Red White and Blue Shooter Recipe

Heres a recipe for a density column thats a layered cocktail. Its perfect for the 4th of July or Memorial Day or pretty much any holiday with a red, white and blue theme. Red White and Blue Shooter Ingredients Bottom Red Layer: Chambord or Framboise (or Grenadine)Middle White Layer: Irish Cream or Half and Half or any cream liqueurTop Blue Layer: Blue Curacao (or you could dye vodka or rum with blue food coloring) You may also want to add a float of Goldschlager to get a golden gilttery firework effect. Layer the Red White Blue Shooter Fill a shot glass about a third of the way full of the red drink.Place a spoon, back side up, just above the top of the red liquid. Slowly pour the half-and-half over the back of the spoon. This will layer it over the red with minimal mixing.Use a clean spoon to repeat the process to layer the blue liquid over the white. Add some Goldschlager if you wish. I (of course) would also set this drink on fire, but thats just me. To ignite the drink, add a small amount of high proof alcohol to the top. Everclear or 151 rum are good choices. Enjoy your alcoholic density column!

Critique of Transformational Transactional Leadership

Critique of Transformational Leadership Transactional Leadership â€Å"Leadership without perspective and point of view isn’t leadership-and of course it must be your own perspective, your own point of view. You cannot borrow a point of view any more than you can borrow someone else’s eyes. It must be authentic, and if it is, it will be original, because you are original†. (Bennis, 1992, p.122) Introduction This paper assesses two popular leadership theories: Transformational Leadership Transactional Leadership. It further looks at the criticisms that are pitched against both theories. Extra emphasis will be placed on the criticisms that challenge both theories on the basis of certain flaws that are considered fundamental. It further†¦show more content†¦Transformational leadership demands for productivity from its followers without coming out right to reward actions however at the end of every self-evaluation and ability to transcend above one’s self interest, a follower will perform more at his workplace which will increase productivity output and could lead to unsolicited rewards from employers. However many critics have come up to explain the difference that alienates one from the other, both theories juxtapose one another in such a way that one theory leans towards the other at the end and both leaders want same thing from the employee: optimum performance. Bass et al, 1999 argues that â€Å"to be truly transformational, leadership must be grounded in moral foundations†. Wren et 1998 also believe the â€Å"ethics of transformational leadership rests upon three pillars; the moral character of the leader, the ethical legitimacy of the values embedded in the leaders vision, articulation, and program which followers either embrace or reject and the morality of the processes of social ethical choice and actions that leaders and followers engage in and collectively pursue†. Bass et al, 1988 believes that while transformational leadership models are grounded world view of self-interest of leaders even though some ethicists still believe exclusive pursuit of self-interest isShow MoreRelatedThe Effects Of Leadership Characteristics On Pediatric Registered Nurses Job Satisfaction844 Words   |  4 PagesResearch Critique: Effects of Leadership Characteristics on Pediatric Registered Nurses’ Job Satisfaction Nursing job satisfaction continues to rank high as an area of concern for Nurse Executives. 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NIST Definition of Cloud Computing System †MyAssignmenthelp.com

Question: Discuss about the NIST Definition of Cloud Computing System. Answer: Introduction Human resource management is a relatively new approach that has gained a lot of importance in the business world since the past few decades. Human resource management is an approach that aims at optimising the performance of the workforce in business organisations by helping the employers in establishing better work relations with the employees and by improving the work conditions for them (Hendry, 2012). There are a number of core functions, such as performance management, training and development, career development, etc. and non-core functions, such as job analysis, attracting and retaining employees, etc. that help business organisations in achieving better organisational results (Armstrong Taylor, 2014). The Yorkshire and Humberside Regional Health Authority, also known as YHRA, has undertaken an audit of its existing human resource management practices. Through the audit, the management of the company has identified a number of key areas where there is a scope for improvement. In order to bring improvements in their human resource management practices, attract a greater government financing and also develop a more consumer focused approach, the company wants to employee specialist nurses and doctors and a performance evaluation system, which will help the company in ensuring that the employees are collectively contributing towards the achievement of the companys new strategic goals. In the last six months, an article was published by the British Medical Journal, You cant be a person and a doctor: the work life balance of doctors in training. The article heavily criticised the work life balance of all those junior doctors who have been working in Yorkshire and Humberside. The CEO of YHRA has been alerted because of the article and is concerned with his companys reputation. As a result, he has also suggested to implement strategies that would help the junior doctors in exercising a better balance between their personal lives and work lives. Therefore, this r eport has been prepared to suggest strategies and methods that can be used by the health authority in achieving its strategic goals and becoming more competitive in the industry. Human resource models for the healthcare authority The concept