Impact of Management on Organizations Term Paper

Impact of Management on Organizations - Term Paper Example This paper is an attempt to explore the various dimensions and dynamics of the impact of management on organizations. Whether positive or negative and internal or external, the paper will critically analyze this impact. During this discussion, this paper will touch various sub topics under the umbrella of such as strategic management, leadership, and managing change. Body/Discussion Before even initiating the discussion about management and its impact on organizations, it is imperative to present the basic idea and definition of management. According to its definition, management refers to the process of achieving organizational goals and objectives effectively and efficiently by engaging in â€Å"the major functions of management, which are planning, organizing, leading, and controlling†. Planning is â€Å"the process of setting goals and deciding on the best possible methods of achieving them† (Hamel & Breen, 2007). Without goals, objectives, and targets, management cannot even exist. The first task of management is to set a vision and create objectives about what the organization intends to achieve and how it intends to achieve the same (Daft & Lane, 2009). Consider the example of Whirlpool, a Fortune 500 company which is celebrating its 100 birthday this current year, to understand the importance of planning as the function of management and its impact on the overall organization. The overall objective of the company, during the 1990s was to achieve the best possible performance in delivering the shareholder value. The company went on to define that as achieving the target of revenues of 15 billion US dollars annually from their existing level of 7 billion US dollars (Hamel & Breen, 2007). Whirlpool and its executives and managers knew that this is an imper ative yet difficult task and something had to done effectively in order to achieve this target. The company initiated intensive efforts to understand the needs, wants, demands, expectations, ideas, and thoughts of the customers so that the company could introduce the best possible products, which are in line with the needs of the

Challenges Faced By Hr At Royal Mail Management Essay

Challenges Faced By Hr At Royal Mail Management Essay This report is on the analysis of the challenges and issues faced by the management of people at work. It has critically analysed the application of strategic HRM models, and theories and different approaches in practice. Report evaluates the impact strategic approach can have in contemporary organisations to people management. Report includes all the discussion of several HR models and identifies the similarities and differences between them. Based on my own work experience in Royal Mail and research on the companys HR, report shows detail HR functions and models used by Royal Mail. It then recommends that will add value to Royal Mails and its HR structure. Royal Mail Introduction: Royal Mail PLC is the national postal service of the UK. Royal Mail is almost 500 years old dated back since 1516. It covers every inch of the UK delivering letters and parcels. It carries out an important public service and has a duty to deliver postal mail throughout the UK. Royal Mail has researched the market in relation to designing and deploying an approach to Ethical Standards in which People are priority. Royal Mail currently employs 200,000 staff and has annual turnover of around  £8bn. Models for HR Roles: Observations suggest that majority of work organization have not adopted the HRM models, others have implemented only elements of the model, and others have emphasized different features of the model to build a high performance workplace. These differences suggest that HRM is a proactive strategic management activity and it is different from the traditional personnel management. Legge (1978): Conformist innovators go along with the organization. Their expertise is used to improve the position of their department. They have to do as they are told to satisfy senior management. Deviant innovators attempts to change by accepting different set of tasks for the organization success and gain credits for their contribution. They come up new ideas but are driven by social values. Problem solver has very contingent role as they have to keep changing according to the circumstances. HRM contains ambiguities or paradoxes at several levels. Major changes in role of personnel professionals resulted in a more complex set of roles. Old ambiguities and negative counter images of the past still remain- Legge, 1989. The process of role change from traditional personnel to new comprehensive HR role can therefore be uneven and incomplete. Storey (1992): Little evidence of the strategic integration of HRM policies with corporate plans was found by Storey (1992). Change makers were interventionists with a strategic agenda focused on both the hard realities of business performance and designed to enhance employee commitment and motivation. It was this new role that perhaps most clearly differentiated HRM from traditional personnel management. Advisers assumed a facilitating role, acting as internal consultants offering expertise and advice to line management while operating in an essentially non interventionist manner. Regulators were interventionists involved in the traditional and essentially tactical role of formulating and monitoring the observance of employment rules and policies. These were managers of discontent seeking order through temporary, tactical truces with organised labour. Handmaidens provided specific services at the behest of line management; their attendant role was essentially reactive and non interventionist. From this model, we can say that in this dynamic market, Changemakers role has grown significantly and has become part and reality of business performance. Adviser role is more closely associated with development individual business unit and has low strategic agenda of HRM. Regulators role seems to have a down turn. And it will be difficult for Handmaiden role with the increase demand on outsourcing. Or can say that HRM has undermined