Executive Summary Of The Nestle Company Business Essay

Executive Summary Of The Nestle Company Business Essay Business is a never ending race and in the fast running world of business, there is variety of products and shops, showrooms, setups and etc. The main purpose of this report concerns the research managing conflicts in organization. The organization that is chosen for our research report is NESTLE. Data and observation analysis, recommendations for managing conflicts is also discussed. The methods used for collecting data for this report are surveys, questionnaires, personal observations, personal interviews, newspapers, internet etc. In the first section, we had given an introduction about the chosen organization NESTLE and then a brief description about nature of conflict in the organization and its various types and causes of conflict. The second section is consists of literature review, in which we had discussed the theories and research papers of different researchers where they explain about conflicts and its causes in an organization and moreover how an organization can prevent those conflicts with best possible solution. The third section comprises of research methodology, research nature, data collection techniques and sampling method. In section forth we have scrutinized the primary data by different graphical and statistical tools. In final section we have given possible conclusions along with recommendations. CHAPTER # 1 1.1: INTRODUCTION TO NESTLE Nestle was founded in 1866 by Henri Nestle with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.2: PURPOSE OF RESEARCH The purpose of the research is to find the variable which has leads towards conflicts in Nestle Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestle and, secondly, to manage conflicts in Nestle organization. 1.3: BACK GROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestle). 1.4: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. In political term CONFLICT can refer to revolution or struggles, war, that may involve the use of force named as armed conflict. Without proper social resolution, conflicts in social settings can result in stress among stakeholders. When an interpersonal conflict does occur, the effect of it is often broader than two individuals involved, and can affect many associate individuals and relationships, in more or less adverse and sometimes even humorous way. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal-seeking capability. One should not confuse the distinction between the presence and the absence of conflict with the difference between co-operation and competition. In competitive situations, the two or more individuals or parties have mutually inconsistent goals, either party try to reach their goals it will undermine the attempts of the other party to reach theirs. Therefore, competitive situations by their nature cause conflict. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. A clash of values, interest, actions often sparks a conflict. Conflict also refers to the existence of that clash. Psychologically, conflicts exist when the reduction of one motivating stimulus involves an increase in another, So that a new adjustment is demanded. Even when we say, theres a potential conflict we are implying that there is already a conflict of action though a clash may not yet have occurred. 1.5: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.6: LEVELS OF CONFLICT 1.6.1: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.6.2: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.6.3: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.6.4: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.7: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict . 1.8: CAUSES OF CONFLICTS 1.8.1: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.8.2: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organisation need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organisation needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.8.3: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.8.4: Personal factors 1.8.4.1: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.8.4.2: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.8.4.3: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.8.4.4: Physical This escalation results from anger or frustration. 1.8.4.5: Verbal This escalation results from negative perceptions of the annoyers character. 1.9: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.9.1: Accommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.9.2: Avoidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.9.3: Collaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.9.4: Compromise Finding a centre point where each party is partially satisfied. 1.9.5: Competition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.1: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. The researcher found a possible solution; it is obvious that a perfect communication system is unlikely. But also perfectio n like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers say that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers, we will take help from different researches but our group decided that we will follow the research of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.1: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.2: data collection We will be collecting our data by using two sources which are as follows. 3.2.1: Primary data Our primary data is collected through conducting interviews and designed questionnaires from managers and employees of Nestle. 3.2.2: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.3: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestle organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. We have analyzed our data through frequency tables and bar charts. 4.1: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.2: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.3: ANALYSIS OF QUESTIONNAIRES 4.3.1: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.3.1.0 Graph: 4.3.1.0 2) There is a free flow of communication among the employees:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.3.1.1 Graph: 4.3.1.1 3) Employees are properly informed about decision taken?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.3.1.2 Graph: 4.3.1.2 4) There is a consistency among the management policies:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.3.1.3 Graph: 4.3.1.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.3.1.4 Graph: 4.3.1.4 4.3.2: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.3.2.0 Graph: 4.3.2.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.3.2.1 Graph: 4.3.2.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.3.2.2 Graph: 4.3.2.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.3.2.3 Graph: 4.3.2.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.3.2.4 Graph: 4.3.2.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF NESTLE The nature conflicts found out through the personal (unstructured) interviews and through questionnaire with the director the manager of NESTLE Peshawar are as follows: The first thing, which was found was the lack of training given to the employees, they said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time they said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, he said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the manager the top management on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation, salary decisions, then, there may be conflicts, these must be taken by the top management. The manager of NESTLE also raised the point of communications problem. They believe that every informations must communicate from their tables.. If in any case any employee bypasses the manger, there may be a conflict between them. He also said that there is no need of any employee who bypasses the manager to access to the top management. Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The manager presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the manager Some of them had a bit different views. He held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. He said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. He also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the resentment from the employees due to Ethnic affiliations to some dresses. They was strongly in favor of Coordinator, he said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.1: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, theoretical framework, , taking samples (convenience) analysis of the data gathered, some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top, middle lower management were totally contrary with each other. For this purpose the structured interviews were conducted and intentionally the format of the questions in interview and questionnaires were kept same. That made the deductions possible by comparing the non verbal responses and the rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important and it justifies the hypothesis. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to NWFP are very low tempered. Their frequency of jobs switching is higher than o

