Supply Chain - 3855 Words

Richard Dana Associates (RDA) was brought in by the owners of a family-owned business with complex relationship issues at a time preceding an anticipated leadership transition. Following individual and group coaching sessions, RDA was able to help the leadership separate personal issues, and codify practices through formal policies to allow the leadership group to focus on business issues without personal complications. At the end of RDAs engagement, the client was well-positioned to begin developing a transition plan. Bob, founder, CEO, and owner of a 20-year-old, closely-held business, hoped to groom his 30-year-old son, Jack to take over the business in the next five years. The firm was currently co-run by Betty, the COO and†¦show more content†¦Through the course of RDAs engagement, the requisite underlying systems were put in place job descriptions, policies and procedures, communication skills training, and relationship building. Jack was able to work at the firm produ ctively. The dysfunctional behavior had stabilized and the three were better able to separate their business identities from their personal conflicts, and had begun working more as a team. The benefits of their improvements spread to the rest of the organization in the form of improved trust, increased productivity, and a less emotional work environment. By eliminating the personal obstacles, Bob and Betty were ready to envision a succession plan. RDA facilitated additional working sessions with Bob and Betty, to focus on their personal and business priorities. Go through the above case and answer the following questions : Part I 3.1 Develop systems to involve stakeholders of the case in the planning of change. (AC 3.1 : Develop systems to involve stakeholders of RDA in the planning of change). Stakeholder analysis is the process of identifying the individuals or groups that are likely to affect or be affected by a proposed action, and sorting them according to their impact on the action and the impact the action will have on them. Stakeholder analysis is a key part ofShow MoreRelatedSupply Chain Standards For Supply Chains1564 Words   |  7 PagesSetting Supply Chain Standards to Improve Supply Chain Management In 2002 congress considered legislation authorizing $47 million to help develop supply chain integration standards. Since the introduction of the bill to integrate supply chains, The legislation, The Enterprise Integration Act of 2002, was enacted to authorize the National Institute of Standard and Technology to work with major manufacturing industries on an initiative of standards development and implementation for electronic enterpriseRead MoreSupply Chain Management : Supply Chains1476 Words   |  6 Pages1.3 Supply Chain Supply chains encompass the companies and the business activities needed to design, make, deliver, and use a product or service. Businesses depend on their supply chains to provide them with what they need to survive and thrive. Every business fits into one or more supply chains and has a role to play in each of them. The pace of change and the uncertainty about how markets will evolve has made it increasingly important for companies to be aware of the supply chains they participateRead MoreSupply Chain Management Of Supply Chains1188 Words   |  5 Pagesthe supply chain, not just a simple competition between enterprises. In order to win the competition in the supply chain, which means it must be through the management of the supply chain. Currently supply chains become more integrated, more global, the high-speed development of information technology has become an important driving force. In this report will explore the development of supply chain management technologies and impor tant role. Supply chain and technologies role Supply chain is theRead MoreSupply Chain Management : Supply Chains Essay831 Words   |  4 Pagesto answer the question of what is supply chain management we must know what a supply chain is. According to (Mentzer et al., 2001, p. 1) â€Å"Supply chain is defined as the network of organisations which are involved in different processes that produce value either in the form of products or services delivered to consumers†. A supply chain is made up of suppliers, manufactures and distributors, a good way of looking at this is the supply chain pipeline. A supply chain is seen as an enabler, this is whyRead MoreThe Supply Chain Of Supply Chains1235 Words   |  5 PagesSupply chains has been relevantly defined as a â€Å"system of organizations which are convoluted through upstream and downstream linkages, in the diverse methodologies and activities that create benefit in the form of services and products in the hands of a definitive consumer†, and is therefore the sum to tal of efforts in integrating a network of firms and coordination as regards information, material and financial flows. Interestingly, the two main supply chain objectives have moved, from decreasingRead MoreSupply Chain2191 Words   |  9 Pages1. Amazon.com, Peapod, Dell, and