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For many scientists, writing a Discussion section is as scary as starting a paper. Just as in all different sections of your paper, the clear and precise language and concise complete sentences are very important. However, in addition to that, your writing should convey confidence and authority. The best method to illustrate your tone is to use the active voice and the primary person pronouns. Accompanied by readability and succinctness, these tools are the most effective to persuade your readers of your point and your ideas. The aim of the research context transfer is to indicate how your findings match into the overall image of the present analysis and the way you contribute to the present knowledge on the topic. The very first thing you must ensure you do before you get to outlining and writing is to understand the project. You will need to manage completely different items of information, from books, essays, interviews, articles and more. The day has come the place you must write a research paper, but you’ve put it off until the last minute. Now the strain is sinking in to get it carried out rapidly and also you wish to know tips on how to write a analysis paper fast. After the preliminary introduction, background on your matter often follows. The ultimate technique is working with a tough copy and a pencil. Print a double area copy with font dimension 14 and re-learn your paper in a number of steps. Tarone LE, Dwyer S, Gillette S, Icke V. On the usage of the passive in two astrophysics journal papers with extensions to other languages and other fields. After you apply all these strategies, you're ready to share your writing with your folks, colleagues, and a writing advisor in the writing center. Get as much suggestions as you can, particularly from non-specialists in your area. Patiently listen to what others say to you ― you aren't expected to defend your writing or clarify what you wished to say. You may determine what you want to change and the way after you receive the suggestions and sort it in your head. This paragraph or part may include a literature review surveying the present state of knowledge on your subject or just a historic overview of relevant information. The function of this part is to justify your individual project or paper by stating a gap in the current analysis which your work will address. A thesis or objective assertion should come at the end of your introduction and state clearly and concisely what the aim or central argument of your paper is. The introduction prepares your reader for this assertion, and the remainder of the paper follows in help of it. Outlining your first draft by listing each paragraph's topic sentence may be a simple way to ensure that each of your paragraphs is serving a selected objective in your paper. So, do you start together with your introduction and conclusion and then fill within the physique? Some people like to put in writing their introduction and use it to function an outline of their paper after which flow from there. Even though some researchers make the revision an countless course of and can hardly cease after a 14th draft; having from five to seven drafts of your paper is a norm in the sciences. If you possibly can’t stop revising, then set a deadline for yourself and stick to it. Try reading your paper line by line with the remainder of the text coated with a bit of paper. When you're compelled to see solely a small portion of your writing, you might be less more likely to get distracted and are more likely to discover issues. Others like to write down their factors in the physique of their paper after which extrapolate the introduction and conclusion from what they wrote. A thesis assertion is usually one sentence and it's clearly written in order that the reader knows exactly what they'll examine in your paper. You will end up recognizing more pointless words, wrongly worded phrases, or unparallel constructions. One of the microstructure revision strategies incessantly used throughout writing center consultations is to learn the paper aloud . You could read aloud to yourself, to a tape recorder, or to a colleague or good friend.

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What To Write My Research Paper On

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Writing An Introductory Paragraph

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Writing An Introductory Paragraph

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Tips And Advice For Writing Great Psychology Papers

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Tips And Advice For Writing Great Psychology Papers

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Tips And Advice For Writing Great Psychology Papers

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Tips And Advice For Writing Great Psychology Papers

