CARRIAGES OF GOODS BY SEA. (LAW DEGREE) Essay Example | Topics and Well Written Essays - 2500 words

CARRIAGES OF GOODS BY SEA. (LAW DEGREE) - Essay Example ered to and received by the ship, and therefore excellent evidence of those terms, but it is not a contract.†1 Rather the contract of carriage will be determined by the written agreement of the parties, the booking note the payment of foreign tariffs and normal practices of the carrier of the goods. Therefore, O’s contract with Cherie is the actual contract of carriage between the parties, spelling out the terms and nature of the delivery which is to take place. Since this includes a specific provision that O is not to deviate in any form whatever from the terms of the contract, it is likely that this provision will carry some weight. However, a contract for transportation of goods by sea will be primarily determined by the terms on the bill of lading. The Hague Visby rules provide a uniform standard that applies to most of the world’s shipping nations and has been in force since June 2, 1931. As per Article 1(b) of the Hague Visby rules, the term contract of carriage will only be applicable to those contracts dealing with the transportation of goods by sea, which are covered by a bill of lading which regulates the relations between a carrier and a party holding the bill of lading.2 In this context, it is therefore important to note that in Cherie’s case, the bill of lading, which is the best evidence of the contract and also the instrument that will be actionable in the Courts, does not contain the specific provision that O is not to deviate from the contractual terms. As a result, it is likely that when the dispute comes to the Courts, the focus of the Court will be in determining the causation li nk, and finding out whether any damages are due and which party is the primary causal factor for those damages. Every contract of carriage will be governed by the Hague Visby rules, even if it is not specifically stipulated in the contract between the parties, as per the principle spelt out in the case of Shackman v Cunard White Star Ltd.3 In the case of Vita

Privatisation Essay Example | Topics and Well Written Essays - 750 words

Privatisation - Essay Example However, it can be argued that since 1978, the country is experiencing gradual process of transition from centrally planned economy to an economy where the resources are allocated through market mechanism (Kikeri & Kolo, 2005). Nonetheless, the economic reform in China has had a profound impact on the economic system of the nation over the last two decades but the nature of the transition is still identified to be incomplete. It has been observed that prior to price reform in China, it acted as an instrument for state’s redistribution policies. Correspondingly, it has been ascertained that during the regime, central government controlled the process of all the major commodities. However, the price reform in China has led to the commencement of ‘freely-operating market signals’ almost in all the sectors of the economy. The price liberalisation facilitated in responsive supply towards the consumers demand as well as downstream producers which dramatically resulted i n greater allocative efficiency. The price deregulation reduced the state’s role in fixing and guiding prices to a substantial extent. Besides, prior to 1978, the policies of the Chinese government have been firmly based on the principle of self-efficiency while importing only those commodities that could not be produced and at the same time exporting goods only to pay for imports. Notably, trade constituted only a small proportion of the Chinese economy. In other words, trade was monopolised and predominately controlled by the central Government ministries. The trade liberalisation policy in China has dramatically led towards encouraging foreign investment and trade while it also resulted in determining the increasing imports and exports by market forces reducing the State’s control over the international trade. Correspondingly, this process led to the increased participation of private firms thus reducing the State dominance (Mina & Perkins, 1997). The

Computer networks Essay Example | Topics and Well Written Essays - 3500 words - 1

