Essay on Lord of the Flies by William Golding - 954 Words

William Golding explores the vulnerability of society in a way that can be read on many different levels. A less detailed look at the book, Lord of the Flies, is a simple fable about boys stranded on an island. Another way to comprehend the book is as a statement about mans inner savage and reverting to a primitive state without societies boundaries. By examining the Lord of the Flies further, it is revealed that many themes portray Golding’s views, including a religious persecution theme. Golding includes the theme of religious persecution to remind people of mans true nature, and by doing so alludes the fact that the next time society deteriorates, due to nuclear war, may be the last. The parallels between Goldings novel and the bible†¦show more content†¦All of the religious prospects in Lord of the Flies make the reader interpret the clues into Golding foresight and consider the ideas put forward. Simon was the character most in touch with nature, who, as a lover of beauty was represented as a philosopher, prophet and visionary. When all was bad Simon saw good, which we can see makes him the parallel to Jesus. Both Simon and Jesus spent their last night alive on top of a mountain, and both turned away from evil. Simon â€Å"turned away from them and went where the just perceptible path led him†¦he came to a place where more sunshine fell†. Simon and Jesus both saw the vision of man’s sin, and new redemption was possible – trying to convey this knowledge to his friends. Instead, both Simon and Jesus were persecuted for their beliefs. The boys saw Simon as their own sins and their inner beast, which expresses the ideas of the paragraph in chapter 8, â€Å"Fancy thinking the beast was something you could hunt and kill †¦ You knew didn’t you? I’m part of you? Close, close, close! I’m the reason why it’s no go? Why things are the way they are?† spoken by the sows head. Both Simon and Jesus believed that the others could have their sins redeemed, because they foresaw the evil of mans heart escaping. Finally, as Simon’s body floats out to sea the fluorescent seaShow MoreRelatedLord Of The Flies By William Golding869 Words   |  4 PagesLord of the Flies Psychology Sometimes people wear fake personas like a cloak over their shoulders, used to hide what is really underneath. This harsh reality is witnessed in William Golding’s classic Lord of the Flies, a novel that is famous for not only its sickening plot, but also for the emotional breakdowns all of its characters experience. These issues are akin to those shown in certain real-world psychological experiments. A summary of Golding’s Lord of the Flies, combined with the evidenceRead MoreThe Lord Of The Flies By William Golding1347 Words   |  6 Pages The theme of The Lord of the Flies, by William Golding, is the reason society is flawed is because people are flawed. Although Piggy is knowledgeable, he has many flaws including his laziness and physical inabilities. Ralph is an authority seeker. He sets rules and laws, yet does little to enforce them. Ralph wants to be the ruler, without doing the work to enforce his laws. Jack is persistent. He is rude, harsh and violent in or der to get what he wants. He wants to be supreme. Piggy’s flaws areRead MoreLord Of The Flies By William Golding1123 Words   |  5 PagesIn the novel Lord of The Flies by William Golding, the characters Ralph, Piggy, and Jack represent important World War II leaders Franklin Roosevelt, Adolf Hitler, and Winston Churchill. Golding, who had served in World War II, was well aware of the savagery created, and used it to base his book on. Ralph represents Franklin Roosevelt , Jack represents Adolf Hitler, and Piggy represents Winston Churchill. Ralph being of the novel’s main protagonist is important in the outcome of the story becauseRead MoreThe Lord Of The Flies By William Golding1065 Words   |  5 PagesThe Lord of the Flies Essay The Lord of the Flies written by William Golding and published on September 17, 1954 is a story told about a group of stranded boys and their fight for survival against the wilderness and themselves. In this story many signs of symbolism are used by Golding to point out certain aspects of society that Golding thought strongly of. This story on first read may just seem to be a survival- esque piece of literature but, on a deeper look one can find Golding’s true motiveRead MoreLord of The Flies by William Golding619 Words   |  2 PagesGovernments are no different; they fight for power just like the rest of us do. They just do it on a much bigger scale. Qualities from Oligarchy, Totalitarianism, Democracy, Dictatorship, and Anarchy governments are used in several parts of Lord of The Flies that represent different characters and different situations. An Oligarchy is a small group of people having control of a country or organization. A Totalitarianism government is a form of government that permits no individual freedom and thatRead MoreThe Lord of the Flies by William Golding1306 Words   |  5 PagesIn The Lord of the Flies, William Golding creates a microcosm that appears to be a utopia after he discharged from the British Royal Navy following World War II. After an emergency landing, Golding places a diverse group of boys on the island that soon turns out to be anything but utopia. The island the boys are on turns out to be an allegorical dystopia with inadequate conditions (Bryfonski 22). The boys reject all lessons they learned from their prior British society, and they turn towards theirRead MoreLord of the Flies by William Golding932 Words   |  4 Pagesdiscussing two particular themes from a novel called Lord of the Flies by William Golding. Lord of the Flies was written in 1954 after World War II. Ruler of the Flies is a purposeful anecdote about something that many readers can’t really describe. Individuals cant choose precisely what. Its either about the inalienable underhanded of man, or mental battle, or religion, or personal inclination, or the creators emotions on war; however William Golding was in the Navy throughout World War II, or perhapsRead MoreLord Of The Flies By William Golding1383 Words   |  6 PagesAccording to Lord of the Flies is still a Blueprint for Savagery by Eleanor Learmonth and Jenny Tabakoff, the words â€Å"I’m afraid. Of us† first appeared in Golding’s novel 60 years ago. Lord of the Flies by William Golding follows a group of schoolboys trapped on an island after a plane crash during a world war. At the beginning, they celebrate as the y have total autonomy as there are no adults around. They attempt to establish a civilization but when order collapses, they go on a journey from civilizationRead MoreLord of the Flies, by William Golding1055 Words   |  5 Pages In William Goldings Lord of the Flies a group of English school boys crash land onto an uninhabited island somewhere in the Mid Atlantic ocean. Ralph, the protagonist and also the elected leader, tries to maintain peace and avoid any calamity on the island. However, Jack is neither willing to contribute nor listen because he is jealous of Ralph and has a sickening obsession with killing boars. Ralph has some good traits that help him maintain peace and balance for a period of time. He is charismaticRead MoreLord Of The Flies By William Golding Essay1475 Words   |  6 Pages Outline Introduction Short intro for Lord of the Flies Short intro on Gangs The bullying and group mentality demonstrated in gangs has resemblances to the characters in Lord of the Flies. II. Bullying/Group mentality Gangs Drugs/Loyalty B. Lord of the flies Jack kills the pig/Jack and Ralph fight III. Effects B. Lord of the flies Jack killing the pig aftermath Violence IV. Conclusion Gangs are considered a group of people that have a common link together

Striking the best deal a closer look at negotiation Free Essays