many furniture manufacturers use push-pull supply chain strategies. Describe how each of these companies takes advantage of the risk-pooling concept. To better understand the strategies used by the three (3) companies and furniture manufacturers, the definition of Push or Pull is established below: Push Strategies – when the manufacturer uses its sales force and trade promotion money to induce intermediaries to carry, promote, and sell the product to end users. Read MoreSupply Chain1145 Words   |  5 Pages1 Components of Supply Chain Management (SCM) The main elements of a supply chain include purchasing, operations, distribution, and integration. The supply chain begins with purchasing. Purchasing managers or buyers are typically responsible for determining which products their company will sell, sourcing product suppliers and vendors, and procuring products from vendors at prices and terms that meets profitability goals. Supply chain operations focus on demand planning, forecasting, and inventoryRead MoreSupply Chain1137 Words   |  5 Pages(FBE) Supply Chain Management Application amp; Strategy CASE 1 : Supply chain challenges at Leapfrog SCML 460: Supply Chain Management Application amp; Strategy Context: Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. page 3 Questions †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. page 3 Conclusion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. page 5 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ page 6 Introduction: Our case study is about Supply Chain Challenges at LEAPFROG. The term supply chain conjuresRead MoreThe Supply Chain1013 Words   |  5 PagesINTEGRATING THE SUPPLY CHAIN Case Study - Friedland Timbers co. Johann Klassen is the Managing Director of Friedland Timbers co. which makes specialised wood products for the construction industry. He has recently been worried by late deliveries to some important customers. The industry is very competitive, and Johann knows that customers will go to other suppliers if he cannot guarantee deliveries. The marketing manager is particularly upset because he has worked with these customers for aRead MoreSupply Chain1751 Words   |  8 Pagessell and deliver goods and services to a first tier supplier. An automobile company could have a second tier supplier that would supply materials or parts to another company which would then supply materials or parts to another company which would then supply them to the manufacturer. A real world example of a second-tier supplier is â€Å"Wisconsin Aluminium† which supplies aluminium fuel filter housing to Mechanical Devices Company. Mechanical Devices uses the fuel filter housing on an engine component

Why Subway Is Not Popular in China Essay example - 2141 Words

1. Introduction 2.1 Relevant background Since the Subway restaurant chain started in 1965, it has opened more than 30,000 stores in 87 countries during the past 40 years. In Western countries, Subway is very popular and famous for its â€Å"stylish and nutritious† concept. More importantly, Subway brings the idea of health into the fast food industry. Because of the nutritious sandwiches and low fat ingredients, Subway receives considerable acclaim in Europe and America. Moreover, some professional magazines pay many honours to Subway, such as Americas Top Global Franchise† in 2009 and â€Å"Annual Franchise 500 ® listing† for 16 of the past 22 years.ï ¼Ë†Subway Chain Fact, 2006ï ¼â€°However, in Chinese market, the development of Subway has not†¦show more content†¦There is also 1 short-answer question which aims to encourage different ideas. Most questions are closed-ended, which could be easy to compare and summarize the quantitative data collection. 3.5 Research Procedure There were in total 30 questionnaires distributed in early March, 2010.The questionnaires ware completed by random candidates of University of Portsmouth. Because of the restrictions of time and resources, students in University of Portsmouth were chosen as they could be easily reached. Moreover, the aim of this study is about investigating the attitude of Chinese customers on Subway. Therefore, all the questionnaires were completed by Chinese candidates. In the middle of March, 2010, 30 questionnaires were collected and all of them were fit for the research. 