Conflict Resolution
Essays

Nations have gone to war against each other for millennia for a wide array of reasons, but most causes of conflict appear to be related to many of the same things, including scarcity of resources, powerful notions of…

"Diplomacy games: formal models and international negotiations" by Rudolf Avenhaus, I. William Zartman represents an important contribution to the specialized literature in the area of international relations, presented…

When the New World was being settled, many religious groups traveled across the ocean to escape the intolerance and restrictions of their countries. The Mennonites became the first German colony in America when in 1683…

What are the desired outcomes of conflict resolution procedures?

The American ideal is one predicated on self-determination, "pulling one up by their bootstraps" is the national calling for the United States. The American public, by and large, value the welfare of their fellow…

Leadership theories continue to evolve as the complexity, nature and scope of organizations shift from command-and-control structures to more agile frameworks for managing change. The pace of disruptive innovation is accelerating, forcing reliance on the latest theories of leadership to keep organizations competitive in rapidly changing markets. The intent of this analysis is to evaluate the traditional, contemporary and emerging leadership theories and interpersonal forms of power. Unifying these factors by defining the profile of the ideal leader is also completed in this analysis, highlighting the most effective leadership characteristics and patterns in their specific roles. An organization has been selected, Cisco Systems, to evaluate these theories against. In addition, organizational stressors are also discussed in addition to strategies to managing them so an organization can still attain optimal performance. The five conflict management styles are also discussed in addition to potential barriers to communication, with recommendations on how to overcome them. Analysis of Traditional, Contemporary and Emerging Leadership Theories Traditional leadership theories stressed the concept of the "great man" or leader who was given the role based on behavioral traits and their ability to create and sustain teams' progress towards goals. These "great man" theories also relied on external observation of traits; there was little advanced screening of personality traits or the innate perceptions of highly effective leaders (Fitzgerald, Schutte, 2010). Traditional leadership theories progressed rapidly beyond only the observable traits of a leader and seeing them as innate to the belief that leadership could be mastered as a skill (Buffinton, Jablokow, Martin, 2002). This shift in leadership theories marked the transition of this field from traditional to contemporary research. With contemporary theories, leadership is seen as a skill that can be taught (Purvanova, Bono, 2009). The research of Dr. Max Weber on the traits of charismatic leaders and the contingency theories of Dr. Fred Fielder (Maslanka, 2004) are the foundation of contemporary theories of leadership. These foundational concepts set the foundation for the rapidly emerging leadership theories that are in use today. The inclusion of Emotional Intelligence (EI) and charismatic leadership into a common framework was first completed by researchers James McGregor Burns and Bernard Bass, who created the transformational leadership theory (Maslanka, 2004). One of the most powerful aspects of this theory is that it includes both the behavioral and cognitive aspects of leadership behavior, while also showing how adoption of the five factor model created can also increase leadership effectiveness (Judge, Joyce, 2000). Of the many emerging leadership theorists adding knowledge to this field, Dr. Bruce Avolio and Fred Luthans continued to expand on these leadership theories and show the potential for EI-based leadership models to positively impact corporate financial performance (Fitzgerald, Schutte, 2010). Defining the Ideal Leader The ideal leader at Cisco Systems is one that combines communication and collaboration skills with the ability to create and sustain team progress towards challenging goals. The best leaders at Cisco systems also have the ability to create self-efficacy in their subordinates along with accountability both to each other and to results. In this respect, Cisco's top leaders have strong transformational leadership skills combined with EI-based insights into hwo best to modify their own leadership approaches to meet the directional needs of their group (Purvanova, Bono, 2009). Combining the attributes or qualities of individualized consideration, intellectual stimulation, inspirational motivation and idealized influence, Cisco's top leaders have a strong foundation of transformational leadership skills (Judge, Joyce, 2000). What makes these leaders different than many others in the high technology industry is their ability to also combine interpersonal forms of power as well. These include coercive power, reward power, legitimate power, referent power and expert power (French, Raven, 1959). Of these, Cisco's top leaders are most effective when they use expert power and referent power, two elements often found in high technology companies given the nature of their business models. Both of these types of power are highly effective in moving new product ideas along to fruition and financial profitability. For Cisco, the pace of new product introductions must continually improve if they are to stay up with their global competitors. Cisco's leaders are given the responsibility for making new product launches contribute a large percentage of profits in any given financial quarter. This is how Cisco ties transformational leadership skills, expert and referent power to financial results. All of these activites revolve around innovation adn new product development.

One of the ethical issues in this case is the development of the ability to remain neutral in the mediation process. Another ethical issue that might prove crucial during the mediation is the essence of domestic violence. Mediation process must outline the source of the bruises in the female gender of the divorcing partners. The mediation need to decide on what is best for the scenario depending on effective and efficient application of the ethical issues. The Pennsylvania State's law on custody that would allow me to proceed effectively and efficiently is the promotion of the interests of the children in the context. In Pennsylvania State, there are several principles that apply to the case or the mediation scenario. The case plan for the divorcing couples in relation to the custody of the children would start with the agreement of the time for the meeting (scheduling meeting or sessions).

This paper examines the similarities and differences between the 1970s sitcom I Dream of Jeannie and today's sitcom South Park. The two are approach humor differently and yet an analysis of two specific episodes shows that the overall object of both series is to appeal to an innocent part of human nature.

¶ … Globalization profoundly alters relationship global North South

This is a three page paper about the two short stories, "Where are You Going, Where Have You Been?" by Joyce Carol Oates and "Barn Burning" by William Faulkner. The thesis is William Faulkner in "Barn Burning" and Joyce Carol Oates in "Where Are You Going, Where Have You Been", both convey that loitering in the adult world comes with life-changing consequences. This idea is evident when the conflict and characters of each story are examined.