Psychological Analysis of Girl Interupted free essay sample

Running Head: BPD in Girl Interrupted Borderline Personality Disorder in Girl Interrupted Girl Interrupted is a movie based on Susanna Kaysen’s novel, which was inspired by her stay in a mental institution in the 1960s. Incidentally the main character, played by Winona Ryder, is named Susanna. She is eighteen years old and begins the movie by reflecting back on the events leading up to her visit to the psychologist. She has just graduated from high school and other than being an aspiring writer, has no plans for her life. In addition she has flashbacks of her attempted suicide, though she denies taking a bottle of aspirin with vodka. When she was brought to the hospital they found bruises on her wrist, but she claimed she had no bones in her wrist. The psychologist concluded that Susanna needed some rest and sent her to Claymore, which is a private mental institution. We will write a custom essay sample on Psychological Analysis of Girl Interupted or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In the institution, the psychiatrist diagnosis’s Susanna with borderline personality disorder. While in the institution Susanna meets various other women with disorders ranging from eating disorders to psychopaths. After two years she is released from the institution and deemed clear. There are many theories behind why people develop such personality disorders. The theories take psychoanalytic, contemporary, and/or developmental approaches to discover the various reasons why people develop with given personalities. According to Otto Kernberg, there are two developmental tasks an individual must accomplish. Failing to accomplish a certain developmental task often corresponds with an increased risk in developing certain personality disorders. The first developmental task is psychic clarification of self and other. Failing to complete this task causes one to not be able to differentiate one’s own experience from those of others. Not accomplishing the second task, overcoming splitting, results in an increased risk to develop a borderline personality. Kernberg theorized that borderline personality disorder is formulated by the failure to develop in childhood. In addition, Kernberg takes some of Freud’s view points and further theorizes that people who suffer from this disorder have an impaired ego. Freud defines one’s ego as a part of the mind which constrains the id to reality, and is the â€Å"referee† between the superego and id. People with borderline personality disorder externally scatter and internally contradict their concept of themselves. Kernberg states, borderlines can describe themselves for five hours without your getting a realistic picture of what theyre like. Furthermore, borderline personality disorder is clinically defined as ones instability which is evident in their relationships, emotions, behavior and image of themselves. Persons with such disorder may have feelings of abandonment. Often in efforts to manipulate people back into relationships, they take part in self-manipulating behavior or suicidal attempts. Suicide is sometimes attempted impulsively by persons in periods of extreme depression. In addition people often experience strong emotions and strong desires for intimacy. Susanna suffers greatly from these along with other symptoms of borderline personality disorder. One can see from the opening scene in her attempted suicide, that that was one of the leading symptoms. In her out reach for attention she overdosed with a bottle of aspirin along with a bottle of vodka. She also claimed that she had no bones in her hand, which could have been further self-mutilation or another delusional disorder. In addition she has a flashback of her intimate relations with the father of a girl from her high school, along with another man she meets at a club. When she is not around the type of intimacy she utterly wants, she develops a very close relationship with Lisa, who is a patient of the mental institution. This strong desire to always be in a relationship is another prime symptom of this particular personality disorder. The reason for her development of her disorder was caused in early childhood. Both of Susanna’s parents were more focused on leading the perfect suburban life, and paid little attention to her. Thus from such neglect, they never realized that she was being sexual abused by their neighbor, who occasionally babysat her when her parents were out. Susanna began her troubles because she began to become unable to differentiate what was correct and what was not, further leading her to have the inability to distinguish right from wrong. She had no one to turn to and helping her develop is a crucial stage, according to Kernberg. In conclusion, Otto Kernberg’s theory of the two crucial developmental factors in childhood and the consequences of failing such tasks, appear to be appropriate theories behind the onset of Susanna’s borderline personality disorder. Although this theory has its limitations because it is not always necessary that this particular disorder is developed in early childhood. There are various theories looking into the biological factors that could predetermine whether someone will develop this disorder. In addition, there is always the question as to why Susanna was able to overcome this disorder, and why others cannot, thus further brining into play genetics/biology. All in all, the mind is endless and everyday people are coming up with new theories and reasons behind why people are who they are and do what they do.

