Essay-developmental experiences Essay Example | Topics and Well Written Essays - 2000 words

-developmental experiences - Essay Example Vygotsky focuses on development across the entire life span rather than development in stages and emphasizes the importance of the social environment within which a person grows as being a factor in development. He believed that the mental development of a human being is in a constantly evolving stage and culture is the primary factor that determines how an individual will develop.(Hahn, No Date). Therefore his theory ascribes a great deal of importance to the support systems that are established for a child to grow and develop; family and society are very important in contributing to the development of the individual. According to Vygotsky, â€Å"Every function in the child’s cultural development appears twice: first, between people (interpsychological) and then inside the child (intrapsychological). This applies equally to voluntary attention, to logical memory and to the formulation of ideas. All the higher functions originate as actual relationships between individuals.† (Vygotsky 1978:57) This highlights the importance that Vygotsky placed upon social interactions and relationships as a factor in both child and adult development. The kind of development that a child will have and the ability that will exist to function effectively as an adult. This is particularly applicable in my life because the person I have become is a reflection of many of the experiences I have had in early adulthood, which have shaped events as they stand now. I had a child at seventeen, was married and then divorced at eighteen. My relationship with my short term husband was a rocky one where there is a constant source of conflict that is generated between us almost all the time. My life remained traumatic after my divorce and was symbolized by constant changes and challenges. I moved into four different houses within the short space of two years, worked at a lot of jobs and had several different relationships during which I fell

Sociology unit4 Essay Example | Topics and Well Written Essays - 750 words

Sociology unit4 - Essay Example These processes are largely intertwined and result in specific challenges to societies in general and to family life in particular, in both direct and indirect ways.† (Editors' note & Introduction†, 2008) Further it could be suggested that this list is accurate but incomplete as changing gender roles and division of labor both within and outside the family have also evolved. The wealth gap has increased in the United States over the last fifty years. The wealthy have gotten wealthier and the poor have gotten poorer. This increases the affluence of the wealthy and increases the poverty of the least affluent. Most importantly, however, it increases the differences between the lives of the very wealthy and those of the very poor. This significant wealth gap increases differentiation within American society and between classes leading to resentment and the loss of a sense of shared destiny and cooperation. Second, as a result of the demographic transition families are getting smaller. It was not uncommon at the start of the twentieth century ffor a family to have six or eight children and possibly also have grandparents living with them. Households were much larger one hundred years ago than they are today. In 2000 the average household size was 2.59 and the average family size was 3.14. Household size refers to persons living under the same roof but not necessarily related. (US Census, 2000, Fact Sheet) That the family size is larger than the household size is evidence of a weakening of the family in terms of families living together. It also speaks to the massive increase in marital breakdown that has become a common feature of modern family life. According to divorcerate.org, â€Å"50% percent of first marriages, 67% of second and 74% of third marriages end in divorce, according to Jennifer Baker of the Forest Institute of Professional Psychology in Springfield, Missouri.† (â€Å"Divorce Rate†) John R. Lott Jr., argues that the wider av ailability of abortion as a birth control option increased casual and pre-marital sex and single-motherhood. He argues that this was the cause of the burgeoining crime rate during the 1980s and 1990s. He arguess that, â€Å"more out-of-wedlock births, fewer adoptions than expected, and less pressure on men "to do the right thing"--led to a sharp increase in single-parent families.† (Lott, 2007) Further he asserts that this led to more children being raised in single-parent families and had no impact on the declining crime rate. â€Å"Legalizing abortion increased crime. Those born in the four years after Roe were much more likely to commit murder than those born in the four years prior.† (Lott, 2007) The increasing divorce rate and the increase in single-parent families all point to a weakening of the traditional family. References â€Å"Divorce Rate†. Www.divorcerate.org. "Editors' note & Introduction." Journal of Comparative Family Studies 39.3 (2008): 1+. Han isch, Carol. (2006). â€Å"New Intro to 'The Personal is Political'. Web. http://web.archive.org/web/20080515014413/http://scholar.alexanderstreet.com/pages/viewpage.action?pageId=2259. Lott, John R., Jr. (August 13, 2007). "Abortion and crime: one has an effect on the other, but it may not be the effect you think." National Review18. US Census, 2000, F

