Modern Marriage, only a status symbol Essay Example | Topics and Well Written Essays - 1500 words

Modern Marriage, only a status symbol - Essay Example The Modern American wedding has become much more of commercial saga generating a massive turnover every year. Wedding planners, florists, caterers, hairstylists, clothes, designers, have all got their fortunes connected to the wedding industry. According to statistics 2 "the average American wedding costs $22,360 and has 168 guests, who give 100 gifts that cost an average of $85 each, meaning the net loss to the couple is $13,860..the average guest spends $500 to attend a wedding-not including plane tickets." The statistics do not end here though. The figures get more and more perturbing as it is revealed that "43% of couples say they spent more on their wedding than they had planned."3There is an increase in thematic weddings like Disney World "Fairy Tale Wedding" where for the price of $2,500 a bride can arrive in a glass coach pulled by four dappled gray ponies.4 All these figures and statistics really provoke a disturbing query in our minds which is whether the modern commercial marriage is now deinstitutionalized to the extent of a mere commercial saga The United States has seen deterioration in the institution of marriage during the past many decades (Cherlin 2004:848-861). There has been a transition of the essence of marriage from So is it possible to say that while the practical importance of marriage has hit an all time low, it has gained a symbolic significance Is it merely a mark of prestige and personal achievement Consider only some of the expenses the modern bride and groom go through for the ceremony of marriage. According to a commercial website 5,the Groom pays for the Bride's rings, Boutonnire for the groom and ushers ,groom's present to bridegroom's presents to ushers and best man, ties and gloves for the ushers ,clergy member's cost ,corsages for the immediate members of both families; also the bride's going away corsage ,bachelor dinner (optional, and usually given by best man or ushers) ,rehearsal dinner (optional, but is usual) ,accommodations for out-of-town ushers and the honeymoon. This list is not exhaustive though and the bride has to pay for a similar list of expenditure. What happens then, after such a grand wedding Every year the government issues alarming figures of divorce rate statistics, many homes are broken and the children are displaced. Academic opinion and research has spoken of the weakening of the social norms that regulate people's behaviour in this regard. This is another symbol of the deteriorating society where there is a sort of a "taken-for-granted" norm that allows people to go on with their lives with nobody questioning their behaviour (Cherlin2004:848-849, Whitehead 2001:6-16). The wedding as a status symbol Recent weddings have become little less than individual achievements. "In the distant past, a wedding was an event at which two kinship groups formed an alliance. More recently, it has been an event organized and paid for by parents, at which they display their approval and support for their child's marriage" (Cherlin 2004:848-849) So despite its destabilisation as an "institution", the American Wedding has become "an

Martial relationship having problems before and after getting married Essay

Martial relationship having problems before and after getting married in the United Arab Emirates, what are these problems and h - Essay Example Their traditional cultural and religious practices often clash with their contemporary thinking, as it still influences their personalities. This creates confusion and chaos in their marital relationships. Finding solutions to end marital problems in UAE requires counselling, educating and creating awareness about the responsibilities of marriage among the youth of Emirates. In the traditional patriarchal society of UAE, women are expected to be obedient, domesticated, and willing to attend to the needs of everyone in the family. In a marital relationship, she is particularly responsible to take care of: physical, sexual, emotional and domestic needs of her husband; children; and in-laws. Carrying out domestic or household chores is the sole responsibility of the womenfolk. Men are the traditional bread earners of the family, and therefore their decisions cannot be challenged by their wives. While this traditional patriarchal system has survived through ages, the 21st century woman i s breaking this concept. â€Å"Emirati women in 2010 were ranked number one in terms of gender equality among the whole Arab world and our ranking internationally was 103. This is a big leap,† said Shamsa Saleh, Chief Executive Officer of the DWE. (Chowdhury, 2011 April 02, Khaleej Times Online ) The society of UAE is mostly governed by Islamic laws, also called sharia and family laws pertaining to marriage and divorce are handled accordingly. Muslim men are allowed to have four wives at the same time and they can even marry non-Muslim women. However, they have to bear the financial expenditures of all their wives and children. They are the ‘providers’ of their wives and children and in return their wives are supposed to be absolutely chaste, obedient, and available to satisfy their sexual and domestic needs. United Arab Emirates is one of the advanced countries in the entire gulf region. Exposure to foreign lifestyle due to tourism, foreign media, multinational organizations with its multinational work force and education has gradually changed the social system of Emirates. The youth has responded well to the social changes and they find it implausible to fit the traditional practices in their modern and contemporary lifestyles. The most adverse affect of the clash of civilizations has been on marital relationships. An increase in the divorce rate has been recorded in UAE during the past few decades. â€Å"According to latest available statistics, the UAE leads GCC states in divorce rates, which hit 36 per cent, reported 'Emarat Al Youm'†. (Emirates 24/7, March 04, 2011) Many reasons have been cited for this, among which infidelity, patriarchal system, dowry, inability to understand each other’s personal, emotional, physical and financial needs are prominent. A divorce not only shatters a family but creates social instability as well. 2. Premarital problems: Marriages in the traditional UAE society are arranged by elders or p arents of the bride and groom. Family or cousin marriages are usually preferred as social status is considered as an important aspect of marriage. Financial aspects might become a cause of pre-marital problems as the girl’s family has to arrange for dowry and the overall wedding expenses can go really high. This puts undue strain on the budgets of both the families and might create discord between the married couple. According to Maitha Al Shamsi, Minister of State and Head of the State Marriage Fund,

Finite and Non-Finite Verb

Finite and Non-Finite Verb Finite and Non-Finite Verb   Learning Objectives I will learn : how to distinguish between Finite and Non-Finite Verbs Infinitives, Participles and Gerunds Introduction Read the sentences given below: I am writing. You are writing. They were writing The verbs are different in the three sentences. This is because the verb is controlled by the number, person and tense of the subject. Therefore they are finite verbs. A finite verb is controlled by the number of the subject. If the subject is singular, the verb is singular. If the subject is plural the verb is plural Example : The boy runs fast. (subject is singular) The boys run fast. (subject is plural) A finite verb is controlled by the person. Example : I go to the gymnasium on Sunday. (I First Person) He goes to the gymnasium on Sunday. (He Third Person) A finite verb is controlled by the tense. It can be in the past, present or future tense. Example : She lives in Kolkata (Present Tense) She lived in Kolkata (Past Tense) Try Your Hand 1( H3) Pick out the finite verbs in the following sentences: She kept the plates in the sink. Looking at both sides, he crossed the street. The curtain is flying in the wind. Many of us will sign the petition. They are eager to join our club. It was raining heavily when I left. Rolling stones gather no moss. I have requested him to come. I enjoy reading books. Alighting from the aircraft she switched her mobile phone on. Now read the sentences given below: I enjoy listening to music. You enjoy listening to music. They enjoy listening to music. The verb 'listening' is not controlled by the number, person and tense of the subject. Therefore it is a non-finite verb. Take a look at a few more sentences: I like to swim every evening. He likes to swim every evening They liked to swim every evening. The verb 'swim' remains unchanged whatever be the person, number and tense of the subject. On reading these sentences we see that some non-finite verbs end with -ing and some have to before them. Try Your Hand 2 (H3) Read the sentences given below and state whether the highlighted verbs are finite or non-finite: He was drawing a picture in his notebook. He wanted to draw a cartoon. Keeping her bag on the floor, she ran out. They wanted to meet the head teacher. I polish the silver ear-rings regularly. The weeping woman appealed for help. She had spoken the truth, but we had found it hard to believe her. Non -finite verbs are of three kinds : 1 Infinitives 2.Participles 3. Gerunds In this lesson we shall take up the Infinitive. Read the given sentences: I like to sing She tried to help the old man. 