The Strong Man free essay sample

The Strong Man A relationship Is like standing on wet cement. The longer you stand, the more difficult Is to leave. This means that it Is hard to leave someone that you have been spending most of your life with, especially someone that you have shared almost everything with. This quote fits very well with the problem for one of the mall characters In the story the Strong Man The Strong Man by George Garrett takes place in Pisa in Italy. The story is about a woman and her husband Harry. They are sitting in a little traitor besides the Aaron.They are talking about their relationship and about the baby they are expecting. Harry has been cheating on her and every time she finds out, they just leave places. After they have been talking for a while, they leave to get back to the hotel. Suddenly they see a man performing on the streets. We will write a custom essay sample on The Strong Man or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Harry calls him some kind of a strong man. The strong man has a little struggle getting out of the chains that he has been wrapped tightly in. After they have watched the strong man free himself from the chains, they walk back to the hotel.The themes In this story are fighting for your relationship and finding you inner strength. The wife has a hard battle with trying to fight for her relationship, but t the same time she needs to find her Inner strength to tell Harry that she does not like It when he controls her. In the beginning of the story we get an almost perfect impression of Harry which is one of the main characters along with his wife. His wife describes him as a charming, handsome guy with small eyes, sandy hair and a great smile, though she thinks there is something strangely unreal about him, like an alien.Even though we get the perfect description of him, we later on realize that thats only how he looks on the outside. There is an unfaithful man behind that great smile of is. He takes advantage of his wife. Even though he keeps cheating on her she keeps forgiven him. He is the dominating part of their relationship, and he knows that she dependents on him. He Is very manipulating. He uses her love for him, to make her do, what he wants her to do, which is to stay with him.When his wife does not agree with him that they will get over it Just Like they do with everything that Is not serious, he decides to change his technique. He starts playing on her emotions, and tries to make her feel bad by asking her what she is going to do with their unborn child if she eaves him. He knows how to control her. We do not get description on how the wife looks like. She is very frustrated and unhappy in her marriage. She decides to make Harry aware of her feelings and thoughts by telling him that she is not sure about their marriage anymore.She is not sure whether, she should stay with him or leave him. She is very emotional, because she is about to cry when he tells her that he is sure she is not going to leave him. She realizes a bit that she might be weak, because he is so sure where he has her. Her hormones from the pregnancy can also be the season she Is that emotional, and she has a hard time deciding what to do with her life and marriage. She Is very easily manipulated, as she does everything Harry tells her and she does not have the strength to leave him even though he Is cheating on her.She Is a fool for love, and she wants to try to save her marriage, that Is why she keeps forgiven Harry every time he cheats. Another reason can be that she is the child. When they are watching the strong man trying to get out of the chains, Harry tells her that they should go now, but she put her foot down for the first time and tells him that she wants to see the show. She becomes determent, and does not want Harry to control her anymore. At the end of the story the wife identifies herself with the strong man. He is a symbol of what she is going through.She sees herself in those chains trying to break free from her marriage, and the struggle along the way. She sees herself wanting to get out of the marriage that is keeping her trapped and unhappy. At one point it seems like the strong man would not be able to free himself from the rope, but then he somehow is able to free himself. That is somehow how her life is. In the begging of the story she thought that she would not be able to break ere from this misery, but after she sees the strong man, she is now aware that she can. Harry does not control her life anymore. So that is why she decides to leave him in the end. She finally opens her eyes and sees that she controls her own life. She is not only making the decision for herself, but also for her unborn child. For the wife in this story it is hard to leave Harry. She has been married to him for quite some time, and she is so deep into the relationship that it is hard for her to leave him. Even though she tries to fight for it, she realizes in the end that she needs to let go of their relationship.