string(37) " when it comes to giving out raises\." Introduction Negotiation styles must be dynamic and flexible; they ought to be adapted based on the context in which they shall be utilized. These styles may either be competitve or collaborative, depending on the extent to which the individual considers himself and the person he is negotiating with. The following scenario has been relayed for purposes of reflecting on my negotiation style and on the tangible means through which I can improve it. We will write a custom essay sample on Striking the best deal: a closer look at negotiation or any similar topic only for you Order Now Negotiation has been overlooked as an important management competency / skill as it was limited to the confines of the conflict – resolution phase. This skill whose aim to is to minimize differences between parties, can also be effectively used as a tool for information-sharing, influencing and building or strengthening relationships. This tool is most helpful where the environment promotes openness in communication, particularly in the sharing of information and involvement of everyone in the decision-making in the organization. Discussion This paper begins with a thorough discussion of the context in which the negotiation tool place. I have worked as a Human Resources Manager for a Battery Manufacturing company for two years now. After a careful review of my performance, I believe that my salary raise has been way overdue. There were several things which I had to adequately prepare prior to my negotiation with my boss. First, I had to gather as much objective / emprical evidence to back up my case. This meant going through my performance reviews, and seeing the achievements and the merits which I have accomplished for the past two years. I had to make sure that my claims were backed up by verifiable critical incidents. That is, my evidence must be as objective as possible so as to gain credence and strike up a reasonable bargain with my superior. My objective for the negotiation session was to convince my superior that I add value to the enterprise and therefor deserve a raise that will make my recent promotion worthw hile. I then proceeded to schedule a meeting with my boss and went through the process of negotiating for a salary raise. I began the discussion with asking him about how he evaluated my performance for the past two years. He said that he thought my performance was exemplary and that I excelled more compared to the other managers of the department. I thanked him for his compliments and proceeded by giving a summary of my achievements within the past two years. I supported each of my traits with critical incidents. I ensured support for both technical exerptise and soft skills. I also gave a brief rundown of the training sessions which I have attended which demonstrated by authentic intent to improve myself further. I then showed my boss the strategic map of my company which illustrates the different strategic objectives of the organization, from the various perspectives of our Balanced Scorecard, encompassing financials, customer, best business practice, business development, and learning and growth. I again pointed out how the effective performance of my role is able to contribute to each of the strategic thrusts across these perspectives. He seemed to be convinced of the value of my role and my drive to excel. I then articulated my belief and feeling that my salary increase has been long overdue. He responded by saying that currently, the company has some financial considerations which has compelled him to be be very careful in giving raises lest we go beyond our operating budget. I responded by expressing empathy over his concern; â€Å"yes I understand the situation, Sir†. Since reason appealed more to my boss more than feelings, I decided to further rationalize the need for me to have a raise. I said that based on benchmark data, I feel that my pay is below the industry average when compared to parallel positions in other companies. I showed him the data. With salaries which are uncompetitive, I put forth that we will surely lose critical talent. I have also added that with the addition of one more child to my family, I pragmatically need more financial resources more than ever. He seemed to agree with my arguments and yet he still maintained that the company was currently experiencing financial constraints which I must be able to consider. Again, I have expressed empathy of the situation. I then proceeded by asking him about his ideas about my proposition. This discussion was very important since both parties were engaged in the brainstorming and decision making process. He again reiterated the fact that the company then was experiencing certain financial constraints. After proposing severla alternatives, he agreed on a ‘conditional’ raise. First, I would have to show consistency in my performance within the next six months, exhibiting the same level of excellence and results orientation in my work. He said that the financial figures would have shown a turnaround by that time. I then reassured him that I am willing to compromise and that I thought that the proposal was reasonable. I volunteered to summarize the discussion, and reiterated that I was expecting a 20% raise in my basic salary after an interim performance review, six months from the time of our discussion.. He finally agreed. Finally, for clarity of the agreements between us, I have volunteered to document all that was agreed upon so that we could sign for documentation purposes. He has also agreed with this proposal. I then proceeded to doing the minutes of the session and to have him concur to all that was stated in the document. There were several things which I have learned from myself from this experience on negotiation. First, it may be beneficial and reasonable to exhibit assertiveness when it is due. Had I not decided to muster all my courage to negotiate with my salary increase, I would not have gotten his word – also, considering the organization’s conservative position when it comes to giving out raises. You read "Striking the best deal: a closer look at negotiation" in category "Essay examples" I have also realized that it is always beneficial to use key principles that ensure the smooth interpersonal relationship between two parties during the negotiation process. First, I have ensured to maintain or enhance his self-esteem despite being somehow frustrated with the fact that I have not received a raise for such a long time. I have expressed to him that I still felt motivated and driven in my work despite the lack of that hygiene factor – pay. Whenever there were instances wherein it appeared he lacked management skill, I always ‘balanced’ it off with a positive trait. This was to ensure that antagonism would not develop as a reaction from him. I found this very effective and critical in the process of negotiation. Next, I have also practiced the use of empathy. I always assured him that I understood the tight financial position that the company was experiencing then. I also assured him that I understood why he was not able to recommend a raise for me within 2 years’ time when he explained that the company was still in financial rehabilitation. Another effective technique was to engage him in brainstorming for ideas. If the idea solely came from me, he would surely not have buy-in with it and would tend to antagonize it. On the contrary, since he was part of the process of thinking of the best alternative for resolving the situation, he remained amiable and accepting throughout the whole process. This facilitated the discussion and made us arrive at a mutually beneficial option. There were also several things which I have learned about my superior following that session. I have realized that he was a very rational person, who bases his decisions on empirical data. He wanted support for all that was said. I feel that this was reasonable and has helped encourage objectivity from both parties. I came to the session prepared with all the necessary documents to support my arguments, knowing that he will be more appreciative given all these ‘evidence’. In effect, the sense of subjectivity from both parties is diminished which also helped maintain that atmosphere of amiability. I then realized from the experience that it is very important for a manager to be psychologically prepared before going through any negotiation or bargaining process. This experience was quite different from the parties whom I have negotiated with in the past. One difference was the personality of the party whom I was negotiating with – my superior was highly objective and was willing to negotiate. Such willingness and objectivity are very important. There were parties in the past who appear to be very antagonistic to begin with, and were not willing to compromise. In effect, the session was simply about manipulation and getting the other party to agree to what one wants. This is a wrong assumption, and is marked by close-mindedness. Another difference which