of human resource management has greatly evolved over the past few decades. It was started as a subject but has now reached a level where business organisations consider human resource management as a strategic business partner. Till date, a number of human resource management models have been prepared and all of them have almost the same purpose to solve. The models used in human resource management provide a framework to business organisations to build up their human resource managerial strategies and design all the human resource management practices involved in the business. There are a number of human resource management models, such as the Fombrun model, The Harvard Model, the Warwick model, etc. that can be used by YHRA to meet its strategic goals but The Guest Model is one model that will satisfy all the needs of the healthcare unit (Managementstudyhq, n.d.). The Guest Model of human resource management was developed by David Guest in 1997 and is said to be a superior model than all the other models in the field. The crux of the model is that all human resource managers have certain strategies to begin with, which will demand specific practices and when these practices are executed, they will result in outcomes, which include behavioural, performance and financial rewards. The model prepared by David Guest is divided into a logical sequence of six components i.e. Human resource strategy, human resource practice, human resource outcomes, behavioural outcomes, performance results and financial consequences (Briefingwire, 2013). In the case of YHRA, the senior level management wants to uplift the condition of its human resources and optimise their performance level in order to establish a better image in the market as a brand and also to attract a higher government investment. To achieve its strategic goals, the management will have to redesign a number of its human resource management practices by aligning them with their human resource strategic goals. The management also wants to introduce a system of performance management in the workplace so that the workplace environment can be more performance oriented. Even more, the management wants to recruit new doctors and nurses and wants to offer a better work life balance to their existing staff. All these strategic goals can only be achieved by following an effective human resource model that would provide a framework to the company to design new human resource strategies, implement human resource practices, identify human resource outcomes of the new practic es, measure the behavioural changes demonstrated by the workforce, evaluate the change in performance and keep a check on the financial consequences. In such a scenario, the model prepared by David Guest looks like it was tailored to meet the needs of YHRA and help the healthcare organisation in achieving its strategic goals and also to help the company in aligning its human resource management practices with its long term objectives (Price). Recruitment and talent management strategies Recruitment is a process where business organizations identify vacancies in their workplaces that they are likely going to encounter in the near future and inviting applications for the fulfilment of the vacancies (McGraw, 2013). On the other hand, talent management is an approach where business organisations implement a number of strategies to attract, recruit, engage, motivate and retain a talented pool of employees (Arissa, Cascio, Paauwe, 2014). One of the new strategic goals of YHRA is to attract a greater financial investment from the local government and to achieve it, the company is planning to recruit specialist nurses and doctors. In the healthcare industry, recruitment and selection of employees is one of the biggest challenges that the employers face. Due to an alarming increase in the global population and because of the decline in availability of healthcare professionals, the recruitment and selection process is becoming very difficult and challenging for the employers(Matike Martorell, 2005). There is a huge race for recruiting the fresh graduates in the healthcare industry and most of them are willing to work for established brands, which makes it difficult to find the right talent at the right time. Thus, YHRA needs to carefully and urgently design certain strategies that will help it in recruiting a large pool of specialist doctors and nurses. Some strategies that can help YHRA in strengthening its recruitment process are discussed below: First of all, YHRA needs to establish itself as a major healthcare organisation in the market. It needs to promote itself as an employer of choice in the market by making its work conditions favourable for the employees. To attract a larger pool of talented and specialist doctors and nurses, YHRA can design compensation and benefit plans that are above the market average and are highly competitive (Flanagan, 2016). Offering better workplace conditions and compensation and benefit plans will provide an upper hand to the health care organisation in the recruitment process and a larger pool of talented candidates will be willing to work for the company. Secondly, to gain a competitive edge in the recruitment and selection process, it is important for YHRA to collaborate with some of the top medical colleges located in its vicinity. Getting into collaboration with such medical institutes, the company will be able to conduct recruitment and selection events even before the students complete their graduation or post-graduation (Hirsch, 2013). The students will obviously get job opportunity while YHRA will be able to make a selection choice from a large pool of talented graduates. Thirdly, a major problem that is surrounding the health care industry at present is the high number of baby boomers that are retiring in thousands of number every day. This leaves the healthcare industry in a deficit as the experienced doctors and nurses are retiring and are creating an alarming need for new talent in the industry. To cope up with high