Pete Rose Essays (641 words) - Major League Baseball, Baseball

Pete Rose Should a man who has over 4256 hits be kept from the Hall of Fame because he bet on a few baseball games? The hits leader in major league baseball is banned from baseball, does that make any sense? Pete Rose deserves to be in the baseball hall of fame because of his actions on the field, not off. To not have the all time hits leader not in the hall is total insanity. My personal opinion as you can already tell is that I think Rose should be in Cooperstown, NY. I think Pete should be in the Hall of Fame because of his outstanding stats, love and appreciation for the game, and for all that he could do for baseball if reinstated. Pete Rose was one of the all time greats in baseball even though he does not get recognized for anything that he does. Rose the 1975 Sportsmen of the Year is banned from baseball because of his alleged gambling on baseball games. Rose also was MVP of the world series for the Reds when they won in 1975. Rose never struck out more than 76 times in a season. His all time batting average is .303, while only striking out 1 in every 12 times up at the plate. Rose batted from both sides of the plate while he threw the baseball with his right hand. Pete has numerous records some which include: most seasons with at least 150 games played, most at-bats, and even most seasons with at least 200 hits. I think what really puts the icing on Petes cake though is that the city of Philadelphia gave him the ?living legend? award from the Philadelphia Sports Writers Association. If Rose is really a legend (which he is) then he belong with all the other legends in the Hall of Fame. Any athlete in any sport should appreciate what Pete has done. Every coach should hope that they have players who play hard, play the right way and respect the game. I think that's the way Pete played. With Roses hell bent, love of the game style he had a positive impact on players throughout the 24 years that he played. When you think of Rose you think of Charlie Hustle running out walks, hurling himself head first to take a extra base, and breaking the most vulnerable record in baseball- Ty Cobb's 4191 hits. When Pete was rudely interviewed by NBC's Jim Grey it only proved about how much of a personal man Pete Rose is by being very polite back to Grey after repeatedly saying that he did not bet on baseball. Pete Rose is a true character and without him the Hall of Fame is lacking. If Pete would be reinstated it would do wonders for the game just like mark McGwire and Sammy Sosa did in 1998. Pete Rose would bring back a character that alot of baseball has missed for many of years. Pete could be a great coach on any team and show the younger players all the ?tricks of the trade?. I think if Pete does not get into the hall of fame in the next 2-3 years then he will not get in until after his death. I can see Bud Seligh doing something that dumb: waiting until the best hitter that ever lived dies and then let him make the hall. One way or another Pete deserves to be let back into baseball and if he could come back it would benefit everyone. In conclusion, Pete Rose should be in the hall of fame for his on the field actions. Ten years is a long time. Even Charles Manson gets parole hearings, and Hall of Famers, as Rose points out, aren't all altar guys Finally, 4,256 is so many knocks that without Rose the Hall of Fame ought to have a big asterisk on its front door. Pete deserves what he has earned so why dont Bud Seligh just give it to him. Sports and Games