Computer networks - Essay Example IP version 4. The protocol operates the network layer that is a third layer of the Open System Interconnection (OSI) model. Likewise, network layer incorporates addressing information and control information that enables data packets to be routed within the computer network ("Internet Protocol Version 6." 255-255). Moreover, IP version 6 is also considered or called as the next generation IP, as specified by the IEFT: RFC 2460 ("Internet Protocol Version 6." 255-255). However, the primary reason for upgrading the IP version 4 to IP version 6 is address space limitations. Moreover, other issues such as performance, security and auto configuration are considered secondary (Loshin 305). Likewise, address space limitations are linked with the IP address space crisis that is debatable since a very long time and it is considered as the primary motivational factor for the new version (Loshin 305). There were no doubts for the design, as it was remarkably well designed, however, the design w as created twenty years back and needs a review. Moreover, an increasing number of network threats are also addressed in IP version 6 and have more features as compare to IP version 4. Furthermore, in large and complex computer network environments, automated IP configuration reduces administration and configuration. IP version 6 addresses this issue by providing auto configurations of IP addresses. There are numerous research studies that have been carried out for IP version 6. They will be discussed in detail in the body of the report. Figure 1 source: (Che, Lewis 2010) 2 Why IPv6 ? The need for more and more addresses arise because an estimate through the Internet Assigned Numbers Authority (IANA) reveals that about 85 percent of the IPv4 addresses are currently in use. The European Commission (EC) and the Organization for Economic Co-operation and Development (OECD) before 2008 states that there is a need to migrate towards IPv6 urgently as they say â€Å"In the short-term, bus inesses and public authorities might be tempted to try to squeeze their needs into the strait jacket of the old system, but this would mean Europe is badly placed to take advantage of the latest Internet technology, and could face a crisis when the old system runs out of addresses. If Europeans are to use the latest Internet devices such as smart RFID tags in shops, factories, and airports, intelligent heating and lighting systems that save energy, and in-car networks and navigation systems, then we already face a thousand-fold increase in demand for IP addresses.† (Courtney 52-54). The same statement also includes that by 2010 every public and industry authorities must migrate towards IPV6. 3 Technical Evaluation 3.1 Technical Specifications of IPv6 The IPv6 is made up of numerous bits of network addresses. The number of bits varies from 32 bits to 128 bits or 3.4 x 1038 nodes that are addressable. They offer exceptional IP addresses that are different for every single networ k device on the globe. The packet related to the IPv6 consists of two major parts i.e. THE HEADER is the top most part and the primary 40 octets of the packet consist of 320 bits. Furthermore, the packet contains (Courtney 52-54): 1. Version The version of this IP is 6 (4-bit IP version) 2. Traffic class-packet priority (8-bits) The value of the priority is sub classified into several ranges. The traffic is delineated as the base that provides

Reflection paper of the movie What's Eating Gilbert Grape Essay

Reflection paper of the movie What's Eating Gilbert Grape - Essay Example Arnie is not your average boy; he is mentally challenged and was not expected to live to see his tenth birthday, let alone his eighteenth, which he surpasses in the film. Arnie is associated with many heights in the film as he is regularly seen dangling from the roof, climbing trees, and of course, his ritual of scaling the water tower. Although Arnie loves the heights, he can not seem to conquer the depths, as he will simply not venture to the basement of the house. â€Å"I don’t want to go down there, Gilbert; Dad’s down there,† thus voicing the repressed fear that no one in the family will, or can put into words. Arnie’s water tower escapades are a source of great aggravation to the police, yet are greeted by the locals with an understanding of occasion and courteous applause when his feet are firmly planted back on the ground. Arnie obtains a fear of water when Gilbert abandons him in the bathtub for the night, and does not over come his apprehension until he flees to Becky after a fight he had with Gilbert. The portrayal of Arnie and his disability in the film is somewhat placid. Although to the viewer he may seem somewhat comically over acted with his gestures, the town’s people appear to accept him into their town as one of them – thus incorporating a sense of understanding of the concept of disability in the film. Due to the environment of Arnie’s residence with his family, this can be seen to affect him in many ways. Firstly, he does in fact appear to have strong underlying relationships with each of the characters in the film.