the integrity and professional status of a function that was done by senior management. Wilkinson and Marchington (1994) HR Model: According to Wilkinson and Marchingtons model four roles described are: Change Agent Board level, high visibility and we can say engine of change. Hidden Persuader: strategic but low profile. Mainly behind the scene and support senior managers Internal Contractor: mainly operational level but relatively high profile. Facilitator: also operational level and low profile, routine admin and supports line managers. From this model we might be able to know external situation under which each of these roles are created. But HR professionals are unlikely to be able to choose board level in the same way that other people cannot choose to be on the board. It may be in some firms that HR presence is an unrealistic goal in the perceptions of senior management. However, working ethically within the boundaries by increasing credibility and developing skills we can enlarge this boundaries. Ulrich Business Partner Model: Many of the questions and issues concerning the future role of HR professionals have been addressed by Ulrichs work. His work is mainly informative and prescriptive, rather than practical; it provides one of the most systematic frameworks for capturing the emergence of new HR roles. It is an inspiring and sometimes disconcerting vision: HR professionals must become champions of competitiveness in delivering value or face the diminution or outsourcing of their role (Ulrich, 1997) Ulrich defines four main roles for the HR professional along two axes: strategy versus operations, and process versus people: Strategic Partners help to successfully execute business strategy and meet customer needs Administrative Experts constantly improve organizational efficiency by reengineering the HR function and other work processes Employee Champions maximize employee commitment, and competence Change Agents deliver organizational transformation and culture change. This model represents a broader attempt to overcome the negative image of personnel function and give a new set of proactive roles for HR. Ulrichs mission is a new plan for professionalization. But it is difficult in this prescriptive approach. Similarities and Differences between HR models: Both Legge and Storey make insightful observations when they suggest that what may be more significance is not the message, but the messenger; HRM represents the discovery of personnel management and the message itself has not changed but it is being received more seriously. Ulrichs model sounds very attractive to be operated at higher level but it might not be possible in all circumstances. There may be worries on the clear focus on firms contribution detracts from the independence to make decisions. Employee champion atleast points out that HR do not serve only one senior manager. On comparing Storeys analysis with Ulrichs model, Ulrichs model actually provides a similar framework and it does not provide solution for resolving issues of role ambiguity and role conflict. To control this process of redesigning, Storeys original four box model is experientially re-examined and contrasted with Ulrichs model on HR roles. This provides a useful analytical counterpoint for examining the complexities of the role change. Storeys role model does not take into the account of increasing complexity and comprehensive nature of HR roles, While Ulrichs model recognizes the multiple and flexible nature of HR roles. However, its role types often overlap with Storeys to such a degree that it is sometimes difficult to differentiate the roles. One of the problems with the Storeys original model was that it appeared to treat each personnel role as a generic type. While, Ulrich highlights the multiple roles the HR professional should undertake. However, Ulrichs model for role reinvention minimizes the issues of role ambiguity related with personnel roles. Also, role conflicts often appear when a person performs more than one role. HRM model is itself not a logical, observable fact. It is in reality a representative and is not mutually dependent upon each other but also from the new political context. Storey Legge Ulrich Number of roles 4 3 4 Rationale Matrix Matrix Strategy Strategy/tactics Impact Unitarism/Pluralism U/P P U HR Roles carried out in Royal Mail: The Job Titles and job responsibilities in HR in Royal mail are as follows: HR Change Manager: Develop and deploy a change strategy to support Royal Mails Modernization Program Develop a change management strategy including communications, engagement and cultural change activities and design unit change plans for offices. Design and deliver change management and communications workshops and coach line managers in the process of change HR Project Manager: Produce and manage project plan, risk analysis and stakeholder management plan and budget. Provide ongoing support and communication for area management team, regional HR team, regional advisors, mentors and maternity. Research and develop proposals for the Organizations vision, culture, structure, product offering and job descriptions. Design communication materials including newsletters, knowledge portals, recorded audio and video podcasts, design support materials for line managers and manage Q and A database. HR Director: Guide and manage overall provision of HR services and policies for the whole company Talent management strategy including workforce planning, recruitment, training and succession planning Employment law compliance and compliance to regulatory concerns Managing external employment agencies, recruiter and temporary staffing agencies. Analysis of the effectiveness of all human resources efforts. Able to provide useful and strategic advice and input across the company HR Service Manager: Provide HR services across Royal Mail by conducting cases, notetaker role, case managing and coach on key services including recruitment, training, employment law, investigations, mediations, conduct, absence, dismissals, appeals, grievance and harassment and bullying, talent and leadership, reward and recognition, advice and support. Manage resource plan for teams