Organisational Group Behaviour

Introduction Organisational group behaviour comprises of a wide array of topics ranging from sociology, psychology, management, to communication among others. All these elementary principles are critical to the formation of an effective group. This area is a dynamic concept that has received a lot of attention because the various theories regarding organisational group behaviour are somewhat novel in their application in this context.Advertising We will write a custom research paper sample on Organisational Group Behaviour specifically for you for only $16.05 $11/page Learn More As such, the theories have existed for quite a long time, for instance, the vital quality of communication as an icebreaker in any relationship, but their specific application to an organisational context requires further expertise. Numerous theorists have attempted to piece together what necessary elements are requisite in achieving this desirable intricate balance, and most of these theorists have ended up writing books that are too complex for lay managers and group leaders. Subsequently, readers and authors alike are in the quest for a simplistic explanation of what comprises organisational behaviour, as well as analogous case studies and real-life examples of how to apply this knowledge. Based on this background, this paper seeks to use the publications of two â€Å"more comprehendible† authors, Ian Brooks’ â€Å"Organisational Behaviour: Individuals, Groups and Organisation† (13 Nov 2008) and John Hunt’s â€Å"Managing People at Work: A Manager’s Guide to Behaviour in Organisations† (1 Apr 1992), to provide a better understanding of organisational group behaviour concepts and theory. Structural context There are several possible entry views to organisational group behaviour. One such view bases its arguments on the time factor and classifies its discourse within the modern, symbolic, and postmodern view. This view is a very general theory as the finer elements as motivation and communication are lost in the attempt to categorise organisational behaviour into periods. Conversely, another view subdivides its discourse into a bi-pronged format comprising of macro and micro organisational behaviour.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Under this view, micro-organisational group behaviour focuses on the dynamics of relations between individuals in groups within a particular organisation, whereas macro organisational behaviour focuses on the wider perspective of inter-organisational and inter-industrial relationships of organisational groups. It follows that this dimension is the preferable view within the context of this paper because the second dimension, (macro) builds on the theories observed with the first (micro) as they are similar but applied on a wider scale. As such, loo king at the macro level simply expounds the initial theories while introducing minimal additional information that becomes significant at the macro level. Both Brooks and Hunt use this perspective in their textbooks, and this aspect assists the reader in further understanding the concepts they are building. Principle-agent problem and the Incentive Theory (motivation) This theory is a cocktail of both human resource and management theory and is expounded by both Brooks and Hunt. Conventionally, the incentive theory is one among the variety of motivation theories such as Maslow’s Hierarchy of needs, equity, and the attributive theory. It posits that human beings need some form of incentive that arouses their desire to achieve a certain envisioned goal. Brooks opines that the motivational force ought to direct the subjects and maintain their concentration upon the attaining of the goal, otherwise the force would be ineffective and the goal would remain elusive. Hunt builds on t his opinion by referring to the misguided notion of monetary gain as an incentive. He asserts that money alone cannot maintain an individual’s focus on achieving some goal; moreover, he observes that other extrinsic factors such as the work environment and labour gratification are key players in maintaining motivation. However, a study conducted by Fehr and Gotte (2007) indicates that monetary rewards are the major driving forces of improved performance. In this context, Brooks fails to categorise work places and appreciate the fact that in some organisations especially in developing countries, workers would rather work under abusive conditions than to lose their only source of income, something that Fehr and Gotte highlight clearly in their study.Advertising We will write a custom research paper sample on Organisational Group Behaviour specifically for you for only $16.05 $11/page Learn More Laffont and Martimort (20012) also note that monetary rewards remain at the top in the hierarchy of employee motivation. In today’s capitalistic market place the majority of workers just want to have money, lots of it and thus money remains a key motivation element. Industrial Revolution Brooks and Hunt discuss this concept although in different dimensions. The industrial revolution is responsible for the diversification of labour and the labour market. It follows that individual group members have possibly invested in human capital to attain proficiency in a variety of tasks. Consequently, organisational groups are often infiltrated with diverse individuals with just as diverse skills; therefore, organisations in need of those skills find themselves at a risk of losing priceless talent and profits if they are incapable of managing the organisation’s staff as per the optimal standards. Brooks states that, on-the-job trainers invest millions each year to internal educational programs meant to qualify employees and employer s to the specific or customised needs of various task forces. However, he adds, such investment can easily turn into loss statements if the firm does not set its house in order in terms of the other elements necessary to retain group satisfaction. He suggests that organisational group behaviour in the 21st century has since shifted from the scientific approach theory that only required leaders to identify the objectives then appoint customised members to fulfil their respective related obligations. Instead, it has shifted in line with human relations approach, which was a result of the Hawthorne studies that determined the significance of group norms on human behaviour and work output. Beyond that, the decision making approach that alludes to principles of opportunity cost comes into play and asserts that for optimal results, group members should be in a position to sacrifice decisions that would not yield optimal conditions for goal achievement when making goal-oriented decisions.A dvertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More He further states that for such a decision to be made, loyalty to the group is necessary, and that there exists several ways of earning such loyalty including achieving group-member buy-in, which refers to feelings of ownership in the desired objectives that group members are required to achieve. There are several possible ways of