'To sing' and 'to find' are infinitives. The infinitive is the base form of the verb and it often has 'to' before it. Try Your Hand 3 (H3) Pick out the infinitives in the given sentences: To find fault is easy. I did not want to scare him. The best course of action would be to take leave. She phoned to speak to my father. In order to get a job he left college. He had no choice but to travel to Chennai. The young man rose to address the gathering. After certain verbs, such as bid, let, make, need, dare, see, hear, the infinitive is used without 'to' Example : Let us go for a picnic. She saw her brother win the race. He makes me read the lesson aloud. Try Your Hand 4 (H3) Pick out the infinitives in the given sentences: They need not cook today. He bid me sing a song. Let them draw whatever they want. The children saw her buy food. She is making him revise the lesson. They heard her speak to the policeman on duty. I dared not look into the room. Infinitives can be used to join sentences. Look at the examples given below. Ravi spoke the truth. He was not afraid to do so. These two sentences can be combined to form one sentence: Ravi was not afraid to speak the truth. We see that one of the main verbs 'spoke' is changed into the infinitive 'to speak' and used to combine the sentences. Take a look at another example. He remained inside the burning house. He wanted to rescue all the children. This pair of sentences will change to : He remained inside the burning house to rescue all the children. We see that an infinitive 'to rescue' which was already present in one of the sentences has been used to combine the sentences. Try Your Hand 5 (H3) Combine each pair of sentences by using an infinitive. We started running. We wanted to reach the station on time. Every school has a Principal. He decides how the school will function. The old man gave his servant one thousand rupees. He wanted to reward him for his faithful service. He is determined to attain a high post. He works day and night for that purpose. She collects old cook books from various parts of India. This is her hobby. They must write a letter of apology. That is the only way to avoid punishment. She goes to the hospital every day. She is always willing to look after needy patients. Quick Recap Finite verbs are controlled by the number, person and tense of the subject. Non-finite verbs are not controlled by the number, person and tense of the subject There are three kinds of non-finite verbs : Infinitives, Participles and Gerunds. Participles and Gerunds may be similar in form as both end with ing. Infinitives are usually preceded by 'to'. However there are infinitives that are not preceded by 'to'. Infinitives can be used to combine sentences Brush Up Your Grammar (H2) Revision 1(H3) In the following sentences pick out the finite verbs and the non-finite words. The first sentence has been done for you : Hearing the knock on the door, she ran to open it. Non- finite : Hearing Finite: ran I want you to keep the keys in the drawer. She saw the fishermen casting their nets. Rina stopped at the shop to buy something. They enjoy performing in front of a live audience. She read the instructions on how to bake a cake. I heard the man give instructions to the taxi driver. Her sparkling eyes revealed her excitement. He kept himself busy by teaching children. Please permit me to order the rest of the books Revision 2 (H3) Fill in the blanks with appropriate non-finite verbs: I decided _____ out of the hotel and take a walk. Suddenly a number of monkeys surrounded me and began ____ my purse away. ____ here and there for help, I spotted a banana seller who was setting up his stall. I waved to him and bade him _____ towards me. _____ about two dozen bananas he hurried forwards. I saw him ____ the bananas on the ground. Then he began ____ their attention by making clicking sounds. _________ my bag the monkeys rushed towards him. I made my escape but came back later______ him and ______ for the bananas. Revision 3 (H3) Work in pairs. One of you will ask the question the other will give the answer with the help of the clues in brackets. The first one has been done for you : Why did you go out? (buy some fruits) I went out to buy some fruits Why are you standing here? (greet the Chief Guest) Why will Rajni go to Chennai? (visit her aunt) Why did you sell your car? (buy a car) Why did you travel by plane? (save time) Why did you go to the bazaar? (buy grocery) Why did you spend an extra hour in school? (practise football) Why are you going to College Street? (buy second hand books) Revision 4(H3) Complete the sentences using the correct non-finite form of the verb given in brackets: I am sorry for ________ (speak) rudely to you. It gives me great pleasure ________ (inform) you that you have been selected. I want to start now _______ (complete) the project on time. I shall continue ______ (run) early in the morning. It was rude of him ______ (scream) at his mother. I must stop ______ (give) advice to every one. I almost came under the wheels of the _____ (speed) bus Try This 1 Make a list of 4 things that you enjoy doing Looking at the starry sky __________________ _________________- _________________ _________________ Now, make a list of things you must remember to do in the coming week To cover my text books __________ __________ __________ __________ Try This 2 Use non-finites to write a dialogue between two friends about a three day camping trip that both will be going for. You could begin like this : Seema : I am going for the school camping trip. Wendy : So will I. In fact I saw you write your name on the list. Seema : I have decided to take my transistor. Carrying it will be no problem.

Dead Man Walking Book Review :: essays research papers

Dead Man Walking Dead Man Walking, a story by Sister Helen Prejean, is a superb book, presenting most of the aspects regarding capital punishment. According to my opinion the unique thing about this book, is its ability to make people reflect upon and even question their earlier thoughts concerning the death penalty. Many different points of view are presents, but the book doesn’t pick sides. Dead Man Walking manages to remain objective even when we approach the painful end. The book is based on Sister Helen Prejean’s experiences with inmates on death row. Sister Helen receives a letter from prisoner Matthew Poncelet. Due to a horrible murder to which he claims only to have been an observer, he is now on death row, waiting for his execution. He requests her to come visiting him. In the next few days we follow Sister Helens conversations with Matthew, his family and the families of the two teenagers brutally raped and killed. In spite of the fact that Helen meets a lot of anger and sorrow for her being so involved with Matthew she keeps on fighting for his life. But the appeal gets rejected and the execution gets closer There is one statement in the book that I think summarizes the theme. A lawyer observes: â€Å"it is easy to kill a monster, but hard killing a human being.† I think that one of the reasons Sister Helen Prejean wrote this book is to bring more knowledge about the complex death penalty to the public. While the rest of the Western world has abolished this, in my opinion, old-fashioned punishment has become an asset to US politicians in order to gain trust from the American voters. Sister Helen Prejean and the condemned Poncelet are defiantly the main characters of this book. Even though few people can identify themselves with Poncelet, his grief and despair occurs before and during the injection and reminds us that less than few are totally in lack of emotions. Sister Helen is a Nun who spends much of her time doing charity in her poor neighborhood. She is having a hard time not letting her to Poncelet’s actions dominate her spiritual relationship, but manages to remember the Christian message: â€Å"Every man is worth more than his worst actions.