I have noted was the willingness of my boss to reach a reasonable compromise. He listened to my arguments and assessed if they held water. If they did, he acknowledged them and were open to them. He also considered the financial constraints of the company and had to adjust his proposition so that both parties may benefit. It should also be noted that in the process of negotiation, managerial-level bargaining is controlled by the organization in such a way that the company’s interest is placed at top priority, unshadowed by the personal interest of the manager (Ramundo, 1992). The effectivity of the negotiation is also seen in the prevalence of the organizational interest as negotiation can be exploited to serve the manager’s or negotiator’s personal objectives. In the future, I would proceed by researching not only about the profile and the ways of my superior per se, but also of other factors which may influence the bargain. For instance, I was not able to take into consideration the fact that the company was then experiencing financial constraints at that time. A profound knowledge of all the factors that may affect the negotiation process is critical, so that the alternative reached after the process is one that is realistic and that does not put undue pressure on either party. Conclusion The competency of negotiation is a must for every manager. As a business leader, the ability to communicate with persuasion, presenting an idea and coming up with options in order to reach an agreement between parties is a well-known, yet unmastered competency. Studies have shown that this skill has been linked to Emotional Intelligence. Ergo, being a good negotiator entails possessing a high EQ. But like any other skill, the researcher believes that negotiation can be developed through training, concepts, knowledge of the techniques and practice. I have learned from the experience that it is important to exhibit assertiveness and effective interpersonal techniques during the negotiation process. Moreover, it may also be helpful to ‘size up’ the party you are bargaining with to be able to use the most suitable bargaining techniques. I have realized, too, that more than convincing or influencing decisions, negotiating is also about developing and maintaining relationships. In the field of business, this is one of, if not the most important aspects in surviving in its tough arena. The negotiating table is a staple in the life cycle of business – from the start of the partnership, to term modifications until the end of the business relationship. When one speaks about the skill or process of negotiation, it is usually associated with business deals, bargaining or conflict resolution. However, little did most people know that it is also one form of influencing which is aimed at achieving win-win outcomes (Manning Robertson, 2004).   It was also described as the process wherein parties meet having different objectives and / or values basing from their motives or interests. The end product of such process is to at least minimize the conflicting differences, so as to reach a mutual agreement. In the experience which I have just related, I was willing to compromise in having a raise, but within a time frame proposed by my boss. If I had insisted on what I wanted and was not willing to delay gratification, this could have possibly breeded antagonism and would have pre-empted the smooth closure of the negotiation process. Though the definition may sound too theoretical, managers are very aware of its practical power in the lifeblood of businesses in all industries. It is through negotiation that the business is opened up for partnership, whether it is for dealers, suppliers or customers. For issues that may be surrounding the deal or service, the negotiating table is the venue for smoothing out these issues and maintaining the business relationship. And in the final stages of the business partnership, remaining issues or options on the business are discussed in the process. Following these circumstances, conflict can readily emerge in the process due to the premise of persuading another party to be performing an action or agree to an idea which may be quite disagreeable for some reason. More specific examples of negotiation can be seen in the following: Managers do negotiation with union contracts (Walton Mackenzie, 1965), resource prices and allocations, delivery schedules, promotions, compensation packages (Lax Sebenius, 1986; Murninghan, 1992), and a myriad of other aspects of organizational outcomes ( Wall Blum, 1991). This was further emphasized by Mintzberg (1993), pointing out that negotiation was identified as a primary managerial role, particularly in decision-making. Ramundo (1992) postulated that almost two-third of the managerial function is devoted to dialogues in all levels within the organization even if this was not primarily considered in orthodox writings on management. Over the years, organization-based negotiations have not only increased in frequency, but also has become more critically complex. Wall Blum (1992) observed that it has likewise put on a more ambiguous and changeable which could be attributed to the interdependencies between organizations brought by the globalization and the trend of diminishing boundaries. In addition, they also cited the cross-cultural differences brought by international business as well as the current pack of employees who are well-educated possessing knowledge of expert caliber. Thus, as a manager, I feel that negotiation ought to be a core competency, since in the organizational setting, there are many conflicts where negotiation may be useful. Through a thorough knowledge and practice of negotiation techniques, these situations may be handled with greater ease. References Lax, D.L. Sebenius, J.K. (1986). The manager as negotiator: Bargaining for cooperation and competitive gain. New York: Free Press Wall, J.A. Blum, M.W. (1991). Negotiations. Journal of Management, 17, 273-303 Ramundo, B.R. (1994). The Bargaining Manager: Enhancing Organizational Results Through Negotiation. Westport, CT: Quorum Books Mintzberg, H. (1973). The nature of managerial work. New York: Harper and Row Walton, R.E.    McKersie, R.B. (1965). A behavioral theory of labor negotiations: an analysis of a social interaction system. Ithaca, NY: BLR Manning, T. Robertson, B. (2004). Influencing, negotiating skills and conflict-handling: some additional research and reflections. Industrial and Commermcial Training, 36, 104 How to cite Striking the best deal: a closer look at negotiation, Essay examples Striking the best deal a closer look at negotiation Free Essays string(32) " it comes to giving out raises\." Negotiation styles must be dynamic and flexible; they ought to be adapted based on the context in which they shall be utilized. These styles may either be competitve or collaborative, depending on the extent to which the individual considers himself and the person he is negotiating with. The following scenario has been relayed for purposes of reflecting on my negotiation style and on the tangible means through which I can improve it. We will write a custom essay sample on Striking the best deal: a closer look at negotiation or any similar topic only for you Order Now Negotiation has been overlooked as an important management competency / skill as it was limited to the confines of the conflict – resolution phase. This skill whose aim to is to minimize differences between parties, can also be effectively used as a tool for information-sharing, influencing and building or strengthening relationships. This tool is most helpful where the environment promotes openness in communication, particularly in the sharing of information and involvement of everyone in the decision-making in the organization. Discussion This paper begins with a thorough discussion of the context in which the negotiation tool place. I have worked as a Human Resources Manager for a Battery Manufacturing company for two years now. After a careful review of my performance, I believe that my salary raise has been way overdue. There were several things which I had to adequately prepare prior to my negotiation with my boss. First, I had to gather as much objective / emprical evidence to back up my case. This meant going through my performance reviews, and seeing the achievements and the merits which I have accomplished for the past two years. I had to make sure that my claims were