accomplishing this starting with involving members in decision and strategy design. Building a comprehensive group culture that the members identify with, as a constant during turbulent times, also helps along the turbulent journey to achieving loyalty in a group. Additionally, it is important to ensure that in appointing duties, the process is equitable and uniform in order to avoid social loafing, which refers to the tendency of some group members taking a spectator approach leaving the majority of the tasks to more competent members. In an attempt to counter this element, Hunt holds that there should be specification of tasks for each group member, to e nsure that every group produces results necessary for the comprehensive conclusion of the task. He also suggests that members should be motivated so that they do not feel dispensable and this aspect requires the delegation of equally challenging tasks, which require effort and cooperation to achieve. Hunt introduces the Neo-Human’s relations school concept that is fit for the modern organisational group due to its allegiance to various famous theories, especially Maslow’s hierarchy of needs. As such, members will work optimally if all five levels of human needs, viz. psychological, love, safety, esteem, and self-actualisation are met. He adds that the self-transcendence tier that Maslow added to his hierarchy near death also requires attention, as in his opinion, this tier underscores the inexorable force behind the success of philanthropic successes. Additionally, he suggests theory Y dimensions of management by asserting that members inherently act responsibly while on a task and that the role of leadership is to ensure that they achieve their individual goals through working on the organisation’s objectives. Hunt favours theory Y and states that it carries the mark of true leadership in any organisation to get the employees to work as if they were building their own personal business, while working for the organisation. This concept builds on Brooks’ buy-in concept. Nevertheless, Bobic and Davis (2003) note that theory Y has many inherent weaknesses, which underscore why many firms have failed miserably in the contemporary market place; therefore, they insist that theory X would work best for these firms. Stewart (2010) echoes these sentiments and states that while theory Y might underscore one of the best management techniques, it is not applicable across board and thus it might score poorly in some cases. Communication Communication is a vital element of any group’s dynamics and it comes into play when any task is to be executed. Communication in a group can be categorised into two basic faucets. First, there is the leader-member communication that transcends the vertical structure of the group and is made manifest in case a new task is to be achieved. Groups should set up forums for discussing new responsibilities among members including the best implementation technique, and when there is participation at this initial stage of decision-making, the transition into the new policy becomes smoother. Secondly, the significance of confidentiality of shared communication cannot be overemphasised. The concept of assessment results is a sensitive issue especially if it is internal and members are required to evaluate each other. Assessors should be sensitive to malice as this element can adversely affect the report done on a member. As organisations continue to market free and open communication, whistle blowers find themselves in jeopardy of losing their employment or its equivalent in the form of their status at work among peers. Therefore, it is critical to guarantee that their complaints shall be handled with utmost confidentiality and ethical means in order to foster free disclosure and raise the ethical standards of the organisation. Linked to this concept is the management of unethical conduct. Brooks suggests that any viable organisation should put in place some structured methods of dealing with unethical behaviour within its ranks, and that such a method should be applied uniformly and persistently regardless of who the victim may be. This, he adds, shall be instrumental in inspiring confidence among workers due to the predictability of the system. Group leadership Through job design, praise, constructive feedback, and goal setting, a leader can motivate members to perform better. As concerns goals, SMART goals, viz. Specific, Measurable, Attainable, Realistic, and Time bound goals are very effective. Leadership marks a point of divergence between Brooks and Hunt as the la tter’s idea of ideal leadership is one that orders and controls member behaviour to achieve organisational goals, whereas Brooks prefers leadership that advances member interests and manages to accomplish organisational objectives simultaneously. As per Brooks, such leadership is characterised by extrinsic features of openness such as open offices and regular assessments of performance aimed at improving member’s prospects of advancements. This argument disappears from Hunt’s notion of a visible gap between the management and human resource departments of an organisation, which features leaders receiving blatant displays of an appreciation for their status in the form of fringe benefits and accolades. Whereas both authors drive a poignant point, this paper insists that, a less-obvious gap between the two groups is more favourable. However, Schermerhorn, Hunt, and Osborn (2000) note that it is important have clear-cut boundaries defining who is in charge because in the absence of such a distinction, anarchy or chaos could easily emerge and thus lead to the disintegration of a group. Conclusion This paper has briefly compared and contrasted the views of two famous authors of organisational group behaviour in a contemporary concept. It has analysed several areas of interest including motivation, the industrial revolution its impact on organisational groups, communication, and leadership. Both authors are commendable in their brief yet very comprehensive analysis of group behaviour, and the credibility of each other is somewhat reaffirmed when one’s views complement the other’s. However, Mr. Brooks is more convincing of the two and this paper has capitalised on his superior positions on group behaviour. Reference List Bobic, M Davis, W 2003, ‘A Kind Word for Theory X: Or Why So Many Newfangled Management Techniques Quickly Fail’, Journal of Public Admin. Research and Theory, vol. 13 no. 3, pp. 239-264. Fehr, E Gott e, L 2007, ‘Do workers work more when wages are high? Evidence from a randomised field experiment’, American Economic Review, vol. 97 no. 1, pp. 298-317. Laffont, J Martimort, D 2001, The Theory of Incentives: The Principal Agent Model, Princeton University Press, New Jersey. Schermerhorn, R, Hunt, J Osborn, N 2000, Organisational Behaviour, Wiley, New York. Stewart, M 2010, ‘Theories X and Y Revisited’, Oxford Leadership Journal, vol. 1 no. 3, pp. 81-87. This research paper on Organisational Group Behaviour was written and submitted by user Shania Kerr 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.