turnover rates in the industry, YHRA can start to practice a balance between the number of baby boomers and fresh talent in its healthcare units. It should recruit a good number of fresh graduates, who are specialists in different medical fields, so that the it does not have to encounter a sudden rise in its human resource demand because of baby boomers retiring in large numbers. Fourthly, offering work life balance opportunities to the employees can prove to be one of the best ways in attracting, motivating as well as in retaining a large pool of specialist doctors and nurses. Healthcare industry is one industry where the employees are not able to maintain a balance between their work lives and personal lives. Because of an alarming increase in the health related problems and diseases, healthcare institutes and hospitals are flooded with patients at all time of the day and night, which keeps the employees really busy (Cocca, 2015). As a result, a healthcare organisation that values the work life balance of its employees can establish a great reputation in the market, which can help in attracting a greater pool of talented employees and retaining those who have already been working with the organisation. Lastly, the management at YHRA needs to ensure that it undertakes human resource planning as a continuous process. Human resource planning is a process that allows business organisations to forecast job vacancies that they likely going to encounter in the near future and identifying ways to fulfil theses vacancies (Undercoverrecruiter, 2017). Human resource planning will help YHRA in strengthening its recruitment and selection process as it will provide a better overview of the overall human resource requirement of the health care centre in the coming future. The global healthcare industry is changing at a rapid pace. Most of the healthcare organisations are striving to increase their reach in the market and to get their hands on fresh graduates who can join their institutes and help them in offering better healthcare services to the clients. A lot of health care institutes are not implementing the right strategies that could help them in managing their talent and recruiting a talented pool of employees. The employers working in the health care institutes are relying more upon job portals to find talented candidates or are trying to recruit some expert doctors and nurses that have had some past experience in the field of their specialisation. Further, they are also focusing more upon compensation and benefits as a factor for keeping the employees motivated and engaged while they are more likely to ignore the importance that work life balance can have in keeping the employees engaged and motivated. Therefore, it is important for the human resource management of YHRA to carefully understand the issues that are related with recruitment and selection in the healthcare industry and look for effective strategies that would help them in managing their workforce in an effective way. Employee motivation, engagement and performance strategies Motivation is defined as the reason that forces or derives an induvial to act towards the achievement of his or her goals and needs. Employee motivation is an important concept that requires organisations to keep their employees motivated in order to achieve higher efficiency, performance level and productivity (Managementstudyguide, n.d.). Employee engagement is a concept in human resource management which requires business organisations to offer appropriate work conditions to the human resources so that they can give their best each day, feel motivated and are committed to the values and goals of the organisation on the whole (Engageforsuccess, 2016). Employee engagement has gained a lot of importance in the past few years as business organisations have identified the positive impact that an engaged workforce can have on the productivity of a company. The work conditions in a health care centre are not normal. Working in the health care industry requires the employees to be strong hearted and to be able to deal with all kind of emergencies that they encounter. The work conditions are so harsh that the employees can be called by the management at any point of time, if there is a case of emergency, even if it is a holiday. As the employees working in the healthcare industry are offering health care services that can make a huge difference in the life of an individual, it is important that they are engaged in their jobs and are motivated to work harder at all times but given the work conditions and the setup, it is difficult for the management of healthcare institutes to keep their employees motivated and engaged. Some strategies that can help YHRA in keeping the employees motivated and engaged are discussed below: First of all, to keep the employees motivated and engaged, one of the best strategies is to consistently recognize an employee that performs well in his or her job. The management can use different sources to thank the employees for their exceptional efforts, such as eCards, verbal recognition, e-mails and can even display their names on a blackboard (Irvin, 2015). Further, selecting employees of the day, week and of the month can also help the management in keeping the staff highly engaged and motivated to perform better in their job roles. Secondly, it is important for the managers of the healthcare institutes to continuously talk with their employees and inform them of the importance that they have in the organisation and how their performance can help people in surviving difficult situations. When employees perceive that their efforts add value to the organisation and its success, they are more likely to be engaged and motivated in their job roles (Precheck, 2015). Thus, it can be an efficient strategy for the managers to communicate with the employees and keep them informed about how their roles and efforts fit with the organisational goals and objectives. Thirdly, one of the most important that the managers can do to keep the