Ethiopian Food and Health Essays

Ethiopian Food and Health Essays Ethiopian Food and Health Paper Ethiopian Food and Health Paper Nutrition is the key to a healthy life and the cornerstone of any cultures cooking. If our food lacks nutrition, we get sick and Inevitably parish. This discussion will examine the food types Indigenous to a very misunderstood country In Eastern Africa: Ethiopia. Boasting diverse landscapes filled with rolling hills, great rivers and majestic wild life, Ethiopia is the site of many of the most ancient and famed human fossils ever discovered, and as the worlds oldest surviving continuously-sovereign nation state, is rich in tradition and cuisine. Sadly however, most Americans today associate the country primarily with the devastating famine that ravaged its people In the meld-legless. When I tell someone I am going to an Ethiopians restaurant, I often get a response like, I thought they dont have food, as if for thousands of years the inhabitants of this bountiful country, who filled it with ancient, world-renown monuments, churches and cities, were bereft of sustenance. The idea is absurd, but most of the people who make such statements had their views shaped by media images of famine victims and so have given little thought to the customary dishes of heir land. In the following passages I will endeavor to expose my audience to the cornucopia of creative culinary combinations comprising Ethiopians cuisine and to research providing evidence that the traditional Ethiopians diet meets nutritional requirements and ensures overall health. Ethiopians number-one agricultural resource is cereal grain. Theft, barley, wheat, maize, finger millet, oats, and rice make up 85% of Ethiopians crops. In order from greatest to least, the countrys remaining crop production includes pulses, like beans, lentils, and fenugreek; oilseeds such as inside, sesame, flax and safflower; vegetables Including a variety of cabbages, peppers, Swiss chard and tomato; root crops Like beetroot, carrots, ginger, potato and garlic; fruits such as banana, papaya, guava, avocado, lemons, mango, orange and pineapple, then, finally, coffee, a huge export from Ethiopia and central to a traditional ceremony that is practiced to this day (Agricultural Sample Survey 19). Now that wave covered the fundamental ingredient sources, I will now discuss some major Ethiopians dishes in more detail, starting with the staple of most meals, leaner, a type of flattered traditionally made from theft and millet. The batter Is slightly fermented then cooked on a large skillet too spongy texture similar too crepe. Many Africans traditionally eat in communal settings with many people at one table eating from one main dish. Injure is the base upon which other foods are served and the bread is then torn away piecewise, to be used as a utensil for scooping, dipping or picking up the proteins and vegetables. Traditional Injure is whole grain, and contains calcium, protein and fiber, as well as Iron elf threshed on the ground while the proboscis generated during the brief fermentation aid In digestion. (K) Ethiopia has many economical resources that offer a variety of fruits and vegetables to the memos, a traditional wicker dining table. Fruits that are common to the country are listed above; other fruits are now being cultivated such as good health. Vegetable dishes commonly include tubers, such as white and sweet potatoes, green beans, onion, collards, carrot, garlic, captain peppers and cabbages. Often vegetables are prepared into their own dishes since Christians in the country have over 200 days of fasting from meats. Common vegetarian meals are fossils a green bean, carrot and garlic dish and miser hot, a red lentil and onion tee. Many legumes from chickpeas to yellow splits are prepared into fantastic dishes like mildly spiced kick Alicia and the above-listed miser hot. Chickpeas are pulverize and stewed into shirr (Selling). All of these dishes have fiber-filled complex carbohydrates, vitamin-and-mineral- rich vegetables, and, when grains and legumes are combined, the amino acid profiles qualify as a complete protein source (Carter ). According to recommendations by nutrition and health professionals, it wouldnt be hard to balance a diet using the foods from the lists above in fact the food list is Ideal for optimal health (Madeline lust). The vitamins and minerals in the green bean and carrot dish (egg serving) would fulfill RD ( recommended daily intake) for vitamin A, 25% for K and 50% for C. It also contains 25% of the recommended iron intake and 10% of daily calcium intake to name a few of the health benefits. The garlic in the dish has natural anti-viral, anti- fungal and anti-bacterial properties and is loaded with photo- and microinstructions as well. Yellow splits and other legumes are also packed with nutrition, containing 16. 4 grams of protein, 40 grams of carbohydrates and 16. 3 grams of fiber per cup. Their criterion density measures up strong too: one cup of split peas provides 196 % of the RD, of molybdenum, 56. % of the RD of thyrotrophic, 39 % for manganese, 31. 8 % of the RD of foliate, 24. 7 % of your thiamine, 20. 3 % of your potassium and 19. 