Free Essays on Highball

HIGHBALL What is highball? An exaggeration of the truth to benefit the person that is highballing. To stretch the truth. To extend the truth to fit one’s idea of what should have been the truth in their mind. An outright LIE! You’re going to class and you see a fellow classmate and you both have Biology together. Last week you both took a test in Biology on Cell Division. Your fellow classmate asks you what you got on that test. You say, I got an â€Å"A† but in reality you really received a â€Å"B† (89). The â€Å"A† sounded better, you just highballed your fellow classmate. Your profession is to sell cars, to sell as many cars as you can on a month to month basis. Salespeople highball all the time. An example of this would be when a salesperson is asked what their yearly average is, and they respond that they average 10 units a month. In actuality this salesperson has only sold 10 units one of the months out of the whole year. The salesperson has just highballed his average so that it would sound as if he was averaging about 10 units each month. The same can go for customers. I personally have been a sales associate. I sold furniture. Many times when customers purchase furniture, it being so costly, many customers had to finance their purchases. I would take an application on the customer, which required information like how much they make a month, how much money they have to pay out a month, and collateral. All of the information being verified, but commonly a customer would tell me they make two thousand five hundred dollars a month, when in reality they make about eighteen hundred dollars a month. When verifying how many bills and the amounts they pay out on those bills, I found that most customers had highball the figures. All this just so they could get approved to purchase merchandise by financing it. Common knowledge, you would think, would keep the customer from highballing the figures to their advantage, kno... Free Essays on Highball Free Essays on Highball HIGHBALL What is highball? An exaggeration of the truth to benefit the person that is highballing. To stretch the truth. To extend the truth to fit one’s idea of what should have been the truth in their mind. An outright LIE! You’re going to class and you see a fellow classmate and you both have Biology together. Last week you both took a test in Biology on Cell Division. Your fellow classmate asks you what you got on that test. You say, I got an â€Å"A† but in reality you really received a â€Å"B† (89). The â€Å"A† sounded better, you just highballed your fellow classmate. Your profession is to sell cars, to sell as many cars as you can on a month to month basis. Salespeople highball all the time. An example of this would be when a salesperson is asked what their yearly average is, and they respond that they average 10 units a month. In actuality this salesperson has only sold 10 units one of the months out of the whole year. The salesperson has just highballed his average so that it would sound as if he was averaging about 10 units each month. The same can go for customers. I personally have been a sales associate. I sold furniture. Many times when customers purchase furniture, it being so costly, many customers had to finance their purchases. I would take an application on the customer, which required information like how much they make a month, how much money they have to pay out a month, and collateral. All of the information being verified, but commonly a customer would tell me they make two thousand five hundred dollars a month, when in reality they make about eighteen hundred dollars a month. When verifying how many bills and the amounts they pay out on those bills, I found that most customers had highball the figures. All this just so they could get approved to purchase merchandise by financing it. Common knowledge, you would think, would keep the customer from highballing the figures to their advantage, kno...

Studies in Literature Essay Example | Topics and Well Written Essays - 2500 words

Studies in Literature - Essay Example A plot carries nine elements including exposition, foreshadowing, inciting force, conflict, rising action, crisis, climax, falling action and denouement. The three elements of plot have been described below: (ii) Conflict: Conflict is the central and most dominant part of the piece of literature, which is the basic element in the creation of plot itself. The developments in the story are dependent of rising of man’s conflict with his social set up, culture, religious belief or his own self. (iii) Rising Action: Rising action simply means the subsequent chain of events created in the aftermath of conflict. Rising action is generally the outcome of immediate provocation or inciting force that paves the way towards reaching the climax point. NOVEL: Literally means something new, latest or innovative, novel refers to the work of fiction, story or tale, narrating some anecdote about one or few specific character(s) in a long prose form. Novel is stated to be the invention of 18th century, and Richardson’s Pamela (1741) is considered as the first novel in the history of English literature. Though novel arrived as a genre of literature very late in comparison with the drama and poetry, yet it immediately captured the attention of the readers everywhere, and has become one of the most popular forms of modern literature. A novelette also contains the same characteristics as carried by a novel, but the major difference between the two is this that novel consists of comparatively large number of words and characters, while a novelette is precise in respect of words and list of characters. Tolstoy maintains remarkable command over portraying the bitter realities of life on the one hand, and pointing out the prevailing social evils on the other. Being a highly sensitive writer and a brilliant observer, he skilfully inter-knits the events happening in the life of his

