Robin overpowered Rashad with verbal assault rather than encouraging ownership, involvement, and teamwork. Aggressive behavior does not encourage active listening because the person speaking is talking at the receiver, not talking to the receiver (Hansten & Jackson, 2009). The group witnessed a passive response by Rashad but had no idea that he was plotting a form of aggressive communication with Robin. Rashad internalized his emotions, planning a comeback toward Robin. He wants to teach her a lesson by making her workday difficult and time-consuming, so that she will realize how much she needs him.
Den’s interest is further shown when he says “I’ve been thinking about you – quite a bit.” Which is followed by Barbara’s rejection; “shocking bloody view – look at that” which is completely unrelated to what he has said to her. The audience can see that any relationship between the two would end badly because they clearly do not communicate well. Den does not assert himself, and allows Barbara to monopolise the conversation, even though it is obvious that he wants to talk about them rather than the meaningless small talk that Barbara is insisting on. It is through these interactions that we can see that the dialogue in the first scene is integral to the audience’s understanding of the relationship between Den and Barbara. The symbolism in the first scene also works to develop our understanding of the relationship
Wood also suggests that initially one should avoid passing judgments. “Imposing our own judgments separates us from others and their feelings” (Wood, 2013, pg.158). During the first interaction, Alan starts the conversation by criticizing the woman for working too slow and how it is in turn slowing the entire team. This leads to the employee feeling that her job is now being threatened, leaving them both feeling uncomfortable and ineffective. 2.
‘Because we walked past them to the computer at the far-right end of the room and i thought it's unfair.' So, the manager acknowledged her mistake, apologized and asked my client politely but he said, ‘his fine that he'll work on the system.’ The limitation i faced by conflict of interest was centered on the organization’s job policy as i would have liked to persuade him to join them as a platform for him to interact with others. I had to seek for help from my Peer involvement Coordinator on the pros and cons of supporting service users and he said, I am not allowed to persuade or influence their decision on a particular course of action, among others. The two examples would have my client benefited from an Independent Advocate but the second example is more likely as an independent advocate is concerned with working from a person centered perspective. The reason being that, it enhance a better support , to focus on an acceptable outcome, to give information to enable him to make an informed decision, to see him as having the most specialized knowledge of his life, wishes and feelings,
Rashad started out as being assertive, during the meeting he stated what he thought part of his job duties entailed. Robin was aggressive. She told Rashad that his job was to just do what he was told to do, and to not think. When Rashad sat quietly through the remainder of the meeting, he was passive, but he was passively-aggressively thinking how to make Robin regret what she said. A passive-aggressive communicator believes that he is incapable of successfully expressing himself in an open and honest way, particularly if what he is thinking is negative.
The group leader, Christine, is frustrated with her team mate Mike who has made excuses for not attending meetings and has become disconnected from the rest of the group. Looking back at the incidents within the group Christine should have been able to see the warning signs that Mike would not give a full effort. If Christine had paid attention to the character traits of her team members she may have been able to work with Mike. Knowing that he did not feel the need to attend meetings might have helped her to assign tasks more effectively. Part II: Problem Identification Many of the groups’ problems started in the beginning when they were allowed by the group leader.
Fester was very aggressive in his approach to solve problems; he was willing to do whatever it took to make his point. He didn’t cater to the expression of the other team members, which made others in the team think of him as an individualist and not a team player. Dr. Jerrold, the project head, brought Knowlton and Fester together after he thought he had Knowlton’s support. Bob Knowlton’s problem was his communication skills because he was not able to acknowledge his opinions, feelings, and conflicts with Fester, Jerrold, and his teammates. One could tell Fester’s presence changed this because before Fester joined the team; Knowlton often shared his feelings with Jerrold because they had an open relationship.
When asked about the containment issues of their units the staff nurse responded by focusing on nursing as a whole. The second interviewee concentrated on supplies as the key issue of her specialty. The staff nurse believes the issue of undeserved patient’s and populations are not
However there are a few areas of my life where I did hold secrete, due to the experiences I have dealt with, that of domestic violence. I shy away from conflict and physical fighting. I thought I made that clear in my friendship at the time but it seems I was not clear enough. My best friend at the time did not respect my boundary of no physical fighting and proceed to hit me. I declined to return the blow and walked out.
He doesn't value his clients' time and he isn't thorough in his investigation. He should have worked his best to meet Meghan’s needs. If he did have any ethical sense, then he would work hard to satisfy this customer's needs who might recommend him to others, improving his business. This clearly a proof of not having any ethics and morals in Tyler; which leads to bad customer relations.