backed up by verifiable critical incidents. That is, my evidence must be as objective as possible so as to gain credence and strike up a reasonable bargain with my superior. My objective for the negotiation session was to convince my superior that I add value to the enterprise and therefor deserve a raise that will make my recent promotion worthwhile. I then proceeded to schedule a meeting with my boss and went through the process of negotiating for a salary raise. I began the discussion with asking him about how he evaluated my performance for the past two years. He said that he thought my performance was exemplary and that I excelled more compared to the other managers of the department. I thanked him for his compliments and proceeded by giving a summary of my achievements within the past two years. I supported each of my traits with critical incidents. I ensured support for both technical exerptise and soft skills. I also gave a brief rundown of the training sessions which I have attended which demonstrated by authentic intent to improve myself further. I then showed my boss the strategic map of my company which illustrates the different strategic objectives of the organization, from the various perspectives of our Balanced Scorecard, encompassing financials, customer, best business practice, business development, and learning and growth. I again pointed out how the effective performance of my role is able to contribute to each of the strategic thrusts across these perspectives. He seemed to be convinced of the value of my role and my drive to excel. I then articulated my belief and feeling that my salary increase has been long overdue. He responded by saying that currently, the company has some financial considerations which has compelled him to be be very careful in giving raises lest we go beyond our operating budget. I responded by expressing empathy over his concern; â€Å"yes I understand the situation, Sir†. Since reason appealed more to my boss more than feelings, I decided to further rationalize the need for me to have a raise. I said that based on benchmark data, I feel that my pay is below the industry average when compared to parallel positions in other companies. I showed him the data. With salaries which are uncompetitive, I put forth that we will surely lose critical talent. I have also added that with the addition of one more child to my family, I pragmatically need more financial resources more than ever. He seemed to agree with my arguments and yet he still maintained that the company was currently experiencing financial constraints which I must be able to consider. Again, I have expressed empathy of the situation. I then proceeded by asking him about his ideas about my proposition. This discussion was very important since both parties were engaged in the brainstorming and decision making process. He again reiterated the fact that the company then was experiencing certain financial constraints. After proposing severla alternatives, he agreed on a ‘conditional’ raise. First, I would have to show consistency in my performance within the next six months, exhibiting the same level of excellence and results orientation in my work. He said that the financial figures would have shown a turnaround by that time. I then reassured him that I am willing to compromise and that I thought that the proposal was reasonable. I volunteered to summarize the discussion, and reiterated that I was expecting a 20% raise in my basic salary after an interim performance review, six months from the time of our discussion.. He finally agreed. Finally, for clarity of the agreements between us, I have volunteered to document all that was agreed upon so that we could sign for documentation purposes. He has also agreed with this proposal. I then proceeded to doing the minutes of the session and to have him concur to all that was stated in the document. There were several things which I have learned from myself from this experience on negotiation. First, it may be beneficial and reasonable to exhibit assertiveness when it is due. Had I not decided to muster all my courage to negotiate with my salary increase, I would not have gotten his word – also, considering the organization’s conservative position when it comes to giving out raises. You read "Striking the best deal: a closer look at negotiation" in category "Essay examples" I have also realized that it is always beneficial to use key principles that ensure the smooth interpersonal relationship between two parties during the negotiation process. First, I have ensured to maintain or enhance his self-esteem despite being somehow frustrated with the fact that I have not received a raise for such a long time. I have expressed to him that I still felt motivated and driven in my work despite the lack of that hygiene factor – pay. Whenever there were instances wherein it appeared he lacked management skill, I always ‘balanced’ it off with a positive trait. This was to ensure that antagonism would not develop as a reaction from him. I found this very effective and critical in the process of negotiation. Next, I have also practiced the use of empathy. I always assured him that I understood the tight financial position that the company was experiencing then. I also assured him that I understood why he was not able to recommend a raise for me within 2 years’ time when he explained that the company was still in financial rehabilitation. Another effective technique was to engage him in brainstorming for ideas. If the idea solely came from me, he would surely not have buy-in with it and would tend to antagonize it. On the contrary, since he was part of the process of thinking of the best alternative for resolving the situation, he remained amiable and accepting throughout the whole process. This facilitated the discussion and made us arrive at a mutually beneficial option. There were also several things which I have learned about my superior following that session. I have realized that he was a very rational person, who bases his decisions on empirical data. He wanted support for all that was said. I feel that this was reasonable and has helped encourage objectivity from both parties. I came to the session prepared with all the necessary documents to support my arguments, knowing that he will be more appreciative given all these ‘evidence’. In effect, the sense of subjectivity from both parties is diminished which also helped maintain that atmosphere of amiability. I then realized from the experience that it is very important for a manager to be psychologically prepared before going through any negotiation or bargaining process. This experience was quite different from the parties whom I have negotiated with in the past. One difference was the personality of the party whom I was negotiating with – my superior was highly objective and was willing to negotiate. Such willingness and objectivity are very important. There were parties in the past who appear to be very antagonistic to begin with, and were not willing to compromise. In effect, the session was simply about manipulation and getting the other party to agree to what one wants. This is a wrong assumption, and is marked by close-mindedness. Another difference which I have noted was the willingness of my boss to reach a reasonable compromise. He listened to my arguments and assessed if they held water. If they did, he acknowledged them and were open to them. He also considered the financial constraints of the company and had to adjust his proposition so that both parties may benefit. It should also be noted that in the process of negotiation, managerial-level bargaining is controlled by the organization in such a way that the company’s interest is placed at top priority, unshadowed by the personal interest of the manager (Ramundo, 1992). The effectivity of the negotiation is also seen in the prevalence of the organizational interest as negotiation can be exploited to serve the manager’s or negotiator’s personal objectives. In the future, I would proceed by researching not only about the profile and the ways of my superior per se, but also of other factors which may influence the bargain. For instance, I was not able to take into consideration the fact that the company was then experiencing financial constraints at that time. A profound knowledge of all the factors that may affect the negotiation process is critical, so that the alternative reached after the process is one that