The Types Of Conflicts

The Types Of Conflicts Conflict and negotiation have been a serious matter for organization. As individuals have different thinking or way of doing things different from others, conflict may occur among them. So we will identify those types of conflict happening between individuals in the workplace. Then we will explain the different variety of organization conflict levels. After that we will explain Thomas-Kilmann Model used for conflict issues based on assertiveness and cooperativeness and then discuss the negotiation approaches used when parties are negotiating in something. Another part of the work will be taking about culture and then explain Scheins iceberg model of culture and Handy four dimensions of organizational culture. The last episode will explain about Kurt Lewins three steps of change theory. Introduction Conflict is a normal and natural part of our workplaces and lives. As people with diverse background come together in a working environment, differences in opinion, attitudes and beliefs. However conflict does not submit itself to a single and widely accepted definition, different peoples have given different definitions. Dougherty and Pfaltzgraff( 1971:139) defined the concept as: A Condition in which one identifiable group of human beings is engaged in conscious opposition to one or more other identifiable human groups because the groups are pursing what are or appear to be incompatible goals (Dougherty, 1971). Dougherty and Pfaltzgraffs definition clearly points to the fact that conflict arises out of interaction between and among people. Mc Shane and Olekalns also defined conflict as a process in which one party perceives that its interests are being opposed or negatively affected by another party (Mc Shane Tony, 2010). Types of conflicts: Since all individual have different mindset, it is quite possible that there may be arguments or differences of opinion according certain issues. This take place most often in workplaces. Generally there are many types of conflict but the majority of them are found in places of work because most of our time is spend there. In our situation we will focus on just three types of conflict which is task conflict, relationship conflict and process conflict. Task conflict- task conflict are conflict that happen within a group or team, this type of conflict is focused around the task at hand. It arises when the group members have different viewpoints, opinions and ideas. Example: in a workplace, differences of opinion between the members of a project team on how to market a new product. Relationship conflict- Relationship conflict concerns interpersonal animosities and tensions among individuals themselves rather than the task, it occur because of the presence of strong negative emotions, poor communication or miscommunication. This type of conflict happens every day in our life it is difficult to avoid it. Example: Process conflict: Levels of Conflict: As we have seen, organization conflict can take place at a variety of levels. By far, conflict occurs at various social levels and may include intrapersonal, interpersonal, intergroup and interorganizational level of conflict. Intrapersonal Conflict occurs between the individual and may involve some form of goal, cognitive or affective conflict. Intrapersonal conflict is unique among the types of conflict, it is the sort of conflict that happens whenever an individual behave. This type of conflict is also known as psychic conflict. It occurs when an organizational is required to perform certain task and role that do not match his or her expertise, interests, goals and values. An example of interpersonal conflict is when an individual is attracted to two desirable goals but cannot pursue both. Interpersonal Conflict involves two or more individuals who believe that their attitudes, behavior or preferred goals are in opposition. This type of conflict between individ uals is a concern for managers because it happens all the time between individuals in the same or different department or even different organizations. An example is conflict that occurs between two different hierarchical levels or units members in the same organization such as superiors and subordinators. Intergroup Conflict refers conflict between groups of individual such as members of different teams, department or groups. The group may be very large such as notions or much smaller social group such engineers or the production managers in a manufactory facility. Interorganizational conflict involve disputes between two or more organizations as a result of interdependence on membership and divisional or system wide success. An example is the competition against two different businesses to one another. Conflict Mode: Thomas-Killmann Model. Conflict arise when people have different views on a subject, the Thomas-Killmann Model can be useful because it focuses on the individual style used most often in conflict issues, this conflict model is based on an access of assertiveness and cooperativeness. The elements of this model are followed: Avoiding, Accommodating, Competing, Compromising and Collaborating. Lets start by the first one Avoiding people using this type think that they evade the conflict entirely, this style is typified by delegating controversial decisions, accepting wrong decisions, and not wanting to hurt anyones feelings. However in many situations this is a weak and ineffective approach to take. The next one is Accommodating, this style indicates a