3.6 Difficulties and Limitations During the research, the biggest difficulty is to design the questions of the questionnaires, which should fulfill the objectives of the project. It spends me a lot of time on addressing the questions through testing with my friends. There are two limitations in this research. Firstly, there are only 30 questionnaires distributed to respondents. Thus it cannot represent the overall of the Chinese customers of Subway. Secondly, most respondents are students so that the ages of people are also limited. It is hard to get elderly people involved in the survey. However, this researchShow MoreRelatedFast Food War in Singapore673 Words   |  3 Pagesanalysis for one of the following: McDonalds Pizza Hut, or KFC. Consumer KFC (formerly known as Kentucky Fried Chicken) has proven to be more popular in East Asia than many beef-based fast food chains, partially because of regional preferences that favor chicken. The parent company of KFC, Yum! Brands has made it its mission to tailor menus to local tastes in China and will undoubtedly employ this strategy in India, as well (Grgurich 2012). YUM! has not merely transported its chicken abroad but hasRead MoreGlobalization : Two Visions Of The Future Of Humanity1540 Words   |  7 Pagesauthor of â€Å"Globalization: Two visions of the Future of Humanity†, a completely globalized world may result in a dystopia. In contrast, Jeffrey Wasserstrom, the author of â€Å"A Mickey Mouse Approach to Globalization† and Tanveer Ali, the creator of â€Å"The Subway Falafel Sandwich and the Americanization of Ethnic Food† may think of globalization as other cultures sharing each other’s components to interact on a new level and spurring a mor e â€Å"open-minded† (Ali 27) individual. In Marcelo’s Gleiser’s â€Å"Globalization:Read MoreAsian Business Environment1002 Words   |  5 PagesEFA – Asian Business Environment – Dr. Yang Laike (lkyang@bs.ecnu.edu.cn) 17/04/2012: Session 1 Course description Why Asia? * The most dynamic and fastest growing region in the world * Most distinctive cultures and business †¦ Course Objectives? †¦ Learning modules China- India – Japan - Korea (major economic countries) M1 Asian Business Culture M2 Economic structure amp; development in Asia M3 political system and its impact on business M4 The business law and taxationRead MoreEssay on The Problems and Solutions of Overcrowding in Modern Cities1293 Words   |  6 Pagesin Modern Cities Now In the world there are many cities which are facing overcrowding, such as London, Tokyo, New York, Paris, Beijing, Singapore, Manila and Rio. But, few people know the exact meaning of the term â€Å"overcrowding†. There is a popular definition which is widely accepted by scholars: â€Å"an outgrowth of excessive size is overcrowding, meaning too many people occupying little space.† (Brunn et al, 1983, p37). Overcrowding causes huge problems such as housing, congestion, unemploymentRead MoreCorporate Level Of The Mcdonalds1329 Words   |  6 Pagesimprove on existing stores. I think McDonalds should also work on the quality of food and especially the service. When customers walk into a restaurant they expect to receive quality products and services for their money. I think the disparity with why McDonalds employees aren’t providing quality service to customers is because they feel overworked and underappreciated. There is a huge pay gap that separates top e xecutives and franchise employees. McDonalds helped to pay for lobbying against minimumRead MoreEssay on Cross Cultural Exchanges on the Silk Road Networks1643 Words   |  7 Pagesalso imported horses, grapes, medicine products, stones, etc. and deported apricots, pottery and spices. The interaction of these different cultures created a cultural diffusion. The road consisted of vast and numerous trade routes that went between China and Europe. Long distance trade came to action when rulers invested in making roads and bridges. â€Å"During the 1870s, silk was brought to the west coast of the United States via the Pacific Ocean, then rerouted to the east coast by the transcontinentalRead MoreFast Food Globalization2776 Words   |  12 Pagesking of adapting its business to the various cultures of the countries they operate in. The top ten fast food chains with revenue made outside the United States from ten thru one are Dairy Queen, Dunkin Donuts, Wendy’s, Starbucks , Domino’s Pizza, Subway, Pizza Hut, Burger King, KFC, and McDonalds at number one with revenue total of 44 billion (Huffington Post Mar 12 2013). Some say that fast food chains that adapt themselves too much to other cultures are losing what made their businesses successfulRead MorePrinciples of Management Research-Subways4396 Words   |  18 PagesPrinciples of management APPLIED RESEARCH SUBWAY Sandwich shop Michael D. Robinson Ottis Walizer Park University Internet Campus A course paper presented to the School for Arts and Sciences and Distance Learning in partial fulfillment of the requirements for the degree of Baccalaureate Principle of Management Park University May, 2008 TABLE OF CONTENTS Read MoreMcdonalds : A Worldwide Organization Essay1296 Words   |  6 Pagesprofited 5 billion dollars in one year, but McDonalds has steadily done this for years. As of 2013 McDonalds boasted over 1.8 million employees, which is a huge workforce to say the least. McDonalds’ competitors are Burger King, Yum! Brand Inc., Subway, Wendy’s, and many others. Neither of the aforementioned companies comes close to the revenue in which McDonalds is producing. In 2013 Burger King net income was a little over 1 billion dollars, meaning McDonalds made five times more than they couldRead More3.6 Billion People Caught At Least One Minute Of The 20161874 Words   |  8 Pagesthis past summer. The Olympic Games are the most popular and most participated sporting event in the world. Every continent comes together for 16 days to watch the best athletes in the world comp ete for medals and bragging rights. Despite the Olympics bringing people closer together in a spirit of unity through sports, host countries tend to use the Olympics to spread a different persona of themselves as shown in 1936 by Germany, in 2008 by China, in 2012 by Britain, and in 2016 by Brazil. The