is realistic and that does not put undue pressure on either party. Conclusion The competency of negotiation is a must for every manager. As a business leader, the ability to communicate with persuasion, presenting an idea and coming up with options in order to reach an agreement between parties is a well-known, yet unmastered competency. Studies have shown that this skill has been linked to Emotional Intelligence. Ergo, being a good negotiator entails possessing a high EQ. But like any other skill, the researcher believes that negotiation can be developed through training, concepts, knowledge of the techniques and practice. I have learned from the experience that it is important to exhibit assertiveness and effective interpersonal techniques during the negotiation process. Moreover, it may also be helpful to ‘size up’ the party you are bargaining with to be able to use the most suitable bargaining techniques. I have realized, too, that more than convincing or influencing decisions, negotiating is also about developing and maintaining relationships. In the field of business, this is one of, if not the most important aspects in surviving in its tough arena. The negotiating table is a staple in the life cycle of business – from the start of the partnership, to term modifications until the end of the business relationship. When one speaks about the skill or process of negotiation, it is usually associated with business deals, bargaining or conflict resolution. However, little did most people know that it is also one form of influencing which is aimed at achieving win-win outcomes (Manning Robertson, 2004).   It was also described as the process wherein parties meet having different objectives and / or values basing from their motives or interests. The end product of such process is to at least minimize the conflicting differences, so as to reach a mutual agreement. In the experience which I have just related, I was willing to compromise in having a raise, but within a time frame proposed by my boss. If I had insisted on what I wanted and was not willing to delay gratification, this could have possibly breeded antagonism and would have pre-empted the smooth closure of the negotiation process. Though the definition may sound too theoretical, managers are very aware of its practical power in the lifeblood of businesses in all industries. It is through negotiation that the business is opened up for partnership, whether it is for dealers, suppliers or customers. For issues that may be surrounding the deal or service, the negotiating table is the venue for smoothing out these issues and maintaining the business relationship. And in the final stages of the business partnership, remaining issues or options on the business are discussed in the process. Following these circumstances, conflict can readily emerge in the process due to the premise of persuading another party to be performing an action or agree to an idea which may be quite disagreeable for some reason. More specific examples of negotiation can be seen in the following: Managers do negotiation with union contracts (Walton Mackenzie, 1965), resource prices and allocations, delivery schedules, promotions, compensation packages (Lax Sebenius, 1986; Murninghan, 1992), and a myriad of other aspects of organizational outcomes ( Wall Blum, 1991). This was further emphasized by Mintzberg (1993), pointing out that negotiation was identified as a primary managerial role, particularly in decision-making. Ramundo (1992) postulated that almost two-third of the managerial function is devoted to dialogues in all levels within the organization even if this was not primarily considered in orthodox writings on management. Over the years, organization-based negotiations have not only increased in frequency, but also has become more critically complex. Wall Blum (1992) observed that it has likewise put on a more ambiguous and changeable which could be attributed to the interdependencies between organizations brought by the globalization and the trend of diminishing boundaries. In addition, they also cited the cross-cultural differences brought by international business as well as the current pack of employees who are well-educated possessing knowledge of expert caliber. Thus, as a manager, I feel that negotiation ought to be a core competency, since in the organizational setting, there are many conflicts where negotiation may be useful. Through a thorough knowledge and practice of negotiation techniques, these situations may be handled with greater ease. References Lax, D.L. Sebenius, J.K. (1986). The manager as negotiator: Bargaining for cooperation and competitive gain. New York: Free Press Wall, J.A. Blum, M.W. (1991). Negotiations. Journal of Management, 17, 273-303 Ramundo, B.R. (1994). The Bargaining Manager: Enhancing Organizational Results Through Negotiation. Westport, CT: Quorum Books Mintzberg, H. (1973). The nature of managerial work. New York: Harper and Row Walton, R.E.    McKersie, R.B. (1965). A behavioral theory of labor negotiations: an analysis of a social interaction system. Ithaca, NY: BLR Manning, T. Robertson, B. (2004). Influencing, negotiating skills and conflict-handling: some additional research and reflections. Industrial and Commermcial Training, 36, 104 How to cite Striking the best deal: a closer look at negotiation, Essay examples

America Impacts of World War free essay sample

The total number of casualties in WW1 which lasted only from 1914 to 1919 came to a terrifying height of 37,508,686 of that number only 323,018 belonged to the U. S. World war one had many effects on the United States including weapons advancement, change in the workforce and economy, and women’s rights. The first and one of the most important impacts of ww1 on America is the weapons advancement. Tanks were one of the many inventions that aided the battle in world war one. The tank was not invented by just one person unlike various other inventions in the past. The first tank was constructed in 1899 and boasted an engine by Daimler, a bullet-proof casing and armed with two revolving machine guns developed by Hiram Maxim. It was offered to the British army but was later dismissed as of little use and was deemed by Lord Kitchener as a â€Å"pretty mechanical toy†. Developments continued despite the harsh words used by Kitchener. We will write a custom essay sample on America Impacts of World War or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Colonel Swinton reopened the designs and pushed the project and eventually convinced Winston Churchill to sponsor it. With luck, determination, and pressure the first combat ready tank rolled off the line a little over a year after the war officially started. The tank was given the nickname â€Å"little Willie† weighing in at 14 tons, bearing 12 foot long tracks, and a top speed of 3 miles per hour. The problem with the tank was that it could not cross the trenches and could only reach 2 miles per hour in the rough terrain of war. The conditions inside the tank were unbearable and temperatures could sky rocket. The fumes alone were enough to choke a man. Thanks to the great enthusiasm of Col. Swinton the tank was modified and aided in the victory of many battles making the tank a great weapon of world war one. Another invention that took place in WW1 was the machine gun. The first Machine gun in 1914 invented by Hiram Maxim weighed a whopping 45-60kg. It could fire 400-600 rounds per minute with ammunition that was fed through a fabric belt or a metal strip. However these early machine guns would rapidly overheat and become inoperative. They required a lot cooling down usually done in 2 methods, water cooling or air cooling. By the time war broke out in 1914 the German’s had their own version of the machine gun called the Maschinengewehr 08 and had already produced 12,000. They later modified Hiram Maxim’s model to weigh only 12kg and involved less overheating. Yet they could still not adapt it to be an offensive weapon and therefore was mostly used as a defensive weapon in trenches. Even though it was bulky and heavy it was a giant devastator and claimed many lives in world war one. Despite advances in machine gun, tank and grenade technology, all remained relatively unwieldy and cumbersome in comparison to the rifle, which remained the most crucial, ever-present infantry weapon throughout World War One. Designers took the Mauser action and altered it by replacing the single firing pin with a two-piece unit. While a broken pin could be more easily fixed, the modification caused the assembly to be somewhat weaker than the original. Too, the gun’s breeching setup owed more to the Krag than the Mauser, resulting in less case support and some gas control problems. It was also fitted with a magazine cutoff—an arrangement that was in vogue at the time but which proved to be pretty much of a fifth wheel. The cutoff prevented rounds (the gun held five) from being stripped off from the magazine and allowed it to be fired single shot, should the need ever arise. The gun that originally appeared in 1903 had a full-length walnut stock, blued barrel and other metal parts, case-hardened receiver and a sophisticated ladder sight. An unusual feature was an integral rod-style bayonet that harkened back to a similar design on the Model 1884 . 