and design and implement a new ways of working change program Design forecasting, scheduling, workload analysis and skills matrix tools Manage budget and performance system including appraisals, development plans, scorecards and people policies. Factors might influence HR roles: HR will continue to build a professional level of diagnostic and enabling skills and a core of problem solving experts with the aim of raising and meeting these expectations. However, it is important to keep relevant external and internal factors while determining HR strategy. In the recent news, Government is planning to sell of the Royal Mail which could create privatized monopoly and will push up the prices of stamps. This will have a huge impact on the whole organization and its brand and its staff. One of the factors that can affect Royal Mail HR is the Culture in the company. HR teams in Royal Mail seem to concentrate on their own activities rather than community. They work in culture where value is added in terms of individual unitization rather than individual contribution. Keeping culture in mind indicates that behaviors that are important in the new world and can help to build a new culture. Royal Mail being a huge organization, it has insufficient recognition for the level of contribution and effort provided by each employee. They are worried about the pay that it is not commensurate with performance. This might happen in Royal Mail, when poor contributors receive raises because of some other personal reason. An employee is applicable for promotion and does not get the job because promotion system might not be fair and also employees are not aware of what next opportunity. If Royal Mail experiences a downturn, employees will be concerned with management and future in the company. Insecure will think negative and worst to happen and management might have to work hard to gain their trust again. Future success on Royal Mail depends on ability to manage a diverse community that can bring innovative ideas to work. Royal Mail might not be able to capitalize this mixture of talents with different backgrounds. Royal Mails environment might not be able to support diversity broadly and hence can risk loosing talent to competitors. Increasing competition can affect HR and its strategy should enhance Royal Mails profile as first choice employer in the sector. As UK and EU legislation continually changes, HR will be affected by new laws and its strategy should benchmark developments with other courier organizations. Size of Royal Mail can affect HR. If it is planning to increase its operations will need more staff and new staff should be recruited and hence will incur cost. HR might not have enough budgets. New Technology like sorting letters machines will need trained and experienced staff. The economic environment including the competitive situation determines the external supply of and the demand for managers. Legal and Political constrains requires Royal Mail to follow laws and guidelines issued by Government for example Health and Safety at work place and Equal Opportunity. Analysis of the Model of the HR Roles in Royal mail to Ulrich and Storeys Model: In Royal Mail, people are at the centre, making good HR is their top priority. Royal Mails HR team is split into three key areas: HR Services: HR Services department deals with recruitment, learning, reward and recognition, corporate social responsibility, health and safety and advice and support. Also, offers the services like data analysis, project management, stakeholder management, management information, and business planning and process improvement. Business Partners: Business partners are the HR Directors for each business area and they work closely with business leaders to apply strategic HR initiatives and interventions in line with corporate goals. This is the heart of the operation, consulting with operational teams, applying HR solutions and trouble shooting in high impact areas. Expert Teams: Expert teams develop Strategic HR solutions in specialist areas such as organisational development, diversity, Talent management and learning and development. This role gives high level exposure to business HR strategy and deeper understanding of one of the expert fields. The emerging model is more like a three-legged stool. One leg of the stool being administrative service center, the second leg being center of excellence (or expertise) and the HR business partners make up the third leg. Most HR functions, if not already operating with a full fledged three box structure, are considering whether, or how, to implement one. The current recession is exacerbating the need for change. For certain, it is creating pressure for cost savings; whilst in some sectors, it is driving a fundamental shift in the business model which entails new thinking about HR added value. This suggests something versatile and complex nature of HR roles and how difficult it is to fit roles within the boundaries. Not being able to identify main role will recommend that some personnel and HR will experience some conflict. Role conflict is now very common anyway between HR, senior and line managers. To Add Value to Royal Mail should use the positive aspects of both the combing Storeys and Ulrichs models. Advisor will offer HR advice and Expertise to Senior and line management. Service Provider to support line manager in specific HR roles Regulator will monitor the performance of personnel and HR policy Change Agent will push forward culture change and transformation. This approach will help Royal Mail to overcome the complexity of HR roles and will fulfil the roles missing from the previous model used. Conclusion: Certainly the basic principles and apparent benefits of the model are simple to comprehend and thus have a strong appeal to HR leaders wishing to enhance their functions performance. At the heart of the model lies the notion of a set of HR professionals, embedded within line businesses and working on processes and outcomes that are central to competitive success, but supported by both efficient processes to handle the more transactional aspects of HR work, and more strategically-orientated centers of excellence.