Organizational Culture and Responses for Resistance to Change

Question: Discuss about theOrganizational Culture and Responses for Resistance to Change. Answer: Introduction and Background All organizational management systems have a set type of cultures and behaviors that enable them to achieve their objectives (Burnes et al., 2017). These management systems are not consistent, and organization management always changes its system to improve its efficiency, due to the continuous change of the employees, technological change, and social change of customer. Organization change aims at redirecting it to the desired future. Factors that contribute to variations in the culture ranges from cost reduction, technological, cultural change redundancies and performance change (Nesterkin, 2013). Many organizations always face problems in managing the changes, hence the basis of the article. The article looks at versed issues from the theories, concepts of organizational management and how the changes can be manageable. Organization culture is definable as set cultures and theories since there is no correct one. Organizational culture is a system of collective values and beliefs u sed to control the operation of every business. Objectives and scope The primary objectives and the scope of this report is hence to; determine main management concepts identify main management theories and approaches compare and contrast the major concepts and theories of operation management analyze the quality of different theories Discussion There are internal and external factors that affect organizational change. These include management styles or leadership, innovativeness process, and resources, the market, the technological change, as well as the government laws and policies (Fieberg et al., 2015). The resource includes the employees and finance. Employees refer to the non-management people who are responsible for adopting and embracing any change to see its success. Technological change and innovativeness refer to how creative is the leadership and the employees in adopting new methods, organizational plans, and strategies in the business that may result in new or efficient products and services to the competitive market. Technological change influences the organizational change through adopting many easy ways of doing things. With the adoption of new technology such as closed-circuit television cameras that creates anxiety among the staffs, other technological changes tend to perform more work than physical labor hence will layoff some workers. The competitiveness of the market creates more challenges on how to outdo the rival companies, hence creating room for coming up with more satisfying products. The management style and leadership refer to the management personnel who are responsible for planning and controlling of all aspects in an organization (Matsuo, 2017). For any change to occur successfully in an organization, the leadership must be to the task from understating it to its implementation. The management style tends to influence on how the leaders will be able to influence the employees to embrace and adopt the change. For example, to eliminate resistance by the staffs, an autocratic manager may opt to adopt democratic or a participatory management style. Therefore the change in management style will bring the crews close to the management. Various theories explain the concepts of organizational culture and change within the organization are documented. These include Awareness Desire, Knowledge, Ability, and Reinforcement ADKAR Model, Kotter's Model, and Lewins Change Model. ADKAR Model is more goal- oriented change management model (Wright, 2016). It has five factors for its success; awareness, desire, knowledge, ability, reinforcement during its application. These factors aim at driving each to move from current individual state to a person future state. It starts with the individual and then continues to the whole organization. The management does this by explaining to each the fundamental reason and advantages for the change creating awareness of the objective of the process. The management, therefore, ensures that each person undertakes any training required and information needed to enable every employee to perform the tasks required in the changed environment. It will be upon the management to oversee the impleme ntation of the change, and any corrective measure addressed. KOTTER MODE is an eight-step process for organizational change developed by John (Garel, 2013). There are eight steps; establishing