willingness to meet the needs of others at the expense of the persons own needs. The person using this style often knows when to give in to others, but can be persuaded to surrender a position even when it is not warranted. This person is not assertive but is highly cooperative. Accommodation is appropriate when the issues matter more to the other party, when peace is more valuable than winning. After accommodating we tend to Competing, strongly assertive and not inclined to cooperation. This is a power oriented approach, competing is appropriate when quick decisive actions is needed or when an unpopular but necessary course must be followed. This style can be useful when there is an emergency and a decision needs to be make fast. Another style is Compromising, this an intermediate style in both assertiveness and cooperativeness, individuals who prefer a compromising style try to find solution of the problems that will at least partially satisfy everyone. Each person is expected to give up something and the compromiser also expects to abandon something. This approach lead leads to expedient and acceptable outcomes that fall short of ideal but which both parties are willing to accept. The last one is Co llaborating, this is where people try to work together like as they say two heads are better than one. Assertive and cooperative, this involves working with the other party to find a mutual agreeable solution. A collaborator will not be shy to express his or her views. This style is useful when you need to bring together a variety of viewpoints to get the best solution when the situation is too important for a simple trade-off. Below is how the diagram of Thomas-Kilmann model is presented based on assertiveness and cooperativeness. Negotiation Approaches: one distinctive type of conflict management is negotiation, where people engage in give and take discussions and consider various alternatives to reach a joint decision that is acceptable to both parties. Some conflicts require confrontation and negotiation between the parties. The strategy to negotiate requires skill on the part of the negotiator and careful planning before proceeding in negotiation. This process of negotiating involves an open discussion of problem solution. There are two (2) major negotiation approaches which are distributive and integrative. Distributive negotiation is considered the traditional model for handling negotiation. It is an approach in which the goals of one party are in direct conflict with the goals of the other party. In distributive negotiation each party attempts to get as much as they can. One side wants to win which means the other side must lose. With this win-lose approach, distributive negotiation is competitive and a dversarial rather than collaborative and does not lead to positive long term relationship. An example, when negotiating for a used car, if the buyer feels that he got a good deal for the car, he won. But if he walks away feeling that he paid too much for it, he lost. On the other hand, Integrative negotiation is based on a win-win theory, in that all parties want to come up with a creative solution that can benefit both sides. With integrative negotiation, conflicts are managed through cooperation and compromise, which leads trust and positive long term relationship between the parties. Ideally, no one should loose in an integrative negotiation because the parties will sit together to analyze the solution of the problem so that each party will benefit from it and build a strong relationship. Example a trade union negotiating with the employers asking an increase in 2.5% of wages every year with bonus on every Christmas or they would go for strike. The employers suggested 1.5% increa se in wages for every two years and 2 hours of work per day bonus will be given. Therefore, the suggestion is advantageous by both parties. Workers benefit good wages and bonus by only giving an extra two hours. The companys work process will be increased that can tend to an increase in sales and profit. So, with integrative negotiation, both parties won. Organizational Culture: According to Ross, culture is a Particular practices and values common to a population living in a given setting. Schein states that the manifestation of organizational culture occurs at three levels: Artifacts, Beliefs or Values and Attitudes and Basic Assumptions. This model provides a useful approach to analyze the cultural construct based on the degree to which the cultural phenomenon is visible to the observer. Artifacts are the most visible aspects of culture, including language, clothing, manners, food, etc. they represent the physical construct of the organization and its social environment. Organizational artifacts include visible phenomena such as: technology and products, language, rites and rituals, uniforms, myths, organizational stories, symbols and ceremonies. Artifacts are easily visible. The second level of Scheins Iceberg Model of culture Beliefs, Values and Attitudes are those values of cultural group which are not visible, but conscious to the members of the group. Schein argues that the artifacts that we can observe are manifestations of the values that constitute part of the organizational culture. The third is Basic Assumptions; these are invisible and unconscious beliefs, perceptions, thoughts and feelings shared by members of a common culture. These basic assumptions grow from the continuous use of a problem solution that has frequently been successful in the