Tips And Advice For Writing Great Psychology Papers What you get is a top-grade paper, created for you by one of 500+ area of interest consultants. Proofread ultimate paper rigorously for spelling, punctuation, lacking or duplicated words. Make the hassle to make sure that your last paper is clean, tidy, neat, and engaging. Read the assignment sheet once more to be sure that you understand fully what is anticipated of you, and that your essay meets the requirements as specified by your teacher. Click right here and follow the directions for emergency writing intervention. You could make an appointment, request written suggestions or ship an e-mail and a Writing Fellow will get again to you as quickly as attainable. Doctoral candidate initiatives demand the kind of execution that solely a specialist service can provide. Get our vast data throughout all disciplines behind your dissertation. We go beyond plagiarism-free, filling your paper with distinctive concepts and insights. With 24/7 assist, your work will at all times be delivered right on time. Professional social scientists —historians, political scientists, sociologists, international affairs specialists —work on each these sorts of questions. In the best revealed social science writing you will be able to establish a clear "how " or "why " query at the heart of the analysis. As you possibly can see, the five easy phrases “Write my paper for me” can bring you a lot of benefits. Learn more concerning the steps wanted to make your wish come true and get started. Check the subject headings that it is cataloged by. If one of those headings looks pertinent to your analysis, do a topic search using that particular heading. Please observe--Fellows are not available when SPS is closed. The idea of paying someone else to do your be just right for you has turn out to be more and more commonplace in our broader culture, even in the realm of writing. It is well-known that many actors, athletes, politicians, and businesspeople have contracted with uncredited ghostwriters to supply their memoirs for them. Build on our people’s experience across a plethora of fields, and get the tutorial outcomes you deserve. As the gurus of writing, we're never at our wits’ end with chemistry, biology, physics, or chemistry problems. Look at the titles which are being returned, do any look promising? If none do, revise your search using other keywords. If one does, take a look at the full record for that guide. These guides include information about all kinds of topics inside a specific subject. Generally the knowledge in more detailed that what's contained in a common encyclopedia. We suppose that a dependable company should come to the rescue at any time. So, we offer you the opportunity to contact us 24 hours a day, 7 days every week. We don’t have breaks and are all the time at your disposal. Remember, if you have a question about what sort of supply to use, ask a librarian. You may also need to examine to see in case your topic is in a subject that has a subject Encyclopedia, a Subject Handbook, or a Subject Dictionary. Now that we've some background data on our matter; we have to find information about our particular subject. Before looking, ask yourself what type of data you might be looking for. If you need to find statistical data, you will need to look in certain forms of sources. If you are on the lookout for information accounts of an event, you will want to look in different kinds of sources.

Pay Someone To Write A Paper

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February Horoscopes and Book Recommendations

