We can keep our assumptions to ourselves but unless we consider all aspects of the situation we are not thinking critically. It is also important to recognize when you have made an assumption and attempt to rid yourself of the assumption, keeping it there will only make matters more difficult. • Fallacies are a mistaken belief, especially one based on an unsound argument. Fallacies in written arguments generally come from some type of news source: Biased material that tries people to believe something though it may just be for their gain. Fallacies in oral arguments are similar to written arguments.
I will then go on to look at minimising conflict using a recognised technique and how the adverse effects can be minimised. Causes and Explanation Because there are a variety of personalities within the work place it is inevitable that there will be conflict at some point and this could be for any number of reasons; * Different Personal Values; at some point you may be asked to complete a task that conflicts with your ethical standards. When work conflicts with personal values conflict can arise very quickly and this can be overcome by trying not to ask people to do tasks that you know will cause them distress due to their beliefs/values. * Unpredictable Policies: When rules or policies change within the workplace and those changes are not communicated clearly, confusion and conflict can occur. It is essential to inform people of changes and why these changes are happening as when you are aware of why something is being altered you are much more likely to accept it.
These flaws are usually associated with the fact that they are unable to fulfil the need to gain the answer since they may be biased, however even when these two ways of knowing are put together, they may contradict each other, or do not share the same view on the same exact case, this is what is considered as the conflict. In order to understand and find the answer to the question, the question must be clearly defined, in terms of emotion and reason as well as the idea of the conflict. Emotion is defined as any strong agitation of the feelings actuated by experiencing love, hate, fear, etc., and usually accompanied by certain physiological changes, as increased heartbeat or respiration, and often overt manifestation, as crying or shaking. Simply, emotion is the representation of one's mind when it comes to decision making or confronted with any other serious situation, and it occurs whether the individual consciously or subconsciously aware of it. Such example would be when one feels angered by the fact that the two choices given are not the choices that one desires or when confronted with an insulting joke, one would laugh at the joke, but disgusted or angered by the insult.
Compromising approach is best to work under the time pressure and can also achieve consensus to complex issues. Therefore I would recommend Lauren deal the problem with compromising approach. Part 2- Prevent Conflict: Despite setting ground rules, there are some problems arise in the team. In order to prevent the problems from occurring in the first place, I would use the following steps I have read from “The SECRETS of Facilitation”. These steps are especially design to
BARRIERS TO CRITICAL THINKING Opinionated Opinionated means expressing strong beliefs or judgments about something, having or showing strong opinions. I can be very opinionated about things that I feel strongly about. I often form my opinion and then I am not open to hearing other viewpoints. I feel that in critical thinking being open minded and willing to receive outside information is necessary. Listening to other opinions on a subject can broaden your thought process on the subject.
One’s perception is ‘attention dependent’, which means if our attention is elsewhere, we may not notice something that is significant. Therefore, a detail that is significant to one person might be completely insignificant to another. This illustrates the inaccuracy of trusting one’s perception. Another knowledge issue related to the trusting our perceptions is that our biases and emotions play a strong part in colouring our reasoning. Everyone is bias one way or another to certain things in life.
It is best to use details and examples that are not only relevant to the topic, but also understandable to your audience. Your reader will lose interest if you go beyond their level of understanding, and if you explain too much. When writing you have to find the middle way, and you achieve this by using enough detail to be clear but not saturate the point. More than that when you use too much detail your tone can sometimes seem condescending to your reader, and this will also make them lose interest in your writing. You need to be consistently mindful of how you are presenting your ideas, and be sure that you are leaving your biases and emotions out of the writing.
It is essential that your purposes are clear. By breaking down your question into different topics or problems, it enables you to simplify your research and find relevant information that assists with your needs. Without simplification of your topic, any primary or secondary research may become difficult to obtain and could result in unnecessary research which may inflict on your time management process. * Explain what processes you
Every time our conscious mind is getting some new information that is different from the one which is already stored it is very critical towards it and rejects it straight away. So we are established in our habits and ways of doing things and here are the origins of the reasons why it is so difficult for us to make changes which we know would be beneficial for us. Becoming aware of the roots of our self defeating behaviours can help us gain insight. In this essay I shall examine the origins of some self defeating behaviours as well as suggest treatments mainly using integrative (psychodynamic and person –centred) and cognitive behavioural therapy (CBT) approaches. Strong emotions interfere with our brain and stop access to the logical thinking part of the brain.
Cognitive Dissonance Theory Leon Festinger declares that dissonance is unpleasant, (Leon Festinger, 1957,) and that it will encourage us to change our cognitions in order to reduce it. Another implication is that people may attempt to avoid situations that are likely to create dissonance. Thus, Dissonance Theory predicts that people will try to avoid exposure to information that they suspect may arose dissonance -- and they may seek out information that is consonant, or consistent, with their attitudes. Research has found that at times people seem to avoid potentially dissonant information (Cotton & Hieser, Olson & Zanna). That is, we are selective about the information to which we expose ourselves.