past. This is also a challenge for managers because it is quite a challenge to change something that you cannot see, but what is certain is that basic assumptions profoundly influence a persons actions. Below shows Scheins Iceberg Model of Culture. untitled.bmp Handys four dimension of organizational cultures: Cultures are classified into four major types, Handy described the four of them. Power culture: Handy illustrates the power culture as a spiders web, with the all-important spider sitting in the centre. Typically found in small organizations, everything turns around the main person, all decision taken is made by them and they preserve absolute authority in whatever situation. The success of power culture depends on the capabilities of the focal person. Organizations with this type of culture can respond quickly to events, but they are heavily dependent for their continued success on the abilities of the people at the centre; succession is a critical issue. Role culture: The role culture can be illustrated as a building supported by columns and beams: each column and beam has a specific role to playing keeping up the building. This type of culture is based on the existence of procedures and rule frameworks. The hierarchy and bureaucracy dominate this type of organization. Position is the main power source in the role culture as well as rules and procedures are the chief methods of influence. It finds it difficult to adapt to change; it is usually slow to perceive the need for it and to respond appropriately. Task Culture: Task culture is job-or project-oriented, and its accompanying structure can be best represented as a net. This type culture uses a small team approach, where people are highly skilled and specialized in their own area of expertise. Tendency to change to a role or power culture when resources are limited or when the whole organization is unsuccessful. The expertise within this type of organization is vested in the individual within it and it is them who must be organized in way that it meets the needs of the business. Person Culture: Person culture is an unusual culture in which individuals believe themselves superior to the organization. Clearly, not many organizations can exist with this sort of culture, or produce it, since organizations tend to have some form of corporate objective over and above the personal objectives of those who comprise them. Change Management: Change Theory: Kurt Lewin(1890-1947) wan an American social psychologist who contribute much to the understanding of group dynamics. His model state that changing an organization requires that we shake it out of its equilibrium, effect changes while it is unstable and then allow it to settle into the new, desired equilibriumà ¢Ã¢â€š ¬Ã‚ ¦. He proposed a three stage theory of change commonly reffered to as unfreezing, change and refreezing. Kurt Lewins Model: Lewins model has influenced many later theory of change management. It describes the way in which many managers plan both strategic and operational change. The three levels are: unfreezing, change and refreezing. Unfreezing involve group discussions in which individuals experience others views and begin to adapt their own. Unfreezing means that destabilizing the present balance of forces that gives the organization or business its stability. He argued that this destabilizing process helps to overcome resistance to change. Change involves moving the unbalanced system in the desire direction. It has sometimes been applied more strictly than the intended. Refreezing is the final step of Lewins three step model, which refers of integrating the change into the organization and resuming the organization actions to regain its equilibrium. Conclusion Recommendation: Conflict happens everywhere. Conflict and negotiation are aspects of operating a business. Business owners face conflict with partners, managers, employees and the general public. Negotiation is often necessary to create an amicable solution for all parties involved in the conflict. Many small or home-based businesses avoid internal conflict and negotiation because owners are primarily responsible for completing business functions. However, external conflict and negotiation occur for most companies in the business environment.

Management and Organization Essay -- Business, Scientific Management T

Introduction The management and organizational approaches that are used by various firms play a critical role in their performance. The adopted management approach is important due to the fact that it determines the efficiency with which activities are performed. The organizational structure of the firm on the other hand determines the delegation and application of authority. The organizational structure is developed by the management. The structure facilitates effective interaction among employees and helps in directing resources towards achieving the goals of the organization. The behavior of employees is also influenced by the management and organizational approach (Mullins 3). Thus a firm will only be successful if it adopts the best management and organizational approach. This paper will focus on analyzing two management approaches namely, scientific and bureaucratic theories of management. Scientific Management Theory This theory focuses on the analysis and synthesis of workflows. Its main objective is to improve efficiency within an organization. In order to achieve this objective, the theory proposes that scientific principles should be used in designing