February Horoscopes and Book Recommendations February 2018 is a great month for new books. Wondering which one is the right fit for you? Let the stars be your guide with our February horoscopes and book recommendations! Find your astrological sign below for your February horoscope, perfectly paired with a newly released book. Aries (March 21â€"April 19) February will be a month for you to keep your eye on the world, Aries. You’ll find yourself in a philosophical mood, making it a good time to think about your goals for the future as well as the needs of others. Spiritual studies or foreign travel may also play a role in your musings this month. Check out Feel Free (February 6, Penguin Press), an essay collection from acclaimed novelist Zadie Smith. It explores pop culture, modern politics, art, and more, allowing you to expand your horizons. Taurus (April 20â€"May 20) This month may present some seemingly insurmountable challenges, Taurus, but it’s nothing you’re not capable of handling. You’re responsible, practical, and grounded, all things that will help you not only survive this month, but thrive. If you face February’s challenges head on, it will pay off. Read An American Marriage (February 6, Algonquin Books) by Tayari Jones, where a young power couple in Atlanta are torn apart when one is sentenced to prison for a crime he didn’t commit. Under these terrible circumstances, they must find a way to move forward. Gemini (May 21â€"June 20) In February, clear communication and balance will be key to your success. As a Gemini, it’s easy for you to understand that there are two sides to every situation and to move back and forth between them. Use that to your advantage in your relationships this month. Think critically about the world around you and discuss it with others. I recommend This Will Be My Undoing: Living at the Intersection of Black, Female, and Feminist in (White) America (Harper Perennial, January 30), an essay collection by Morgan Jerkins. Her sharp and insightful writing will give you a lot to think (and talk) about this month. Cancer (June 21-July 22) Your career and personal success will be intertwined in February; growth in one may lead to growth in the other as well. You often have an inward focus, but be open to new opportunities to learn from and spend time with others. This can be a great month for you, but be cautious financially. Read White Houses (February 13, Random House) by Amy Bloom, a fictionalized account of journalist Lorena Hickok’s intense relationship with Eleanor Roosevelt. It’s a moving tale of how Hickok gained both notoriety as a writer and enduring love with the First Lady. Leo (July 23-August 22) Certain circumstances will be out of your control this month, making February a little challenging for you. Adaptability isn’t your strong suit, but do your best to make the most of what you’re given over the next few weeks. Your strong social capabilities will be your best asset. Check out The Friend (February 6, Riverhead Books) by Sigrid Nunez, where a woman unexpectedly loses her best friend and finds herself the new owner of his Great Dane. It’s a powerful story about loss, grief, friendship, and healing. Virgo (August 23-September 22) This month will be full of dynamic and exciting opportunities for you, Virgo. As an earth sign, you can often be very practical and grounded, but this month is all about getting out of your comfort zone. Try yoga or meditation to get in touch with your spiritual side, allowing you to embrace more creative pursuits. I recommend The House of Impossible Beauties (February 6, Ecco) by Joseph Cassara, which follows a cast of gay and transgender club kids in 1980s Harlem. It’s at turns exciting, tragic, passionate, and tender. Libra (September 23-October 22) February will be an emotional month for you, and it may provide opportunities for you to grow closer to your family and loved ones. Relationships are especially important to you, Libra, and spending extra time and energy with those closest to you may bring you great joy and happiness this month. Try The Great Alone (February 6, St. Martin’s Press) by bestselling author Kristin Hannah, where a family’s strength is tested by moving to the wilderness of Alaska. It is a testament to the endurance of familial love and human survival. Scorpio (October 23-November 21) Venus, Neptune, and Uranus are working together to create a sexy month for you, Scorpio! February will be a great time to spice things up in your love life. The last half of the month will be especially full of fun and exciting opportunities, so don’t be afraid to try something new. Read The Wedding Date (January 30, Berkley) by Jasmine Guillory, where two strangers meet on an elevator and one agrees to attend a wedding as the other’s fake girlfriend. It’s a charming story that shows how taking a chance can lead to an exciting new relationship. Sagittarius (November 22-December 21) I’m sorry to say that February may not be an easy month for you, Sagittarius. The planets show a month with considerable stress and exhaustion, especially when it comes to family relationships. When possible, be sure to focus on self-care and rest. Check out Heart Berries (February 6, Counterpoint Press), a memoir by Terese Marie Mailhot. Her powerful and poetic story shows how she found healing from a traumatic childhood through writing. Capricorn (December 22-January 19) February is all about getting to know yourself and the world around you, Capricorn. You’re naturally curious, and this month you’ll have plenty of opportunities to further your education and expand your horizons. It’s a great time to read a lot of new books, but I recommend you start with Song of a Captive Bird (February 13, Ballantine Books) by Jasmin Darznik. It’s a novel based on the true story of Iranian poet Forugh Farrokhzad, who defied her family to find independence and become a writer. Aquarius (January 20-February 18) This month will be all about independence and ambition, Aquarius. You’ve got everything you need to achieve career and social goals this month. Personal pleasures and superficial desires may trip you up in February though, so proceed with caution. Try out the first book in a new fantasy series, The Belles (February 6, Disney-Hyperion) by Dhonielle Clayton. It’s set in the luxurious and over-the-top world of Orleans, where a few young women have control of beauty, a highly coveted commodity. Pisces (February 19-March 20) The stars show a successful month for your career, with the skills and confidence to achieve your goals. However, this may leave your family and loved ones feeling neglected. To avoid stress at home, be sure to communicate clearly about your professional obligations and practice empathy. Check out Sadness is a White Bird (February 13, Atria Books) by Moriel Rothman-Zecher, where a young recruit to the Israeli army must reconcile his loyalty to his country with his close friendship with two Palestinian siblings. Check out past horoscopes and book recommendations from Book Riot: January 2018 December 2017 November 2017