employees motivated and engaged is to get out of their way and minimise the obstacles or barriers that they can face while carrying out their job duties and responsibilities. For example, in healthcare institutes, making changes or getting supplies requires a lot of paperwork. The management of healthcare institutes should look into such matters and eliminate all the unnecessary paperwork so that the employees do not feel harassed or overburdened with something that is not important. Fourthly, the management can schedule regular meetings where the entire staff is invited. In these meetings, the management can discuss important matters related to the work conditions in the institute. To make things even more efficient, the management can also conduct surveys and gather feedbacks from the employees about their grievances during these meetings (Schultz, 2017). Such actions will help the management in recognizing all those conditions that are unfavourable to the employees and are messing up their motivation or engagement levels. Lastly, to keep the employees motivated, engaged and to ensure high performance levels, it is important that the management is able to offer them a certain degree of freedom to maintain a healthy balance between their work lives and personal lives. Even though work life balance does not contribute much towards employee motivation, engagement and performance, but the absence of a healthy work life balance can demotivate the employees and disengage them from their jobs (Robinson, n.d.). Ultimately, they are more likely to show workplace absenteeism and a greater tendency to quit their organisations. Therefore, work life balance is also equally important in keeping the employees motivated and engaged. Work life balance policies for junior doctors Work life balance is defined as the balance between an employees personal life and his or her work life. The concept of work life balance has emerged in the past few decades as a result of a number of studies that brought the harmful effects of improper work life balance on the health of employees into limelight (Sandoiu, 2016). It has been found that employees are more likely to experience stress and health related problems if they are not able to take out time from work and devote their time to their families of personal lives. Further, employees that are not able to maintain a healthy work life balance have also been found to become addict to alcohol and other types of drugs (Andersen, 2015). YHRA has been losing its reputation in the market as an employer because of the article that presented a bad picture of the company in helping its employees to maintain a healthy work life balance. Further, the strategic goals and objectives of the company demand the company to recruit professional doctors and nurses so that the government can invest more into their institute but the present reputation of the company, as an employer, will prevent it from achieving its goals (Soper, 2016). Therefore, it is important for the company to implement strategies that will help it in improving the work life balance of its employees so that it can improve its reputation as an employer. Some strategies that the company can use to improve work life balance policies for junior doctors are discussed below: First of all, it is important to understand that the healthcare industry cannot practice a perfect work life balance because of human life at stake. Therefore, it is important for organisations like YHRA to take certain steps that can allow their employees to take some time off and relax while at work itself (Kennedy Pearce Consulting, n.d.). The management at YHRA can introduce some welfare activities, such as a gym, inside the institute itself, where the employees can spend their time while they are not occupied with work. Secondly, a major concern for the employees working in healthcare industry is their family and children in particular. Not being able to take out time for their children can demotivate and disengage the employees, who would then show less commitment towards the organisation and their jobs (Barton Team, 2016). In order to offer a better work life balance to the employees, YHRA can introduce an onsite childcare service where a pool of trusted staff can take care of the employees children while they are busy with their work. Further, the employees can also spend time with their children whenever they find time in between, which will be helpful for them and will keep them motivated. Thirdly, healthcare is an industry where the employees are subjected to a lot of pressure and just like any other human being, they can have bad days too. To help them in maintaining a peaceful balance between their work lives and personal lives, the management at YHRA can build a quiet space, which will not contain anything related to the job but will contain plants, flowers, seating, lighting, reading material, a canteen, etc. (Pingboard, n.d.).The employees working at YHRA can then visit this quiet space in their free time and can calm themselves down. Such a strategy will help the employees in easing up their minds and maintaining their calm during bad days. Managing relations with trade unions A trade union is an organisation that comprises of employee representatives. The basic idea behind the formation of trade unions is to ensure that the employers behave ethically towards the employees and do not implement strategies that are against the laws or not in the interest of the employees (Chand, n.d.). Trade unions are also important from an employees point of view because they offer an opportunity to the employees for expressing their views and interests. Trade unions also play an important role in the bargaining process when there are human resource management practices being designed by the employers. Maintaining good relations with trade unions is an important task for business organisations as they can have a lot of impact on the existing workforce and can also make it difficult for an organisation to recruit new workforce. For