Assumptions should play no part in critical thinking but unfortunately they do, and often. I know as humans we all make snap judgments, but the idea is to push aside our assumptions and judgments when we think critically. Thinking critically is a skill that you either have or you don’t, the ones who have it will ultimately be the ones to thrive in their respective fields. Though it may be difficult to avoid making assumptions, as professionals we have no choice. We can keep our assumptions to ourselves but unless we consider all aspects of the situation we are not thinking critically.
Group communication can be a factor to conflict however there are group members viewpoints in relation to conflict can fluctuate depending on the routine they use to deal with conflict. For example, a group member may cope with conflict through avoidance. What takes place is that the member will talk about a different matter, not say a word, or not give the eye contact because he/she feels a conflict will come to light. To avoiders not discussing it is a way of solving a conflict while other group members may see talking as a way of settling a conflict. Another example of dealing with group conflict would be altercation and by influence.
The nature of conflict shows that conflict can either push people away or bring them into having a closer, more comfortable relationship. Many people try to avoid conflict and try to find a way around it – even if this isn’t the right thing to do. Without conflict in a relationship can mean individuals cannot express their true opinions, thoughts and feelings for example; when an argument in the family arises, without the skills to negotiate and deal with the conflict, there will never be a positive outcome. Conflict comes in many different forms- political, religious, interpersonal, family, all of these deals with issues that arise due to difference of opinion or belief and are an inevitable part of human life. There are a wide range of causes as to why conflict occurs.
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.
Another weakness is the consequences, in some situations when consequences are too severe that many think it is better to break a rule than allow awful thing to happen. The theory is too rigid, sometimes the consequences can change the rightness or a wrongness of an action, but in this theory the person is judged on the action which can be unfair. It’s inflexible as you should be able to break a rule if the individual’s circumstances warrant it. There is no consideration to human emotion, there are situation where individuals break rules because of emotions, for example if a person is scared they may lie to protect themselves which in Kant’s eyes this would be morally wrong. The theory is a priori, some claim we out our duty a priori but it is also argued we need to refer to experience to work out what is right.
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.
In order to positively manage dynamics one must determine which ones are at play and what kind of impact they will have on the team environment. Negative conflict should be stopped or redirected so that the impact is positive (Team Technology.co.uk, 2007). Although conflict is a natural part of group work but it can be constructive instead of destructive. Causes of Conflict In the book Interpersonal Conflict written by William Wilmot and Joyce Hocker, conflict is defined as a struggle between two interdependent people who observe goals that are not compatible with one another, resources that are inadequate, and some king of interference for the others involved in the project in meeting their goals (Wilmont and Hocker, 2007). From this definition further explanation of these several types of causes is necessary.
As humans we are frequently held back by our fears, unwilling to risk losing for the chance to win. In ‘Look Both Ways,’ Sarah Watt demonstrates that a fear of death can prevent people from living fully, just as the blackness of grief and suffering can also cripple the human spirit. As we are faced with fear and hardships, we must each learn to cope and in becoming resilient, life is somehow more complete. Fear of death can play a major role in our life choices, however in order to experience life in its entirety, we must face our fears and develop resilience for the future. Fear can overtake the human mind, preventing us from acting as we would most desire.
Mistakes are one of the things that makes us human beings, but mistakes can always be prevented. So why make unnecessary mistakes, and not share your personal opinion by not voting? You never know, people might agree with you. There are many crisis's and problems going on in our country. Wouldn't you want to be a part of a historical solution?
People typically avoid situations that upset order, threaten their self-interests, increase stress or involve risk. When faced with changes to the status quo, people usually resist initially. The resistance continues and, in some cases increases, until they are able to recognize the benefits of change and perceive the gains to be worth more than the risk or threats to their self-interests. People resist change due to the fundamental human objection to having the will of others imposed upon them. Poor communication/consultations from the change initiators- The staff