45-70 Trapdoor rifle. The 1903 Springfield was a very versatile weapon and was even used up until the Korean War. Another impact on America as a result of WW1 was the workforce and the economy. U. S. exports to Europe rose from $1 billion dollars in 1913 to $4 billion in 1917. Suppose that the United States had stayed out of the war, as a result all trade with Europe was cut off. Suppose further, that the resources that would have been used to produce exports for Europe were able to produce only half as much value when reallocated to other purposes such as producing goods for the domestic market or exports for non-European countries. The loss in 1917 would have been $2 billion per year. This was about 4 percent of GNP in 1917, and only about 6 percent of the total U. S. cost of the war. The economy was great. It had to keep growing in order to meet the ever growing standards of war. Not only was the economy doing well but just about all businesses. Women were finally fully introduced into the workforce and were taking over jobs only men had once done. Women would go off to work and to help with the war effort they would work in factories helping construct all the weapons and tools required to win. They would operate machinery and work in hot and unbearable conditions. Women for the first time legally served in the armed forces. Though women never saw combat they were utilized as nurses, telephone operators, and secretaries. Without women the war would have been increasingly difficult to win with the 4 million troops that were mobilized. When the men fighting the war came back they were surprised to see that their jobs had been filled and not only that but they were filled by women. For the men it was difficult to adjust back to a normal routine and to find a job. For a while the roles had been reversed. Not only were women able to get jobs during the war so were young adults. Since women had to step up and take care of work and the families the feeling for rights increased dramatically making them fight harder for it. By the beginning of the 20th century, the efforts of suffragists had begun to bear fruit. Wyoming, Colorado, Utah, and Idaho had given women full suffrage rights and in many states women were allowed to vote in municipal and school board elections. A womens suffrage amendment was debated nationally for the first time in 1878, and Stanton, Anthony, and other suffragists used civil disobedience attempting to vote to gain attention for their cause. During the Progressive Era (1890-1920), women played more active roles in the larger economic, cultural, and political transformation of American society. This growth in womens public roles allowed suffragists to be more aggressive in support of their cause as they developed stronger bases of support in the settlement houses, temperance organizations, labor unions, and reform movements that now sprang up across the country. The National American Womens Suffrage Association, led by Carrie Chapman Catt, fought for suffrage using parades, street speakers, petitions, and rallies. Sixteen states, including New York, had given women the right to vote by 1917, but the U. S. Constitution was not amended to enfranchise women until after World War I. Alice Paul, a founder of the National Womans Party, led daily marches in front of the White House during the war, using President Woodrow Wilsons rhetoric of democracy and self-government to support the cause. As more and more states endorsed suffrage, so did their representatives in Congress. In 1918 Wilson reluctantly approved a constitutional change, and in 1920 the Nineteenth Amendment made womens suffrage the law of the land. World War one had many impacts on America and these were the most important and significant of them.

Synaptic

Introduction This assignment is a case study on the importance of a cohesive organizational culture. The case study is based on a San Diego based organization called Synaptic, which is faced with management challenges.Advertising We will write a custom case study sample on Synaptic specifically for you for only $16.05 $11/page Learn More The challenges have led to poor working relationship between two key departments, namely the Information Management (IM) and computational scientists departments. The main cause of the misunderstanding is poor organizational culture; which does not promote cohesiveness and harmony between various organizational departments. As a consultant, I would recommend that the organization adopts a cohesive organizational culture and reduces the centers of power. Discussion Organizational Culture An organization is a group of people who work together with coordinated efforts to achieve certain objectives or goals. Organizational g oals and objectives are of various categories and it is this variation of the goals and objectives which classify organization into three main categories namely profit-making, service-based and social responsibility based organization. Organizational culture is a very important aspect in any organization which aspires to realize its vision and mission. The reason is that organizational culture determines whether the organization is able to work together towards the realization of its vision.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Organizational culture is closely related to organizational structure in that the manner in which decisions are made by the top management influences the relationship between the top management and the other employees, which consequently determines the culture of the organization (Project management institute, 2013, p.78). Organizational culture is le arned implicitly through interactions within an organizational setting. The employees learn it through imitating other employees. This imitation happens unconsciously due to the human instinct to adopt behaviors which make him or her fit in the social environment which he or she finds himself or herself in. Through communication and interaction with each other, employees come up with unique ways of relating to each other as they go about their duties. Employees also learn organizational culture through conditioning and reinforcement. If for instance, a certain behavior is rewarded by the management of an organization, the employees tend to perfect that behavior which eventually becomes part of their culture (Project management institute, 2013, p.78). Likewise, if a certain behavior is negatively sanctioned by the management, then the employees will tend to avoid it, thus becoming one of the don’ts in the organization.Advertising We will write a custom case study sample o n Synaptic specifically for you for only $16.05 $11/page Learn More A strong organizational culture is found in organizations where the employees are committed to their work and discharge their duties with little or no supervision while a weak organizational culture is found in organizations where the employees have little commitment to their duties and are closely supervised so as to discharge their duties effectively. Organizations vary greatly in terms of their mission, vision, objectives, resource base philosophy and coverage. Due to this, each and every organization must cultivate a culture which is unique to itself so as to achieve its mission and objectives. This means that what may be considered as values or norms in one organization may not be considered as such in another organization. However, despite these variations and differences, there is importance of having a cohesive organizational culture regardless of the organizational structure, missio n and objectives. Why Synaptic Needs a Cohesive Organizational Culture One reason is because organizations are managed by people for the benefit of people. All employees in all organizations are social beings complete with needs, feelings and emotions. In many countries for instance, it is almost impossible to separate personal life and work among employees, which calls for an integration of employees lives with their work environment so as to make work both satisfying and enjoyable as well as a means of realizing happiness and fulfillment in one’s life (Heldman, 2011, p.37). But what is a cohesive organizational culture? Many organizational researchers agree that a cohesive organizational culture is one in which all members of an organization hold to similar beliefs and values which glue them together as an organization.