Who I would take to dinner :: essays research papers

Given the opportunity to invite five people to a dinner party, I thought about what I should serve, who would be my server, and which five people I will invite. To start off this infamous dinner party I chose to have it at the Santa Barbara Hotel in California. I picked out the largest banquet room, and had it stocked with art supplies, music equipment, and various other items. I chose to serve anything and everything, sushi, watermelon, pasta, meat, liquor, etc. I chose to invite five very different people, Andy Warhol, Ross Pero, Victoria Taylor, Cheech and Chong, Ja Rule, and of course myself.   Ã‚  Ã‚  Ã‚  Ã‚  One of my all time favorite artists is Andy Warhol. I wanted him to be at my party to ask what inspired his whole idea of pop art and if he would do a portrait of myself and the dinner party. Warhol seems like a very emotional and mixed up person and I would just like to meet him one time to experience Warhol.   Ã‚  Ã‚  Ã‚  Ã‚  The media gives Ross Pero a bad image. An image that gives the public visualizations of his appearance. I have always wanted to see Pero in person. I want to see if his ears are really that big. I don’t want to put down his intelligence so he will also inform us of world news and anything else his mind holds.   Ã‚  Ã‚  Ã‚  Ã‚  There is a series of movies that these two star in, and their names are Cheech and Chong. They will liven up the atmosphere and try to get everyone to smoke marijuana. I made them something special for them to eat while they were at my party, pot leaf soup and hash brownies. I have wondered what it would be like to be Cheech and Chong to see how much of there brains were really left and marijuana they could smoke.   Ã‚  Ã‚  Ã‚  Ã‚  Victoria Taylor is my God Mother, she is my living day role model. She owns a high fashion clothing store in Portland, Oregon. I wanted her to come because she really knows how to get people going and how to have great parties. She respects different people which makes her a prime choice to come because she would not be â€Å"weirded† out by my guests.   Ã‚  Ã‚  Ã‚  Ã‚  My last guest is music artist Ja Rule. He is a rap/ hip hop artist, but his voice and appearance is really nice. I wanted him to come to my party to not only be a guest but to perform, that is what the music equipment is for.

Nature of Technical Communication Essay

Technical communication is a method of researching and creating information about technical processes or products directed to an audience through media. The information must be relevant to the intended audience. Technical communicators often work collaboratively to create products (deliverables) for various media, including paper, video, and the Internet. Deliverables include online help, user manuals, technical manuals, White papers, specifications, process and procedure manuals, industrial videos, reference cards, data sheets, journal articles, patents, training, business papers, and technical reports. Technical domains can be of any kind, including the soft and hard sciences, high technology including computers and software, consumer electronics, and business processes and practices. The origin of technical communication has been variously attributed to Ancient Greece, The Renaissance, and the mid 20th Century. However, a clear trend towards the professional field can be seen from the First World War on, growing out of the need for technology-based documentation in the military, manufacturing, electronic and aerospace industries. In the United States, two organizations concerned with improving the practice of technical communication were founded on the East Coast in 1953: the Society of Technical Writers, and the Association of Technical Writers and Editors. These organizations merged in 1957 to form the Society of Technical Writers and Editors, a predecessor of the current Society for Technical Communication (STC). In the United Kingdom, the Institute of Scientific and Technical Communicators (ISTC) was formed in 1972 by the amalgamation of three existing associations: the Presentation of Technical Information Group (established in 1948), the Technical Publications Association (established in 1953, later the Institution of Technical Authors and Illustrators) and the Institute of Technical Publicity and Publications (established in 1963). Technical communication is sometimes considered a professional task for which organizations either hire specialized employees, or outsource their needs to communication firms. For example, a professional writer may work with a company to produce a user manual. Other times, technical communication is regarded as a responsibility that technical professionals employ on a daily basis as they work to convey technical information to coworkers and clients. For example, a computer scientist may need to provide software documentation to fellow programmers or clients.