processes and managing workers. This theory was developed by â€Å"Fredrick Taylor in the 1880s and 1890s within the manufacturing industry† (Cook and Hunsacker 34). The theory was highly influential in the 1910s as the best management style. However, by 1920s it began to lose its popularity as new management ideas and concepts emerged. The modern organizational approaches and management styles borrow the following concepts from the scientific approach. The concepts include â€Å"logic, efficiency, mass production, rationalization, work ethic and standardization of best practi... ...ty. Finally, the two approaches adopt a top-down system of making decisions. This means that commands or directives are given by the top officials while the junior employees are expected to obey. By contrasting the two approaches, the following differences can be identified. While the scientific approach focuses on improving labor productivity, the bureaucratic system puts more emphasis on administrative efficiency. The scientific approach encourages the introduction of incentive schemes in order to motivate workers. The bureaucratic approach on the other hand places emphasis on the rights of the workers in order to motivate the employees. Finally, the bureaucratic approach considers employment as a life-long career. The scientific approach on the other hand leads to job loses as â€Å"knowledge is transferred from workers to workers and from worker to tools† (Dean 29)

Throwaway Confidential Informants Essay

The article, â€Å"The Throwaways†, by Sarah Stillman, is an account of confidential informants being used as inexpensive and off the record pawns in the drug war. A confidential informant is a person who has been caught for a crime, usually illegal narcotics, and has been offered to have their slate wiped clean or their punishment reduced if they help bust a higher up criminal. The police treat these informants as if they are nothing else but a tool to catch the criminals at the top of the food chain. The police do not stop to think that the informants are often productive people in society, even if they decide to partake drug use. I have a close friend who was asked to be an informant after being busted with just a small amount of marijuana. I strongly advised against this for his safety, and my friend instead had to spend nearly four thousand dollars on a lawyer. It is unjust and immoral for police officers to use these people with no formal guarantee that their charges will be dropped, as well as putting them in extremely dangerous situations. â€Å"The Throwaways† is an article about four young confidential informants who had their lives cut short because they decided to cooperate with law enforcement and help bust drug dealers. Every single informant’s fate led 6 feet underground. Rachel Hoffman was a twenty-three year old girl who had plans to go to culinary school and open a new type of rehabilitation center. Rachel was found dead the next day fifty miles from where the cops were supposed to be tracking her every move. Lebron Gaither testified against a man in court and was then ordered to try and buy narcotics from the same man he had just testified against; he was tortured, shot with a handgun as well as a shotgun, ran over by a car, and then dragged by a chain into the woods. Shelly Hilliard was caught with a half ounce of pot, threatened with prison, and agreed to be an informant. Hilliard’s body was found on fire beneath a mattress on a service road. The last informant in the article, Jeremy Mclean, agreed to be an informant because he did not want to bring disgrace to his family name. The police continued to make Jeremy bust drug dealers until he helped lead to the arrest of a heroin trafficker. The officers said that the heroin trafficker, William Vance Reagan, Jr., was harmless and not to worry. Reagan shot Jeremy in the back of the neck 3 times and once in the face. He was sentenced to life in prison without parole (Stillman). Narcotics officers use informants  as a disposable tool to get to people, or places that they cannot get to alone. According to the article, over eighty percent of drug busts involve informants (Stillman 38). There are usually no contracts and the informants have to trust that the officers will keep their word. I think that this is insane and it endangers the lives of mostly young people who have their entire life ahead of them. At the time, the opportunity to be a confidential informant and having all of their charges dropped seems like a better option than time in jail or huge fines. It is too dangerous to bust a drug dealer. The word would get out that they got arrested, and the informant would be the number one suspect. I have a close friend who was smoking pot at a Wiz Khalifa concert in his car before going in, because he had been told that there were cops inside and that the security guards searched you before you went in. While smoking he saw two men walking up by his car, one a big strong white man and the other a smaller African American man. As they walked past his car, he took a sip of his drink because his throat burned slightly from the smoke. The two men saw him do this, pointed at his car and walked off. My friend felt that something was wrong because of the way they pointed at the car, so he got out to go into the concert. The next thing he knew, both of those men had chased him down and were interrogating him about what he had been drinking. He did not look stoned, because he had put in eye drops and said he wasn’t