4 % of the RD of phosphorous. In addition to these high encountering values, one serving of split peas is an excellent source of 11 amino acids on top of thyrotrophic(e) and provides between 10 and 20 % of the RD of magnesium, iron, zinc and copper. (Thompson) So far were off to a good start nutritionally and we ha ve only talked about how ruts and vegetables are used in Ethiopians dishes. Now lets talk about meats. As in America, Ethiopians farmers often raise livestock, usually sheep, goat, cattle and chickens, for dairy, egg and meat production. A number of dishes are made from lamb for it is their most well-known source of animal protein and a staple in the East African diet (Traditional Food). Concoctions range from Aziza Tips pieces of meat seasoned and pan seared to Saga Watt lamb stewed usually with garlic and white onion. These dishes are lower in fat since the meat is trimmed of fat and cooked in clarified butter or vegetable oil. The results produce colorful and flavor meals fulfilling a days worth of protein requirement in one serving. Kit ground beef served raw or seared is mixed with Collards or other greens a major source of calcium and photo-nutrients. Even the spices in Ethiopians cooking have great benefits. Seasonings made from hot chilies, fenugreek, cumin, ginger and cloves all contain vitamins, and several have been for other potential health benefits (Beebe) We have touched on fruits, vegetables, spices and meats but dairy is also part of the culture. Most households in Ethiopia produce their own cheese and yogurt in- lain non-flavored yogurt. Both are rich in calcium and protein with the yogurt full of proboscis as well. The career and accomplishments of Beebe Bikini give further proof that the food of Ethiopia is both nutritionally sound and functional for extreme-demand energy supply. This man is a world-champion, multiple-Olympic-gold-medal-winning marathon runner who took the world by storm in the early sixties. (Beebe Bikini the Legend) Ethiopia has low rates of stomach and prostate cancer (Heartbreakingly) consistent with the known tendency of diets low in saturated fat and high in fiber to reduce the risk of developing these diseases. The country seems to have average death rates of other cancers, which is impressive because the medical system is very poor. Though malnutrition has claimed many lives in the country, it is not due to any lack of quality in the traditional dishes but mainly to poverty, regional drought and famine, all of which could be at least partly resolved with careful investment in technology. Transportation and irrigation advancements offer very realistic solutions to the lack of crops and food in certain parts of the country. Fish is a good resource and can be harvested from the Nile River and is only now finding its way to market, due to the cent advancements in storage and transportation availability (Ethiopia, Agriculture). The unfortunate truth is that the deaths of 1,000,000, from starvation caused by famine in the mid-eighties have given this country a reputation as barren, depicting the people as skinny, hungry and poor (Famine In Ethiopia). The effects of hunger still exist, but if you were to ask an Ethiopians citizen if everyone is starving to death there, they would scoff at your ignorance. Most people in the more populated cities live much as you or I do in America. They own or rent houses and property, eat on a daily basis, drink coffee and work Jobs. It is true, however, that in certain areas people living in underdeveloped communities at risk due to the local lack of resources. The unfortunate situation is that 35% of Ethiopia is food insecure (WEEP of Ethiopia) but wild edible plants (WEEP) can be the potential key to putting good meals on every table. New research into the indigenous plant life has been finding wild species of edible vegetation in all regions. The results are astounding: 413 edible species have been identified including trees, herbs and climbers with only 233 already used by the people. The study was done to help identify alternatives for when conventional DOD supplies are interrupted but it may also give information encouraging farmers to cultivate plants that are resilient to the regional climate extremes (WEEP of Ethiopia 72). The only problem is that more research is needed to know what combinations of the newly-cataloged Weeps would give the most benefit. For example, Ethiopia has many varieties of wild mushrooms, a staple in some cultures, but more documentation is needed. Many countries have had similar problems and the research has proven WEEP to be of great value in Tanzania, 85 species of edible orchid were discovered. With mom diligent research there could be great relief brought to the Ethiopia via WEEP. (WEEP of Ethiopia 83, 84) life have developed here in America, Ethiopians traditional cuisine is nutritious and fills the requirements for a complete and healthy diet. It supplies whole grains, fibrous fruits and vegetables, lean proteins and healthy fats. An array of these edible plants will give substantial doses of vitamins and minerals. Ethiopians dishes are nutritious and delicious, incorporating a colorful spread of finger foods, and are increasingly enjoyed by people all over the planet, bringing renewed recognition to a ultra that had been left in the dark and which, though often seen as the very face of hunger, has much to teach us about healthy sustenance.

