cat. Or in this situation how three wishes can alter your life forever in a negative way, you don’t always get what you wish for, or at least how you expected it. As the story unfolds we are introduced to Mr. and Mrs. White and their son Herbert. The Whites live in an ordinary run down rental house, one of two on their road. ‘â€Å"That’s the worst of living so far out,† balled Mr. White. Of all the beastly, slushy, out of the way places to live in, this is the worst,†Ã¢â‚¬â„¢(1). Living so far out, the White’s got very few visitors and were very surprised by the few they did have. Late one night, an old friend of Mr. Whites arrived. Introducing himself to Mrs. White and Herbert, as Sgt. Major Morris, a tall, large, man with piercing eyes entered the house. A whiskey drunk as he was, the Sgt. Major was content speaking of wars, strange people, and distant parts of the world, as he watched Mr. White pour glass number three. ‘â€Å"I should like to see those old temples, fakirs and jugglers, said the old man. What was that you were telling me the other day about a monkey’s paw or something, Morris?†Ã¢â‚¬â„¢(2) Mr. White was anxious to hear the end of the story the Major had started in days past. Hesitant at first, Major Morris told of the strange paw of the monkey and how it magically (as some though) granted three wishes to its holder. He then began fishing in his pocket and pulled out a dried little trophy. Offering it to the White’s, Herbert took it, looking it over. Mr. White was also curious about why the ugly dried hand was so special. The Sgt Major explained that a holy man cast a spell upon the paw. Showing...

Valuation of two England football clubs Essay Example | Topics and Well Written Essays - 2250 words

Valuation of two England football clubs - Essay Example Consequently, this paper undertakes a valuation review of two leading teams in the English premier league namely the Southampton Football Club and Portsmouth Football Club. This has been done by reviewing the financial performance of the two clubs over the last five years to depict the current and future possible value of investing in the two different clubs. Southampton Football Club Southampton football club is one of the oldest football organizations in the English premier league since its formation in 1885. The club has been associated with the church since its formation that has earned it the saint’s nickname (Southampton.com, 2013). The performance of the team in the past has been relatively poor since it was relegated on 15 May 2005 from the premier league competitions. However, the club has been able to return to the premier league tournaments in the latest season. Furthermore, the club has been able to win the FA cup title in 1976 and second position in First Division tournament in 1984 (Southampton.com, 2013). Accordingly, the performance of the club in the past has been relatively poor compared to other clubs in the English major tournaments. Currently, the team is ranked at position 33 in the English premier league tournament after it was promoted last season. ... This has seen the financial returns of the club been relatively stable and attractive. Indeed, the club is one of the highest owned clubs by the fans due to its performance over the years. In addition, the club has been able to attract a number of the best players in the English tournaments. Currently, the club is at position 24 in the English premier league (Portsmouth.com, 2013). Financial Ratios valuation To demonstrate the financial valuation of the two organizations, a five years financial ratios computation has been undertaken. In addition, financial valuations of the two clubs have been undertaken by using the financial results of 2012. This is as demonstrated by the computations below. Financial Ratio 2012 2011 2010 2009 2008 Liquidity ratios Current ratio = (current assets/ current liabilities) (Stickney, 2010) Southampton Football Club = (20,07700/ 37,306,000) = 0.54 Portsmouth Football Club = (3133294/ 361,098) = 8.68 Southampton Football Club = (14,694,000/ 25,650,000) = 0.57 Portsmouth Football Club = (6046092/ 339482) = 17.81 Southampton Football Club = (15472/ 7990 = 1.9 Portsmouth Football Club = (2480024/ 314692) = 7.88 Southampton Football Club = (1359.2/ 620) = 2.2 Portsmouth Football Club = (1974021/ 239,815) = 8.23 Southampton Football Club = (1362.0/ 614.8) = 2.22 Portsmouth Football Club = (1471235/ 235240) = 6.25 Quick ratio = (quick assets/ current liabilities) Quick assets = (current assets – inventories) Southampton Football Club = [(20,077,00 – 2,806,000)/ 37,306,000] = 0.46 Portsmouth Football Club = (3,133,294 – 32,541)/ 361,098) = 8.5 Southampton Football Club = [(14,694,000 – 1,902,000)/ 25,650,000] = 0.45 Portsmouth Football Club = (2207669 – 30,282)/