drinking anything but a coke. The men pulled out their badges and fifteen other cops circled around him. They reached in his pocket, took out his keys and unlawfully searched his car, because he had been seen drinking a coke. When they found marijuana in the car, they were surprised. They didn’t read him his Miranda rights nor have probable cause to search the car. The smaller African American man asked my friend to step aside and asked him if he knew where he could get an ounce or more of pot. He said yes and then he offered for him to be an informant, he gave him his number and said to call him J. The man said that this is how it would go down if he agreed; J would give my friend money and he would walk in and buy a gram of pot, walk out and give J the marijuana. Then a couple days later he would have to introduce J to the dealers and they would both buy some marijuana. Then J would attempt to get over an ounce of pot. After a couple weeks passed, the police would come to the dealer’s house and arrest him. My friend could have had his charges dropped completely. Although he could have  also ended up like Jeremy and perform more sting operations, or even worse dead. There are no contracts, it is completely based on the cop’s word and that is a huge problem. You never know what could set a person off and make them mad enough to kill you. For example; in a neighborhood near mine a drug dealer shot and killed four teenagers because they did not pay him for two grams of weed worth forty dollars. I think that using confidential informants at all should be outlawed due to the excessive risk in every situation, but I am very biased because of my friend. The current law regarding informants requires special training for the officers, t he informant’s age and emotional state to be considered, and for the level of risk to be taken into account. (Stillman 47) There are still no real guidelines, just certain things that the officers must consider. There either needs to be much more strict guidelines, such as the informant must be a legal adult, or the use of confidential informants should be made completely illegal. The tragic stories that are presented in this article should be enough for anyone with a conscience to know that the use of informants is wrong. The police use informants as a cheap way to bust dealers by scaring the people into cooperating. I have a personal experience in my life that impacts my opinion on the use of informants. My friend could have been killed while doing the law enforcement’s dirty work, because he decided to smoke a small amount of marijuana. The decision to become a confidential informant should not be one of the last decisions a person must make in his or her life. It should be completely illegal for trained police officers to endanger the lives of citizens by offering them to be an informant. I believe police officers should protect and serve, that means not aiding the deaths of ordinary people. Works Cited Stillman, Sarah. â€Å"Re: The Throwaways.† New Yorker. N.p., 17 Sept. 2012. Web. 27 Sept. 2012. . â€Å"Marijuana-arrests.com.† Marijuana-arrests.com. N.p., n.d. Web. 25 Sept. 2012.

Singapore Armed Force And Manpower Using The Defense...

Introduction: Singapore Armed force is the military arm of the Total defense of the republic of Singapore and acts as the military component of the Ministry of defense. It comprises of three services like Republic of Singapore navy, the Singapore army and the Republic of Singapore Airforce. Recently, the technology advancement in Singapore armed force plays a significant role in all the services. There may have some challenges and opportunities of using technology for the Singapore Armed forces. Singapore armed force reduces manpower: Certainly, there are several ways to cancel the thirty percent of the drop out in the manpower. By leveraging on defense technology as the force multiplier, this makes to offset the manpower (Loo, 2013).†¦show more content†¦Cutting edge: SAF will have to move closer to the cutting edge and effective technologies which optimize the global arms market. The transforming phase of technological innovation makes cutting edge ineffective. Although there are some indications of countermeasures to optimize technology. It even moves more to the global cutting edge of military technology requires spending more amount of money. The SAF use the technology as force multipliers and particularly in the place of C4I integration which makes to operate its different units in an incorporated manner. The Navy, Air Force, and Army are interrelated through the advanced data links and networks to make coordinated attacks and support for several forces. Technology is the essential factor in the SAF transformation into 3rd generation fighting force. The SAF recognize that technology is significant for reducing the limitations of a small population of Singapore. It has one of the largest defense budgets on the Asia Pacific regions where Singapore emphasized to maintain the spending on superior and sophisticated weaponry. The experimentation and research help to create technological edge where the SAF had rudimentary capabilities. It is one of the largest employers of scientist and engineers in Singapore. SAF tends to make considerable resources to defense research and development and the experimentation. The education system of Singapore has created national servicemen who tend to manage SAF consistentShow MoreRelatedEconomics5415 Words   |  22 Pagesthe group of  Next Eleven  countries. South Korea had one of the worlds fastest growing economies from the early 1960s to the late 1990s, and South Korea is still one of the fastest growing developed countries in the 2000s, along with  Hong Kong,  Singapore, and  Taiwa n, the other three members of Asian Tigers.  