Computer networks Essay Example | Topics and Well Written Essays - 3500 words - 1

Computer networks - Essay Example IP version 4. The protocol operates the network layer that is a third layer of the Open System Interconnection (OSI) model. Likewise, network layer incorporates addressing information and control information that enables data packets to be routed within the computer network ("Internet Protocol Version 6." 255-255). Moreover, IP version 6 is also considered or called as the next generation IP, as specified by the IEFT: RFC 2460 ("Internet Protocol Version 6." 255-255). However, the primary reason for upgrading the IP version 4 to IP version 6 is address space limitations. Moreover, other issues such as performance, security and auto configuration are considered secondary (Loshin 305). Likewise, address space limitations are linked with the IP address space crisis that is debatable since a very long time and it is considered as the primary motivational factor for the new version (Loshin 305). There were no doubts for the design, as it was remarkably well designed, however, the design w as created twenty years back and needs a review. Moreover, an increasing number of network threats are also addressed in IP version 6 and have more features as compare to IP version 4. Furthermore, in large and complex computer network environments, automated IP configuration reduces administration and configuration. IP version 6 addresses this issue by providing auto configurations of IP addresses. There are numerous research studies that have been carried out for IP version 6. They will be discussed in detail in the body of the report. Figure 1 source: (Che, Lewis 2010) 2 Why IPv6 ? The need for more and more addresses arise because an estimate through the Internet Assigned Numbers Authority (IANA) reveals that about 85 percent of the IPv4 addresses are currently in use. The European Commission (EC) and the Organization for Economic Co-operation and Development (OECD) before 2008 states that there is a need to migrate towards IPv6 urgently as they say â€Å"In the short-term, bus inesses and public authorities might be tempted to try to squeeze their needs into the strait jacket of the old system, but this would mean Europe is badly placed to take advantage of the latest Internet technology, and could face a crisis when the old system runs out of addresses. If Europeans are to use the latest Internet devices such as smart RFID tags in shops, factories, and airports, intelligent heating and lighting systems that save energy, and in-car networks and navigation systems, then we already face a thousand-fold increase in demand for IP addresses.† (Courtney 52-54). The same statement also includes that by 2010 every public and industry authorities must migrate towards IPV6. 3 Technical Evaluation 3.1 Technical Specifications of IPv6 The IPv6 is made up of numerous bits of network addresses. The number of bits varies from 32 bits to 128 bits or 3.4 x 1038 nodes that are addressable. They offer exceptional IP addresses that are different for every single networ k device on the globe. The packet related to the IPv6 consists of two major parts i.e. THE HEADER is the top most part and the primary 40 octets of the packet consist of 320 bits. Furthermore, the packet contains (Courtney 52-54): 1. Version The version of this IP is 6 (4-bit IP version) 2. Traffic class-packet priority (8-bits) The value of the priority is sub classified into several ranges. The traffic is delineated as the base that provides

Office Depot Restatement of Financial Results Essay

Office Depot Restatement of Financial Results - Essay Example Office Depot (NYSE: ODP) is a major supplier of office products like computers, business machines, software and office furniture and also does a range of business operations like shipping, printing, copying and computer repair (Turner, 2012). When the Internal Revenue Service denied the company’s claim to carry back some tax losses, it had to reassess and restate its financial results in order to revise the original tax position. The restatement covered the financial statements of the periods ending in December and the quarters ending in June and September. The company further projected that restated financial statements would be filed in April 2011. The Internal Revenue service had effectively stated that Office Depot would not carry back certain tax losses from the prior years. It was certainly felt that this restatement would have considerable consequences on the operations of the company. Indeed, the company realized several changes and had to adjust effectively in order to normalize operations in the course of this period. One of the expected effects of correcting the financial statements was the reduction of the full-tax benefits by nearly $80 million. At the time of the restatement, the company hoped that its first-quarter sales would be much consistent with the prior position and that the EBIT would also be of 50 percent (Mohr, 2012). Similarly, the restatement resulted in a change from profit to loss due to the reduced tax benefits. In this case, the net profit of $33 million was translated to a net loss of $46 million due to a tax benefit reduction by over $ 80 million (Office Depot, 2010). The resulting loss meant that the common shareholders had to get $30 cents per share from the previous $1 per share. Following the removal of the tax receivable, the operating cash flows of the 2011 financial statements were adversely affected.  