Child Abuse in American Samoa Essay Example for Free

Child Abuse in American Samoa Essay Child abuse and neglect good novel can do countless things for its reader. It ignites curiosity, triggers emotions, expands knowledge and encourages life lessons while transporting eager minds to unimaginable places. Active readers are completely encouraged by these vibrations. However, untold tales can occasionally capture the oppressed narratives of others. The silent pleas of vulnerable individuals can tell a memoir of its own. One key issue is that of child abuse, which has the potential to rob children of the happily ever after that they deserve. The World health organization (2013) defines â€Å"child abuse† as a breach of a child’s basic human rights and encompasses a variety of unethical practices that damage the holistic welfare of a child. Al Dosari, Ferwana, Abdulmejeed, Aldossari and Al-Zahrani (2017) add that incompetent parents or caregivers are at fault and should be held accountable for their forceful and or negligent conduct towards a minor in their care, especially when the potential risk or traumatic event that the child was exposed to could have been avoided entirely. Paterson, Fairbairn-Dunlop, Cowley-Malcolm, and Schluter (2007) assert that abusive parenting is an issue that is limitless in scope and transcends every border, including factors such as ethnicity, nationality and generation. Child abuse occurs in various ways, but the result remains the same, serious physical or emotional harm. Physical or sexual abuse may be the most striking types of abuse since they often, unfortunately, leave physical evidence behind. However, physical abuse is commonly encountered among large families. Parents with either a lower level of education or no education at all, abuse children with good health status and with a significant association (Elsaied, Alsehly, 2017). On the other hand, psychological abuse and neglect are serious types of child abuse that are often more subtle and difficult to spot.Types of Child abuse physical A documentary was filmed following Samoan foster children in New Zealand. A scene in the film shows the consequences a boy faces after being caught attempting to run away from his foster home. The consequences he faced was not your typical western punishment. His foster mom did not ground him or send him to his room. Instead, she had every other boy in the foster home brutally beat him for at least two minutes. One key issue here is that of Physical abuse, it has the potential to injure and ultimately damage the growth and development of children. The Canadian Department of Justice (2012), defines child physical abuse as the involvement or the deliberate use of force on a child, that it causes injury to the child or the child may be at risk of injury. The force may include such acts such as smacking, punching, beating, shaking, kicking, biting, burning, shoving, choking, throwing, stabbing, grabbing or leaving a child in an undignified posture for a long period of time. These usually occur when a parent or a person in the position of responsibility, power or trust takes advantage of their child. The injury is considered abuse whether the person intended to hurt the child or not. Some of the physical signs of abuse would have clear warning signs, such as unexplained bruises, welts or cuts. According to Dr. Joseph A Zenel (2008), that if a child has more bruises, fractures, head trauma, or burns that would simply raise the suspicion of physical abuse (as cited in McNamara, 2008).While all children will take a tumble now and then, look for age-inappropriate injuries, injuries that appear to have a pattern such as marks from a hand or belt, or a pattern of severe injuries. Emotional/Psychological Sexual OtherPolicyWellbeing/symptomsCountry – what is American Samoan doing about the issue? References Elsaied, H., Alsehly, A. (2017). A study of child physical abuse. The Egyptian Journal of Psychiatry, 38(2), 120. J.N. Fishe (2016). Child Abuse and the Law. Rethinking the CAPTA Amendments. Vand Law Rev 1998;183. Fry, D., McCoy, A., Swales, D. (2012). The Consequences of Maltreatment on Children’s Lives: A Systematic Review of Data From East Asia and Pacific Region. Trauma, Violence Abuse, 13(4), 209-233. doi:10.1177/1524838012455873 Neela Dabir, Mohua Nigudkar. (2007). Child Abuse: Confronting Reality. Economic and Political Weekly, 42(27/28), 2863-2866. Retrieved from http://www.jstor.org.byuh.idm.oclc.org/stable/4419782 Paterson, J., Fairbairn-Dunlop, P., Esther, T. C., Schluter, P. J. (2007). Maternal childhood parental abuse history and current intimate partner violence: Data from the Pacific islands families study. Violence and Victims, 22(4), 474-88. Retrieved from https://search-proquest-com.byuh.idm.oclc.org/docview/208556625?accountid=9816 Xiangming Fang, Deborah A. Fry, Derek S. Brown, James A. Mercy, Michael P. Dunne, Alexander R. Butchart, Phaedra S. Corso, Kateryna Maynzyuk, Yuriy Dzhygyr, Yu Chen, Amalee McCoy, Diane M. Swales, The burden of child maltreatment in the East Asia and Pacific region, In Child Abuse Neglect, Volume 42, 2015, Pages 146-162, ISSN 0145-2134, https://doi.org/10.1016/j.chiabu.2015.02.012