The Conflicts Between Siblings

English 102 10/29/2012 The Conflicts between Siblings In the story â€Å"Sonny’s blues†, the Sonny’s brother is the narrator and main character; his name is never mentioned throughout the story. He and Sonny are the two brothers with a big difference of their ages. They don’t spend too much time with each other since they grow up. They have different world. The narrator is a high school algebra teacher and family man. Sunny is through his brother’s eyes, as a quiet, introspective person with a tendency to withdraw inside himself. Sonny is also described by the narrator as wild, but not crazy.He takes drugs which led him to jail. He wants to be a musician because of his passion for jazz. The narrator wishes his brother to have a regular and stable job as himself, but doesn’t work unsteadily as a musician. Sunny doesn’t finish school, so he is hard to find a job which is same as his brother’s thought. He doesn’t have too ma ny work choices like other black youths during the years. Sunny and his brother have different life styles. The narrator promises their mother to take care of Sunny, but he thinks he does not do it well. They have different philosophy and different understanding of career paths.After the narrator’s daughter dies, the narrator and Sunny talk to each other. The narrator finally understands of Sonny’s pursuit of music. In the story â€Å"Everyday use†, Dee is oldest daughter of â€Å"Mama† and sister to Maggie. She is a educated, worldly, and deeply determined girl; she gets everything what she wants. Maggie is the younger daughter who stays with Mama while Dee goes to school. She wants to stay with her mother because she is an unintelligent and unattractive girl. Dee wants to escape from the village, and she always dresses herself attractively.Dee is successfully to have better education and opportunity to see the world. Maggie gets stuck because of her shy character. Dee is an independent girl, and Maggie is a dependent girl. They have different understandings of the life. Dee feels embracing about Maggie and their mother by different attitudes to the world, physical appearance, and their education. The conflicts between two sisters are not solved in the story. In both of the stories, sibling rivalry, conflicts of their relation and burden responsibility of one to the other are the similarities, and solution to their conflicts is the difference.Sibling rivalry through out of both stories. In â€Å"Sonny’s Blues†, the narrator wishes his brother have consistent life same as his. He thinks he is older than Sonny, so he has more life experiences. He should take care of his brother because Sonny has dealing with drugs. â€Å"That last conversation between Baldwin's narrator and his mother suggests that he should be his brother's keeper, but the narrator has failed miserably at that duty, which is apparent in the telling op ening sentence of â€Å"Sonny's Blues†: â€Å"I read about it [Sonny's arrest] in the paper, in the subway, on my way to work†.If the narrator had to rely on a newspaper report to become aware of Sonny's trouble, he could not have been keeping his promise to his mother to care for his younger brother. Sonny did not even bother to call his older brother after the arrest. † (THE BIBLICAL FOUNDATION OF JAMES BALDWIN'S â€Å"SONNY'S BLUES† Page6 by James Tackach) The narrator doesn’t know sonny is not a kid anymore. Sonny chooses to be a jazz musician is not an impulsive decision since he has grown up. Sonny wants to escape from the Harlem, so he is not the young man who messes up his own life.In the â€Å"Everyday Use†, the sibling rivalry still exists. Even though, Maggie is a compliant girl, Dee still wants to beat her from everywhere. She is a strong-minded girl and leads Maggie around by the nose. In their family, Dee represents educational, fashionable, self-confident person, but Maggie is a diffident, low-pitched, awkward girl. Maggie values the family quilts for their sentiment and usefulness. She learned how to quilt from her grandmother and aunt who made the quilts. Her mother has been saving the quilts for Maggie to use after she is married.The quilts are meant to be used and appreciated every day. Maggie hints that she sees the quilts as a reminder of her grandmother and aunt when she says, â€Å"I can’t remember them without the quilts†. The conflicts of brothers and sisters relationships are the major points in both of the stories. In the â€Å"Sonny’s Blues†, Sonny always against his older brother, he gives up from the school, he takes drugs like other black youth around the neighborhood. When he decides to be a musician, his brother thinks he will be the same as their father who is a drunken corrupt man died when Sonny was fifteen years old.There is a big gap between two brothers. Sonny leaves their house, drops out of school, and joins the navy. They both get back from the war and live in New York for a while. They would see each other intermittently, and whenever they meet they would fight. Because of these