Behind the Myth of Sisyphus Essay

The philosophical essay of â€Å"The Myth of Sisyphus† by Albert Camus was written in France, in 1942. Obviously during a very historical time of war in which had a lot of people on the edge. The piece of work written was motivated by what Camus thought about the situation during the time; such as suicide, absurdity and happiness. The meaning of life was defined in many different ways, and with that being said Camus had seen so much that he had different values and searched for the truth about life and its purpose, plus what motivated a modest philosopher. Society took this essay as something very absurd and really didn’t know how to react to it but wonder how meaningful is life and what is to be valued and what shouldn’t be. People were on the edge just thinking about these kind of things. Especially during this time people didn’t know what to believe or what to have faith on as well because of the war. Which is why society looked at this as dark comedy and could’ve also been an eye-opener to others as well. Just something to keep their minds off the situation that was occurring. The World War II was happening at the moment and it was a historical disaster for many. When the Germans invaded France, Camus joined the French Resistance. He was in it for four long years and also wrote for a paper so he had to know a lot of information about the war. I am most certain that from the experience having gone through the war made him realize many things about the values of life. â€Å"It was during this period that Camus formalized his philosophy that human life was sacred, no matter how inexplicable existence of life might be.† (Bree). Seeing the death toll from the war any one can see how sacred life is. That is when he gradually started looking into life’s philosophy and he came up with the conclusion that life was absurd. â€Å"[m]isunderstood as a philosophy of hopelessness. Camus did hold  that life was absurd — defying logical explanation, and ultimately irrational. However, Camus considered life valuable and worth defending.† (Bree ). Basically, if you had an explanation and reason to what you were doing in life and if you considered it meaningful, then it was meaningful. Other than that, according to Camus’s philosophy it was absurd. While Camus was arranging and discovering new thoughts about philosophy, he happened to write â€Å"The Myth of Sisyphus†. It was a Greek myth about a man named Sisyphus who was punished to repeat a meaningless task of pushing a rock up a mountain and seeing it roll back down once it reached the top. Why push a rock if it is going to go down again. However, it can be meaningless but only if it was interpreted that way. This essay was written when he came to seek about the meaningless and the absurdity of life. When Camus came to the conclusion whether to find the meaning of life was suicide in a way it contradicted himself. â€Å"Without man the absurd cannot exist.† (Camus). Suicide is way to see how life is valuable but obviously impossible to tell and demonstrated it to others philosophically. â€Å"There is but one truly serious philosophical problem and that is suicide. Judging whether life is or is not worth living amounts to answering the fundamental question of philosophy.† (Camus). Therefore, suicide is just really an absurd thing to do and impossible to prove the point. That it when Camus came up with the idea that happiness and absurdity are similar. In â€Å"The Myth of Sisyphus†, Sisyphus goes through a struggle pushing the rock but once he reaches the top he is, I believe, happy for having accomplished it. He accomplished pushing it up after such a struggle. â€Å"The struggle itself towards the heights is enough to fill a man’s heart. One must imagine Sisyphus happy.† (Camus). Even though he was in a bad situation he saw the bright side of it. Either you were happy and realizing there are worst things than pushing a rock up a mountain, or sad because of the good things other people have that you didn’t. However, even though Sisyphus was happy for a moment, Camus thought it was absurd to be happy because Sisyphus knew his fate when he would reach the bottom of the mountain. Camus compared this to real life and it is the same awareness that an absurd man has in his life. The war strongly influenced Camus’s thoughts. â€Å"Historical revolt, rooted in metaphysical revolt, leads to revolutions seeking to eliminate absurdity by using murder as their central tool to take total control over the world.