Issues of Organizational Politics in the Workplace

Issues of Organizational Politics in the Workplace Introduction Organizations, like other institutions that bring together human interactions, are bound to have persons of diverse positions in the pecking order with divergent opinions and beliefs. Such divergent opinions and beliefs are manifested in the form of political posturing, and can at times bring an organizations activities to a standstill. Yet these politics in the organizations cannot be circumvented, as a direct consequence of the composite nature of organizational behavior and structure. Arguments may subsist as to whether organizational politics are beneficial or detrimental to the effective running of an organization. Such arguments are informed by the upshots of dissenting views within the organization, whether hierarchical or across departments, that have functional interdependencies. Nevertheless, a clear comprehension and appreciation of the complexity of an organization, regarding its behavioral and structural attributes, will be cognizant of the reality that politics is an in trinsic composition of any human-managed institution. Organizational politics are normally so complexly interwoven within the organizational structure that employee interactions, traditions, activities, performances and results are tremendously affected and shaped by them. It is necessary therefore to understand the impact of politics on organizations and try to channel the employee energy into meaningful output that does not undermine the overriding goals of the organization. Roots of Organizational Politics Organizational politics has varied and subjective definitions depending on the nature of the firm. Pfeiffer (1981, p. 7) describes politics as those activities taken within organizations to acquire, develop, and use power and other resources to obtain ones preferred outcomes in a situation in which there is uncertainty or dissensus about choices. This definition by Pfeiffer not only reveals the tight rope that managers have walk when carrying out their managerial duties, but it also unmasks the selfish interests that are always vested in organizations between and among departments. In fact organizational politics could be identified as the selfish and scheming behavior of employees and departments to advance vested interests at other employees and departments expense. These selfish interests are manifested through the scramble for organizational resources, employee and inter-departmental conflicts, struggle for power and headship and strategic control effected by managers, supervisor s and departments. These managers, supervisors and departments in the organization will carry execute these activities with the intentions of getting power, cultivating individual significance or stature, accessing sensitive and valuable information, concealing true intentions and crafting alliances. Browsing through the bulk of management literature one gets the impression that organizational management is a straightforward consensual performance unit, where concurrences on institutional goals readily abide and where managers, supervisors and subordinates freely communicate and merge their individual or departmental interests with those of entire organization. Some of these literatures claim that conflicts in the workplace can be totally eliminated by communication and transparency, or by laying off sections of the workforce that exhibit dissenting opinions. Such perceptions of organizations are diametric to the research findings of activities and processes within institutions, which reveal the existence of conflicts at all levels. Indeed, Henry Mintzberg (1989) posits that organizational politics is not an upshot of structure but power, and therefore communication and transparency cannot deracinate politics. Mintzberg goes ahead to assert that organizations only function on the foundation of influential systems like politics, authority, expertise and ideology. He adds authority, ideology, or expertise-have some basis of legitimacy. But sometimes those means are used to pursue ends that are illegitimate (Mintzberg 1989, p. 249). It is clear therefore that the organization management is not a rational process. It is easy to understand the root of an organizations politics once we understand the diverse values existent in the system. Different values by different departmental managers in an organization can foster divergent notions as to which part the organization should follow to realize development. This is always the primary cause of organizational conflict; divergent values. It is factual that departmental managers sometimes make arbitrary choices in the workplace and they always cover up their choices by politics. Politics will be used by