The Spanish Civil War Essay Example For Students

The Spanish Civil War Essay With reference to any civil war in the 20th century examinethe social, economic and political background to the divisions inthe society involved. To what extent were the problems whichcaused the war resolved in the post-war period?The state of Spain during the early years of the 20th centurycan be said to have been a state of great â€Å"unease†. Spain was oneof the first powers to loose her imperial influence, the state waspolitically unstable, industrially weak and had suffered somehumiliating defeats. It can be said that these were the maincauses that lead to the great instability of Spain during the Civilwar and post civil war periods. We will write a custom essay on The Spanish Civil War specifically for you for only $16.38 $13.9/page Order now Left-winged radicalism and nationalistic movements, such asthe Catalan movement frequently came into conflict with the centralgovernment, which lead the government to use corruption more andmore frequently as a form of control. The result was a militarycoup in 1923 lead by Miguel Primo de Rivera. Rivera preferred amore direct way of governing, with a strong Christian base and avery anti-communist attitude. He did not like party politics,preferring to govern pragmatically, at first with a militarycabinet, but later on (1926) he decided a systematic governmentwould be more efficient. So he introduced the `National Assembly’intended to represent different classes and groups, probably tosoften the opposition; as well as the Union Patriotica, created tomobilize popular support for his regime. Rivera also managed to strengthen the Spanish infra-structure,but the funding had to come from loans from other nations, becausethe upper classes would not accept a overhaul in the taxationsystem. He also managed to encourage industrial growth, which didwork to a certain extent because of many internal problems, and thebig depression. These financial and political, as well as social difficultiesled his regime to end in 1930 because it was unable to stop theattacks from the left, as well as attacks from the reluctantmilitary (who did not like his ideas of officer minimalisation). The next elections were won by the republicans, led by Azana,without too much difficulty. The Republic lasted 8 years beforeanother military coup, led by general Franco, took over thegovernment. The Republic tried to set out major reforms, intending torestructure the whole of Spain. The eight-hour working day was setup, as well as a reduction of officers in the armed forces (by theform of early retirement). Voting rights were given to people atthe age of 23, the nobility was abolished and, severe measures weretaken against the Church, especially religious education(considered, in a way, a form of propaganda). The region ofCatalonia was given some self-governing privileges, like thecontrol of it’s own police. The problem was that these reformsseemed to be too severe to the right-winged opposition and theprivileged classes. So in 1933, Azana’s government fell after being defeated bythe general elections. The new government was actually a series ofcoalitions which set out to undo all the reforms produced by theformer republican government. This lead to conflicts between whatnow could be called the two main â€Å"fronts†. These two camps werethe Popular Front (consisting of Communists, Socialist, Anarchists,etc.), and the National Front (consisting of right-winged partiesand other conservative institutions, such as the Church and theFalange). These parties fought for the next elections after theformer coalition government dissolved. The Popular Front won these elections, and so once again,Azana came into power. He tried, once again, to set out all hisprevious reforms. He also exiled Franco, who was considered thegreatest threat to the new government. The problem with the newgovernment though, was that it was (in the eyes of the opposition)drifting too far into communism. The National Front could notstand it any longer, so a military coup was hatched, lead by Francoto overthrough the government. This plan was set up so that twomain forces, one coming from the north, and the other from thesouth would eventually converge and snuff out the Republic. .u5816ad00eb61e7ac49a8747ba181d2c5 , .u5816ad00eb61e7ac49a8747ba181d2c5 .postImageUrl , .u5816ad00eb61e7ac49a8747ba181d2c5 .centered-text-area { min-height: 80px; position: relative; } .u5816ad00eb61e7ac49a8747ba181d2c5 , .u5816ad00eb61e7ac49a8747ba181d2c5:hover , .u5816ad00eb61e7ac49a8747ba181d2c5:visited , .u5816ad00eb61e7ac49a8747ba181d2c5:active { border:0!important; } .u5816ad00eb61e7ac49a8747ba181d2c5 .clearfix:after { content: ""; display: table; clear: both; } .u5816ad00eb61e7ac49a8747ba181d2c5 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5816ad00eb61e7ac49a8747ba181d2c5:active , .u5816ad00eb61e7ac49a8747ba181d2c5:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5816ad00eb61e7ac49a8747ba181d2c5 .centered-text-area { width: 100%; position: relative ; } .u5816ad00eb61e7ac49a8747ba181d2c5 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5816ad00eb61e7ac49a8747ba181d2c5 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5816ad00eb61e7ac49a8747ba181d2c5 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5816ad00eb61e7ac49a8747ba181d2c5:hover .ctaButton { background-color: #34495E!important; } .u5816ad00eb61e7ac49a8747ba181d2c5 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5816ad00eb61e7ac49a8747ba181d2c5 .u5816ad00eb61e7ac49a8747ba181d2c5-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5816ad00eb61e7ac49a8747ba181d2c5:after { content: ""; display: block; clear: both; } READ: Racial Profiling EssayThe National Front eventually won the civil war, not onlybecause it had financial and military support from Nazi Germany andFascist Italy, but also because the Popular Front had it’s owninternal conflicts. Franco’s regime