the sense of urgency by explaining why the change is needed. The second is forming a powerful coalition by bringing together, all the personnel that can lead the process of the change. The third stage leader establishes a vision and strategy, for the change and then the information is relayed to the staffs. Empowerment of the action is achievable through removing all issues that may object the implementation.The change leader creates short-term wins and consolidates them for the long-term achievements. Finally, the changes are achievable into the organization system through consistent implementation by all the stakeholders while being overseen by the leaders. Lewins Change Model is a change that assumes that any change is a plan and people are always the cause of those changes. The model aims at reducing all types of resistance to the changes by using the driving and restraining forces. The driving forces are the motivational reasons for a change in people while the restraining forces are those that hinder people in adopting such a change. The model has got three steps, these include; Unfreezing, a process of preparing for change that tends to uncover the fear of the unknown through communication. After communication, employees need to acquire knowledge and information through training on the change, and then they are allowed to manage their stress through discussing the change with colleagues. The employer should give ultimatums, to employees who do not embrace the change to either accept or be sacked. For those who have accepted the change, should be motivated to achieve the objective. Changing step is the actual stage of the modificati on. At these stages, there are new learning on behaviors and systems. Refreezing is reinforcement stage. At this juncture, feedback is collected, and the management does the motivation. Similarities and Differences Every model is adaptable depending on its strength and applicability to the organization in making the desired change (Bagno, 2017). It is observable that every step found in ADKAR Model is also present in the Lewins Model as explained below. The unfreezing step in Lewins Model represents the awareness, desire and knowledge stage in ADKAR M model. The changing step in Lewins model represents the ability stage in the while the refreezing is equivalent to the reinforcement stage in ADKAR. The KOTTERS eight steps are also available in the Lewins model. The unfreezing stage equivalents the first four stages of KOTTERS model that are establishing the sense of urgency for change, creating the guiding coalition, developing a strategy and communication of the change. KOTTER emphasizes more on this stage. The changing step is in steps number 5-7 of the KOTTER model, which involves empowering broad-based action and creation of short terms goals. The last two stages are equivalent to the refree zing stage in the Lewins model. Both KOTTER and Lewins recognize the aim of reducing the resistance and preparing the employees for change (Bagno, 2017). Although both ADKAR and KOTTER have the same aspect with the Lewins, all of them have different components of organizational change from one another. While Lewis focuses on creating awareness and knowledge, ADKAR insists on the creating the desire for change. KOTTER insist on the leadership contribution during the organizational change rather than on individual change as in ADKAR and Lewins models. While the ADKAR and Lewins model try to eliminate the resistance of the change, KOTTER insists on risk-taking and finding solutions to the problems. Even though both ADKAR KOTTER insist of reinforcing the organizational change, ADKAR does it at an individual level, unlike KOTTER that insist that it is through the leadership. Addressing resistance to organizational change Change is unavoidable in everydays life of an organization (Rese et al., 2011). Some of the employees do not welcome the change. The following are ways how to avoid and manage such resistance; The first stage is changed preparation, a stage where the leader must formulate the anticipated points in the strength and better way on how to address them. The resistance can be avoidable at the early stage through proper communication. Any change in an organization should be communicated to those that it is going to impact. Engaging the staffs through listening to their views makes the change justifiable and helps in removing any doubts in their minds. Relate the change to other issues that people care for such as their health, their promotions or even regarding the increase of salary. As a result, they get motivated. The second stage is change management, whereby all the resistants plan is of the five stages which are the communication method, creates awareness of the change to the staffs. The sponsorship program creates good participatory by building a coalition support with the senior leaders. The coaching plan outlines the main steps involved in the change. The training program empowers the staffs with the skills