some managers to rationalize some of their choices when a review into their decisions holds that their choices lacked empirical backing. In short, when a managers decision appears to lack empirical and supportive evidence, the manager will attempt frame the problem in a different way and rally colleague who are sympathetic to him or her. Framing a problem differently is always advised by the values of the people who the manager will be hoping to get backing from. Other than values, special interests subsist in every organization from the top to the bottom. The diversity in special interests is exhibited in aspects like funding for projects, allocation of resources to departmental units and career outlooks. Employees, especially managerial ones, are always ambitious in their career outlooks and this creates rivalry within the hierarchical ladder. But the rivalry over career interests is not as clearly manifested as the scramble for funding and resources (Bacharach Lawler 1980). The division of labor in the organization means a firm is partitioned into functional units also called departments. These demarcated departments are a sure source of political alignments as they line up employees against functional goals, which may not necessary go parallel with each other. To illustrate the causal political influence of departments on organizational set up, let us consider a scenario where the marketing department seeks to boost sales by improving delivery time and diversifying company products, while the production department endeavors to reduce the variety of products and having the least possible inventory. Such a scenario can only result in the alignment of employees in the two departments to the interests of their departments. Pfeiffer observes that the subunit differences that emerge from the division of labor are reinforced by differences in the training, backgrounds, and prior socialization of individuals recruited into different subunits (Pfeiffer 1981, p 73). Intrinsically, employees will subliminally have their allegiance to their departments and will side with it in case conflicts arise in the overall set up. The differences that exist between line and staff can also cause conflicts. R.D Aragwal notes that the relationship between line and staff are often characterized more by conflict than cooperation. Staff specialists complain that line managers are resistant to their ideas and line managers complain that staff managers are sky-gazing specialists with no comprehension of practical solutions (Agarwal 1983, p. 151). These posturings in the workplace are prevalent because of a number of reasons. Agarwal lists these reasons as: the evident ambition and idiosyncratic behaviors of the staff managers; the apprehension of the staff in justifying its organizational survival and get the appreciation for its efforts; the dependency of senior staff employees on line staff for their incumbent positions; indistinct designation of staff roles; and ignorance by higher management. Another source of conflict could be the reality that top managers seek to place themselves in positions that seem very approving in the eyes of the chief executive officers, directors or heads of departments. It is clear, like mentioned previously, that managers are very ambitious and seek promotions. But it is also crystal clear that as the hierarchical organization ladder goes up, the number of plum positions gets fewer and fewer. This fuels competition and rivalry among employees seeking a similar position. Because of the simple fact that promotions require credibility of a candidate, prospective promotion employees will attempt to outdo each other and triumph in small competitive conflicts. It is the attempts to prevail in smaller conflicts that reveal hidden agendas, which later set the stage for larger political battles. The small conflicts always result in underlying alliances and unspoken networks that are the basis of attaining power. Positively Exploiting Organizational Politics The comprehension of an organizations political set up is extremely important for management to steer the firm towards its objectives. Internally trained managers, supervisors and departmental heads will have a plus of acquaintance with general political circumstances existing in the company (various alliances and networks of influence, which can unlock an impasse or create one). Poached managers-those brought trained by other firms-ought to apply significant efforts to study and appreciate the prevailing organizational politics, by careful observation and conscientious interaction with various factions of employees. Buchannan and Badham (2008) hold that some of the pointers accessible for managers, supervisors and department heads for assessing the political environment are: overall employee satisfaction in organizational role, positive reaction to inventive ideas, decision-making efficiency and swift and speedy discharging of decisions. Insight is fundamental for management to take advantage of open channels and repress retrogressive organizational politics, and equally  boost their personal credibility.   