an institute like YHRA, the need to maintain proper relations with becomes even more when its reputation as an employer is dwindling in the market. YHRA also plans to recruit new talent for attracting a greater investment from the government, which also adds up to its need to establish good relations with trade unions. Some strategies that can help YHRA in establishing good relations with the trade unions are given below: First of all, the management at YHRA needs to give recognition to trade unions that are associated with its business model or the ones that have been joined by their workforce. The management should make it a point that it involves the trade unions associated with its industry while taking important decisions related to its human resources so that there is no resistance at later stages and a collective decision can be taken. Secondly, the management also needs to give its employees a fair chance to join any trade union that they want to and behave ethically towards them so that they are not offended by the actions of the employers or by any human resource management policy that they introduce. Having its own employees as members of the trade unions will help YHRA in establishing peaceful and effective relations with the trade unions. Lastly, the management at YHRA needs to understand that peaceful relations with trade unions can only be maintained when they are given an equal importance. The management needs to consider them as an important part of their business and whenever there is an issue that erupts between a trade union and the management, collective bargaining should be treated as a way out, rather than taking firm stands or resorting to strikes. Conclusion The Yorkshire and Humberside Regional Health Authority is facing a tough condition where it has to achieve its organisation strategies but its reputation as an employer in the market is at an all-time low. Also, the organisation is operating in the health care industry, where a competitive edge can only be achieved if an organisation has a talented pool of employees and effective human resource management strategies. Thus, the importance of managing the human resources properly increases even further. To become more efficient in managing the human resources, keeping the employees motivated and engaged, optimising the performance of the individuals, helping the employees in maintaining a healthy work life balance and to establish better relations with the trade unions, the management at YHRA can look into the above recommendations as they will greatly help the company in achieving its organisational goals and strategies. Bibliography Hendry, C. (2012). Human Resource Management . Routledge. Armstrong, M., Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice . Kogan Page Publishers. Managementstudyhq. (n.d.). Human Resource Management Models. Retrieved October 2, 2017, from www.managementstudyhq.com: https://www.managementstudyhq.com/hrm-models.html Briefingwire. (2013). Explain the Guest Model of HRM . Retrieved October 2, 2017, from www.briefingwire.com: https://www.briefingwire.com/pr/explain-the-guest-model-of-hrm Price, A. (n.d.). Human Resource Management (4 ed.). McGraw, P. (2013). Recruitment and selection. Arissa, A. A., Cascio, W. F., Paauwe, J. (2014, April). Talent management: Current theories and future research directions . Journal of World Business , 49(2), 173-179. Matike, S., Martorell, F. (2005, October). Recruitment and Retention of a High-Quality Healthcare Workforce . Retrieved October 5, 2017, from www.rand.org: https://www.rand.org/content/dam/rand/pubs/working_papers/2005/RAND_WR312.pdf Flanagan, T. (2016, April 20). 3 Challenges Facing Healthcare Recruiters in 2016 . Retrieved October 5, 2017, from www.hcrnetwork.com: https://www.hcrnetwork.com/3-challenges-facing-healthcare-recruiters-2016/ Hirsch, M. D. (2013, August 9). The 3 top healthcare industry staffing challenges--and how to solve them . Retrieved October 5, 2017, from www.fiercehealthcare.com: https://www.fiercehealthcare.com/healthcare/3-top-healthcare-industry-staffing-challenges-and-how-to-solve-them Cocca, N. (2015, June 25). Healthcare Recruitment: Curing Todays Talent Challenges. . Retrieved October 5, 2017, from recruitingdaily.com: https://recruitingdaily.com/healthcare-recruitment-curing-todays-talent-challenges/ Undercoverrecruiter. (2017). The 4 Challenges Facing Healthcare Recruitment in 2017. Retrieved October 5, 2017, from theundercoverrecruiter.com: https://theundercoverrecruiter.com/challenges-healthcare-recruitment/ Engageforsuccess. (2016). What is Employee Engagement? . Retrieved October 5, 2017, from engageforsuccess.org: https://engageforsuccess.org/what-is-employee-engagement Managementstudyguide. (n.d.). What is Motivation? Retrieved October 5, 2017, from managementstudyguide.com: https://managementstudyguide.com/what_is_motivation.htm Irvin, L. (2015, May 21). How to Engage Healthcare Employees through Employee Recognition . Retrieved October 5, 2017, from www.cashort.com: https://www.cashort.com/blog/engage-healthcare-employees-through-employee-engagement Precheck. (2015, February 10). 6 Ways to Create a Highly Motivated Healthcare Workforce . Retrieved October 5, 2017, from www.precheck.com: https://www.precheck.com/blog/6-ways-create-highly-motivated-workforce-in-healthcare Schultz, A. (2017, February 2). How to Engage Healthcare Providers and Encourage More Clinical Trial Referrals . Retrieved October 5, 2017, from forteresearch.com: https://forteresearch.com/news/engage-healthcare-providers-encourage-clinical-trial-referrals/ Robinson, J. (n.d.). The Scientific Link Between Work-Life Balance, Employee Engagement, and Productivity . Retrieved October 5, 2017, from www.worktolive.info: https://www.worktolive.info/blog/the-scientific-link-between-work-life-balance-employee-engagement-and-productivity Sandoiu, A. (2016, October 29). Poor work-life balance leads to poor health later in life . Retrieved October 5, 2017, from www.medicalnewstoday.com: https://www.medicalnewstoday.com/articles/313755.php Andersen, C. H. (2015, August 24). Two New Reasons You Seriously Need to Find a Work/Life Balance . Retrieved October 5, 2017, from www.shape.com: https://www.shape.com/lifestyle/mind-and-body/two-new-reasons-you-seriously-need-find-worklife-balance Soper, M. (2016, May 04). The Importance of Work-Life Balance in the Healthcare Industry . Retrieved October 6, 2017, from megsoper.com: https://megsoper.com/blog/the-importance-of-work-life-balance-in-the-healthcare-industry/ Pingboard. (n.d.). 