† (Knopf). Philosophically, in the war murdering was eliminating absurdity and thinking that it would get that answer whether life is meaningful or not. Today society believes life is meaningful, however, there are a few who don’t think so and therefore, they come down to committing suicide. That lead to Camus searching to see whether life is meaningful or not. When you discovery that life is meaningless, you can’t unrealized the truth about your life. You can’t go back and live life while ignoring yourself that there is no purpose. Which again leads to suicide, who wouldn’t want if knowing there is nothing for one in life at all. All you can have is hope for another day but even Camus argues that hope is not always a good thing it can also disappoint your expectations. I know it may seem confusing but as Camus believes that even the absurd can’t be understood at times. So even if life is meaningless it is precious! However, one cannot simply judge their own life and assume it is meaningless if you have not experienced everything. You cannot judge whether all you done was good or bad or if that was it in your life. Camus and Nietzsche are both similar in their own ways the only difference is that Nietzsche pursued for the truth about life and that life is meaningful. â€Å"Nietzsche’s point was that be wholly alive means being aware of the negative as of the positive, feeling pain, not shunning any experience, and embracing ‘even in its strangest and hardest problems’.† (Arson). Then that is when Camus seems quite confused because at first he declares that life is meaningless and when he reaches the end he is pretty much concluding â€Å"[t]hat life is to clearly by judged to be better than others†¦Ã¢â‚¬  (Arson). Life is purely what we make of it and even Camus states at the very end of â€Å"The Myth of Sisyphus† that â€Å"One must imagine Sisyphus happy.† (Camus). That is why I conclude that Camus was absurd and essentially everyone was too. In all it was an absurd contradiction. The main theme shared thoughtout the course that can relate back and forth is truth and the good and evil. â€Å"Camus mirrors Nietzsche’s own morality when he interrogates God as a moral instance. Both authors seem to start from a  fairly humanistic viewpoint: God is the constructed being, a named abstraction and an uplifted instance to distribute what is morally right and morally wrong.† (Svenja) With that said how are we to judge ourselves to know what is wrong and right and from there on serve a purpose in life? If we judge ourselves to having done something evil we usually feel bad and sometimes do the absurd and commit suicide. But even committing suicide is bad because you will never find out if there was meaning behind the a person’s life. So you can’t even eliminate all the evil from the world.   And if so, you cannot judge a person by their actions but philosophically judged on their intentions. â€Å"[t]hese figures try to re-feel themselves but they can only do so when they accept their fate as their own and not made by society.† (Svenja) In order to actually live life you must accept life and what becomes of it, meaningless or not, life will always be precious! Correspondingly, Camus must face his truth. â€Å"Like Sisyphus, we are our fate, and our frustration is our very life: we can never escape it.† (Satre) As a society that’s why we all must accept the truth in life and that is our fate as well. No matter if it has value, you must continue living, committing suicide is not the answer and by doing so you will prove to others that there can be meaningless lives. You can’t escape it and you can’t be absurd in Camus’s philosophy either. Camus even detects a level of absurdity in Nietzsche’s philosophy as well. Truth is that Camus is absurd, maybe he is searching for meaning of life so much that it becomes irrational. Which in that case leads to him believing about suicide but knew he was never even going to find meaning that way at all. He would be never be able to tell how valuable life is. Therefore, Camus must be happy about life and its meaning so he can actually live life as it is. The only problem philosophers have is that they can never admit that absurdity in their thoughts, so they make a reason and figure out a way out of it. That’s the only way you can actually live life in happiness and still have fate even though you believe there is no meaning behind life. If you search for your meaning in life you will just dedicate all your time doing so, and never actually living life. One must value life day by day. However, in a way I do agree with Camus because if you have fate about the next day being better and then being disappointed about it, it is really saddening. So why have fate when you can just enjoy life as it goes and actually grab a value out of it. Just as  Sisyphus did, when he actually became happy even though his fate was struggling all over again. He valued that he was doing better than other people who were suffering at the same time. I believe that’s how people should be in life, you should always seek out the good in bad situations no matter what. It is the only way people can live in true happiness. Works Cited Arson, Ronald, â€Å"Albert Camus† The Standford Encyclopedia of Philosophy. Spring 2012 Ed. Edward N. Zalta. ed. 2012. Print Brà ©e, Germaine; Camus, (New Jersey: Rutgers University Press, 1959, 1961) Camus, Albert. Myth of Sisyphus. 1942. Print Knopf, A. Alfred. The Rebel: An Essay on Man In Revolt, New York. 1954. Print. Svenja, Schrahe. â€Å"Albert Camus and Friedrich Nietzsche† Albert Camus Society. 2011. Print.