WAL-MART ORGANIZATION Essay Example | Topics and Well Written Essays - 1250 words

WAL-MART ORGANIZATION - Essay Example Nevertheless, history has a different story in the waves the organization has had to face on the way to today’s position as a global player. The organization internal environment business model is based on value proposition, which rides of offering everyday low price. Distribution efforts in the organization are effectively planned to have the organization have direct contact with customers through media adverts as well as through such cheap means as internet. The organization has also effective customer relations through self-service as well as automated services for efficiency and effectiveness. It highly esteems basic resources spanning from the physical ones including logistics and physical stores, human resources as well as the organizational culture. The organization acknowledges the role of the forces of internal as well as external business environments in shaping the success of the business. Despite the internal organizational structure, the organization holds own emp loyees with esteem as critical part of the internal environment of the organization. Competition as an external factor has continuously influenced the operations of the organization with special attention being taken for the sake of monitoring and keeping pace with competitive developments in the industry (Davis, 2007). Among other notable strengths of Wal-Mart organization are growth and high returns through customer satisfaction, creating profits as well as enhancing value for shareholders. The capacity of the organization to expand continuously into new markets and opening new stores, integrating new online channels as well as upholding great success in innovation and... The great vision and dedication of the top management of the Wal-Mart organization ever since its establishment has been acknowledged to play a critical role in the success of the organization. Leadership has been seen to play a great role in the performance of the organization despite the competition pressures that have been pointed out to form the basis of derailing the organization from realizing the guiding mission. This would form my basis of recommendation to the management of the organization. Competition has become quite dynamic in almost all aspects of business dealings and no one business or industry is immune to the challenge. In this understanding, adoption of rather dynamic management practices is inevitable for an organization to keep pace with the global trends. Adoption of centralized inventory system through which management of the various chain stores of the organization is inevitable in order to have the organization realizes the strategic objectives and goals. I p ropose to the owner of Wal-Mart to uphold high levels of innovation and creativity in management practices in order to cut on the rising costs and command a competitive niche through continuously offering lower prices. This is because other competitors in the industry would rise in competition through exploiting these competitive niches while the Wal-Mart organization does not.

The Role of NGOs in Chechen Conflict Research Paper

The Role of NGOs in Chechen Conflict - Research Paper Example When the Soviet Union dissolved in 1991, Chechnya, which was then part Chechen-Ingush Autonomous Republic in Northern Caucasus, also declared its independence. It was in December 1994 that the Russian Federation launched a military operation against the rebelling state. This ended in 1996 with a humiliating defeat for Russia, and Aslan Maskhadov was elected as Chechen President in 1997. However, despite of peace treaty signed between the two countries, Chechnya relapsed in a turmoil that the fairly elected president was unable to control. This was due to the destruction from the war, failure of Russia to provide promised war reparations, external interference by Islamic radicals, swelling crime and inter-Chechen enmities, which granted excuse to the Russian Prime Minister Vladimir Putin to launch a second war against Chechnya in 1999, in name of combating international terrorism, but with an obvious purpose of forcing Chechnya back into the Federation (Faurby, 1999). The combat continues as a guerrilla war with ample loss of life and resources on both sides and bleak prospects for hostilities to end soon. International humanitarian laws and human rights laws have been extensively violated on both sides. Reports estimate death toll to be around 80000 since, while the number of displaced to the neighbouring Dagestan is estimated to be 300000 (IRC, c.2006). Russian political leaders were insistent that the warfare was an internal matter for Russia, something that many western leaders were eager to approve, as they did not want the Chechen conflict to hinder their relations (Cornell, 1999). This was not only politically problematic, but also a breach of international laws. However, as the Non Governmental Organization (NGOs) like the Human Rights Watch and Amnesty International increase their activities in human rights field by bringing to light the violations and lobbying