What Is the True Meaning of Republicanism

The Founding Fathers of the United States of America may have declared independence from Britain in 1776, but the real work of putting together the new government got underway at the Constitutional Convention, which took place from May 25 to September 17, 1787, in the Pennsylvania State House (Independence Hall) in Philadelphia. After the deliberations ended and the delegates were leaving the hall, a member of the crowd that had gathered outside, Mrs. Elizabeth Powell, asked Benjamin Franklin, â€Å"Well, doctor, what have we got? A republic or a monarchy?† Franklin responded, â€Å"A republic, madam, if you can keep it.† Today, citizens of the United States assume they have kept it, but what, exactly, does a republic, and the philosophy that defines it—republicanism—mean? Definition In general, republicanism refers to the ideology embraced by members of a republic, which is a form of representational government in which leaders are elected for a specific period by the preponderance of the citizenry, and laws are passed by these leaders for the benefit of the entire republic, rather than select members of a ruling class, or aristocracy. In an ideal republic, leaders are elected from among the working citizenry, serve the republic for a defined period, then return to their work, never to serve again. Unlike a direct or pure democracy, in which the majority vote rules, a republic guarantees a certain set of basic civil rights to every citizen, codified in a charter or constitution, which cannot be overridden by majority rule. Key Concepts Republicanism stresses several key concepts, notably, the importance of civic virtue, the benefits of universal political participation, the dangers of corruption, the need for  separate powers within government, and a healthy reverence for the rule of law. From these concepts, one paramount value stands apart: political liberty. Political liberty, in this case, refers not only to freedom from government interference in private affairs, but it also places great emphasis on self-discipline and self-reliance. Under a monarchy, for instance, an all-powerful leader decrees what the citizenry is and is not allowed to do. By contrast, leaders of a republic stay out of the lives of the individuals they serve, unless the republic as a whole is threatened, say in the case of a violation of a civil liberty guaranteed by the charter or constitution. A republican government usually has several safety nets in place to offer assistance to those in need, but the general assumption is that most individuals are capable of helping themselves and their fellow citizens. History The word republic comes from the Latin phrase res publica, meaning thing of the people or the public property. The Romans rejected their king and formed a republic in about 500 BCE. There were three periods of republics until it finally fell in 30 BCE. Republicanism saw revivals in Europe during the Middle Ages, but chiefly in limited areas and for short times. It was not until the American and French revolutions that republicanism took more of a foothold. Notable Quotes â€Å"Public virtue cannot exist in a nation without private, and public virtue is the only foundation of republics.† — John Adams â€Å"Citizenship is what makes a republic; monarchies can get along without it.† — Mark Twain â€Å"The true republic: men, their rights and nothing more; women, their rights and nothing less.† — Susan B. Anthony â€Å"Our safety, our liberty, depends upon preserving the Constitution of the United States as our fathers made it inviolate.† — Abraham Lincoln â€Å"In republican governments, men are all equal; equal they are also in despotic governments: in the former, because they are everything; in the latter, because they are nothing.†Ã‚  Ã¢â‚¬â€ Montesquieu Sources â€Å"Republicanism.†Ã‚  Annenberg Classroom, 4 Aug. 2017.â€Å"Republicanism.†Ã‚  North Carolina History Project.

Okonkwo Valued Masculinity - Free Essay Example

Sample details Pages: 2 Words: 492 Downloads: 10 Date added: 2019/05/08 Category Literature Essay Level High school Tags: Things Fall Apart Essay Did you like this example? Okonkwo was a very well known young man, due to solid personal achievements. Achievements such as throwing Amalinze the Cat, a wrestler who was known for being undefeated for 7 years. Masculinity is something very important to him. Don’t waste time! Our writers will create an original "Okonkwo Valued Masculinity" essay for you Create order The importance of masculinity is shown towards the beginning of the book where Okonkwo insults a man by calling him a woman. This action of his shows how masculinity is valued when ranking people in Umuofia society. Karma eventually got to him after all his actions, such as beating people, masculinity and aggression became the reason he failed to continue be successful in society. Since Okonkwo valued masculinity, he believed in traditional gender roles. He had two children, a son and a daughter. He wanted his son to be aggressive just like him. Turns out, he was not. He was much more fond of his daughter because of his son’s lack of masculinity. So he wish she would have been a son. Okonkwo put a lot of pressure on his son to be more aggressive, but it don’t work, in fact that pressure changes him. Okonkwo put a lot of pressure on his son to be more aggressive because his own father wasn’t masculine or aggressive. His father, Unoka was lazy, he did not work. Okonkwo saw hard work as a masculine trait. He didn’t want to be like his father. His father’s laziness became the reason why he would work hard, he didn’t want to seem useless just like him. So he would constantly beat up his wives and children and work hard because it made him feel masculine, it also made people fear him. Nwoye struggles with masculinity am being aggressive, so as a result he gets beat by his father (Okonkwo). He was greatly affected by the violence and repels the violence in Umuofia rituals and ends up joining the Christians. He has this trait like his grandfather Unoka. One of Okonkwo’s uncles states â€Å" Its true that a child belongs to its father. But when a father beats his child it seeks sympathy in its Mothers Hut†. Although Nwoye knew that his father was right when it came to being masculine and violent, he still preferred the stories his mother would use to tell..†. Which clearly shows how important masculinity was to him. Okonkwo preferred to masculine, and make people fear Him rather than to show compassion. So as a result of how his father used to be, lazy, he decided to be a hard worker and be very violent towards women and children, which made him a very well-known person. He believed that men should be masculine, so since his son wasnt all that interested in being masculine he would beat him. His aggression ended up making him weak. Instead of dying a great leader as he was known in the beginning of the story he died in a disgraceful manner by committing suicide.

