However, even if initially people are making attributions to someone’s internal state, they can change this way of thinking and recognize outside situations. Only if someone is not distracted, because it involves a conscious effort to change these thoughts. Gilbert’s theory argues often people do not get to situational attributions if they are not able to cognitively because of distractions or they do not have the information to infer a situation affected the behavior. However, many people, as Wallace states, may not get to this step in the model because they simply do not care to see outside themselves at that moment. It can be extremely difficult for people to see past their own situation in the first place, especially in irritating situations like heavy traffic or a busy grocery store.
Without a good understanding of Active Support, staff can often provide too little, or too much assistance for people to participate in activities. There can be a tendency to provide less assistance to people who are less able and more assistance to people who are more able, instead of the other way around. It is important in active support to consider individual strengths and work on these, giving people the chance to try things before doing it for them. Active Support builds on the skills people already have. It ensures they have the opportunity to do things they already have the skills to do, or it can extend the range of available activities to include more complex and interesting
Even though it can be frustrating to start out working with individuals that you do not yet know, the results are always better. There are more ideas, that stimulate other ideas. Where one member may have strengths in one area, another member can bring additional strengths to the table in other areas. I do think that teams should be smaller groups as there is a fine line between having too many participants and not enough. Too many would make it difficult to ensure everyone had a voice and still maintain productiveness.
In times when we become overwhelmed with our workloads, multitasking becomes an option because it can help get a lot of work done all at the same time. It can be helpful to a certain degree, however it is not the most efficient way to complete tasks. In Restak’s essay he addressed, “[…] the brain is designed to work most efficiently when it works on a single
It 's a shifty beast, and pursuing it is at least half the fun” (Emerson). Emerson is stating that when the people have the knowledge humans want to know how to keep and continue to learn and grow in education. Also, that other people are not going to make fun of that person because that person does not know how to do the simple goods of a job. Likewise, some people have the ability to the job but might not be equipped with the knowledge of how the job that is being told of that person to do. However, some people just need the extra help to get the job done.
118-119). Moreover, open questions are an excellent way to even the power balance between client and counselor by sharing control of the conversation (p 119). Because the client is encouraged to speak freely, the counselor can better view their reasoning abilities and thought process. Moving to the disadvantages of open questioning we find that they can be very time
Information Information is power. Many potential clients are looking for assistance in obtaining the information they desire. Even if a client has access to the data, they need they may not have the human resources or ability to compile it into a useful format for themselves. Sometimes they may just need a second opinion from a professional about the information they already have. You’ll often find that the information a client requests is not the same thing as what they need.
c. This is really a type of management, not a true leadership style because the focus is on short-term tasks. d. It has serious limitations for knowledge-based or creative work; however it can be effective in other situations. 10. Transformational Leadership a. People with this style are true leaders who inspire their teams constantly with a shared vision of the future.
This clearly shows how sometimes reaching a consensus is not the a great idea because there can be trust issues in the group or simply discomfort working with them.Another exemplification of how consensus making is not always a excellent idea is shown in the article “How to Reach a Consensus” where it states “Decide how your group will reach a final decision. (Some groups insist on unanimity; others accept a consensus with one or two dissenting voices)” What if there's a lack of trust between the people.How will they reach a consensus if they do not trust each other or feel comfortable with them.This shows how there can be flaws when reaching a consensus and how lack of trust can be a deal breaker when reaching a consensus.In other words reaching a consensus is not always possible because there can ble flaws or simply there can be a situation where it is impossible to reach a
Why or why not? Depending on the severity of the issue it would be a bad or good way to make decisions. If the issue is an important issue that could affect the lives of many people I feel the ultimate decision isn 't always the best because individuals start to get too attached to their views and will not reach a compromise. There should be a leader who makes the final decision who takes into account all questions or concerns. 9-31- Can you think of a time where a group of which you were part relied on consensus?