Acculturation, Biculturism and Marginalization Essay

Ross-Sheriff (2011) commented that international migration patterns have * changed as a consequence of broad social, political, economic, and environmental * trends and explained the causes of the driving forces were including war, * globalization, urbanization, and changing cultural norms regarding social roles and * responsibilities (Ross-Sheriff, 2011). With these complex trends of migration * patterns, Van Hear (2010) viewed migration as a process which was an integral part * of broader social transformations, but which also had its own internal dynamics with * other factors related to the migrating process, shaping social transformation in their * own way. Migration was also linked in complex ways to class, gender, generation, * ethnicity and other social factors, which were embodied in positions in home and host * communities, and in work and domestic relationships, all of which might be * transformed in the course of the migratory process (Van Hear, 2010). To understand this complex process of migration, especially under changing circumstances of one culture to another, it might be useful to build conceptual tools for understanding these transitory processes in migration studies and in social science more widely (Van hear, 2010). They also include mediating agents and transitions that need also to be accounted for, as well as intersections among class, gender, generation, ethnicity and other social ruptures as well as the main driving forces of migration (Van Hear, 2010). Of course there were other important concepts such as relations between time and space, between dynamics or processes and outcomes, and between structure and agency that needed to get attention (Van Hear, 2010). However, it is impossible to discuss all different theoretical concepts involved in different types of migration process in the current limited study. Rather, this study tried to focus on psychological impacts such as ethnic identity and self-esteem on migration through acculturation processes particularly on family- related migration because different patterns of migration produced different communities and resulted in producing different migrant identities including varying levels of psychological distress (Jones, 2008). Further, few empirical studies have focused on migrant adults populations. Most migrants identification related literatures tended to relate more for adolescents or young children because identity formation might be particularly challenging in this cohort, especially when the values and beliefs of their natal culture differed significantly from those of the host society (Sodowsky, Kwan, & Pannu, 1995; as cited in Farver, Narang, & Bhadha, 2002). Therefore, this study focused on ethnic identity and self-identification issues of adult migrants’ themselves within a family structure according to different theoretical models relevant to adaptation of new cultures, because family was the basic instrument in the society (Nesdale, Rooney, & Smith, 1997). In fact, most cultural acquisition theories developed and evolved in 1990s when international migration became a key issue in international politics at the beginning of 1990s. As Castle (2002) argued that migration, development and international relations were closely connected as migration was a major factor of transformation for both sending and receiving countries for different types of migrants (Castle, 2002). With this perspective, this study generally focused on those migration culture acquisition theories developed in 1990 rather then looking at current perspectives in the most recent literatures, which actually have evolved from these original theories in 1990s (Castle, 2002). As the findings from these research studies has had been mixed or sometimes contradictory, it was important to understand the exact nature of the relationship between migrant ethnic identification and the acculturation process both need to be specified and assessed properly with coherent measurements and theoretical assumptions (Nesdale et al. , 1997). Important theoretical concepts: ethnic identity, acculturation, biculturism, and marginalisation. According to Phinney (1990; as cited in Farver, Narang & Bhadha., 2002), ethnic identity and acculturation were related but separate constructs. Ethnic identity involves an individual’s self-identification as a group member, a sense of belonging to an ethnic group, attitudes toward ethnic group of membership, and degree of ethnic group involvement (Farver et al. , 2002). The term acculturation was defined in anthropology as those phenomena, which resulted when groups of individuals having different cultures came into continuous first-hand contact with subsequent changes in the original pattern of either or both groups (Redfield, Linton, & Herskovits, 1936; as cited in Birman, 1994). Although acculturation was a neutral term in this context (that is, change might take place in either or both groups), in practice, acculturation tended to induce more changes in one of the groups than in the other (Berry, 1990a; as cited in Berry, 1997) Berry (1997) argued that in all plural societies, cultural groups and their individual members, in both dominant and non-dominant situations, must deal with the issue of how to acculturate. According to Berry (1997), four acculturation strategies were introduced: assimilation, separation, marginalization, and integration. When individuals do not wish to maintain their cultural identity and seek daily interaction with other new cultures, the assimilation strategy is defined. In contrast, when individuals place a value on holding on to their original culture, and at the same time wish to avoid interaction with others, then the separation is defined (Berry, 1997). When there is an interest in both maintaining one’s original culture, while in daily interactions with other groups, integration is the option; here, there is some degree of cultural integrity maintained, while at the same time seeking to participate as an integral part of the larger social network (Berry, 1997). Last, when there is little possibility or interest in cultural maintenance (often for reasons of enforced cultural loss), and little interest in having relations with others (often for reasons of exclusion or discrimination) then marginalization is defined (Berry, 1997). However, this acculturation categories model has been criticized methodologically (Rudmin, 2003, 2009; as cited in Schwartz et al. , 2010) because all four of Berry’s categories were represented in the same way by creating the two by two matrix of acculturation categories between high and low. However, the cut off point between high and low was arbitrary and would differ across samples, making comparisons across studies difficult, resulting in the fact that all four categories existed and were equally valid (Rudmin, 2003; as cited in Schwartz et al., 2010) and suggesting that not all of Berry’s categories might exist in a given sample or population, and that some categories might have multiple subtypes (Schwartz et al. , 2010). In particular, Berry (1997) viewed the term â€Å"biculturism† as referring to acculturation that involved the individual simultaneously in the two cultures that were in contact in integrative ways, which appeared to be a consistent predictor of more positive outcomes than the three alternatives of assimilation, separation, or marginalization. Berry and his colleagues (Sam & Berry, 1995) assessed the acculturation strategies of various immigrant groups in North America and the results showed that bicultural individuals experienced less acculturative stress, anxiety and fewer psychological problems significantly, while marginalized individuals suffered the most psychological distress, including problems with self-identification and cultural alienation, which adversely affected their self-esteem (Farver et al. , 2002). However, Shiraev and Levy (2007) explained acculturative stress as a negative feeling