Conflicts in Work Place Free Essays

Conflicts management in work place OVERVIEW The purpose of this assignment is to critically analyze the conflicts in working place and try to understand organization behavior with respect to conflict effect. I also try to focus whether conflict is necessary or not by using range of theoretical perspectives and ideologies of conflict. INTRODUCTION: Conflicts are unpleasant, but it is a kind of force that ruling almost every aspect of our life. We will write a custom essay sample on Conflicts in Work Place or any similar topic only for you Order Now As time passes in every working relationship it is common to produce conflict (John Newstrom 2007, p. 253). Conflict can arise from various sources and directions but it can emerge in short duration of time among people of any level, and it may require proper management. Conflict can be constructive or destructive depending on ability of management. Hence managers should be aware of it and must know when and how to stimulate conflict in better way to resolve from it in time. Conflict is defined as â€Å"[.. a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something the first party cares about† (Huczynski Buchanan 2007, p. 661). Every organization has some sets of rules for its existence and to stay competent in the market and its survival as they desired. For this organization should be stable, always integrated, well coordinated, order and unanimity. As we know that organization is a place where peop le work together to achieve a common goal. But to attain the goal everyone has to struggle, cooperate, obey rules, and always communicate with each other to complete the given task in time. But history shows that many organization fallen because of these interpersonal relationships of the people are not productive, cooperative, and satisfying which directly effects the reputation of the organization and creates a big problem for its growth. Many people believe that organization is interfered with conflicts and many other factors such as disintegration, antagonism, frequent changes, and divided loyalties. But it is also seen that people believe conflicts are necessary to perform organization effectively. Let have a close look on conflict in organization and people point of view: WHY CONFLICT ARISE? In any situation conflict can arise between two or more parties when they think opposite and feel themselves in opposition. Conflict can arise due to many factors. For example: To achieve the goal in time different people apply different methods and techniques, but some time because of disagreement among the people due to different experience can produce the conflict. It is an interpersonal process; â€Å"conflicts also arise due to tack inter-dependence, policies, ambiguity of roles and rules, personality differences, ineffective communication, the competition over scarce resources, and underlying differences in attitudes, beliefs, and experiences† (Huczynski Buchanan 2007, p. 661). Conflict can be functional or dysfunctional; we can consider it constructive or destructive depending on its management. But important question is whether conflict is necessary or not for any organization? Levels of Conflict: In any working place conflict can be possible to occur within an employee, between individuals or groups, and across organizations as they compete. Sources of Conflict: Organizational change, Different sets of values, Threats to status, Contrasting perceptions, Lack of trust, personality clashes, and personality differences. IS CONFLICT NECESSARY EVIL OR NOT: From many decades, there has much debate that concerning whether conflict within the organization is necessary or not. Dean Tjosvold (2008) argued that conflict was inevitable aspect of all organizations; that properly conducted; it lead to a better understanding between individuals, as well as to better ways of working. Since conflict was essential to successful teamwork and organizational effectiveness, it should be welcomed and managed appropriately. In contrast, Carten De Dreu (2008) stated that conflict was always detrimental, and that the research support for the beneficial aspects of workplace conflict was weak. He said that conflict was beneficial in only a very few, specific situations; and that even in thes, it had negative consequences which outweighted the positive ones. He felt that organizations had to make efforts to manage conflict, not because it had positive effects but so as to minimize its negative ones† (BUCHANAN AND HUCZYNSKI, 2010). THEORETICAL PERSPECTIVES OF CONFLICT: According to traditional perceptive conflicts are negative and indicates something is wrong. It must be avoided or eliminate. The contemporary perspective describes conflict as inevitable. It describes that if conflicts are very high or low they have negative consequences which affect the performance of the organization. CONTRASTING VIEWS OF CONFLICT: It is found that there are three views of conflict: positive, negative and ‘balanced’. Positive view: This view consider conflict are positive in organizations, but if it is managed and Considered can be positive and they believe that if the conflict managed and resolution effectively many time we can see constructive outcomes. This helps them to think how they can adopt different process to do things and conflict resolution process is many time seen a stimulus for positive change in the organization. This view tells resolving conflict also help to adapt to changes and it is seen more acceptable (Coiser Dalton, 1990). Conflict help in decision making process; because it is nature and people have different opinions, thoughts, attitudes and values for any given situation which can be beneficial in making and choosing better