Friday, May 15, 2020

‘Conflict is more often driven by self-interest than...

‘Conflict is more often driven by self-interest than genuine sense of right and wrong.’ â€Å"Show me a man who has no interest in his own good, and Ill show you a man who is not in touch with his own humanity. R. Alan Woods. Conflict can be driven by any emotion whether it be greed, love, hate or lust, after all conflict occurs merely when an individual feels something strong enough that they will not quell before opposition in violation of this emotion, because of this assessing the most frequent motive behind conflict could be investigated by asking the question; What emotion is the strongest and most frequent in humans? Doubtless, the answer to this question is relative to its target, a cynic might declare hate, a romantic love, a†¦show more content†¦Catherine Susan Kitty Genovese was a New York City woman who was stabbed to death and repeatedly raped near her home. Investigations recorded 38 witnesses, none of whom attempted to assist Kitty personall y and only one whom called the police, afterwards stating â€Å"I didn’t want to get involved† The incident of â€Å"Kitty† Genovese’s death exemplifies the extraordinary lengths that humans can go in an attempt to prevent self-loss even at the cost of another’s far more severe personal loss. By not acting these neighbors failed to stand up for their moral code and in doing so failed to act on behalf of what they presumably believed to be right at the cost of another s life, this also establishes the ability of self-interest to not only drive conflict in the way that self-interest allowed the event to occur on the side of the attacker, who was likely motivated by lust or anger, but to also discourage opposing action in bystanders out of a fear of personal loss. The actions the witnesses of â€Å"Kitty’sâ€Å" fate took mirror the attitude of a large degree of the human populations attitudes. Historically, few stand up for their belie fs and moral code at great personal risk, the strength of self-preservation Is too strong for most , for every â€Å"hero† that acts, hundreds of bystanders fail to act. The existence of â€Å"heroes† Itself is evidence that humans often fail to act in times of conflict, after all if there was more people who actedShow MoreRelatedThe American Culture : Key Values10736 Words   |  43 PagesThe American Culture Some Key Values †¢ Individuality †¢ Results orientation †¢ Pragmatism †¢ Direct communication style Greetings and Goodbyes For most Americans a smile and verbal greeting are appropriate. In a business context, however, a firm handshake is used. Weak handshakes can be perceived as a sign of weakness. It is likely the handshake will be brief. Men usually wait for women to offer their hand before shaking. Also, direct eye contact is also appreciated. Americans tend to dislike over-formalisedRead MoreFrom Salvation to Self-Realization18515 Words   |  75 Pages0From Salvation To Self-Realization: Advertising and the Therapeutic Roots of the Consumer Culture, 1880-1930 T. J. Jackson Lears Lears, T.J. Jackson 1983. From salvation to self-realization: Advertising and the therapeutic roots of the consumer culture, 1880-1930. In The Culture of Consumption: Critical Essays in American History, 18801980, ed. by Richard Wightman Fox and T.J. Jackson Lears, New York: Pantheon Books, 1-38. Reprinted with the permission of the author. 1On or about December 1910Read MoreDeveloping Management Skills404131 Words   |  1617 PagesBehavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN Prentice Hall Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town DubaiRead MoreLimitation of Trait Theory12233 Words   |  49 Pagesindividual influences others toward the attainment of group or organizational goals. Three points about the definition of leadership should be emphasized. First, leadership is a social influence process. Leadership cannot exist without a leader and one or more followers. Second, leadership elicits voluntary action on the part of followers. The voluntary nature of compliance separates leadership from other types of influence based on formal authority. Finally, leadership results in followers behavior thatRead MoreTurning Ineffective Employees and Bosses into Performers: The New World Order13031 Words   |  53 Pagesexternal reality and the sometimes unrealistic inner world. This is in keeping with Harold Bridger s (1995) observation that today s environment actually mirrors unconscious processes much more closely than in the past because it’s often contradictory, unpredictable, multilayered, and non-rational in qualities. More specifically, the great vulnerability and insecurity characteristic of today s work environments is likely to resonate with fear. The enormous dislocation, job loss at all levels (downsizing)Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCredits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on the appropriate page within text. Copyright  © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as Prentice Hall. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any formRead MoreOrganisational Theory230255 Words   |  922 Pageset al. provide a highly readable account of ideas, perspectives and practices of organization. By thoroughly explaining, analyzing and exploring organization theory the book increases the understanding of a field that in recent years has become ever more fragmented. Organization theory is central to managing, organizing and reflecting on both formal and informal structures, and in this respect you will find this book timely, interesting and valuable. Peter Holdt Christensen, Associate Professor, CopenhagenRead MoreOrganisational Behavioure23151 Words   |  93 PagesROBBMC08.QXD.0132431521 12/15/05 12:25 PM Page 258 Reason is, and ought only to be the slave of the passions, and can never pretend to any other office than to serve and obey them. — David Hume Emotions and Moods After reading this chapter, you should be able to: 1 Differentiate emotions from moods. 5 2 Discuss the different aspects of emotions. Discuss the impact emotional labor has on employees. 6 Identify the sources of emotions and moods. DiscussRead MoreNegotiation Techniques23003 Words   |  93 PagesFocus on needs, not positions †¢ Emphasize common ground †¢ Be inventive about options †¢ Make clear agreements Where possible prepare in advance. Consider what your needs are and what the other person s are. Consider outcomes that would address more of what you both want. Commit yourself to a win/win approach, even if tactics used by the other person seem unfair. Be clear that your task will be to steer the negotiation in a positive direction. To do so you may need to do some of the following:Read MoreLibrary Management204752 Words   |  820 PagesStates. 2. Information services— United States—Management. I. Moran, Barbara B. II. Title. Z678.S799 2007 025.1—dc22 2007007922 British Library Cataloguing in Publication Data is available. Copyright  © 2007 by Robert D. Stueart and Barbara B. Moran All rights reserved. No portion of this book may be reproduced, by any process or technique, without the express written consent of the publisher. Library of Congress Catalog Card Number: 2007007922 ISBN: 978–1–59158–408–7 978–1–59158â₠¬â€œ406–3 (pbk.) First published

No comments:

Post a Comment

Note: Only a member of this blog may post a comment.