Buchannan and Badham also hold that outstanding managers make use of political influence accessible to them in various situations so as to uphold the overriding interests of the organization. The moment a manager comprehensively appreciates the unique settings that cause the employees in an organization to shift loyalties towards particular special interests; the leaders can use the information about the nature of these politics to the benefit of the organization. A manager with an understanding of the politics of the organization surely has leverage that can enable him use the politics and graduate to higher headship position, with excellent orientation of institutional politics. With proper political orientation; a manager can proficiently time an opening to bring to light his or her contribution to the organization; guarantee that higher management will back delicate initiative or choices; utilize apposite personnel to communicate their message across; and respect the pecking orde r regardless of the hurdles it produce. Political insight is always tested when handling aspects like changes in the management or management crises. It is imperative a leader identifies the factions that are going to back him against those that will try to undermine his or her credibility. Unquestionably, managers are source of organizational influence, power and obviously politics. Because people inherently have needs and wishes and leaders possess the capability to offer these needs and wishes, leaders who accomplish or deliver these wants have power. Dennis Wong writes, The most general use of the word power in English is as a synonym for capacity, skill, or talent. This use encompasses the capacity to engage in certain kinds of performance (1979, p. 1). Managers can greatly repress political environment that has a negative effect on the attitude of employees and organizational outputs by linking employee wants and organizational objectives, in such a manner that realization of shared objectives also causes routine realization of personal needs. Managers, supervisors, and heads of departments must recognize that organizational politics is a result of the traditions of trust in the institution, which is created through rationalized values and promoted by communicatio n and transparency. Communication and transparency in processes and duties is crucial in generating a climate where cut-throat organizational politics does not completely replace progressive traditions that place importance on achievement of organizational goals. Politics in the organizational setting has rules and the sooner a manager or leader deciphers the basics, the sooner he or she will build alliances and networks that serve his or her interests. Organizational politics has pros and cons and can sometimes result in loss of job or can alternatively result in promotion, depending on who is calling the shots. Organizational politics is not confined to the higher management as every member of the firm from senior chief executive, department heads, supervisors and normal employees participates in power games at one point. Gilbert Fairholm nevertheless observes that Older group members use it more than those newly inducted into the organization. It is beyond doubt an instrument for securing organizational rewards (2009, p.38). The basics are simple: respect the chain of command, seek favoritism by appearing credible, improve on speed of decision making and avoid stepping on too many peoples shoes. To be the best; be driven by factual data, c reate alliances, admit mistakes, unravel motives of allies and rivals, align your interests with the organizations goals, seek common ground in stand-offs, and always agree to disagree (Forster Browne 1996). Conclusion Organizational politics is a contentious issue in many firms and has been the subject of studies by academic writers who have sought to understand the impact of organizational politics in the running of modern organizations. Once considered a hidden power dynamic, many organizations are now embracing the reality that human are inherently political animals and possess diverse values and notions regarding what aspects of organizational life are rational and what are not. Empirical data from renowned sociologists like Dennis Wong to management academician like Jeffery Pfeiffer all agree that suppressing organization culture is futile because human intrinsically compete for supremacy and survival. The workplace, being an area where most humans spend averagely 8 hours of their lifetimes has been transformed into a political arena. In an arena where dependencies prominently subsist, where there exist divergent targets and beliefs regarding innovation and technology use and where scarcity o f resources may exist, it is hard not to find competition for resources and stature. While a host of literatures on the subject of organizational politics might spend a considerable volume of their analysis on the merits or demerits of the contentious subject, most of them conclusively appreciate the reality that it is difficult to circumvent politics. Politics is about power and influence, and so is the organization.