National Training Framework and Vocational Education and Training Term Paper

National Training Framework and Vocational Education and Training Workplace - Term Paper Example Vocational teachers, for the most part--and certainly those who teach in trade, industrial, manufacturing and health occupations programs--did not (and do not today) have to follow the same teacher preparation or state certification rules as did other public school teachers. Throughout the 75-year history of federally supported vocational education, occupational teachers were employed primarily because they had years of extensive experience in a craft or profession--such as auto mechanic, cosmetologist, medical technician, carpenter, nurse, electrician or mason. When college degrees were deemed a minimal requirement for teachers in most states and in most subjects, vocational education was granted an exception. In effect, then, vocational and technical education always has had a nontraditional or alternative approach to preparing and certifying its teaching force. This is an approach that dates to 1917, promulgated by Charles Prosser, the first administrative director of the board, who believed that teachers trade experience would correlate with student outcomes. Today, some vocational-technical educators subscribe to that philosophy, while others lean more toward John Dewey, who promoted a more general education to prepare teachers to help students ready themselves for a lifetime of learning and change. A way of approaching (vocational) training that places primary emphasis on what a person can do as a result of training (the outcome), and as such represents a shift away from an emphasis on the process involved in training (the inputs). It is concerned with training to industry-specific standards rather than an individuals achievement relative to others in the group. (Australian Chamber of Commerce and Industry, 1992)Â  