Power And Conflict In The Workplace Management Essay

Power And Conflict In The Workplace Management Essay For at least the past century, experts have been debating whether power and conflict are good or bad for organisational effectiveness. The purpose of this report is to highlight the importance of conflict and power by identifying the types, and clarifying the effects it has on an organisation. Conflict researchers propose that task conflict tend to have a positive relationship with performance while relationship conflict tends to have a negative relationship with performance. Furthermore, it will explain how power can be beneficial for an organisation, and how it can also destroy it. This report will give an understanding of both negative and positive sides of power and conflict. Introduction The purpose of this report is to identify how power and conflict can negatively affect modern workplaces, and how it can be seen as a positive for the organisation. Past studies have had many discussions on whether these two factors actually benefit the organisation, or affects in a negative way. Regardless, in todays society, being at work requires you to interact and communicate with others in the workplace; therefore understanding workplace conflict and conflict resolution theories is an important concern for many organisations. For a better understanding, this report will explain in depth what conflict and power is, then following; the causes and types of power and conflict. This can help organisations by identifying the causes of conflict; it can help find the best approach to resolve it. For example, having scarce resources; this can help organisations ensure that there are enough resources available for employees before any conflict arises. Preventing the situation before it a rises is the best approach as minor situations can escalate into major conflict. In relation to power, this report will explain how it will benefit the organisation by providing direction and better team work. Furthermore it will discuss how it will affect the organisation if it is misused, and how to prevent this from occurring. What is Power? Power, defined as the capability of one party to exert influence on another to act in a prescribed manner is often a function of both dependence and the use of that dependence as leverage. (Panteli, N Tucker, R 2009, p.113). The most basic prerequisite of power is that one person or group believes it is dependent on another person or group for a resource of value; for example, having power over others by controlling a desired job assignment, useful information, important resources or even the privilege of being associated with you. (McShane, Olekalns Travaglione 2010, p. 382). Generally, power can be categorised in five sources. Legitimate Power Refers to an agreement among organisational members that people in certain roles can request certain behaviours of others ( McShane, Olekalns Travaglione 2010, p. 383). This associates with having a position of power in an organisation such as a manager. This power comes when employees in the organisation recognises the authority of the individual. Reward Power Reward power is conveyed from the persons ability to control the allocation of rewards valued by others and to remove negative sanctions. (McShane, Olekalns Travaglione 2010, p. 384).This can be done by giving bonuses, promotions and raises, extra time off work and so on. Coercive Power Coercive Power is the ability to apply punishment. (McShane, Olekalns Travaglione 2010, p. 385). This type of power is conveyed through fear of losing ones job, receiving a poor performance review, being demoted, having projects delegated to someone else etc Expert Power This type of power refers to an individuals or work units capacity to influence others by possessing knowledge or skills that they value. Employees are gaining expert power as our society moves from an industrial to a knowledge-based economy. The reason is that employee knowledge becomes the means of production and is ultimately outside the control of those who own the company (McShane, Olekalns Travaglione 2010, p. 385). Referent Power Referent Power refers to the capacity to influence others on the basis of an identification with and respect for the powerholder. It is largely a function of the persons interpersonal skills and tends to develop slowly. (McShane, Olekalns Travaglione 2010, p. 386). In addition, it is evident that legitimate, reward and coercive power originate from the position. In contrast, expert and referent power comes from within the person (McShane, Olekalns Travaglione 2010, p. 385). 