Cross Cultural Sensitization Personal Statement

Cross Cultural Sensitization - Personal Statement Example My purpose for attending the course was specifically to prepare myself for the formal learning of business management. My expectations from the course included sufficient exposure to business management concepts, to develop an aptitude for the learning of business management and an environment which is both exciting and challenging. The foundation course has done what I had envisaged before taking admission. The subjects that I have studied in Term 1 and term 2 have stimulated my mind to think as a business manager now I understand how a piece of news which may not seem to have anything to do with business or economics can have its impact on the economic or business environment. Having read the book, â€Å"Understanding organizations† by HANDY C. has provided me sufficient exposure the concepts of business management like Motivation, role, power and influence, group dynamics, leadership, organizational structure etc has stimulated my mind to think in terms of organizational co ntext. Before attending the course though I had seen lot of organizations like my school, my father’s company etc but my mind never thought on how salaries are to be decided and how do they structure the organization etc but this course has sensitized my mind to generate those questions, now looking at any organization I wonder how the roles would have been laid down, authorities delegated, people are motivated or led etc. but I am nowhere near to answer these questions and that’s where I believe my final degree in business management will help. But this foundation course has done what it was supposed to do.  

Concert Review Essay Example | Topics and Well Written Essays - 500 words

Concert Review - Essay Example The combination of these four elements allow for a truly powerful musical connection with the audience. The Celtic Women sung a Capella, with the added orchestra and percussion section beautifully. Some critics have criticized the Celtic Women for using prerecorded music for some of the orchestra. I personally could not tell a difference. The orchestra preforming on the albums is large. It would be impossible to make an orchestra that large to tour on a busy schedule like the Celtic Women have. The live orchestra preformed flawlessly. The prerecorded music did not detract from the overall show. The two songs I enjoyed the most were â€Å"Danny Boy† and â€Å"Somewhere Over the Rainbow†. These two songs were my favorites, because I have heard them a million times. From high school performances of â€Å"Danny Boy† to Judy Garlands rendition of â€Å"Somewhere Over the Rainbow†, I have heard these two songs in a variety of ways. The Celtic Womens performance of these numbers have to the best I have ever heard. The soul wrenching emotion placed into each song made me feel true sorrow and hope. One does not just listen to the Celtic Womens music, but feels it as well. The atmosphere of the Celtic Womens concert was also magical. Lights were raised and lowered flatteringly on the Celtic Women, chorus, and orchestra. The costumes of long flowing dresses gave the women an appearance of floating on air. The fiddlers costume was the most amazing, although like the other Celtic Women, this dress allowed her to dance and fiddle at the same time. The effect was like a fairy dancing across the stage. Smoke surrounded the orchestra, giving off a misty Celtic feel. The whole event was magical. Many critics have argued that the Celtic Women are not authentically Celtic, since they play modern songs like â€Å"Somewhere Over the Rainbow† or even songs with Christian