South Koreans refer to this growth as the  Miracle on the Han River.  Having almost no natural resources and always suffering from overpopulation in its small territory, which deterred continuedRead MoreDoing Business in the Asia/Pacific Rim Region31325 Words   |  126 PagesMember law firms practice independently and not in a relationship for the joint practice of law. Wee, Ramayah Partners 22 Malacca Street #15-00 Royal Brothers Building Singapore 048980 Singapore +(65) 6534-5155 PHONE +(65) 6534-2622 FAX www.wrp.com.sg Contact Attorney: Rajaram Ramiah rr@wrp.com.sg SRI LANKA SINGAPORE Yoon Yang Kim Shin Yu 19th Floor, ASEM Tower 159-1 Samsung-Dong, Gangnam-Gu Seoul 135-798 Korea +(82-2) 6003-7000 PHONE +(82-2) 6003-7804 FAX www.hwawoo.com Contact Attorney:Read MoreThe Boeing Company 2007 Annual Report61846 Words   |  248 PagesBoeing is the world’s leading aerospace company and the largest manufacturer of commercial jetliners and military aircraft combined, providing products and tailored services to airlines and U.S. and allied armed forces around the world. Our capabilities include rotorcraft, electronic and defense systems, missiles, satellites, launch systems and advanced information and communication systems. Our reach extends to customers in more than 90 countries around the world, and we are a leading U.S. exporterRead MoreModern History.Hsc.2012 Essay25799 Words   |  104 Pages* Units used to reinforce their troops already on the battle lines and not waste scarce shipping on bringing over supplies. * The U.S. rejected the first proposition and accepted the second. General John J. Pershing, American Expeditionary Forces (AEF) commander, refused to break up U.S. units to be used as reinforcements for British Empire and French units. * As an exception, he did allow African-American combat regiments to be used in French divisions. The Harlem Helifighters foughtRead MorePrinciples of Information Security, 4th Ed. - Michael E. Whitman Chap 0118683 Words   |  75 PagesManager: Shanna Gibbs Production Manager: Andrew Crouth Content Project Manager: Brooke Greenhouse Senior Art Director: Jack Pendleton Manufacturing Coordinator: Amy Rogers Technical Edit/Quality Assurance: Green Pen Quality Assurance  © 2012 Course Technology, Cengage Learning For more information, contact or find us on the World Wide Web at: www.course.com ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored or used in any form or by any meansRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesthat were clearly major departures from those that defined the nineteenth-century world order. On the other, it perversely unleashed forces that would undermine Western world dominance and greatly constrict the forces advancing globalization, both of which can be seen as hallmarks of the opening decades of the twentieth century. This intermingling of the forces and processes that were arguably essential components 2 †¢ INTRODUCTION of two epochs we routinely set apart as centuriesRead MoreUnited Arab of Emirates Country Notebook18844 Words   |  76 Pages1976, UAE University (UAEU) was established in Al Ayn in Abu Dhabi. Consisting of nine colleges, it is considered by the UAE government to be the leading teaching and research institution in the country. In 1988 the first four Higher Colleges of Technology (HCT) were opened. In the academic year 2005–6, 12 campuses offered more than 75 programs, with a combined enrollment of 15,000 men and women. The commercial arm of the HCT, the Centre of Excellence for Applied Research and Training, is allied withRead MoreUnited Arab of Emirates Country Notebook18844 Words   |  76 Pages1976, UAE University (UAEU) was established in Al Ayn in Abu Dhabi. Consisting of nine colleges, it is considered by the UAE government to be the leading teaching and research institution in the country. In 1988 the first four Higher Colleges of Technology (HCT) were opened. In the academic year 2005–6, 12 campuses offered more than 75 programs, with a combined enrollment of 15,000 men and women. The commercial arm of the HCT, the Centre of Excellence for Applied Research and Training, is allied withRead MoreCloud Computing Security67046 Words   |  269 Pagescloud computing is surely a long one, requiring the participation of a broad set of stakeholders on a global basis. However, we should happily recognize the progress we are seeing: new cloud security solutions are regularly appearing, enterprises are using our guidance to engage with cloud providers, and a healthy public dialogue over compliance and trust issues has erupted around the world. The most important victory we have achieved is that security professionals are vigorously engaged in securingRead MoreProject Managment Case Studies214937 Words   |  860 PagesBathtub Period 385 Ford Motor Co.: Electrical/Electro nic Systems Engineering 388 viii 11 PROJECT RISK MANAGEMENT 401 CONTENTS The Space Shuttle Challenger Disaster 403 The Space Shuttle Columbia Disaster 453 Packer Telecom 460 Luxor Technologies 462 Altex Corporation 466 Acme Corporation 470 12 CONFLICT MANAGEMENT 473 Facilities Scheduling at Mayer Manufacturing 475 Scheduling the Safety Lab 478 Telestar International 480 The Problem with Priorities 482 13 MORALITY AND ETHICS