that a marginalized person might experience as a distressing psychological reaction to any unfamiliar cultural environment based on the assumption that person and groups undergoing any social and cultural change should experience a certain amount of psychological distress. Generally, many early definitions of acculturation focused on exposure to two cultures simultaneously as a culture shock, which was a reactive state of specific pathology or deficit, rather than taking advantage of being bicultural (Berry & Annis, 1974; Shiraev et al., 2007). The validity of marginalization as an approach to acculturation by Berry (1997) was also questioned (Del Pilar & Udasco, 2004; as cited in Schwartz et al. , 2010). Schawartz et al. argued that the likelihood that a person would develop a cultural sense of self without drawing on either the heritage or receiving cultural contexts would be less likely to. The marginalization approach might be true only for the small segment of migrants who rejected both their heritage and receiving cultures (Berry, 2006b). Indeed, studies using empirically based clustering methods have found small or nonexistent marginalization groups and scales that attempted to measure marginalization typically had poor reliability and validity compared with scales for the other categories (Cuellar, Arnold, & Maldonado, 1995; Unger et al. , 2002; as cited in Schwartz et al. , 2010). As described earlier, the impact of migrant ethnic identity on psychological distress had comparatively diverse points of views if they were either negative or positive reactions, depending on different theoretical frames. For example, Social Identity Theory (Tajfel & Turner, 2001) and Self-Categorization Theory (Turner, 1987) emphasized more on the importance to individuals of their identification with particular social groups. Social Identity Theory (Tajfel & Turner, 2001; as cited in Yip, Gee, & Takeuchi, 2008) viewed a possible explanation for why ethnic identity might buffer the effects of discrimination. According to this theory,individuals chose from an array of possible social identity groups and, once those groups were chosen, individuals focused on the positive aspects of their in-group, which helped to boost their own esteem, suggesting that ethnic identity was more important to their overall identity (Yip et al. , 2009). In contrast, if ethnicity was a central component of one’s identity, it might actually exacerbate the effects of discrimination, resulting in a greater negative impact on mental health, according to self-categorization theory (Turner, Hogg, Oakes, Reicher, & Wetherell, 1987; as cited in Yip et al., 2008), suggesting that people should be more in tune with environmental cues that were relevant to an important aspect of their identity. That is, experiences of racial discrimination might be such a cue relevant to their ethnic identity. Indeed, research suggested that African American adults and adolescents who reported strong racial centrality were also more likely to report experiences of racial discrimination (Neblett, Shelton, & Sellers, 2004; Sellers, Caldwell, Schmeelk-Cone, & Zimmerman, 2003; Sellers & Shelton, 2003; as cited in Yip et al., 2008). However, despite this emphasis by social theorists, they tended to forget the larger literature that involved with both ethnicity and the acculturation process (Liebkind, 1993; 1996; as cited in Nesdale, Rooney & Smith, 1997). First of all, these different findings resulted from lack of inclusion of acculturation itself as a variable methodologically when acculturation was considered as a phenomenon in research designs (Sam and Berry, 2006). Without including acculturation as a variable, the explanations for human behavior similarities and differences across populations would remain incomplete (Sam et al. , 2006). Second, a further criticism of the acculturation literatures was that the same two acculturation processes, and the same four-acculturation categories, characterized all migrants equally—regardless of the type of migrant, the countries of origin and settlement, and the ethnic group in question, according to Berry’s (1980) model and other similar approaches (Sam et al., 2006). Finally, the vast majority of studies in the acculturation literature have focused on behavioral acculturation (Schwartz et al. , 2010). That is, most widely used acculturation measures included primarily (or only) items assessing language use and other cultural practices (e. g. , Cuellar, Arnold, & Maldonado, 1995; Stephenson, 2000; Szapocznik, Kurtines, & Fernandez, 1980; as cited in Schwartz et al. , 2010) due to accepting the fact that cultural practices might provide only a fair proxy for cultural adaptation (Schwartz et al., 2010). Theoretical frameworks for acculturation research Shiraev & Levy (2007) claimed that cross-cultural psychologists usually used three approaches to examine human activities in various cultural settings. They were the sociobiological approach, the sociological approach and eco-cultural approach (Shiraev et al. , 2007). In particular, the eco-cultural approach emphasized both the environment and the individual were seen as open and interchanging systems (Shiraev et al., 2007), introducing John Berry whom originally developed this theory further in contemporary cross-cultural psychology. Shiraev et al. (2007) also pointed out that specialists should to be able to explain how, why, and to what extent people differed from one another, when ecological, biological, cultural, and acculturation factors were identified and taken into consideration (Berry, J. W. , Poortinga, Y. H. , Segall, M. H. , & Dasen. P. R. ,1992; as cited in Shiraev et al. , 2007). In related to the concerns pointed by Shiraev et al. (2007), Berry (1997) argued earlier there were important links between cultural context and individual behavioural development, demonstrating what happened to individuals who developed in one cultural context when attempting to re-establish their lives in another one through his acculturation research framework, by confirming the fact that acculturation was one of the most complex areas of research in cross-cultural psychology because the process involved more than one culture and in two distinct senses (Berry, 1997). According to Berry (1997), the concept of acculturation was employed to refer to the cultural changes resulting from different ethnic groups encountered, while the concepts of psychological acculturation and adaptation were employed to refer to the psychological changes and eventual outcomes that occur as a result of individuals experiencing acculturation. In another words, acculturation phenomena resulted from contact between two or more cultures and research on acculturation had to be comparative in order to understand variations in psychological outcomes that were the result of cultural variations in the two groups in contact (Berry, 1997). In particular, this framework viewed the integration model of acculturation strategies the most desirable among other strategies, considering it the same as the biculturalism model (Berry, 1997). For example, Berry and his colleagues (Berry, 1980; Berry, J. W. , Kim, U. , Power, S. , Young, M, & Bujaki, M. , 1989; Berry, Kim, Minde, & Mok, 1987; Sam & Berry, 1995 as cited in Farver et al., 2002) assessed the acculturation strategies of various immigrant groups in North America and the result showed that integration was the most psychologically adaptive attitude, arguing that integrated or bicultural individuals experienced less acculturative stress and anxiety and manifested fewer psychological problems than those who were marginalized, separated, or assimilated, whereas marginalized individuals suffered the most psychological distress, including problems with self-identification and cultural alienation, which also affected their self-esteem (Farver et al. , 2002). However, Phinney, Cantu, and Kurtz (1997) found that American identity was associated with self-esteem only for non-Hispanic