idea and decision. ositive view of conflict help us to encourage to work in difference and it tell positive outcomes of conflicts are very beneficial to the organization, it may increase quality of work and personal satisfaction and also increases commitment and motivation to complete the task in time. Negative view: This view considers conflict as negative, it tells that conflict is dangerous and have serious negative effects and may diverts organization goals to achieve and also effect on out psychological wellbeing. This view express that conflict also affect ideas, created tension, increases stress and anxiety. And conflict may be detrimental to individual and group development over period of time. (Baron, R. A. and Richardson, S. R. , Human Aggression, 2nd edition (Plenum Press, New York, 1991). ) ‘Balanced’ view: This view of conflict some time preferable from a managerial perspective. In this approach sometime conflict are destructive and some time they are highly desirable and constructive. But managing conflict is essential for attaining the goal for any manager. TRANSITIONS IN CONFLICT THOUGHT: Organization conflict has different definitions and perspectives from many years. One thought of school argued that, conflict must be avoided in order to run the organization effectively, without any malfunctioning within it. This thought called traditional view. Another thought of school argued that conflicts in any organization are natural and inevitable. According to this view conflict is not a evil, but it tells that management should have the ability for improving organizational effectiveness and efficiency. We called this thought behavioral view. Third thought is interactionist approach and it is most recent perspective. This thought of school argues that conflicts are positive and important for any organization. It tells that conflicts are absolutely necessary for improving organization effectiveness and efficiency. (Adapted from: Stephen R. Robbins, Managing Organization Conflict: A Nontraditional Approach (Englewood Cliffs, N. J. : Prentice-Hall, 1974). ) THE TRADITIONAL VIEW: In this view, it is assumed that conflict is natural and very bad, it should be avoided and eliminate immediately. There will be always negative impact on organizational performance. And it is believed that organization cannot perform effectively, if the conflicts are not eliminated in time. According to this approach conflicts are harmful and must be avoided. Conflicts can cause violence, destruction, and some time irrationality problems. It is manager responsibility to identify the conflicts if any and try to eliminate it to get rid of problems. This traditional perspective prevailed the management and organizational lit during the late nineteenth century and continued to be mid – 1940s. The Behavioral View: In this behavioral view traditional approach was followed and it is argued that occurrence of conflicts are natural in organizations. But behavioralists argued that conflicts are inevitable they advocated accepting the conflict. The behavioral view explains that conflict cannot be eliminated and they believe that conflict may benefit organization performance. They believe conflicts are inevitable and must resolve in time. The view prevailed management and organization from the late 1940s through the mid-1970s. The Interactionist View: It is the current theoretical perspective on conflict, this approach encourages conflict and they believe that conflict is positive for any organization. In interactionists approach believe that conflict can help to make new ideas, improve intra group cohesiveness, because of different opinion and different experience it help in making better decision in time, and many benefits to the organization. Interactionists perspective encourage functional opposition and necessity of conflict for the effectiveness of the organization. In this view it not only focuses of conflict stimulation but also choose appropriate conflict resolution process by the management. And explains conflict management are the major responsibility for the managers. It is seen that many evidence suggests conflict is necessary and important in organization because it improves the quality of decision making. (Coiser Schwenk, 1990). Thus I think the major problem is not conflict itself, but the problem is how to manage the conflict in the organization. So we can expect conflict may be result functional or dysfunctional and any one of them have serious effect to achieve the goal in time of any organization. This functional conflict is helpful to nurture the individuals in the working place to improve the creativity, adaption and innovation of the organization. (Thomas, K. W. ‘Conflict and conflict management’, in Handbook of Industrial and Organizational Psychology, ed. M. D. Dunnette (Rand McNally, Chicago, 1976). ) Because of complacency some organizations are failure, but can be traced back to too much harmony. (Robbins, S. P. , Essentials of Organizational Behavior (Prentice Hall, Englewood Cliffs, NJ, 1992). ) But in reality most organization try to eliminate any type of conflict because they think elimination of conflict solve the problem and perform organization effectively. But now we can see and argue that functional conflict should be encouraged and dysfunctional conflict should be discouraged. It has spent more than three decades by many researchers, scholar and behavioural scientist to analyze the affects of dysfunctional intergroup conflict in the people who experiences it(Sherif and Sherif, Groups in Harmony and Tension (Harper and Row, New York, 1953). ) -Within groups: it increases the group cohesiveness, able to emphasis on loyalty, rise in desired autocratic leadership and focus on