proved quite successful. He managed toovercome internal disputes and balance the different Nationalistgroups; he left the question of monarchy open to the carlists andalso favored and encouraged a more influential Church. Even thoughhis government had a tough time during the 1940’s with regards toit’s status (problems becoming a member of the united nations),other nations saw Spain become, in their eyes, a more â€Å"softernation†, this improved it’s foreign dealings, mainly because of thefact that the cold war had started. A great success was the 1953 Madrid Pact between Spain and theU.S.A, which provided Spain with quite a substantial amount ofmilitary and monetary aid in return for access to it’s militarybases. This pact, as well as the better relations between Spainand the other powers and the great stability brought about becauseof the enormous repression that came with his regime, led Spain tobooming years during the 1960’s. The Spanish people saw a better Spain, economically, but itwas still in a very primitive state politically and sociallycompared to other european nations, who were not under militaryrule (with a few exceptions, of course). The end of the Francoregime left many scars in the social and political side of Spain. People had been submitted to a suppressive state, where very littleregard for any basic human right was given.

Interactive Communication Skills Essay Example

Interactive Communication Skills Essay Example Interactive Communication Skills Essay Interactive Communication Skills Essay Youre supposed to tell people what to do. All too often, though, people in management positions forget to make expectations clear, so make sure your employees or supervises know exactly what you want from them on every project. Make Expectations Reasonable With budget cuts sweeping the nation, more and more people are shouldering extra responsibilities. From volunteers at non profits to high level employees at large corporations, were all working extra hard. In this climate, its important to keep seasonable expectations. Dont give people tasks that are doomed to failure. If your company or department is suffering from budget cuts or employee losses, productivity may dip, so its important not to blame employees for things theyre not responsible for. Correct Mistakes When someone makes a mistake, let them know. This gives them an opportunity to correct it rather than making the same mistake. Correcting mistakes does not mean youre being a bully. Rather, it means youre giving people a chance to succeed. Communicate When youre in a position of power that allows you to see the big picture, it can be say to forget that not everyone has the benefit of your birds eye view. Communicate frequently with people you supervise about future plans, projects, and goals. Make sure to communicate both the positive and negative. Too often, bosses get caught up in criticizing rather than praising, so avoid this common mistake. Treat Employees Like People You shouldnt be overly involved in your employees personal lives in most cases, but that doesnt mean its not a good idea to invest in them as people. Make small talk and convey a sense of genuine care for them as people. Remembering birthdays, offering condolences when someone dies, and creating a team environment can lead to a substantially better working environment. Criticize Constructively Criticism can be beneficial to a persons Job performance, but not if they feel like theyre being torn down as a human being. Rather than questioning a persons dedication or competence, give specific instructions about what they can do differently. Dont engage in blaming or name calling. Offer Praise Perhaps the most important thing a good boss does is to offer praise when someone does something right. Aim to praise everyone at least twice as often as you criticize them. Even employees who are slacking off or not performing well can benefit from regular praise. When people feel good about themselves they tend to do better. Accept Criticism Perhaps the most critical difference between good bosses and great ones is that great bosses are willing to accept constructive criticism. Ask your employees what you can do to be a better supervisor, and be willing to listen to their concerns. Dont Engage in Office Gossip Every office has its own politics, with in groups, out groups, and cliques. Dont get manage, will suffer. Treat each employee equally, and dont Judge performance based upon how much you or someone else likes a particular employee. Dont Be a Pushover Its true that some of the worst bosses are Just blatantly mean, but being a pushover can be equally problematic. If youre afraid of confrontation, your employees dont have a chance to get meaningful feedback and improve at their Jobs. Work to straddle the line between being a pushover and a bully, and instead be assertive but kind. Your employees will be grateful for your combination of assertiveness and friendliness. 0 QUALITIES A SUPERVISOR SHOULD HAVE The 10 main qualities required are: 1 . Great communication skills: As a supervisor one must communicate clearly and correctly to avoid misunderstandings and frustrations. When receiving information from a subordinate, she should be sure to receive it correctly There is no harm in asking again if necessary. 2. Adapt to the changes: World is changing at a fast pace. The efficient supervisors ought to keep up with it. Do not Just blindly follow the age old norms and rules. Think out of the box if required. Adjust to the needs of the organization. 3. Value the employees: The people are any supervisors real asset. They are ones running the business and the work. A good supervisor understands their worth and treats them accordingly. 4. A coacher/mentor: Share your experience. A good supervisor shares her wisdom, knowledge and experience with the employees. She helps them perform better. This also strengthens the bond and the trust between them. 5. Disciplined: If a supervisor is disciplined then only can she expect the people to be so. The boss is an example Come on time, meet the time- lines, set a behavioral code if necessary. 