2.0 How can Power negativity affect modern workplaces? The misuse of power or the lack thereof also results in an organization that is unresponsive to innovation and change and usually relatively powerless. (Seperich, G.J McCalley, R.W 2006, p.15). In todays society, peoples use of power can revolve around trying to use power they dont have and using the wrong kind of power to achieve results. In most cases, people misuse their power due to the fact that they have it and arent aware of it. As a manager or leader, it is important to know how to correctly use the power. Misuse of power can lead to employees feeling stressed, if there is the delegation of work-overload, which can eventually lead to high levels of absenteeism, turnovers, resignations, low performance levels and low job satisfaction. All these events will affect modern workplaces as they will have to spend time and money in order to resolve the situation. In addition, organisations that ensure their power is not misused, they adopt behaviours that build healthy relationships . This can be justified by not only having the ability to get the job done, but also having a positive behaviour and attitude around co-workers. Another tactic is to not play favourites. This can be seen as unfair to employees. Also being a good role model for your organisation is also very important. To have a respectable and good behavioural team, management and leaders need to set a good example. Lastly, those whos got the power should know that with great power come great responsibilities. This includes dealing with hard conversations. Management should use compassion to deliver hard messages, in which this comes back to making employees feel comfortable and building healthy relationships. 3.0 How can Power be seen as a positive? Power is seen to play a major role in team dynamics and interactions. According to Niki Panteli and Robert Tucker, a study of 18 distributed teams within an organisation was established in order to encourage the interviewees to recall their experiences from working in a team. Open-ended questions were asked to explore the background of the team, the performance levels, the distribution of power amongst the team members, the levels of trust within the team, and how trust changed over time. The interview also enabled the members to judge and describe whether they worked well, or did not work well in teams. Results showed that 11 teams worked well, 7 had good trust relationships, 7 did not work well and lastly, 4 teams developed trust over time. During the interview, power differentials were acknowledged in all of the teams; including those who considered themselves to have worked well. This isnt necessarily a negative action for the team. What differentiates the teams that worked well against collocated teams in terms of how the power differentials were used is that the team used it to their advantage; by having shared goals in order to create a higher level or an overriding goal or vision. These goals were focused on the success of the team as a whole; enabling the members to not feel like they are in a position to alter the power due to the situation. Therefore, allowing time to look for something that was more important than their individual needs. The study also found that in the high trust teams, power differentials does not disappear, however it shifts from one member to another. Power can originate from knowledge, therefore at any given point in time; the most powerful was the individual with the most relevant information (cited in Panteli, N Tucker, R 2009, p. 114). In this case, it is expert power that is being established. In modern workplaces, this is seen a positive due to the reason that power tends to move based on whatever the activity is going at that time. This will lead the power following those that are most knowledgably at any point in time; providing the organisation with the most efficient information, from those who expertises in that department. Generally, having power within a team or organisation can be very beneficial, not only can it voice expert power and opinions, but it can also provide direction. For example, when working in teams, there can be individuals who feel lost and unaware of what to do, therefore by having power, it can give the individual a sense of direction as they know who to report to and discuss their issues with. It can also help with quick decision making. For example, when a quick decision is to be made, power can speed up the process as generally, individuals who have legitimate, expert and referent power automatically have authority to make the decision, rather than having to discuss with other co-workers. Everyone recognizes the need to be organized in order to plan activities, assign r esponsibilities, and identify a common goal to be reached. Once everything is in place, power must be used to give direction and control the process. (Seperich, G.J McCalley, R.W 2006, p.14). Furthermore the power in an organization must be used as a resource to stimulate intelligent decision making, encourage problem solving, motivate sustained energy in its people, and foster the pursuit of excellence (Seperich, G.J McCalley, R.W 2006, p.15) What is Conflict? Conflict is a process in which one party perceives that its interests are being opposed or negatively affected by another party. (McShane, Olekalns Travaglione 2010, p. 414). Disagreement or conflict, risk, and time can be either assets or liabilities depending on how they are managed by you and the members of your team. (Troester, R Mester, C 2007, p.185). Personality of managers affects their managerial style and their conflict management method (Salimi, S.H Karaminia, R Esmaeili, A.A 2011, p.11), therefore styles should be thoroughly assessed in which the appropriate method should be chosen. When managing conflict, it is important to work together as