activity; -Between groups: there will be distorted in perceptions, communication is not effective and some time negative stereotyping. View of Conflict can be better understood by different frame of references. Frame of reference: †It is describe as, a person’s perceptions and interpretations of events, and involve assumptions about reality, attitudes towards what is possible, and conventions regarding correct behavior† (Huczynski Buchanan 2007, p. 661). Contrasting frames of reference: It is seen that literature distinguishes four different frames of reference for conflict, based on differentiation made by Alan Fox. They are unitarist, pluralist, interactionist and radical (Fox, 1966, 1973). All these frames are different from each other but important thing is that none of these are right or wrong. Unitarist: In unitarist frame conflict is seen badly and they think that organizations should be essentially harmonious. Pluralist: In pluralist frame sees that groups in organization have their own interests and organization is collection of groups. Interactionist: This interactionist frame sees conflict as a positive, necessary force for effective performance of any organization; Radical: In radical frame sees conflict as an inevitable outcome of capitalism in any organization. To better understand conflict one should view it as dynamic rather than a static concept and the sequence of conflict stages can be seen as latent, perceived, felt, manifest and after math. (Pondy, L. R. , ‘Organizational conflict: concept and models’, Administrative Science Quarterly, 12 (1967). ) Conflict is inevitable in organizational life and its results can be constructive rather than destructive depending up on how it is managed. If negative effects controlled and can be minimized then positive outcomes may result. Effective conflict management is based in part, on a solid understanding of the different ways that conflict emerges and can be resolved. (Anderson, H. and Kyprianou. 1994. Effective Organizational Behaviour. edn. Oxford: Blackwell ) EFFECTS OF CONFLICT IN ORGANIZATION Conflict in organization has some advantages and few disadvantages if it is not managed. In organization many participants think conflict should be avoided and they often see conflicts are always destructive and it should be eliminated. But in reality it is a limited view, because it is seen that all type of conflict are not destructive, some may result productive and some may nonproductive outcomes. But some participant views on conflicts is positive, they think conflict should be manage effectively and need to search the different ways to results the constructive outcome. Advantage: Conflict produces many benefits; first one, because of it people emotionally aroused with full potential to search and to find better approaches by comparing different approaches which may be useful for get better and desired results. It helps them to boost their creativity and improves their ability for developing new ideas. Thus helps them to experiment different way to achieve the goal. And second benefit is problem can be confronted and solved, so that conflict can be brought to the surface. Disadvantages: Conflict also produces disadvantages if it is not manages properly in time, and many leads to bad results. It also raises many problems like, people may focus on personal issues, they may not cooperate properly which increases stress and people may feel fear of defeating this directly reduces their confidence and motivation level. So it is very important to manage conflict in time. Manager should be aware of conflict and its outcomes and he should apply appropriate conflict resolution strategies, when they found conflict affecting to achieve the goal. Let us see some positive and negative outcome of conflict in working place: According to a survey, many practicing managers spend approximately 20 percent of their time to deal with conflict situation in working environment. Schmidt records some positive and negative outcomes of conflict. (NEWSTROM, W. 2007. Organizational Behaviour: Human Behavior at Work. 2Th edn. Singapore: McGraw-Hill/Irwin) Positive outcome include: ?Good generation of new ideas ?People try for different and new approaches ?Long-standing problems in any matter can be resolve ?Opportunities for individual views clarification ?It improves creativity and interest of participates ?It gives opportunities for individuals to test their abilities and capacities. Negative outcomes include: ?People fe el fear of defeating and demeaned manner ?Ineffective communication increases the distance between people ? Mistrust and suspicion among the people People concentrate on own interest rather than organization goal ? Reduction in cooperation which effect the teamwork ?And employee turnover increases. CONFLICT OUTCOMES: Conflict in organization may produce four possible outcomes depending on approaches chosen by participates involved. They are as follows: 1. lose-lose 2. Lose-win 3. Win-lose 4. Win-win Participant’s intentions and chosen strategies are the result of conflict outcomes. There are many different conflict resolution strategies developed in the history, but this different strategies designed for participate ntention. CONFLICT RESOLUTION STRATEGIES: There are five possible conflict resolution strategies available, participant can select any strategy as he need and apply them to reduce/remove the conflict. By using appropriate strategy it is possible to achieve predict able outcome. These strategies are different from each other, they are basically representing different concerns for one’s own desired outcome and for another’s result. These five strategies are as follows: Avoiding- In this conflict is avoided physically and mentally, this