6. Feedback/incentives: Promotions, feedback, raises and accolades should be showered on the deserving people. 7. Be an example: Be hands on Do not Just always delegate. At times the boss should take on projects too. She may try picking up something less attractive or uninteresting and complete it wonderfully. This sets an example to all the team about taking up challenges and about how any work is important. . Be approachable: The employees should not hesitate in approaching the supervisor with their concerns and problems. An efficient supervisor will make sure that there is enough trust and openness teeny her and the employees for the latter to come to her with their grievances. 9. Be considerate: People are not Just employees. They have families, friends and a life beyond work. Unless there is som ething urgent, do not make them work beyond the usual hours. Let them have their weekends and vacations. Be practical when setting the time-lines. This all will in turn improve the efficiency and the productivity of the employees. 10. Positive attitude: Be polite. Wish employees good mornings and be generous in thanking them. Inquire after about their families off and on. 11. Criticize instructively: When mistakes happen a good supervisor tries and understands the reasons behind the mishap. She criticizes or assesses the employee in proportion to the mistake. And it is always better to not to scream or scold in front of the others. Give constructive feedback; show them the right way to do things. . Equally important is understanding and incorporating employee feedback. A good supervisor interacts effectively with her employees, maintaining open lines of communication to ensure she stays informed bout project progress and brewing problems. Empathy If you cant place yourself in your employees shoes, you cant lead them effectively. For example, a parent might not be able to work overtime, or an employee going through a hard time might need temporary special considerations. Be as accommodating as possible in the face of genuine need, and your employees will be loyal in return. Ability to Delegate A good supervisor excels in delegating tasks to those employees best-equipped to handle them. Proper delegation streamlines a project, ensuring efficiency and maximizing profitability. Poor delegation, on the other hand, compromises a project. For example, if you delegate a vital task to an inexperienced employee, the whole project can slow. Worse, you might have to backtrack to fix errors, an inefficient use of time and resources. Flexibility No single approach to management works in every situation. Rather, a good supervisor chooses tactics based on the situation. For example, as a deadline nears, you might adopt a hard-line approach to ensure the work gets done. But your employees cant operate at full-speed perpetually, so adopt a more relaxed approach during downtime between projects. This gives employees time to recover their strength. Confidence Your employees look to you for inspiration. If you seem wish-washy or fearful, theyll assume you dont know what youre doing. That insecurity will create a negative workplace atmosphere, stifling productivity. But if you display confidence and positivist, your employees will be secure in your skills as a leader. Humility While a confident and positive outlook is important, not every decision you make will work out well. When a project fails or a choice backfires, accept responsibility and learn from the mistake. Dont blame your employees for problems that resulted from your mistakes. (1) Tame yourself You have to begin by understanding your personality and taming it. If you are too quiet, you will need to work on becoming more outgoing and decisive. If you are too decisive, to the point where you scare people, you will need to work on toning yourself down. You want to become a thoughtful, considerate leader who knows where you are going and is able to communicate that properly to the team. (2) Have a goal If you dont know where you are going, you will never arrive, and no one will be able to follow you. Your goal can e as simple as providing every customer with the best service or no injuries, no deaths on the Job or make a profit. (3) Have a clear, simple message You must be able to convey your goal in a sound bite. People can understand and retain clear, simple messages. You have to be able to repeat the message at meetings, in newsletters and in general conversations. If your people know the message, they will be able to follow. (4) Look and act like a leader People have a much easier time following someone who looks as they should. Your cl othes should be clean and pressed. Your shoes should be polished. You should walk with confidence. (5) Be trustworthy People wont follow you if they dont trust you. You must be ethical and People dont trust people who say one thing at a meeting, and then say or do something different outside of the meeting. (6) Care about your people You cant supervise people if you dont like them. You shouldnt become best friends with your staff, but you should know them and know what their problems are. Because you care, you should attend their weddings, and the funerals of their close family members. Because you are their leader, you should not attend more personal unctions, such as their birthday parties. You need to keep yourself concerned with your staff, but not intimately involved with them. If you are really not a people person, consider another, non-managerial position in your organization. Ruth Hag (wry. Managerial. Com) is the President and CEO of Hag Environmental Company, a hazardous waste consulting firm. Ruth is also a business management consultant. She trains supervisors to identify their shortcomings