it is extremely common for conflicts to escalate regardless of what type of conflict. Generally, there are three types of different conflict; Task conflicts, Relationship conflicts and Process conflicts. Torrance refers task conflict as primarily related to performing tasks, which is often proposed to improve the quality of group work by encouraging more alternative ideas and to help a group avoid conformity traps (cited in Choi, K Cho, B 2011, p.1106), while relationship conflict refers to the types of conflicts in which people focus on the characteristics of other individuals, rather than on the issues, as the source of conflict. They are not task-related; they focus on personal values, gossip, individuals styles or personality and personal tastes. (McShane, Olekalns Travaglione 2010, p. 416). Last of all, Jehn describes process con ¬Ã¢â‚¬Å¡icts as arguments about logistics (how to best achieve the agreed-upon solution to a work problem) and delegation (how and to whom to delegate which tasks)- (cited in Romer, M et al. 2012, p. 255). Managing conflict in organizations has long been a topic of interest to researchers because of its impact on performance, whether its a negative, positive impact, or both (Williams, F 2011, p. 148). Though, as mentioned earlier, if possible, it is best to prevent the over all conflict before it escaluates. Conflict prevention  refers to actions seeking to address the underlying permissive conditions to prevent a conflict from turning violent in the first place. (Rodt, A.P 2012, 378). It is just as important to prevent the issue as well resolving it. However the six main conditions that cause conflict in organisational settings are incompatible goals, value differences, interdependence, scarce resources, ambiguous rules and communication problems Incompatible Goals Goal incompatibility is where the goals of one person or department seem to interfere with another persons or departments goals can be a source of conflict in organisations (McShane, Olekalns Travaglione 2010, p. 418). Differentiation This refers to the differences among people, departments and other entities regarding their training, values, beliefs and experiences. Differentiation and incompatible goals can be linked together as two people or departments may agree on a common goal but have profound differences in how to achieve the goal. (McShane, Olekalns Travaglione 2010, p. 418). Interdependence Interdependence exists when team members must share common inputs to their individual tasks, need to interact in the process of executing their work, or receive outcomes (such as rewards) that are partly determined by the performance of others. Higher interdependence increases the risk of conflict because there is a greater chance that each side will disrupt ot interfere with the other sides goal (McShane, Olekalns Travaglione 2010, p. 418). Scarce Resource This refers to the availability of resources. Scarce resources causes conflict between each person or unit requiring the same resource necessarily undermines others who also need that resource to fulfil the their goals. For that reason, these conflicts occur simply because there isnt enough financial, human capital and other resources for everyone to accomplish their goals, therefore employees need to justify why they should receive the resources. Furthermore, the more resources one project receives, the fewer resources another project will have available to complete its goals. (McShane, Olekalns Travaglione 2010, p. 419). Ambiguous Rules Ambiguous Rules refers to the complete lack of rules in which it causes conflict. This occurs due to the reason that uncertainty increases the risk that one party intends to interfere with other partys goal. Nevertheless, when clear rules exist, employees know what to expect from each other and have agreed to abide by those rules (McShane, Olekalns Travaglione 2010, p. 419). Communication Problems In terms of communication problems, there are three factors that can cause conflict; lack of opportunity, ability and motivation. When parties lack the opportunity to communicate, they tend to reply on stereotyping. This can negatively distort the meaning of an opponents actions, escalating perceptions of conflicts. Furthermore, when parties lack the skills to communicate in a diplomatic manner, the opposing party can view the situation differently in which it will likely heighten their perception to conflict. Lastly, it is in our nature as humans to feel uncomfortable when interacting with others in a conflicting relationship. Therefore avoiding the situation and distinguishing minimal communication can further escalate the conflict. How can Conflict negatively affect modern workplace? According to a survey by Pace, 85% of employees deal with conflict to some degree, 49% believe that the primary causes of workplace conflict are the personality clashes and warring egos between employees, 34% (believe that the conflict is) related to stress and 33% (consider it to be) due to heavy workloads (cited in Singleton et al. 2011, p.149). Therefore it is highly recommended to study workplace conflict, conflict management theories, and how organisational leaders can control conflict as a stimulus to creativity which causes their