Business Communications Essay -- essays research papers

THE IMPORTANCE OF WRITING SKILLS IN BUSINESS COMMUNICATIONS: HOW AND WHY TO IMPROVE EMPLOYEES’ WRITING Abstract This essay describes how poorly written communication can lead to misunderstanding and a possible loss of business. Through this paper the author wants to persuade the employer to sponsor a workshop for all employees to improve their writing skills, to increase business communications and to avoid arguments through poor communication. This paper demonstrates the effectiveness of writing skills and why business communication is important in any kind of business. What can your business achieve with good writing skills and what it the impact of good writing skills on business. THE IMPORTANCE OF WRITING SKILLS IN BUSINESS COMMUNICATIONS: HOW AND WHY TO IMPROVE EMPLOYEES’ WRITING These last few weeks have been hard for some people in the office. Many arguments erupted and people started to blame each other for the fact that this particular business deal might be lost. All this arguing amongst the employees does not improve the work environment, and it is apparent to clients that the atmosphere in the office is not professional. The reason for the dispute is clearly due to misunderstanding through poor written communication. This had a negative effect on some people’s feelings, which in turn lead to low morale and higher risk of losing business which can be directly attributed to poor writing skills. It is important for our company to look at a way to improve employees’ writing skills to avoid similar incidents in the future. One probably has received advertisement mail from various companies and, after reading the first paragraph, the paper ends in the waste paper basket because you did not like what you read in the first sentence. The way the writer started to communicate did not make you read the rest of the document. The same happened in this last business deal; that message was not understood because it was poorly written. Clearly this is something that should not happen in business writing, especially when writing a letter or a memo, either internal or external. When your employee is not a good business writer, it can affect your business in such a way that you will loose customers. Even inside the office amongst the employees, poor communication can arouse conflict due to misunderstanding. Poor business writing can cost the co... ... environment amongst the employees. I want to finish with a quote from Barret J. Mandel & Philip Vassallo (1999) to convince you that good writing is also good management: â€Å"A person who learns to control the use of language in the writing of effective business documents is often the same person who learns to use language creatively and flexibly in order to lead others to work productively and harmoniously. In our experience, many of the most effective managers are also adept business speakers and writer.† (p338). References Drozdowski, Mark J. (2003) â€Å"The Write Stuff.†, Chronicle of Higher Education, 50 (5), 5. Abstract retrieved June 4, 2004, from UOP Library, EBSCOhost. Lauer, Charles S. (2002) â€Å"Short and Sweet†, Modern Healthcare, 32 (15), 28. Abstract retrieved June 4, 2004, from UOP Library, EBSCOhost. Mandel & Vassallo. (1999) â€Å"From ‘Me’ to ‘Us’: Crossing the Bridge from Academic to Business Writing.†, ETC: A Review of General Semantics, 56 (3), 338. Abstract retrieved June 4, 2004, from UOP Library, EBSCOhost. Mims, Julian L. (1995) â€Å"Writing for results.†, Records Management Quarterly, 29 (1), 27. Abstract retrieved June 4, 2004 from UOP Library, EBSCOhost.

Book Review :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Facing Death, Finding Love: The Healing Power of Grief and Loss in One Family’s Life was written by Dawson Church. 1994. 140p. Aslan Publishing. Dawson Church is a publisher, editor and author. Previous books he has authored or co-authored include The Heart of the Healer and Communing with the Spirit of Your Unborn Child. He works as CEO of Atrium Publishers Group – a book distributor- and lives with his wife and two children in Lake County, California.   Ã‚  Ã‚  Ã‚  Ã‚  Dawson Church starts out with his acknowledgments of appreciation to all the people that have supported him in the writing and publishing of this book. The introduction by Church’s editor, Hal Zina Bennett, Ph.D., reflects the truths revealed in the book’s contents as reminders that in opening our hearts and minds to the greatest mysteries of all – the vast mysteries of life and death – we discover a love that is as powerful in the receiving as in the giving, transcending all our deepest and most grievous emotions. Maybe the best way to describe and sum up the contents of Church’s book that readers are about to discover is as follow†¦   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"It is perhaps in grief that we discover the force that carried us once again into incarnation, the reason we incarnated in the first place. It is in the tearing open of heart that we discover how guarded our lives have become, how small a cage we have traded off for safe ground. We see how our work is to be more loving, to live more fully in an often confusing world.† Church uses nine chapters together with his afterword and appendix A: Grieving Rituals as well as appendix B: Connecting With the Soul to cover all the contents of this book.   Ã‚  Ã‚  Ã‚  Ã‚  Chapter one – The Death – starts out with the vision that death can come very unexpectedly to anyone at anytime or any place when one least prepares for it. Death to Church and his wife as well as to many people in the world are hard to recognize and deal with. He keeps come up with questions such as â€Å"We felt him kicking just last night. What could have happened between then and now? We didn’t feel any struggle. Surely he would have alerted us if something were wrong? He could have communicated his distress, and we could have known and perhaps done something.† Church couldn’t get over the unexpected death of Montague because he thought that no way it could possibly be happened when he and his wife did not neglect any aspect of caring for the infant in the womb.