Uncommon Article Gives You the Facts on Armenian Essay Samples That Only a Few People Know Exist

Uncommon Article Gives You the Facts on Armenian Essay Samples That Only a Few People Know Exist Many students seek scholarship so the financial facets of studying would be less of a burden in their opinion. You're going to need to choose a topic first, but your topic needs to be something that has two conflicting points or distinct conclusions. Let's say your topic is to go over an extracurricular activity that has played a massive effect on your life. Most academic essay topics usually ask you to select a side in an argument or maybe to defend a specific side against criticism. It isn't as demanding as other kinds of academic papers, but nevertheless, it can provide you an overall insight on writing providing you with the fundamental skills of information gathering, creating an outline, and editing. In addition, if you turn to the net for writing tips, be ready to devote a massive chunk of time sifting through information to discover a dependable source. If you're a global student worrying about your writing skills, there are a number of helpful resources which are available to you. Thus, it's essential to look after the phone carefully. The cost of an essay depends upon the total amount of effort the writer has to exert. You can easily locate essay writing services which may write for you at cheap prices. Bear in mind an argumentative essay is based more on facts instead of emotion. On the opposite side, acquiring a list of good persuasive essay topics is insufficient. It is possible to discover online writing workshops that cover every element of writing, for each and every skill level. If your school doesn't offer a writing class, you might locate a workshop offered on campus or perhaps a class it is possible to take online, if you're keen to pay. While attempting to know how to compose a persuasive essay step-by-step, students forget about another important activity. There are many persuasive essay examples college students are able to make use of online. Essay writing is usually practiced is schools. It is a very powerful tool. Writing an essay is a vital role in academe life. Writing a persuasive essay can be hard because you're not merely presenting the research materials that you've gathered but you're trying to influence your readers. Writing of scholarship graduate essay is a really tough academic task simply because students are needed to demonstrate they are capable of accomplishing the task that they're applying for. Students have to compose essays based on the teacher's instructions or their preferred style in writing. A student ought to keep in contact with the hottest trends and know which persuasive essay topics are related to sound convincing in regards to defending personal opinions. By doing this, you're going to be in a position to know for sure what your essay is all about before devising your thesis. Weave in your perspective to earn your essay unique. A persuasive essay should be able to grab the interest of the folks reading it easily. If you would like to figure out how to compose a very good persuasive essay, you're looking in the proper spot! Thus selecting an expert for doing your essays could be the proper option. Selecting a great topic for your essay is among the most essential and frequently tricky parts for many students. Just take a look at the next persuasive essay. The Bad Side of Armenian Essay Samples Which is precisely why we here offer you some persuasive essay samples that may aid you with your own. Make certain to read your essay and make certain it is logical. Bear in mind that the period of your essay is based on the assignment provided to you. High school essays are structured very similarly irrespective of the topic and great essay structure will let you write an obvious essay that flows from 1 paragraph to the next. When you're in high school, it's definite that you're expected to do a few write-ups and projects which require pen and paper. No matter this issue, the structure is precisely the same for any persuasive essay. Today, there are several on-line websites that provide sample papers. The main component which creates a persuasive essay in English stand out from the remainder of assignments is the use of reasoning.

Gender Roles Of A Doll s House And Ghosts Essay - 2281 Words

Gender Roles in A Doll’s House and Ghosts Throughout much of English language literature, gender and sex are equated with specific human traits. Strength is male and weakness is female. Men are stable and women are capricious. Logic is masculine and imagination is feminine. Ibsen uses stereotypical gender attributes in his characterization of Nora and Torvald throughout A Doll House, and then abruptly reverses the stereotypes in the final moments of the play to show that inner strength and weakness are functions of being human, not functions of gender. â€Å"When A Doll s House debuted, its ending -- perhaps the most celebrated in modern drama – shook the foundations of fin-de-sià ¨cle domesticity† (Westgate, 2004, p. 502). Domestic life is centered on the supposed stability of the gender roles of Victorian society; fin-de-sià ¨cle refers to the final years of the 19th century, or the end of the Victorian age. The play is set in the 19th century, and it explores the unequal gender roles of the time. Including Nora and Torvald, there are six major characters in A Doll House. Three major characters are women and three major characters are men. This balance of gender roles is intentional, and each character’s role in the story contributes to the final revelation that women can be strong, men can be weak, and strength and weakness are human traits, not gender traits. 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