10 Ways Employers Can Encourage a Healthy Work-Life Balance for Employees. Retrieved October 5, 2017, from pingboard.com: https://pingboard.com/work-life-balance/ Barton Team. (2016, December 13). How to Achieve Work-Life Balance in Healthcare . Retrieved October 5, 2017, from www.bartonassociates.com: https://www.bartonassociates.com/blog/how-to-achieve-work-life-balance-in-healthcare/ Kennedy Pearce Consulting. (n.d.). 5 simple ways to promote a healthy Work-Life balance. Retrieved October 5, 2017, from www.kennedypearce.com: https://www.kennedypearce.com/5-simple-ways-to-promote-a-healthy-work-life-balance/ Chand, S. (n.d.). Trade Union: its Meaning and Definition | Trade Union . Retrieved October 5, 2017, from www.yourarticlelibrary.com: https://www.yourarticlelibrary.com/trade-unions/trade-union-its-meaning-and-definition-trade-union/26118/

Resolving Conflicts in Relationship an Example of the Topic Psychology Essays by

Resolving Conflicts in Relationship When one becomes an adult and they enter into various relationships with the members of the opposite sex they are prone to having conflicts in their relationships. The conflicts in relationships take various forms and they also include differences in ones opinions, perceptions as well the personality types. Such differences can further lead into conflicts in the relationships between the two spouses. Similarly conflicts are a major part of our everyday life to some extent and thus they cannot be ignored. It is also very important if the people in the relationships would know how to resolve as well as avoid the many conflicts which surround them since such knowledge will further help them to have very meaningful relationships. Need essay sample on "Resolving Conflicts in Relationship" topic? We will write a custom essay sample specifically for you Proceed Conflict in relationships can result in various different reasons. People Very Often Tell EssayLab writers: How much do I have to pay someone to write my assignment online? Specialists recommend: Entrust Your Essay Paper To Us And Get A+ In relationships one of the hardest issues to handle is conflict. Even though a good and also a fair fight can help in clearing the air and it could also help the lovers draw closer to each other since many fights are just too hurtful as well as destructive. We therefore need to take a look at these conflicts and also work towards finding a lasting solution for them. (Wood 2007)With many conflicts in relationships there are different layers of what we feel, believe, hope for or even intend to do as well as what we actually say. However conflicts in relationships arise when we do not come from the deeper levels and only say a little of how we feel and we may even say the opposite of what we are feeling. Most of the people in relationships think that the top layer of whatever they feel or even think is all that there is but on the other hand they do not realize that something is missing in their relationships. On the other hand other people in relationships know how they feel but instead of even stating their feelings as their own they continuously blame how they feel on their lover and this hurts individual feelings and it also leads to arguments which goes nowhere.There are various reasons why conflicts arise in the relationship between couples. The communication failure- most of the conflicts in the relationships between couples are caused by lack of proper communication The personality differences- different people have different personalities and their personalities highly determine their behavior and also attitudes towards different issues in life. If the personality of one spouse conflicts with the interests of the other spouse then in such a situation conflict is inevitable. The value differences- different people in relationships hold very different values and this values may conflict thereby making the people who are relating conflict based on the values that they believe in. similarly in relationships conflicts could arise if one partner has values and the other partner does not hold any vales at all especially when it comes to the values on morality. The goal differences- conflict will arise if the partners in a relationship do not hold common goals in life. This is because if they have different goals then each one of them will be pursuing their personal goals for their own gain thus ignoring the goals of the other spouse. lack of cooperation- conflicts in relationships can further by caused by lack of cooperation between he spouses this is because if the spouses do not cooperate with each other then thy cannot work in unity and for the common cause of both of them . Similarly if the spouses fail to cooperate on various issues then there can arise a lot of mistrust on each other since for a relationship to succeed both parties have to work in unison. Differences regarding authority- in relationships if there are any differences in authority then there will be conflict. Conflict could also be a way of controlling a lover other than facing the everyday fears that may be based on us being controlled. Differences regarding responsibility- if the people in a romantic relationship have differences regarding the responsibilities then conflict will most often occur. This is because if the responsibilities have not been mutually agreed on then one party will fail to de a certain duty or task assuming that the other party will do it. Competition over resources- conflict in relationships can also be caused by competition