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These beliefs and values may be implicit or explicit to the organization. In this kind of a culture, what matters most is the commitment of each and every member of the organization to these beliefs and values (Keshavarzi, 2007, p.152). For example, an organization may value hard work, honesty and teamwork and believe in transparency, utmost good faith, ethics and morality. A cohesive organizational culture has got many benefits. One benefit is that it leads to high motivation among the employees because they share common beliefs and values. When employees are highly motivated, there is minimal use of resources in their supervision which in turn increases their productivity because to them, what matters most is the good of the organization as a whole but not personal good. Another benefit of cohesive organizational culture is that it facilitates the alignment of organizations for the achievement of their objectives, mission and vision without much difficulty. The reason is that the employees are not only fully aware of the mission, vision and objectives, but have also internalized them, thus making them to work hard to achieve them. This makes them more motivated to accomplish the set organizational goals, targets or objectives. Strong organizational culture also boosts organizational efficiency because of the internalization of what is required of each and every employee. The sharing of values and beliefs creates a good working environment free from any kind of confusion, ambiguity or lack of understanding among the employees, which apart from increasing efficiency also saves on time wasted when things seem not to move in the right direction because the employees are able and free to consult each other without the fear of victimization or intimidation especially by the senior managers. Employees also portray good behavior at work because they know what is right to be done and what is not right. Furthermore, strong organizational culture leads to cohesion amon g various departments of an organization which leads to harmonization of all organizational procedures, policies and practices in each and every department. This cohesion leads to proper utilization of organizational resources without sabotage as well as sound, logical and relevant polices on how to coordinate organizational activities in a manner that would maximize the organizations’ chances of realizing their mission and vision. Cohesion among various organizational departments also leads to the sharing of information by various departments which increases the employees’ levels of understanding of how various departments work. This is very important because it enables employees to multitask, especially in times when staffs in some departments are not available. For example, the understanding of administrative issues in the organization by the head of accounting department may make him or her work on behalf of the head of the administration department when he or she is not present. Strong organizational culture enhances control, good coordination and consistency within an organization. The reason is that the employees and the management are in good terms and thus are able to agree informally on various procedures and practices without compromising the quality of services offered. This saves on time because employees implement the changes which they find necessary without having to wait for bureaucratic board meetings and discussions to approve even the slightest change in procedures or practices. Lastly, not the least, cohesive organizational culture enhances teamwork, group leadership and collaboration of the employees in various tasks. This is of crucial importance to organizations because it opens the room for employees’ creativity, innovativeness and openness to positive criticism which makes work not only enjoyable, but also enriched with a multiplicity of ideas. This, in turn, leads to increased achievement levels by the organizati on as opposed to situations in which employees’ creativity and innovativeness are not entertained by the management of the organizations. Conclusion As a consultant, therefore, I would advise the top management to ensure that all members of the organization are working towards the same goal. I would also recommend that the organization reduces the centers of power. Based on the organizational chart, it is evident that the organization has many centers of power and that is why there is poor coordination of the departments. If for example, the organization could have just one director in charge of information and communication technology, then the wrangles witnessed before would not happen again. For the organization to solve the problem once and for all, therefore, it needs to embrace cohesiveness and have few centers of power. References Heldman, K. (2011). PMP Project Management Professional exam study guide, (6th ed.). Indianapolis, IN: John Wiley Sons, Inc. Keshavarzi, H. A. (2007). The effect of organizational culture on knowledge sharing behaviourin the auto industry in Iran. Unpublished doctoral dissertation, London, UK: Aston University. Project Management Institute. (2013). A guide to the project management body of knowledge (PMBOK Guide) (5th ed.). Newton Square, PA: Project Management Institute. This case study on Synaptic was written and submitted by user F1sher to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sample Word Essay Prompts - Do Not Copy Them

Sample Word Essay Prompts - Do Not Copy ThemSample word essays or sample essay prompts are useful and all around great. If you write a good sample, you will get some decent feedback on how well you did.The writing sample that you give your friends or students is almost useless, unless you show them that you know what you are doing when you use that sample. Even if you do give them a sample essay they have no idea how to use it because most writing samples only teach you how to copy from them, nothing else. My first lesson was, 'Do not copy them; copy your own writing.' If I got a test, I would always choose the test that I liked the most and read about it for several weeks before getting the actual test.New writers do not understand what the sample writer has to say, they read the whole sample. If you tell them that they will be able to give the correct answer, if they copy it, they will copy it wrongly.Sample essay prompts can be very helpful but they must not be used too much. Most writers are very busy and often cannot get enough time to write an essay. People don't have enough time to devote to an essay; if they have to sit for a week, they cannot concentrate and remember everything.It is hard for a person to stick to the writing sample when they read that a sample is done, just as it is hard for a person to continue studying for the test. I just let the test go on and moved on to the next one, each week my timesheet read out which was my personal best.When giving someone a sample essay prompt the rules are very simple. Do not copy the sample word for word, do not put a title in place of your own words, and do not put every question in the essay prompt. Most of the sample ideas are related to words that could be used in the subject or theme of the essay. If the sample idea is about a topic where you cannot include the word, it is better to omit it completely and then look for a theme or topic idea that fits into that topic.Sample essay prompts are great too ls to use and to get better at writing but when it comes to determining if you did a good job, the real answer is by making a good choice. Do not copy a sample; make your own.