Whites, but not for other ethnic groups. These mixed results as explained above raised two issues in the acculturation literatures. First of all, cultural practices might offer only a substitute for cultural adpatations, as Portes and Rumbaut (2001 as cited in Schwartz et al. , 2010) mentioned that many Asian American young adults in their sample were not proficient in their native languages, even though they still perceived their identification with their parents’ countries of origin and maintained many of their values (Schwarz et al. , 2010). Secondly, most researchers on biculturism did not sufficiently define an accurate operational definition of biculturism so that interpretation of those research results were problematic (Birman, 1994). Indeed, one finding in the United States, was that self-identification as American was markedly higher in non-Hispanic Whites than in ethnic minority groups (e. g. , Devos & Banaji, 2005; as cited in Schwartz et al. , 2010) and many White Americans did not perceived themselves as members of an ethnic group (Schildkraut, 2007; as cited in Schwartz et al. , 2010). In brief, different operational definition problems of acculturation arose from different theoretical models of acculturation regarding to their assumptions (LaFromboise, Coleman, & Gerton, 1993). LaFromboise et al. (1993) assumed acculturation as one of substitutes among the biculturism models. Biculturism as defined in this theory was viewed as the alternation model, which implied an individual in two culture contacts could be competent in both cultures without losing one of the cultures’ competencies in distinct cultural contexts as alternation model, whereas, fusion model meant a blended cultural identity, consisting of a synthesis of aspects of both cultures (LaFromboise et al., 1993). However, Berry’s (1997) integrating approach of biculturism differed from the bicultural model (LaFromboise et al. , 1993; as cited in Birman, 1994) and it emphasized more on the relationship between the two cultural groups based on its implicit assumption that one of two cultures were higher than the other within a single social structure (LaFromboise et al. , 1993). Benet-Martinez and colleagues found that â€Å"blended† bicultural individuals tended to report higher self-esteem and lower psychological distress than a marginal population (Chen et al. , 2008 as cited in Schwartz et al. , 2010) because the consistent availability of both cultural flows within the person’s everyday life increased the ease of activating the correct cultural schema in accordance with their environmental situations (Schwartz et al. , 2010). In contrast, Tadmor, Tetlock, and Peng (2009) argued that the bicultural model considered those marginal individuals in positive ways, when there was little interest in cultural maintenance and little interest in having relations with others, suggesting positive aspects of being a marginal person might be (1) sharing his or her condition with others of the same original culture; (2) engaging in institutional practices that were shared by other marginal people; (3) experiencing no major frustration from social expectations; and (4) still perceiving himself or herself to be a member of a group (LaFromboise et al., 1993). According to Sam and Berry (2006), many studies of how migrants coped with intercultural contacts had discrepancies in the ways in which they were operationalized and measured. As no standardized or widely accepted acculturation measures existed, it was necessary to design a clear and explicit formulation of acculturation instrument in order to assess acculturation adequately (Sam et al. , 2006). Further Sam and Berry (2006) pointed out that most empirical studies widely used a self-report type of questionnaires that had been recognized limitations such as social desirability, emphasizing obtaining divergent validation by source of information other than the respondents’ reports. Therefore, it is vital to understand each theory within its specific assumptions and not to generalize across all situations regardless of their similar findings (LaFromboise et al. , 1993). As this study discovered migrants’ acculturation processes so far within specific theoretical frameworks, literature findings in different research were mixed as to whether individuals could be highly acculturated and at the same time be strongly identified with their ethnic group (Farver, Narang, & Bhadha. , 2002). These confusing problems initially evolved because of the context in which migration arrangements and their acculturation processes were fundamentally transformed and increasingly uncertain due to globalization (Landolt & Da, 2005). Shiraev & Levy (2007) suggested a new approach to cross-cultural psychology in the twenty-first century, which was linked to the concept of globalization. Globalization was defined as a proliferation of cross-border flow and transnational networks due to new technologies of communication and transport that allowed frequent and multi-directional streams of people, ideas and cultural symbols (Castle, 2010). Castle also argued that globalization leads to major changes in the character of international migration. In other words, the context for migrant incorporation has already changed radically and will continue to do so. The rise of multiculturalism itself rather than assimilation or biculturism is one sign of this, but is not the end of the story: new forms of identity and belonging go beyond multiculturalism (Castle, 2010). Even though there is limited empirical evidence for clear statements for globalization, there probably are highly cosmopolitan groups who feel at home everywhere such as global business and professional elites might correspond with this image. But most members of transnational communities fall between these extremes, and probably have contradictory and fluctuating identities (Castle, 2002). Conclusions This study explored that a special case of cultural psychology was the study of how individuals respond to situations where they were in transition between their original culture and another that differed from it in some respects in terms of acculturation, especially within a specific theoretical frame that could apply to the specific situation (Adler & Gielen, 1994). There was no single theory widely accepted by all social scientists to agree with the emergence and perpetuation of international migration patterns in the world under globalization (Van Hear, 2010),suggesting that the contemporary migrating context in which such migrating arrangements were realized fundamentally kept transforming so that it became increasingly uncertain (Landolt and Da, 2005) Although the topic of cultural contact and individual’ change has attracted considerable attention in contemporary cross-cultural psychology, the field has been characterized by a lack of theoretical coherence, definitional problems with key constructs, and single sample studies that limit the external validity of empirical cross-cultural research (Ward and Kenney, 1994). As acculturation is a process which takes place over time, and which results in changes both in the culture and in the individual culture changes, it would be ideal o compare two sets of data are compared over time using the same people. However, in practice, it is impossible in most acculturation research settings (Sam et al. , 2006). Instead, a common alternative to longitudinal research is cross-sectional research in which a time-related variable, such as length of residence or generational status can be used for the generalizability of acculturation theories (Sam et al., 2006). In general, researchers of migrating studies need to be aware that it is the selective nature of the sample that happens across all migrating research. That is, individuals who chose to migrate would be different from those who do not (Sodowsky, G. , Kwan, K. , & Pannu, R. , 1995; as cited in Farver et al. , 1997). Finally, acculturation research generally focused on immigrants