over resources such that if there is competition between the spouses in relation to the resources where one of the parties wants or has more resources than the other then there will be conflict. money matters- this is the most critical cause of conflict in relationships Non-compliance with the rules- conflicts will arise Conflict may also be a way to control our lover rather than face everyday fears that we may have about being controlled. As a couple we may often experience different beliefs, whether spiritual, socially, morally, physically, etc. Learning how to resolve the differences is an imperative part of a relationship. (Gray 1992) Dealing with conflicts Conflict in a relationship can be quite hurtful and dramatic to one or both partners. Judging the other person by their emotions during conflict as this leaves the other person feeling as though you are insensitive in regards to the topic at hand. However there are various ways of dealing with conflicts in relationships and they include: Yielding to the conflicting issue Avoiding the conflict. Taking a compromising stand on the conflict. Collaborating. Competing. Dealing with it by dismissing issues with the other person can be disrespectful leaving more hurt and may result in non resolution. We tend to criticize the other person when we feel that we are being attacked. Similarly as difficult as it may be the people in relationships need to find a very constructive manner in which to air their grievances as well as provide a very honest relationship between them. By avoiding the conflicts and disagreements and also burying the issues it does not in any way create a healthy relationship. Thus it is very important to accept the fact that you will get on each others nerves and disagree from time to time but you should also learn how to argue in a manner which is constructive. This could help resolve issues on conflict other than tearing each other apart personally Verbalizing in a different manner During conflicts in relationships we should verbalize in a different manner so that we can make it possible for the other party to hear what we are saying and we can also hear what we they are saying to us. By changing the way in which we verbalize we also aid in problem solving and we also offer positive alternatives to the disrespectful, knee-jerk or hurtful behavior and communication and we also build trust between each other. By using hurtful words to be honest is simply cruel and will not result in a resolution to minor or major conflict. (Carter 1993) We can however learn to reword the way in which we say something so as not to offend the other person and keep the communication among two people open. It is important for both individuals to know which communication skills to use so that they can effectively aid in conflict resolution. In romantic relationships there is an interactive relationship that exists between the partners and within this relationship bond each of the partners is capable of understanding the nonverbal cues of the other person. This makes it easy for both partners to tune in to the feelings of the other person. It is important to note that during a conflict in a relationship we should not use hurtful words to each other but rather we should have the capacity to remain relaxed and focused in both tense and intense situations. People who are in relationships should also have the ability to read the non-verbal cues since the most important information in relationships is conveyed in the non-verbal; form. Finding a resolution Resolution can be defined as both parties compromising to reach a solution and it is not one of the partys in the relationship having his way and the other party caving in to the manipulation or even feeling defeated. It is important for couples to understand that conflict in a relationship is a common part of being human. (Hickey 1994, 1997) We have to learn to resolve conflict in a way that couples are at peace with one another and the issues at hand have been solved. There are various ways that can be employed in resolving the conflicts and they include: Agree to reach a resolution It is very important for both parties to agree to reach a resolution Most of the people in relationships take the flight or fight approach to conflict so as to make their point clear to the other partner. The people who are in relationships are on the same side of the same team but they however fail to remember this when they are in a heated argument or conflict Cooling off By the parties in the relationship cooling off they get ample time to explore their feelings and look at the issues that are causing the conflicts as well as why they are upset if in any case they are. By exploring their feelings they are able to survey their reactions to the event and see if they were responding to the present situation or if they were relieving a hurtful event that occurred in the past. They will also be able to see if the issue of conflict was really about them or someone else from the past. It is also very important to know that conflicts in relationships cannot be solved in the face of very hot emotions and thus it is advisable that that both parties take a step back, breathe deeply and then gain some emotional distance from each other before trying to sort things out. By staying cool the parties will have an opportunity to choose their responses other than just react. Telling the other party what is bothering you It is important to then tell the other party in the relationship what is bothering you after identifying what you want thus it is recommended for people in conflict to speak up. It is also important that one see what both of them can work out for a resolution that is mutually satisfying. It is also important to note that your partner would not give you what you want if you do not have any courage to ask for what you want. Similarly it is also good to remember that you are in love with each other and all the relationships are further driven by feelings. It is also good to keep in mind that as you