Hofstede Cultural Dimension Essays

Hofstede Cultural Dimension Essays Hofstede Cultural Dimension Paper Hofstede Cultural Dimension Paper Hofstede Geert Hofstede’s five cultural dimensions are individualistic vs. collectivism, power distance, quality of life vs. quantity of life, uncertainty avoidance and time orientation. Power Distance The term of power distance in the Hofstede’s framework means measurement of power in an institution and organization being distributed where the society able to accept (Bergman et al. 2006, 141). Both Australia and Sweden has a low power distance in their society. Low power distance countries tend to work in a decentralization environment and have greater power in decision-making (Lere and Portz, 2005). With decentralization, managers are more independent in the development of a company with leadership quality instead of just position and status (Lere and Portz, 2005). Australia and Sweden organization tend to be flatter and team-oriented structure to have better communication between subordinates and their bosses (Business Culture, n. d). Therefore opinions and decision-making are encouraged to voice out and information are easier to be pass around in the company. Therefore in Sweden matrix organization is common when there are any projects coming up (Business Culture, n. d). Uncertainty Avoidance Uncertainty avoidance means a measurement of tolerance risk and behaviour where the society’s culture able to accept (Bergman et al. 2006, 141). Both Australia and Sweden has low uncertainty avoidance. Countries with low uncertainty avoidance will have less concern on uncertainty and ambiguity and focus more on tolerance with each other (Lere and Portz, 2005). There will be more risk taking and less unwanted arguments. In this society, there will be less rule-oriented and would be able to adapt to changes of environment (Lere and Portz, 2005). Swedish are more willing to take risk than any other countries (Business culture, n. ). When judging a person, their performance is the greater importance in a working place (Business culture, n. d). Therefore equal amount of men and women are normally seen in high position (Business culture, n. d). While in Australia, they have a more relax and laid-back culture, where they will not fear the future and walk towards it instead (Bassett, 2004). This shows Australia prefer to move forward rather than being stop by an obstacle. Moreover, Australians believe in their legal rights and documents are normally interpreted literally due to their loyalty towards British Common Law (Bassett, 2004). Time Orientation In Australia, a culture with a short term orientation values such as maintaining personal stability or happiness and living for the present which look in the short run. Australian people prefer to follow clear rules and procedures. They prefer to work on one task at a time and may feel frustrated when other competing tasks distract that focus. (Robert et al. 2004) Furthermore in short term, the old once is easily kicked off and the new once can easily come in no matter in what industry. Where as in Sweden, they are in the medium time orientation. (Clearly Cultural n. d. ) For example, in Australian if two officers agreed to meet at 2. 0pm, they really mean to be there by 2. 30pm sharp or even earlier. So promptness in personal habits is important to them. Individualism Individualism is â€Å"the degree to which people in a country prefers to act as individuals rather than as member of groups† (Robbins and Decenzo 2004, p. 48). Individualism refers to the â€Å"strength of the ties people have to others within the community† (Mind Tools, 2008). In a high individualism country, there is a loose connection with people and there is also a lack of interpersonal connection and little sharing of responsibilities, beyond family and perhaps a few close friends. Sweden and Australia scored highly under this category. â€Å"This individuality is reinforced in Australian’s daily lives and must be considered when traveling and doing business in their Country. Privacy is considered the cultural norm and attempts at personal ingratiating may meet with rebuff† (ITIM International, 2003). To communicate better in an individualistic culture, as an individual you are expected to work on your own and take initiatives. Business environment will be less reliant on relationship and personal contacts which will separate business and personal life. Coworkers or subordinates will expect to have a chance to work on projects or solve issues independently. It is common for people in this culture to try to stand out from the rest during meetings, presentations, or even during group work. As for Malaysian, they are less individualistic. They work more in groups to get the best outcome so that they can fulfill the mission that they want to achieve. Quantity Vs Quality of Life In Australia, most of the Australians are actually scored high in quantity of life compared to quality of life. They are characterized by assertiveness and materialism. For example, Australians tend to follow each other. This happens because of the stability of Australian institutions and the strong economy. For example, since the beginning of 2003 there has been a boom in the housing market, in every place everyone is talking about houses. So, this may happen to the car industry too. Australia is considered one of the most competitive nations on earth (Yes Australia n. d. ) Because of this stability, Australians tend to buy more by following the trend. But there is a partial place in Australia where quality of life is high where people are friendly and helpful. Recommendation As we are a Swedish base company trying to expand our business in Australia, employees and managers from Sweden should learn how to communicate better with Australians. In the power distance dimension, we know that both Australia and Sweden is rank low. The Swedish managers should try to introduce him or her self in an informal manner. Decision making should also involve others. Australians and Swedish are more towards individualism. Employees from Sweden should learn how to work on their own and take more initiatives. They should also be prepared that business environment are less reliant on relationship and personal contact. As for uncertainty avoidance, Australian and Swedish scored low. This means that Swedish should learn how to be more flexible or open in the approach to new ideas. Agreed plans should be realized quickly. Swedish employee should also learn how to execute their task on their own with only guidelines from superior. Swedish are more medium term oriented as Australians are more to short term oriented. Swedish should expect to live by the same standards and rules which we create. Swedish should also be respectful to others and should not hesitate to introduce necessary changes.

Emily Davies, Advocate of Higher Education for Women

Emily Davies, Advocate of Higher Education for Women Known for:  founding Girton College,  advocate of womens higher educationDates: April 22, 1830 - July 13, 1921Occupation: educator, feminist, womens rights advocateAlso Known as: Sarah Emily Davies About Emily Davies Emily Davies was born in Southampton, England. Her father, John Davies, was a clergyman and her mother, Mary Hopkinson, a teacher. Her father was an invalid, suffering a nervous condition. In Emilys childhood, he ran a school in addition to his work in the parish.  Eventually, he gave up his clergy post and school to focus on writing. Emily Davies was privately educated typical for young women of that time. Her brothers were sent to school, but Emily and her sister Jane were educated at home, focusing mainly on household duties. She nursed two of her siblings, Jane and Henry, through their battles with tuberculosis. In her twenties, Emily Davies friends included Barbara Bodichon and Elizabeth Garrett, advocates of womens rights. She met Elizabeth Garrett through mutual friends, and Barbara Leigh-Smith Bodichon on a trip with Henry to Algiers, where Bodichon was also spending the winter.  The Leigh-Smith sisters seem to have been the first to introduce her to feminist ideas. Davies frustration at her own unequal educational opportunities was from that point directed into more political organizing for change for womens rights. Two of Emilys brothers died in 1858.  Henry died of tuberculosis which had marked his life, and William of wounds sustained in the fighting in the Crimea, though he had moved on to China before his death. She spent some time with her brother Llewellyn and his wife in London, where Llewellyn was a member of some circles that promoted social change and feminism.  She attended lectures of  Elizabeth Blackwell  with her friend Emily Garrett. In 1862, when her father died, Emily Davies moved to London with her mother. There, she edited a feminist publication, The Englishwomans Journal, for a time, and helped found the Victoria  magazine.  She published a paper on women in the medical profession for the Congress of the Social Science Organization.   Soon after moving to London, Emily Davies began working for the admission of women to higher education. She advocated for the admission of girls to London University and to Oxford and Cambridge. When she was given the opportunity, she found, on short notice, more than eighty female applicants to take exams at Cambridge; many passed and the success of the effort plus some lobbying led to opening the exams to women regularly.  She also lobbied for girls to be admitted to secondary schools.  In the service of that campaign, she was the first woman to appear as an expert witness at a royal commission. She also became involved in the wider womens rights movement, including advocating for womens suffrage. She helped organize for John Stuart Mills 1866 petition to Parliament for womens rights. That same year, she also wrote Higher Education for Women. In 1869, Emily Davies was part of a group that opened a womens college, Girton College, after several years of planning and organizing. In 1873 the institution moved to Cambridge. It was Britains first womens college. From 1873 to 1875, Emily Davies served as mistress of the college, then she spent thirty more years as Secretary to the college. This college became part of Cambridge University and began granting full degrees in 1940. She also continued her suffrage work. In 1906 Emily Davies headed a delegation to Parliament. She opposed the militancy of the Pankhursts and their wing of the suffrage movement. In 1910, Emily Davies published Thoughts on Some Questions Relating to Women. She died in 1921.