organisations to thrive (Singleton et al. 2011, p.149). As a result, it is evident that conflict not only affects the organisation, but the employees and their psychological well-being. What is most alarming is that workplace conflicts may have a long-lasting effect on individuals and the organisation, even after they have left. Past studies show that conflict increases negative emotions, affecting the well being of individuals, withdrawing satisfacti on and causing emotional exhaustion. What is seen to be affecting the individual, is also affecting the organisation. This emotional exhaustion from employees can lead to increase of absenteeism and employee turnover. Turnover is the rate at which an employer gains and loses employees. (Vijaya, T.G Hemamalini, R 2012, p. 577). Although all types of conflicts are associated with decreased well-being, past studies show that relationship conflicts seem to do more negative and detrimental effects on individual well-being; this is due to the fact that it affects morale which is likely to result in decreased satisfaction with the job, group and organisation as well as threatening ones identity, self-esteem and generating more intense emotion (Romer, M et al. 2012, p. 256). In terms of performance and team satisfaction relationship conflicts have a bigger impact than task relationships. For these reasons, it is why relationship conflicts are seen as always dysfunctional and more difficult to resolve. How can it be seen as a positive? In todays society, despite which career path is taken, it is important to understand conflict and conflict resolution as everyone in the workplace needs to work and interact with others in the organisation. Conflict is part of the normality and is manifested with varying degrees of intensity, occurring when people feel they have created inconsistencies between their goals, aspirations and expectations (Cojocaru, C 2010, p.429). Conflict is unavoidable whether it is in the workplace, or in social life. Hatch and Cunliffe states that learning to deal effectively with conflict and making it functional is a critical investment for good intrapersonal and interpersonal relations in organizations well as setting the tone for a positive climate and culture for success (cited in Judonoo, E Schroeder, K Boysen-Rotelli, S 2012, p.52). It is beneficial for organisations to promote a culture of healthy conflicts by creating the right atmosphere. This is the best approach for organisations as co nflict will occur regardless, in which time and money are spent in resolving them. However, in todays society, modern workplaces can sometimes see conflict as a positive. According to the Model of the Conflict Process the positive conflict outcomes include better decisions, responsive organisation and team cohesion (McShane, Olekalns Travaglione 2010, p. 415). In modern workplaces, conflict can be seen as having a lack of understanding about differing needs. This can result in disagreements and arguments. Furthermore, this is not necessarily negative. When organisations recognize the conflict, they become willing to examine the situation and environment, in a more compassionate manner, understanding all options. This conflict can be an asset for organisations as it gives the opportunity to discuss and explore other options while opening pathways to different ways of problem solving and team building. Conflict can be beneficial for organisations as it enables individuals to discuss the pros and cons of each scenario or situation; in which it will provide the organisation with the most relevant and important information. Therefore, if conflict hadnt occurred, further discussions and research wouldnt have been accomplished, leaving the organisation with limited options. Jehn states that task conflicts, on the contrary, are thought to benefit performance by leading to deep thinking and thorough consideration of information'(cited in Long, C Zhong-Ming, W Wei, Z 2011, p. 191). Lastly, another important positive factor of conflict is improved relationships. Although this factor mainly benefits individuals, it is also evident that it also positively affects the organisation. When individuals have a positive relationship with co-workers, the organisation benefits from this as there will be an increase of high performance, decrease employee stress and decrease turnover and absenteeism. In modern workplace, conflicts may lead to an awareness of many important issues in an organisation, and thus, a search for solutions, development of creative and new ideas and formations as well as effective and permanent decisions. The diverse and complicated nature of conflicts imposes a critical and important role on conflict management due to the fact that conflicts may contribute to the improvement of organizational effectiveness when they are managed well. (Altun, O.S Argon, G 2011, p.725) Conclusion The most obvious finding to emerge from this study is that it is important for managers to put effort when dealing with power and conflict. As mentioned earlier, minor conflict can easily be escalated into a major situation. Furthermore in relation to power, organisations need to recognise that the misuse of power can be easily adopted, even without realisation.