approach expects less positive outcome and hence reflects a low concern for either party’s outcomes. Thus it results in lose – lose situation. Smoothing- In this strategy depending on the other party’s interests problems are accommodate. This strategy approach focuses on one’s own detriment by emphasizing on concerns for others which resulting in a lose-win outcome. Forcing- This strategy is depends on using power tactics to achieve the desired goal to win. It depends on authority and aggressiveness in order to attain personal goals at the expense of the concern for the other party. This type of strategy result in a win-lose situation. Compromising- This strategy help to compromise own desires and thought by giving up something to gain something else willingly. It results with no clear-cut outcome. Confronting- This is one kind of strategy which helps to focus conflict directly and solve it by mutual understanding to work it through to a satisfactory resolution. This strategy helps to maximize the chances of achieving both party goals which resulting in a win-win outcome. This strategies are effective can be chosen to win or lose by the participants. It helps to control the conflict and save the time to achieve the goal by reducing adverse harmful effects of conflicts. Avoiding and smoothing approaches are help to manage the conflict and the use of forcing approach may achieve short term goal but fail to achieve stated goal. Compromising approach help to solve conflict but always desired goals cannot be achieved. Confronting approach is the effective strategy which solve conflict problem by facing directly by mutual understanding, hence chance of win-win outcome is more when compare to any other strategy. CONCLUSION: Organization are dynamic entities, which is continously changing its internal and external environments, to develop congruousness among the people, process and structure. As discussed contemporary perspectives on conflict, tell that conflict cannot be put on end to a state in organizational life. Conflict is dynamic activity that help us to emphasize on process, meaning, and variety of procedures and relationships. I think understanding conflict help us to better understanding about organization if it is in. If there is a Conflict in any organization it help scholars and reasearchers to give insight understanding more about culture, power, change, development and other significant phenomenon in organization. Conflict may help to see the things in a new way, it help to promote different analysis, clarification in goals, increases energies, give chance for alternatives and changes, and complex problem can be solved. If conflict manage effectively it protect the organisation. Conflict enlighten the concept of rationality, which help better understanding and analyzing of organizational behavior. Organizational conflict are not evil, and in fact there is no need to eliminate it, but it should be manage properly for enhancing individuals, groups, and organizational effectiveness. It is a phenomenon, just it can be constructive or destructive effects on organization, but it completely depends on how it is managed by the management. Conflicts can be dysfunctional when people are not able to tolerate it, and the reason may be rigidity of the organization structure which gives fewer opportunities to changes. This may be because of ignorance of the participants who not give importance and ready to change any time when required. So we can say that organization conflict may be because of ignorance, intolerance, vested interests, intolerant and rigidity. As discussed earlier conflict is not necessarily a bad thing, it is can be seen as a ‘constructive’ force and in certain circumstances and it can be welcomed or even encouraged. It helps improving organization design and functioning and to the decision-making process which help to adapt internal and external changes. If conflict identified and managed properly, it can help reduce the destructive influences in the organization. Organization ducation in subjects like Human Relation, Human Resource Management or Development, and Industrial Relations tell that conflict can be managed and its management is very important. And literature tells that how acknowledgement of conflict and its significant in the organization. So we can say that all type of conflicts are not bad, and it is always not necessary to remove, left, or ignore the conflict in the org anizational life but it should be manage properly so that it help for survival of the organization without any effect on organization goals. Now I can say that conflict leads to change, change leads to adaptation, and adaptation leads to survival. REFERENCES: 1. ANDERSON KYPRIANOU. 1994. Effective Organizational Behaviour. edn. Oxford: Blackwell 2. BUCHANAN HUCZYNSKI. 2010. Organizational Behaviour. 7th edn. England: Pearson Education Ltd 3. BUTLER ROSE. 2011. Introduction to Organisational Behaviour. edn. London: CIPD House 4. CLEGG HARDY. 1999. Studying Organization: Theory method. 1st edn. London: SAGE 5. FINCHAM RHODES, 2005. Principles of Organizational Behaviour. 4th edn. Oxford: Oxford University Press Inc. , New York 6. KATZ KAHN. 1966. The Social Psychology of Organizations. edn. USA: John Wiley Sons 7. MULLINS, J. 2010. Management Organisational Behaviour. 9th edn. England: Pearson Education Ltd 8. NEWSTROM DAVIS. 2002. Organizational Behaviour: Human Behavior At Work . 11th edn. New York: McGraw-Hill/Irwin 9. NEWSTROM, W. 2007. Organizational Behaviour: Human Behavior at Work. 12Th edn. Singapore: McGraw-Hill/Irwin 10. ROBBINS, P. 1983. Organization Theory: The Structure and Design of Organisations. edn. Englewood Cliffs: Prentice-Hall How to cite Conflicts in Work Place, Papers