Sole Trader Companies Essay Example for Free

Sole Trader Companies Essay Sole trader companies are the ones which are opened individually. For example, there is one person and he fascinated about doing business so he can invest money into the business and he has to do it by himself. It means he has to find out where can sources of finance come and how to control it because he must work by himself without shareholders. There are some sources of finances as follows: * Retained earnings: this is profits of a company after removing taxes, salaries and expenses or something like that and this source should be applied after few months from the beginning. For example, after removing all of expenses like sundry costs, training courts costs we have the balance in our savings account about 9500 pounds. Pizza hut can use that money actively to purchase for their raw materials it is also an advantage of them when they can control their expenditure and save some money so that they can use their money without thinking about charging fees or interests. However, if they base on the money which is saved too much they are going to meet problems because the situations of company will be different depends on different economics phase so they need to think of some ways to make sure that saving money will not take a lot of place in their account. * Selling assets: in case the entrepreneur set up their business but they have problems in capitals so they should sell some products to get money to invest and getting profits. For example, pizza hut can sell their old machines, equipment, or even their own logo. This is seemed to be a risk way because after selling assets they will be lose their control in their business a little and it can lead to situations of having not enough assets to support for producing. * Personal capital: The owners can invest their own money into business for expansion. This will prevent him from the burden of interests from borrowing and he or she can control their business by himself or herself without depending on others one. * Debt finance: it is often used when people start to set up a business, entrepreneurs will ask for borrowing money from their families and friends  first and finally then they will ask for borrowing from others business’s helps. In short, debt finance is used for subscribing the borrowing action of a business to report for their productions. In case Pizza hut is a Public Limited Company Public Limited Companies is the ones which are created from 2 or more than 2 persons. And those persons are called shareholders and each shareholder will own a part of the company which is depends on their financial ability by the ones called shares. The more shares you owned the more donation you have in control of company. By this way the company can mobilize capital easily and there are some sources of finance as follows: * Issuing shares: business can collect money by issuing shares to stock exchange and outsides the business there are going to be some people want to invest money to make profits for themselves so they can use their money to buy the shares and by that way the business can get money and for the person who invested money they will have a position in the business and they will receive dividend each month. * Venture capital: venture capital is becoming increasingly important sources of finance for growing business. This can be done by individuals or groups of shareholders, they have to look for a lot of potential companies or projects and making decisions exactly is not being lacked of. Otherwise, they can easy to meet debts for dividends for example or they can go to bankrupt because they are lost a lot of money for failure projects. * Bank loans: Business can raise their fund by borrowing money from banks and this is seemed to be a good way to get money immediately. However, the business has to think a lot about the interest rate and the repayment ability in case they don’t want to go to bankrupt because of debts. And, business consider loans as long or short term plans to support their business and the considering is depended on the purposes and the amount of money the business want to borrow. For instance, if the business had 1 billion and they borrow 100 million, it would be considers as short – term loans because the amount of money they borrowed is not main money for projects because it too small compare to 1 billion. 1.2 Advantages and Disadvantages * Debt finance: Advantages: everyone when they want to set up a new business so borrowing money is very necessary because it will help the entrepreneur feel more confident and they are going to be stronger in doing business. Disadvantages: besides, they have to think about ways of repaying loans to others. The reason is that they will create a trust and increase their reputation so that they can borrow in next times easily. So, doing business is not always favorable so it requires businessmen to think about ways of existing a lot and when they go to bankrupt there will be not easy for them to face with creators and in the worst case they can be a prison. * Issuing Shares: Advantages: businesses can raise their funds easily by issuing shares and they can expand their business as well. This mobilization capital will not create a debt which the business has to repay. Besides, issuing shares can help business attract and keep good force of staff and the business can connect to potential partners. Disadvantages: The businesses have to accept high fees of issuing. Issuing shares can disperse the ownerships, controllerships and revenues as well. * Bank loans: Advantages: Bank loans are seemed to be a good resources for a business to raise their funds because the business can get mortgages from bank easily and the mission they need to complete is that try to earn profits as much as possible to repay. Disadvantages: In case, the business make lost so that will be a really big issue because if they did not repay on time they will lost their assets but the thing is they have to delay the debts and that’s the reason for interests are going to be increased immediately and the delayer the more interest. Finally then, the more money cannot be paid the more risks of bankrupting.

Lolita: An Analysis of Obsession Through the Decades :: Essays Papers

Lolita: An Analysis of Obsession Through the Decades "Lolita, light of my life, fire of my loins. My sin, my soul. Lo-lee-ta: the tip of the tongue taking a trip of three steps down the palate to tap, at three, on the teeth. Lo. Lee. Ta." In 1958, Vladimir Nabokov created two of the most unrelenting characters in the history of literature: Humbert Humbert and Lolita Haze. His narrator's voice and main character, Humbert Humbert, explains the complex story of a man and his obsession. To set this book off from other books about obsession, Nabokov gives Humbert possibly the most socially unacceptable obsession of all: pedophilia. This obsession leads Humbert on a cross country journey to find his precious Lolita upon the discovery that she has run away and decided to marry. It is this Lolita that causes much of the controversy in the book. Is she an innocent child who is caught up by a wave of "Humbertism" that seems to control her life? Or is she simply an adult in a child's body who plays off of Humbert's obsession to gain things for herself? The answer is one that involves not only an analysis of the text, but also an analysis of the context in which the text is read. It is this analysis of context that will supp ly a new appreciation for not only the basic plot of Lolita, but also the underlying satire that riddles the book. As with all literature, many of the ideas and plot twists that supply the excitement to this particular book are seen under a guise of the particular generation that reads it. Not only do these ideas no longer play an important part to the interpretation as it is transferred from generation to generation, but many times the way in which a book is written can affect the reader. The most prominent case of this happening is in the works of Shakespeare. The ideas and plots he present in his books are most often lost in our contemporary society as we find not only his word usage, but also his themes to be archaic, and unbarring on modern life. Such is the case of Nabokov's Lolita. There is one slight difference, however, between the writing of Shakespeare, and the writing of Nabokov (and in particular Lolita).

Conflict Resolution Essay

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