fights, they do not talk to each other for a very long time. After the narrator talks about Gracie and her polio affliction, the narrator decided to write to Sonny. It seems that the narrator could better understand his brother now. In the â€Å"Everyday use†, Maggie and Dee have unique personalities. Dee values the family quilts.She thinks the quilts as priceless objects to own and display. Dee believes that she can appreciate the value of the quilts more than Maggie. Maggie is nervous about her sister’s visit. In fact, Dee's arrival makes Maggie so uncomfortable that she tries to flee to the safety of the house. When Maggie is unable to confront Dee about the quilts, she gives them to Dee because she used to never winning anything, or ha ving anything reserved for her sister. In both stories, the older siblings burden responsibility to the youngers. Sonny’s brother thinks he has responsibility because of the promise to her mother.He tries to talk to Sonny about the life style and career choices. He asks Sonny what he wants to do, and Sonny replies that he wants to be a jazz musician and play the piano. The narrator does not understand this dream and doesn’t think it is good enough for Sonny. They also try to figure out his living arrangement for the remainder of his high school career. The subject leads to an argument. Sonny calls his brother ignorant because the narrator doesn’t know who Charlie Parker is. Sonny argues that he does not want to finish high school or live at Isabel’s parents' house.However, they find a compromise. Isabel’s parents have a piano, which Sonny can play whenever he wants, provided he goes to school. Sonny agrees with the idea. He stays at Isabel’s house and goes to school sometimes. When he gets home, he constantly plays the piano. He goes to Greenwich Village, and hanging with his jazz friends who are most likely doing drugs. Once Isabel’s parents find this out, Sonny leaves their house, drops out of school, and joins the navy. The narrator objects to his brother to be a jazz musician because he loves his brother.He doesn’t want Sonny waste time to an unstable job and stay with druggies. Even though he misunderstands Sonny’s choice, he performs the responsibility by his thought exactly. Dee is a progressive model for her younger sister. She wants to increase the life quality of the family. â€Å"She washed us in a river of make-believe, burned us with a lot of knowledge we didn’t necessarily need to know. Pressed us to her with the serious way she read, to shove us away at just the moment, like dimwits, we seemed about to understand. †(page279) Dee tries to make the family better.She wants her mother and sister to have more education. She knows her younger sister’s personality. She tries to stimulate her sister, and led Maggie escape from the village to the city, but Maggie wants to stay. Dee is done the best she can in her knowledge. In contrast, the solutions of their conflicts are different. Sonny and his brother get closer at the end of the story. By playing jazz, Sonny is able to ease or relieve his suffering from the childhood. They go to the jazz club in Greenwich Village. He hears Sonny play the piano. It makes him understand that Sonny has the soul of the music.The narrator realizes how revered Sonny is there. The narrator sends a cup of scotch and milk up to the piano for Sonny, and they share a brief connecting moment. His brother finally understands that Sonny is able to turn his suffering into something worthwhile by playing the piano. Dee and Maggie are not lucky like the two brothers. Dee still keeps her own style and Maggie too. There is no sol ution for the conflicts of their sibling relationships. Maggie is content with her simple life, while Dee wants to have fine things. Maggie is nervous and intimidated by Dee, who is bold and selfish.Maggie values the emotion of the family quilts, while Dee wants to display them as a symbol of her heritage. The case is solved by their mother, but the contradictions between two sisters are still there. In the two stories, the conflicts of siblings are the most attractive events. The narrator and Sonny don’t have too much conversation because they have really different ages. When the narrator has a job, Sonny is still a kid. Sonny is not old enough to understand the things which his brother worries about. Since Sonny grows up, he knows what kind of job he wants.Unfortunately, his brother still thinks Sonny just wants to play but not to work. Finally, they solve the problems by the communication and understanding. The two sisters’ conflicts come from their opposite charact er. Dee looks forward to a rich life and gains attention from other people. She doesn’t want to stay at an old house without a real window. Maggie is afraid to leave her mother and where she used to live. She decides to be a house girl. In conclusion, the problems from siblings are because of the less understanding to each other. If they build up more connections and trust each other, those problems are easily to get rid of.