assumed to be permanently settled in their new host countries. As a result, the terms â€Å"migrants† or â€Å"international migrants† referred to the same type of migrants collectively. Moreover, many countries were both sending and receiving countries for different types of migrants, or in the process of transition from one type to the other (Castel, 2002). Therefore, where applicable, it is viable to design acculturation research studies classifying different types of migrants. References Adler, L. L. , & Gielen, U. P. (Eds. ). (1994). Cross-cultural topics in psychology. Westport: Praeger Publishers. Berry, J. W. (1980). Social and cultural change. In Triandis, H. C. , & Brislin, R. (Eds. ). Handbook of cross-cultural psychology (pp. 211-279). Boston: Allyn & Bacon. Berry, J. W. , Kim, U. , Power, S. , Young, M, & Bujaki, M. (1989). Acculturation attitudes in plural societies. Applied Psychology: An International Review, 38, 185-206 Berry, (1990a). Psychology of acculturation. In Berman, J. (Eds. ). Cross-cultural perspectives: Nebraska Symposium on Motivation (pp. 201-234). Lincoln: University of Nebraska Press. Berry, J. W. (1997). Immigration, acculturation, and adaption. Applied Psychology: An international review, 46(1), 5-68. Berry, J. W. , & Annis, R. (1974). Acculturation stress. Journal of Cross-Cultural Psychology, 5(4), 382-397. Berry, J. W. , Kim, U., Minde, T. , & Mok, D. (1987). Comparative studies of acculturative stress. International Migration Review, 21, 591-511. Berry, J. W. , Poortinga, Y. H. , Segall, M. H. , & Dasen. P. R. (1992). Cross-cultural Psychology: Research and application. New York: Cambridge university Press. Birman, D. (1994). Acculturation and human diversity in a multicultural society. In Trickett, E. J. , Watts, R. J. , & Birman D, (Eds. ). Perspectives on people in context (pp. 261-284). San Franscisco: Jossey-Bass Inc. Castele, S. (2002). Migration and community formation under conditions of globalization. The Center for Migration Studies of New York, 36(4), 1143- 1168. Cuellar, I. , Arnold, B. , & Maldonado, R. (1995). Acculturation Rating Scale for Mexican Americans-II: a revision of the original ARSMA scale. Hispanic Journal of Behavioral Science, 17, 275-304. doi: 10. 1177/07399863950173001 DelPilar, J. A. , & Udasco, J. O. (2004). Deculturation: Its lack of validity. Cultural Diversity and Ethnic Minority Psychology, 10, 169-176. doi: 10. 1037/1099- 9809. 10. 2. 169 Devos, T. , & Banaji, M. R. (2005). American = White? Journal of Personality and Social Psychology, 88, 447-466. doi: 10. 1037/0022-3514. 88. 3. 447 Farver, J. A. , Narang, S. K. , & Bhadha, B. R. (2002). East meets west: Ethnic identity, acculturation, and conflict in Asian Indian families. Journal of Family Psychology, 16(3), 338-350. doi: 10. 1037//0893-3200. 16. 3. 338 Jones, A. (2008). A silent but mighty river: the costs of women’s economic migration. Journal of Women in Culture and Society, 33(4), 761-807. Landolt, D. , & Da, W. W. (2005). The Spatially Ruptured Practices of Migrant Families: A Comparison of Immigrants from El Salvador and the People’s Republic of China. Current Sociology, 53, 625-652. doi: 10. 1177/0011392105052719. LaFromboise. , T. , Coleman. , H. , & Gerton (1993). Psychological impact of biculturism: Evidence and theory. Psychological Bulletin, 114(3), 394-412. Liebkind, K. (1993). Self-reported ethnic identity, depression and anxiety among youth Vietnamese refugees and their parents. Journal of Refugee Studies, 6, 25-39. Neblett, E, Shelton, J. N. , & Sellers, R. M. (2004). The role of racial identity in managing daily racial hassles. In Philogene, G. (Eds. ). Race and identity: The legacy of Kenneth Clark. Washington DC: American Psychological Association Press. Nesdale. , D. , Rooney. , R. , & Smith. , L. (1997). Migrant ethnic identity and psychological distress. Journal of Cross-Cultural Psychology, 28(5), 569-588. doi: 10. 1177/0022022197285004 Phinney, J. S. (1990). When we talk about American ethic groups, what do we mean? American Psychologist, 51, 918-917. Phinney, J. S. , & Ong, A. D. (2007). Conceptualization and measurement of ethnic identity: Current status and future directions. Journal of Counseling Psychology, 54, 271-281. doi: 10. 1037/0022-0167. 54. 3. 271 Portes, A. , & Rumbaut, R. G. (2001). Legacies: The story of the immigrant second generation. Berkerly: University of California Press. Redfield, R. , Linton, R. , & Herskovits, M. J. (1936) memorandum on the study of acculturation. American Anthropologist, 38, 149-152. Ross-Sheriff, F. (2011). Global migration and gender. Journal of Women and Social Works, 26(3), 233-238a. doi: 10. 1177/0886109911417692 Rudmin, F. W. (2003). Critical history of the acculturation psychology of assimilation, separation, integration, and marginalization. Review of General Psychology, 7, 3-37. doi: 10. 1177/01461670731197 Sam, D. , & Berry, J. W. (1995). Acculturative stress among young immigrants in Norway. Scandinavian Journal of Psychology, 36, 10-24. Sam, D. , & Berry, J. W. (2006). The Cambridge handbook of acculturation psychology [Electronic version]. Retrieved from http://www. qut. eblib. com. au. ezp01. library. qut. edu. au/patron. Schildkraut, D. J. (2007). Defining American identity in the 21st century: How much â€Å"there† is there? Journal of Politics, 69, 597-615. doi: 10. 1111/j. 1468-2508. 2007. 00562. x Schwartz, S. J. , Unger, J. B. , Zamboanga, B. L. , & Szapocznik, J. (2010). Rethinking the concept of acculturation: Implications for the theory and research. American Psychologist, 65(4), 237-251. doi: 10. 1037/a0019330 Sellers, R. M. , Caldwell, C. H. , Schmeelk-Cone, K. H. & Zimmerman, M. A. (2003). Racial identity, racial discrimination, perceived stress, and psychological distress among African American young adults. Journal of Health and Social Behavior, 44(3), 302-317. Seller, R. M. , & Shelton, R. M. (2000). The role of racial identity in perceived racial discrimination. Journal of Personality and Social Psychology, 84(5), 1079-1092. Shiraev, E. , & Levy, D. (2007). Cross-Cultural Psychology: Critical thinking and contemporary applications. Boston: Pearson Education Inc. Sodowsky, G. , Kwan, K. , & Pannu, R., (1995). Ethnic identity of Asians in the United States. In J. Ponterotto (Ed. ), Handbook of multicultural counseling (pp. 110- 130). Newbury Park: Sage. Stephenson, M. (2000). Development and validation of the Stephenson Multigroup Acculturation Scale (SMAS). Psychological Assessment, 12, 77-88. doi: 10. 1037/1040-3590. 12. 1. 77 Szapocznik, J. , Kurtines, W. , & Fernandez, T. (1980). Bicultural involvement and adjustment in Hispanic-American youths. International Journal of Interculture Relations, 4, 353-365. Tadmor, C. T. , Tedlock, P. E. , & Peng, K. (2009). Acculturation strategies and integrative complexity: The congnitive implications of biculturism. Journal of Cross-Cultural Psychology, 40, 105-139. doi: 10. 1177/0022022108326279 Tajfel, H. , & Turner, J. C. (2001). An Integrative theory of intergroup conflict. In Hogg, M. , & Abrams, D. (Eds. ). The social psychology of intergroup relations (pp. 94-109). New York: Psychology Press. Turner, J. C. , Hogg, M. A. , Oakes, P. J. , Reicher, S. D. & Wetherell, M. S. (1987). Rediscovering the social group: A self-categorization theory. Oxford: Balckwell. Unger, J. B. , Gallagher, P. , Shakib, S. , Ritt-Olson, A. , Palmer, P. H. , & Johnson, C. A. (2002). The AHIMSA acculturation scale: A new measure of acculturation for adolescents in a multicultural society. Journal of Early Adolescence, 22, 225-251. doi: 10. 1177/02731602022003001 Van Hear, N. (2010). Theories of migration and social change. Journal of Ethic and Migration Studies, 36(10), 1531-1536. doi: 10. 1080/1369183X. 2010. 489359 Yip, T. , G, C. G. , & Takeuchi, D. T. (2008). Racial discrimination and psychological distress: The impact of ethnic identity and age among immigrant and United States-born Asian adult. Dev Psychol, 44(3), 787-800. doi: 10. 1037/0012-1649. 44. 3. 787.