express your desires you want to feel good as well as your partner and you both have the same wish for each other. You can also tell your partner what is bothering you by using messages as a tool of expressing how you feel without feeling or even attacking. When conveying such messages it is also important to highly avoid guilt trips, put downs negative body language or even sarcasm. Both parties should also come from a place inside that is willing to compromise and which is non-combative. Both parties also need to realize that it is not them against each other but its them against the conflict issue. Restating what you heard the other person saying This is a very key step for both parties since it involves reflective listening which demonstrates that we care enough to hear what the other person is saying other than mainly focus on our own point of view. Taking responsibility In most of the conflicts in relationships both parties have an extent of responsibility but they both tend to blame each other rather than look into the role which they play in the problem. When each of the partners in the relationship take their responsibility in the conflict the conflict is entirely shifted to a different gear the one where resolution is possible. Brainstorm on the solutions and come up with one that satisfies both parties The resolving of conflicts in relationships needs to be a very creative act since there are many solutions to a single conflicting situation. But the key to resolving the conflicts is the willingness to further seek compromises. The couple should then be willing to back up their requests and also desires with a solution that is satisfactory to both of them. Sometimes the parties tend to say no to new ways of doing things simply because they have not thought of any other alternative. Both parties should therefore back up their statements with good arguments which are reasonable. While choosing a mutual action the party should understand that by resolving the conflict it means that they should take up on more responsibilities simply because it is easier than the arguments. Both parties should also understand that is a form of a joint effort as well as a partnership and if only one individual in the relationship taking responsibility for making the union work then resentment will build up on every level of this relationship. (Goleman 1997) Both parties in a relationship should avoid the trap of laziness and they should work out fair resolutions to the conflicts which arise. One person in the relationship is however not assigned to do all the work whereas the relationship revolves around the other persons desires and whims. It is also important for the both partners not to worry even if the solution at first does not work because many at times what seems doable theoretically in reality it is flawed. Affirm forgive or even thank In closure to the resolution of conflicts in relationships a hug, a kind word or even a handshake could be very significant and forgiveness could be the highest form of closure in the conflict issue. When both partners forgive each other they both are spared of the dismal corrosion of their wounded pride and also their bitterness. Therefore for both parties forgiveness would mean the freedom to once again be at peace inside their hearts and also be comfortable and glad with each others presence. By just saying thank you at the end of a conflict in a relationship you are acknowledging the other person for working things out and this sends a message of gratitude and conciliation. Similarly it is very important to note that we preserve our relationships by affirming, forgiving and saying thank you since this further strengthens our connections with each other and it also helps us to work through the conflicts which could arise. It is also very crucial that time be availed for two people to talk in private as this would be the beginning of a great process to understanding one another. Conflict resolution in relationships is very important because of the following factors. The conflicts and disagreements in relationships challenge those who are in it since they can occur in any intimate relationship. Therefore two people cannot always have the same needs expectations as well as opinions and this makes a relationship without any challenges to stop growing and become predictable and it could even be boring. (Townsend 2004) Conflicts further help in preserving relationships while helping them grow thereby making the individuals to be able to resolve and confront conflicts swiftly without resorting to criticism, punishments, defensiveness as well as contempt. Conclusion Conflicts can endanger the relationships if they are not handled well but if they are on the hand handled well they can provide opportunities for growth and ultimately strengthen the bond between two people. Since most of the conflicts in relationships are inevitable it is important for people to learn to deal with them rather than avoid them. It is also very crucial to recognize and manage well the conflicts in relationships so as to nurture the relationships with those whom we are in love with. Being honest is based on sincerity and truthfulness. Being honest with a loved ones both issues which are large and small creates a mutual trust, using kind words with a soft tone can make for a meaningful relationship. Understanding that its human to have conflict in a romantic relationship is meaningful. Learning how to resolve the conflict in order to create peace and harmony results in a happy, loving, and honest relationship Reference: Carter, L. (1993): The anger workbook. Nashville, TN. Thomas Nelson Inc Gray, J. (1992): Men are from Mars, Women are from Venus. New York, NY,HarperCollins Goleman, D (1997): Healing emotions. Boston, MA, Shambhala Publications Hickey, E. (1994, 1997): Healing Hearts. Seattle, WA. Gold Leaf Press Wood, J (2007): Interpersonal Communication. Belmont, CA, Thomson Wadsworth. Townsend, J, MD (2004): Who's pushing your buttons? Brentwood, TN. Integrity Publishers