Louis Xiv and Versailles

Louis XIV and Versailles Early Versailles In 1651, when Louis XIV was only thirteen, he visited Versailles for the first time. His next visited in 1661, he had fallen in love with the place. From 1664 to 1668, his efforts to rebuild the palace centered on the park and groves. In 1669, the king decided to enlarge the castle with the help of Le Vay and sculptor artist like Francois Girardon, Antoine and Le Hongre Etienn Coysevox. Versailles is a masterpiece. There is no way to describe Versailles Palace in one sentence.Value of Versailles Huge beyond belief, this place gives you a good idea of when it was â€Å"good to be the king†. Versailles was grand, luxurious, and expensive to maintain. It has been estimated, maintenance and maintenance, including the care and nurturing of employees and the royal family, consumed as much as 25% of the total income of the French. Daily Life at Versailles Life at Versailles was very orderly and rigid. Hundreds of officials help the king to wa ke up, dressed and prepared for duties of the day.Quite often the royal family became tired and escape to the Grand Trianon, Petit Trianon, where they feel more comfortable. The tightly provisions of Versailles rather than the comfort. While the royal family living in magnificent luxury, all others have been placed in tight areas. In summer, the palace was burning hot, while in winter it was freezing The palace is a city to itself. All government officials, servants and employees, household, and the royal palace to live in, respect the rules of Louis XIV.Versailles was open to the public. It is considered fashionable for Parisians to drive to the palace, where they can see the royal dinner. Versailles and Absolutism Louis XIV built Versailles was not only so that he can have a nice house. He built it as a way to keep his nobles in line. Louis wanted to make sure he had all the most powerful people with him at all times. So he created Versailles and all ceremonies of the court, to ke ep the courtiers listen to him . It's not cheap to keep up with Louis XIV and his different lovers.A large amount of money necessary to buy the most fashionable clothes and all the parties to the king. So, the courtiers can not plot against their king. This is one of the reasons that the absolute has a strong organization in France. However, the unfortunate grandson of Louis, Louis XVI did not have his grandfather's political astuteness ,and all of Louis XIVs careful plotting and planning could not keep the House of Bourbon from falling during the French Revolution. Louis Xiv and Versailles Louis XIV and Versailles Early Versailles In 1651, when Louis XIV was only thirteen, he visited Versailles for the first time. His next visited in 1661, he had fallen in love with the place. From 1664 to 1668, his efforts to rebuild the palace centered on the park and groves. In 1669, the king decided to enlarge the castle with the help of Le Vay and sculptor artist like Francois Girardon, Antoine and Le Hongre Etienn Coysevox. Versailles is a masterpiece. There is no way to describe Versailles Palace in one sentence.Value of Versailles Huge beyond belief, this place gives you a good idea of when it was â€Å"good to be the king†. Versailles was grand, luxurious, and expensive to maintain. It has been estimated, maintenance and maintenance, including the care and nurturing of employees and the royal family, consumed as much as 25% of the total income of the French. Daily Life at Versailles Life at Versailles was very orderly and rigid. Hundreds of officials help the king to wa ke up, dressed and prepared for duties of the day.Quite often the royal family became tired and escape to the Grand Trianon, Petit Trianon, where they feel more comfortable. The tightly provisions of Versailles rather than the comfort. While the royal family living in magnificent luxury, all others have been placed in tight areas. In summer, the palace was burning hot, while in winter it was freezing The palace is a city to itself. All government officials, servants and employees, household, and the royal palace to live in, respect the rules of Louis XIV.Versailles was open to the public. It is considered fashionable for Parisians to drive to the palace, where they can see the royal dinner. Versailles and Absolutism Louis XIV built Versailles was not only so that he can have a nice house. He built it as a way to keep his nobles in line. Louis wanted to make sure he had all the most powerful people with him at all times. So he created Versailles and all ceremonies of the court, to ke ep the courtiers listen to him . It's not cheap to keep up with Louis XIV and his different lovers.A large amount of money necessary to buy the most fashionable clothes and all the parties to the king. So, the courtiers can not plot against their king. This is one of the reasons that the absolute has a strong organization in France. However, the unfortunate grandson of Louis, Louis XVI did not have his grandfather's political astuteness ,and all of Louis XIVs careful plotting and planning could not keep the House of Bourbon from falling during the French Revolution.