Masters Program System Control And Mechatronics

I am writing to expressing my interest in masters program System Control and Mechatronics at your University. I appreciate this opportunity and would like to express my strong motivation for this master course The modern complex technological world needs new perspective to current field of subject, the way we view the subject inherently changes the way see the problems . The roots of such concepts lie in a number of ideas that resonate through modern discourse- the ideas of a unified science, synthesis and the integration of knowledge. We need an expansive multi perspective knowledge base , to solve modern, complex entangled correlated world problems. Modern invention consists in avoiding the constructing of useless contraptions and in constructing the useful combinations which are in infinite minority. The solutions for creating and analysing are held in Systemic thinking paradigm of the world rather than scientific reductionism. System science and engineering, a multidisciplinary subject provides pivotal solution to many ensuing complex problem that are constituted in many diverse field of study . I aspire to become a Systems engineer and wish to be a part of this new age of systemic perspective, paradigm shifting problem-solving ethos. The bachelors mechatronics curriculum helped us to designed complex mechanical model using various software tools and analysed using various CFD,FEM software module. In the mechatronics forum, we build various robot andShow MoreRelatedThe Engineering Of Mechanical Engineering919 Words   |  4 Pagesphysics for the design, manufacturing, analysis and maintenance of mechanical systems. This area requires a good understanding of the core engineering concepts such as mechanics, thermodynamics, kinematics, structural analysis, material science, and electricity. 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Organisational Power - Free Essay Example

Sample details Pages: 6 Words: 1909 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Organizational Power Abstract Power is an intangible force in organizations. It cannot be seen, but its effect can be felt. Power also is an important part of all organized behavior. It characterizes all human interaction. Organizational power permeates all aspects of interpersonal communications and is an essential characteristic of all organizational actions. For organizations, the difference between proper and improper use of power is the difference between success and failure, high and low productivity, motivation and disillusionment. This paper includes a review and analysis of the classical concepts of organizational power in management literature, a description of power style, and research findings on the use of power in every field of organization. Then, the paper will introduce several sources of organizational power and will cite how power influences every aspects of organization. Keyword: Organizational power, Source of power, expert power, rew ard power, referent power, legitimate power, crisis, power sharing, maintain power, managing conflict. Introduction Power is an intangible force in organizations. It cannot be seen, but its effect can be felt. Fairholm, G. W (2011) concludes that à ¢Ã¢â€š ¬Ã…“power also is an important part of all organized behavior; It characterizes all human interactionà ¢Ã¢â€š ¬Ã‚  (p. 14). Organizational power permeates all aspects of interpersonal communications and is an essential characteristic of all organizational actions. For organizations, the difference between proper and improper use of power is the difference between success and failure, high and low productivity, motivation and disillusionment. (Fairholm, G. W, 2011, p. 14). Singh, A (2011) also concludes the power in organization as, à ¢Ã¢â€š ¬Ã…“dedication to the power is not enough to make an organization successful; the absence of a proper dedication results in poor organizational health and low productivityà ¢Ã¢â€š ¬Ã‚  (p. 166). Definition. It is important to understanding what organizational power is. Draft (2012) defines organizational power as, à ¢Ã¢â€š ¬Ã…“the ability of one person or department in an organization to influence other people to bring about desired outcomeà ¢Ã¢â€š ¬Ã‚  (p. 531). Organizational power is a result of structural characteristics, because organizations are large and complex system that may contains thousands of employees and hundreds of departments. These departments and system have their own hierarchy structure. For these departments, some positions have access to more information and greater resources, or their performance and contribution to the organization are more critical. So, organizational power reflect large organizational relationships, both horizontal and vertical (Draft, 2012, p. 532). Power and management. Singh, A (2011) states that, à ¢Ã¢â€š ¬Ã…“power is needed even to run the most trivial functions of an organization or projectà ¢ â‚ ¬Ã‚  (p. 166). Power is a prerequisite for success, inspective of peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s inner needs for power. The magnitude and direction of the exercise of power is a function of the intentions and skills of the wielder. Organizational power is consequently seen as a management resource, much like information and technical expertise, which are management resources in their own right. The judicious use and design of organizational power is thus significant. (Singh, A, 2011, p. 166) Power Basis. Elias, S (2011) states five major types of power in organization, they are à ¢Ã¢â€š ¬Ã…“reward power, coercive power, legitimate power, expert power, and referent powerà ¢Ã¢â€š ¬Ã‚  (p. 269). First, Legitimate power is the formal power and authority legitimately granted to the manager under charter by the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s peers. This power is clearly assigned by written or verbal contract, and it outlines the managerà ¢Ã¢â€š ¬Ã¢â€ž ¢s responsibilities. Legi timate power was initially said to be at use when a power holder had a genuine right to ask a target to comply with a request. Second, conceived of reward and coercive power involve the ability of a supervisor to manipulate objects and events of relevance to employees. Reward power is the ability of the manager to confer or withhold rewards such as money, privileges, promotion, or status. Managers may use coercive power as a tool to mention their subordinates that he or she may be deprived of something if he or she does not comply. Third, both expert and referent power were thought of in terms of being positive bases of power. With positive expert power, a subordinate complies with the request of a supervisor because the supervisor knows best. With positive referent power, a subordinate complies with the request of a supervisor because the subordinate identifies with the supervisor. (Elias, S, 2011, p. 275) Crisis and problems with power. Power can brings positive effect to the d evelopment and operation of organization if it has been well used, but the power also could bring negative effects to organization itself, if managers abuse of the power. Knuth, R (2012) brought a new definition, cheap leader, to someone who lack of leadership and abuse of power, à ¢Ã¢â€š ¬Ã…“cheap leader is flexible disposition, varying as fortune and circumstances dictate; cheap leaders exist at every level of the organizationà ¢Ã¢â€š ¬Ã‚  (p. 44). Whereas effective leadership advances the common good, cheap leadership is motivated by self-benefit