This is how Emerson sees consistency; he is very much against it and looks down upon those who do not change their minds. Honesty has a lot to do with the consistency part of Emerson’s piece. Many people may be afraid to be inconsistent because they fear others will fear they are being dishonest. They have an opinion on something one day, and then the next it is changed. Some can see this as being dishonest and many people in society fear this.
Underreporting occurs due to individuals being dishonest regarding their behavior, therefore causing an error in the research done. A possible solution to this limitation is focusing on observed behavior, and correlating the findings with the self-reporting behavior, therefore developing a conclusion that is more in-depth. Furthermore, Article 2 emphasized that other factors can influence self-labeling as a victim in relation to work-place bullying, not just anxiety and anger. In addition, discovering a moderation effect regarding negative acts of violence and self-labeling is hard to discover due to the psychological way an individual may experience an event. Lastly, Article 3 honed on the lack of variances of deviant behavior.
They also struggled with understanding the difference between their ‘best alternative’ and the lens assigned ‘best alternative’. Ethical lenses adopted by individuals tend to influence decision making by affecting how problems and conflicts are approached. Your ethical lens of preference makes you ‘blind’ to the other approaches and makes it difficult to see the benefits of the other lenses and weaknesses of your own lens. This adds tension to groups because what seems like the best solution to a problem to a single team member might be completely inappropriate to another. The team found that these different approaches can create more issues within a team or group if you don’t understand that everyone has their own ‘right approach.’ To a rights and responsibilities lens approaching an issue head on and dealing with the conflict directly might not be fun, but it is necessary in order to move past the problem in the most efficient way possible.
In the rant called “The Smart Gap,” Eric Maisel explains his personal opinion on brain power of individuals. Grit, however, isn’t something that he believes will help people find success. Although some may not agree with what was stated, Maisel brings up many persuaded key points to help get his point across. Throughout Eric Maisel’s rant, many key points are brought up. First, he explains that we will experience emotional pain when we recognize that the work we would love to do might just be unavailable enough to make us doubt that we can proceed.
‘It is difficult to remain a bystander in any conflict’ Conflict has an extraordinary capacity to draw human beings towards one side or another, even when they are unwilling to be drawn. Of its very nature it divides the world into simple categories: those who are ‘with us’ and those who are ‘against us’. Even when we know that the world is not so black and white, the heat of conflict can make some of the various shades of grey seem irrelevant or even self-indulgent. Even when people make a commitment to remain aloof from conflict, it has an insidious way of drawing them in. Thus a person can initially adopt a neutral stance, but soon become mired in the conflict and unable to withdraw.
We have found ourselves at times to be guilty of the negatives that come with functional organization. We’ve spent so much time focusing on our particular function, that it’s harder for us to understand the goals of our co-worker’s functions, and would just write them off as not being a qualified employee because they don’t understand our particular function at work. This can help us take a step back and further analyze our organization’s structure and what we can do differently to help understand it better and contribute better to the organization’s overall
“We cannot hurt another human being without leaving a scar on ourselves.” The statement “we cannot hurt another human being without leaving a scar on ourselves” is utter hogwash, really; emotional extortion in my candid opinion. Before delving further into this topic, it should be noted that, firstly; the topic is awfully dubious, as it ceases to take into account the conscienceless. Secondly, hurt is not always wicked; without hurt, humans wouldn’t be nearly as individual. And lastly, scars are what make us grow as people. Firstly, the subjective nature of the topic “we cannot hurt another human being without leaving a scar on ourselves” should be note.
It’s against our rights! It’s authoritarian! These flaws are a matter of speculation and require much discussion, but that does not excuse the fact we shouldn’t consider it a viable alternative from our current volunteer based system. For the draft and the volunteer system is really quite one in the same. Let me elaborate.
Introduction François de la Rochefoucauld stated, “the only thing constant is change.” Change can be very difficult within an organization, and our personal lives. When leadership commits to a change, the message must be that the change is not an option. But the message that often comes across is “We’d like you to change, we’re asking you to change, we implore you to change, please change…” Whenever people have the option not to change, they won’t. Change should be implemented utilizing strategies that allow employees to embrace it. Organizations tend to fail miserably because they downplay or ignore the human pain of change.
Our team found that we did not agree with those professionals who chose to commit crimes. We felt that those in our examples had the means that they needed and were being greedy. These were not values that our team found to be important. Ethics will always be a greatly debated subject because there are so many grey areas and differing opinions on what values support those ethics. It is key to an organization to have a