Developing in the relationships Essay Example for Free

Developing in the relationships Essay Once Marco and Rodolpho are in the house and settled down they start to introduce themselves a bit more fully to the family. Marco acts as a father figure to Rodolpho, comes across as down to earth which contrasts with Rodolpho who just Dreams, and has no sense of proportion. Rodolpho is very loud and forward, I have a nice face, but no money.  The first sign of trouble arises not long into the cousins arrival when Rodolpho starts to sing Paper Doll. Eddie does not give positive reactions from this. Miller uses visual tension with Eddie rolling up a newspaper and showing an explicit look to show the friction in the house  Once the cousins have been there for a while Eddie tells Beatrice that he aint been feelin good. This shows tension between the couple. Eddie admits to Beatrice They bother me since they came. this increases the dramatic tension; is Eddie anticipating that something bad is going to happen? Friction is suggested when Eddie says he Cant talk about it Eddie is not giving Beatrice enough attention and their relationship is on a rocky stage, which is affecting their emotional and sexual relationship. Beatrice is becoming worried about this problem and asks Eddie When am I gonna be a wife again? This is a euphemism and shows the break down in verbal communication between the married couple. Beatrice wants Eddie to confront his problem because of the trouble he is having with expressing his emotions. The failure of communication within the marriage is affecting the physical relationship. Beatrice is feeling ignored and craves the attention of her husband even though he is neglecting her and putting her in the background of his life. On the video the tension between Eddie and Beatrice is very clear as when Eddie is talking about sex he cannot look his wife in the eye and share his feelings. The relationship between the family is showing Beatrice to have developed some jealousy towards Catherine as Catherine is getting more attention from Eddie than she is. The relationships have become implicit and have now more reason to question the developing relationship between Eddie and Catherine to be more than just a father daughter relationship. This developing relationship becomes more apparent near the end of act one when Eddie is on his way home from work and he bumps into Catherine and Rodolpho who seem to be getting on well. Eddie becomes upset at the fact that maybe Rodolpho has won over the affection of Catherine and Eddie has been unsuccessful. Once Eddie and Catherine are alone, Eddie tries to tell Catherine that Rodolpho is using her for an American passport. The audience now question the reality of what Eddie has told Catherine but at the same time we are asking if Eddie is only saying this in hope that Catherine will believe this and dump Rodolpho. The stage directions add to the dramatic tension, as Catherine is smiling but tense. It is as if you can feel the friction in the air. We sympathise with Catherine as she only wants to grow up and Eddie is holding her back and still treating her like a child. Eddie is doing this because he is scared at the fact that Rodolpho is taking his Baby away. But is this fair to Catherine and also to Beatrice?  There is a lot of jealousy developing in the relationships; Eddie is jealous of Rodolpho because of the feelings Catherine has for him and Beatrice is jealous of Catherine because she gets more attention paid to her than Beatrice but she will not admit it, Beatrice asks Catherine, You think Im jealous of you honey? I think when reading the script you can see Beatrices plan of getting Catherine out the house. If Catherine marries Rodolpho, the two of them will be out the house and she will be able to have her husband back. Beatrice asks Catherine,  You wanna get married, or dont you wanna get married! she tries to make out to her that Eddie will not like Rodolpho but she should have realised by now that If it was a prince came here for you it would be no different implying that no man will ever be right for her in his eyes. Beatrice tells Catherine that she should become more independent and if you act like a baby and he be treatin you like a baby. These are Beatrices hints to make her realise the fact that she is not a child and should not be constantly relying on Eddie. Eddie goes to see Alfieri and from the meeting they have Miller presents Eddie to be irrational and confused. We pity Eddie and feel sympathetic as we can foresee tragedy, as it is inevitable. While Eddie is speaking to Alfieri, Eddie makes Rodolpho out to be effeminate as he can sing and sew.  Later that evening when Eddie arrives home there is still friction between Eddie and Rodolpho. Catherine resumes annoyed with Eddie so she torments Eddie by playing paper doll on the phonograph and then asks Rodolpho to dance, knowing that this will torment Eddie by seeing the pair together. Rodolpho recognises the tension and tells Catherine that he is too tired to dance, of trying to calm the situation. Beatrice makes Rodolpho get up and dance but Rodolpho can feel Eddies eyes on his back. While dancing with Rodolpho, Catherine is flaunting her independence and both Catherine and Beatrice are revolting Eddie. Marco and Rodolpho are deferential and recognise the tension and friction that is in the house. Eddie is still trying to show Rodolpho up and prove to Catherine that Rodolpho is effeminate by having a Masculinity contest of boxing. In the Sicilian community the men are always seen to be big, strong, and able to look after and protect the women. By Eddie hitting Rodolpho he tries to show Rodolpho up and make him look weak. Rodolpho gets his own back by asking Catherine to dance. He becomes provocative once he realises Eddies plan. Eddie humiliated Rodolpho by showing to Catherine hes more masculine and then Rodolpho shows Eddie that he can hit him in the stomach but he is the winner overall because he can still get Catherine. The ending of Act one is poignant and creates more visual and dramatic tension than verbal tension, which has been more common so far in the book. Marco shows Eddie that he will stand up for Rodolpho and uses a chair like a weapon and as a silent threat that has more meaning than words. The visual tension lets the audience see and feel the tension. Before now Eddie has felt in charge but Marco has turned things around after the chair-lifting test, Eddies grin vanishes as he absorbs his look. This is dramatically effective in both the script and in the video as the audience can almost feel the tension in the living room. Act one finishes and act two starts. Act two brings about development in the characters relationships. The development is mainly the disintegration of the relationships, but also new relationships are developing.  When Catherine and Rodolpho are alone in the house for the first time we see Catherine actually share her emotions and express what she has been feeling. Now we see the closeness of their relationship as Rodolpho now calls Catherine my little girl. This indicates that Rodolpho has taken Eddies Baby and so when he comes home after a heavy drinking session and realises the pair are together, he orders Rodolpho to Pack it up and move out. Catherine wants to move out with him but Eddie will not let her go. Eddie kisses Catherine when she announces she is leaving, As she strives to free herself he kisses her on the mouth. This is wrong and immoral; Eddie is shaming her. But then we see Rodolpho stand up for Catherine. Suddenly Eddie kisses Rodolpho. This is a dramatic change in relationship. At the start of this scene Catherine loves Eddie in a father daughter way, then, by the end of the scene she is staring at him in horror and says, Ill kill you. This is a very emotional scene whereby we see two relationships dramatically change; Catherine and Rodolpho want to get married and have stood up to Eddie, and Catherine has change her feelings towards Eddie and is now frightened by him. This scene makes us question the characters, as we are shocked and embarrassed. With this scene the books drama is more effective as we are able to read what is going on in the house with Rodolpho and Catherine, yet at the same time we can read the stage directions and see that Eddie is staggering along the side walk outside the house after a heavy drinking session. With the play we only see one picture at a time and it doesnt feel very realistic as you dont see the two scenes going on a t the same time.