and lust to the power. In addition to manufacturing third-party threats, favorites and reliance on reward power and coercive power identify the cheap leader. Cheap leaders adhere to delegate to others the enactment of unpopular measures and keep in hands the distribution of favors. This conclusion was based on the contention that personal approval from another individual can be a very strong reward, while the threat of rejection can be a very strong form of coercion. (Knuth, R, 2012, p. 45) For expert and referent power, although positive power has benefit to the organization, but the negative of such power cannot be ignored. There are situations in which expert and referent power can take negative forms. For example, while a supervisor may possess superior knowledge about a certain facet of his or her job, possessing such knowledge does not necessarily mean that it will be put to use in a way that will benefit his or her subordinates. On the contrary, that supervisors knowledge may be used in such a fashion (i.e. negative expert power) that strictly benefits him or herself, resulting in resistance to the influence attempt. Negative referent power is said to occur when a supervisor who is disliked or not identified with by his or her subordinates attempts to utilize social power. In such situations, reactance or doing the opposite of what the supervisor requests is likely to occur given his or her subordina tes view him or her as being unattractive or unappealing. (Knuth, R, 2012, p. 46) These managers also cause many damages to the organization. At any level of the organization, cheap leadership has disaffection and dysfunction as its most common byproducts. Cheap leaders intentionally sow the seeds of divisiveness when they create an us-versus-them environment. The prominent fruit of these seeds is mistrust, which often spreads uncontrollably and unpredictably throughout the organization, fostering resentment, rumor, and gossip. The constricted communication that ensues reduces opportunities for employees to participate and demonstrate initiative, causing individuals to feel alienated from the work and the work place. Often, even within fundamentally healthy organizations, there is only a hairs breadth between functionality and dysfunctionality; frequently, cheap leadership provides the additional weight that tips the organization into dysfunctionality. (Knuth, R, 2012, p. 47) Power Management. It is important for managers and organizations to know how to managing power and how to use their power effectively. McManus, J (2013) provides several helps suggestions for managers to know the way to maintaining and managing power. The first opinion is power sharing. McManus, J (2013) states that à ¢Ã¢â€š ¬Ã…“Power sharing is a strategy for resolving difference of opinions over who should have the powerà ¢Ã¢â€š ¬Ã‚  (p. 29). Instead of fighting over who should have power over whom, power sharing relies upon the joint exercise of power. Power sharing can take the form of granting complete independence and allowing a minority group to form its own sovereign nation state. Power sharing also can be more integrative. Governance is handled by leaders from each group who work jointly and cooperatively to make decisions and resolve conflicts. (McManus, J, 2013, p. 31) The second opinion is about maintaining power. McManus, J (2013) points out, à ¢Ã¢â€š ¬Ã…“the purpose of power is to maintain itself and to extend itselfà ¢Ã¢â€š ¬Ã‚  (p. 31). The ruler must make use of any form of manipulation, deceit, and even murder to achieve his ends. People in power are seldom challenged or given bad news, and even when challenged, they have a tendency to reject the discrepant information. It is no wonder, then, that changing circumstances often produce, with some lag, a dynamic that causes those in power to lose that power. To avoid losing power, managers (or leaders) should be sensitive to subtle changes in the political, economic and social environment, and understand how a particular management style, or a particular set of actions jeopardize their position and power base. (McManus, J, 2013, p. 31) The third suggestion is about managing conflict. Conflict could be argued that a managers view of the cause of conflict is encouraged by the perspective offered by the classical theory which is largely related to the breakdown of formal authority l inked to legitimate power and the need for measures to maintain such power and restore it when need be. Conflict is identified as abnormal behavior and therefore is likely to result in punishment for the perpetrators of deviant behavior. In some respects this supports the view that management is based on a unitary view which carries with it the expectations that everyone within the organization shares the same view, will work together as a team, acknowledge the legitimacy of hierarchy and respect senior management. Anything which appears to interfere with this view is considered bad for business and is dealt with according to the rules, procedures, customs and conventions which exist within a particular organization. Conclusion. Power and organizations are mutual exclusive in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s business environment. The development and normal operation of organizations rely on power heavily. If managers have necessary knowledge about what power is and how to use it effectiv ely, the power would bring positive effect to the organization. However, the power also contains several risks and crisis to the organization, because the positive effect of the power to the organization is based on the correct use; if managersà ¢Ã¢â€š ¬Ã¢â€ž ¢ abuse of the power, the organization may face serious problems. So, power is a Pandora box for both managers and organization, the organizational power is a decision-making exercise for which the managers have to place organizational interests above personal interests. It is only when the managers lead well that personnel will follow enthusiastically and the organization will develop continuously. Reference Draft. (2012). Organizational Theory and Design. South-Western Cengage Learning. Elias, S. (2008). Fifty years of influence in the workplace. Journal of Management History, 14(3), 267-283. doi:https://dx.doi.org/10.1108/17511340810880634 Fairholm, G. W. (2009). Organizational Power Politics. Santa Barbara, CA, USA: ABC-CLIO. Retrieved from https://www.ebrary.com Knuth, R. (2012). The negative uses of power. Principal Leadership, 5(3), 44-49. Retrieved from https://search.proquest.com/docview/233345352?accountid=12085 McManus, J. (2013). Managing with POWER. Management Services, 50(4), 29-34. Retrieved from https://search.proquest.com/docview/234319701?accountid=12085 Singh, A. (2009). Organizational Power in Perspective. Leadership Management In Engineering, 9(4), 165-176. Retrieved from: https://rx9vh3hy4r.search.serialssolutions.com/?ctx_ver=Z39.88-2004ctx_enc=info%3Aofi%2Fenc%3AUTF-8rfr_id=info:sid/summon.serialssolutions.comrft_val_fmt=info:ofi/fmt:kev:mtx:journalrft.genre=articlerft.atitle=Organizational+Power+in+Perspectiverft.jtitle=Leadership+and+Management+in+Engineeringrft.date=2009-10-01rft.pub=American+Society+of+Civil+Engineersrft.issn=1532-6748rft.eissn=1943-5630rft.volume=9rft.issue=4rft.spage=165rft.epage=176rft_id=info:doi/10.1061%2F%28ASCE%29LM. 1943-5630.0000018rft.externalDocID=10_1061_ASCE_LM_1943_5630_0000018paramdict=en-US Don’t waste time! Our writers will create an original "Organisational Power" essay for you Create order