and knowledge that are very useful for the modification while the resistance management plan, addresses any obstacle that will be encounter during the implementation. The third stage is reinforcement stage, a stage where the leader collects all the feedback to help understand the rate of adoption and compliance with adopted culture. The feedback will allow the manager to know the shortcomings and address them effectively while upholding the wins to the betterment of the company. In case, of any resistance, the leader should work out on identifying the cause of that strength and understanding the reason behind that resistance. There might be some reasons such as lack of awareness of the change or fear of the job loss. After such identifications, the change management team should engage the right leaders to address the problem. Conclusion Every organizational change aims at redirecting the organization to the desired system that is more efficiency. It is the team to choose the model that conforms to the objective and change required. For those who dont possess much knowledge can opt for the ADKAR which is evident and straightforward unlike Lewins that explain less, while KOTTER will be more applicable when the change is supposed to be made by the top leadership. It is also observable that the models overlap one another, so combine all the models by the management would provide the best organizational change. Therefore, the selection of a model should depend on the knowledge and experience possessed by the person who is implementing the change. References Bagno, R., Salerno, M., da Silva, D. (2017). Models with graphical representation for innovation management: a literature review. RD Management, 47(4), 637-653. https://dx.doi.org/10.1111/radm.12254 Burnes, B., Bargal, D. (2017). Kurt Lewin: 70 Years on. Journal Of Change Management, 17(2), 91-100. https://dx.doi.org/10.1080/14697017.2017.1299371 Fieberg, J., Johnson, D. (2015). MMI: Multimodel inference or models with management implications?. The Journal Of Wildlife Management, 79(5), 708-718. https://dx.doi.org/10.1002/jwmg.894 Garel, G. (2013). A history of project management models: From pre-models to the standard models. International Journal Of Project Management, 31(5), 663-669. https://dx.doi.org/10.1016/j.ijproman.2012.12.011 Idowu, O. (2016). Understanding Organisational Culture and Organisational Performance: Are They Two Sides of the Same Coin?. Journal Of Management Research, 8(4), 12. https://dx.doi.org/10.5296/jmr.v9i1.10261 Kulkarni, K. (2014). NHS leaders note: organisational culture is key. BMJ, 349(jul28 7), g4814-g4814. https://dx.doi.org/10.1136/bmj.g4814 Matsuo, M. (2017). The Unlearning of Managerial Skills: A Qualitative Study of Executive Officers. European Management Review. https://dx.doi.org/10.1111/emre.12122 Nesterkin, D. (2013). Organizational change and psychological reactance. Journal Of Organizational Change Management, 26(3), 573-594. https://dx.doi.org/10.1108/09534811311328588 Pollack, J. (2015). Understanding the divide between the theory and practice of organisational change. Organisational Project Management, 2(1), 35. https://dx.doi.org/10.5130/opm.v2i1.4401 Rese, A., Baier, D. (2011). Success factors for innovation management in networks of small and medium enterprises. RD Management, 41(2), 138-155. https://dx.doi.org/10.1111/j.1467-9310.2010.00620.x Wallis, S. (2014). Existing and Emerging Methods for Integrating Theories within and between Disciplines. Journal Of Organisational Transformation Social Change, 11(1), 3-24. https://dx.doi.org/10.1179/1477963313z.00000000023 Wright, P. (2016). Making Great Theories. Journal Of Management Studies, 54(3), 384-390. https://dx.doi.org/10.1111/joms.12240

War Causes Essays - Ethology, Abnormal Psychology, Aggression

War Causes Individual level factors--Ethology is study on how humans and animals are equal. They contend that humans have the instinct to fight like animals do. Fighting would come when territory is intruded upon, for example. Frustration-aggression theorists contend that an environment would frustrate a person, and then aggression comes about. State Level--The type of political system is very important. Democracies seem to be more peaceful while authoritarian/totalitarian ones are more aggressive. Free trade also plays a factor with the commercial end of a country does not want to deal with warring countries, thus making the government slow down on wars with anyone, or slow relations with these warring states. Nationalism is also a factor because it could result in ethnocentrism and aggression could result from this. Protectionism (protecting goods and services from one's own country with tariffs and government restrictions) could also lead to war. International level--Problems could result from the system in which foreign policy is conducted. This would be an anarchy system. The long cycles theory comes into play here too. A balance of power could also lead to war like in Europe in the 19th and 20th centuries.