and tame them, while creating management systems that focus on their employees rather than themselves. She is also the author of several books, including a four-book series on supervisory management which includes Taming Your Inner Supervisor, Day to Day Supervising, Hiring and Firing and Why Projects Fail. She and her partner, Bob Hag, host the weekly radio show Manage Living, which can be heard on-demand on her site. 5 most important skills to become an effective supervisor 1 . Delegation skills: This is one of the most important supervisory skills and requires logical rules and technique for proper assignment. Effective delegation saves time, develops people, motivates the team and increases the production. Poor delegation will result in frustration, De-motivation and creates confusion among the sub- ordinates. The delegated task must be specific, measurable, realistic, agreed, time bound, ethical and recorded. 2. Interpersonal Skills: Employers appreciate supervisors who get along with people at all levels and so they hire supervisors with good interpersonal skills like communication, problem solving skills and team building skills. Interpersonal skill helps to build a trust between you and the sub- ordinates and thus able to work harmoniously and efficiently. 3. Performance valuation skills: Evaluation of employee performance is one of the most challenging aspects of a supervisors Job. This evaluation improves employees Job satisfaction and morale by letting him/her know that the supervisor is interested in their Job progress and personal development. This serves as systematic guide in planning employees further training, assist in determining special talents, skills and capabilities. PEP also provides an opportunity for employees to discuss Job problems and interests. 4. Training Skills: It is a supervisors Job to identify and impart training to the employees on regular basis. It helps in increasing the Job knowledge and skills of the employees and thus expand the overall personality of the employee to achieve individual goal and organization goals. 5. Decision making skill: This is an important skill required for a supervisor in order to complete their Job responsibilities. Best way is to solve problems by selecting one course of action from several possible alternatives where the positive outcome can outweigh possible losses. Avoiding decision may be easier; however, making own decision and accepting the consequences is the best way to stay control of your time and success.

Cohabitation Essay Example | Topics and Well Written Essays - 2500 words

Cohabitation - Essay Example The leveling of the divorce rate is covering up the instability in the rising rates of cohabitation that is being passed from generation to generation. Cohabitation outside marriage sociologically changes the formation of the family unit. In a cohabitation arrangement, there is no legal commitment on the part of the spouses in regards to property and long-term child care arrangements. Because it leaves the children at risk, and due to religious and moral values, the act of cohabitation often carries a certain amount of social stigma with it. Yet, research has also shown that couples who cohabitate are significantly more likely to get divorced if the cohabitation progresses into marriage. A study by DeMaris and Rao (1992) concluded that "cohabitors have a higher hazard of dissolution at any given time since marriage. [and] cohabitors are estimated to have a hazard of dissolution that is about 46% higher than for noncohabitors" (p.183). The increased rate of divorce among previously cohabitating couples may be a product of an instability in the relationship from the beginning. According to Bumpass, Sweet, and Cherlin (1991), "About 4 0% of cohabiting unions in the United States break up without the couple getting married, and this tends to occur rather quickly. By about one and one-half years, half of cohabiting couples have either married or broken up" (p.917). Whether the cohabitation arrangement dissolves quickly, or ends in divorce after a later marriage, the prospects for a cohabitating couple are significantly worse than for a couple that marries without ever cohabitating. The rates of divorce and cohabitation have been historically measured by the Census Bureau. According to Fitch, Goeken, and Ruggles (2005), "The acronym POSSLQ-"Persons (or Partners) of Opposite Sex Sharing Living Quarters"-was coined by Census Bureau staff in the late 1970s. POSSLQ households-termed "Unmarried Couple Households" by the Census Bureau-are composed of two unrelated adults of the opposite sex (one of whom is the householder) who share a housing unit with or without the presence of children under 15 years old" (p.2). Divorce rates in theUnited States rose sharply in the period of 1960-1980 followed Chart 1: Source (Schoen & Canudus-Romo) by a leveling off period through the year 2000 (See Chart 1). During this same period, the Percentage of Opposite Sex Sharing Living Quarters rates have continued to rise sharply (See Chart 2). Chart 2: Source (Fitch, Goeken, & Ruggles) An interesting aspect of the divorce and cohabitation rates is that as the cohabitation rate was low and remained steady from 1960-1970, the divorce rate rose sharply. However, during the period of 1975-2005, cohabitation rates have risen dramatically, while the divorce rate has remained steady. From a psychological standpoint, it would seem that a relationship that has transgressed from a cohabitation arrangement to a marriage would have a better chance of success. The partners would be familiar with each other's living habits and the commitment to marriage would be based on a well informed couple. As would be expected, cohabitation has a higher dissolution rate than marriage, but this also extends to the couples who have married and now experience a higher divorce rate. Several studies have confirmed that couples who have