Sharing our thoughts it’s decisive and all our speech has to be explain the root of the problem with facts based on the reality, otherwise we can retract into silence or violence. This book has been extremely useful for me, because it has taught me how to maintain control in those crucial moments, probably it is easier for me know to spot those with the reactions like silence or violence which are attitudes that usually we know that happen but probably what I did not know is that it happens when the person doesn’t feel safe, that’s the key. Normally, when we don’t know the strategies it is harder for us to identify what we are doing wrong, therefore we can make numerous mistakes.
As a leader, this was wrong because a leader should be rational and able to understand what is the whole objectives that the team should complete (Bedell-Avers, Dzieweczynski, Hunter & Tate 2011). Hence, I learned that it is best to discuss with the team at the beginning what is the whole picture that team should have in mind rather than to be jumping to the conclusion that the given information is right or wrong. Moreover, from the first attempt, I learned that in a team development, a leader can use different leadership styles to direct the team to attain the goal because there were multiple situations that require various types to handle it. For example, I had experience that in the discussion, I should participate by providing inputs and suggestions but when making a decision I have to choose the final as in the simulation if the leader has made a decision before the members, it will become the final decision for the whole group. This was difficult for me as there was the pressure of making a mistake.
Exposure to issues all over the world can be helpful if it is channeled the right way. However, it is crucial that we find ways to maintain empathy and stay somewhat attached to these issues. While the images might very well be painful, the results of a society with no empathy is much worse. Repeated exposure to negative stimuli can definitely lead to lack of empathy, but only if we let
If one can’t form relationships, they won’t be able to lead anyone. Consequently, relational leadership is another significant aspect of the philosophy of leadership I’ve developed throughout this course. Relational leadership is complicated, and it must deal with both the negative and positive aspects of relationships. Although relationships often depend on all people involved both giving and taking, it’s important as a leader to avoid relationships involving dependence. Relationships such as these can be dangerous if a person attempts to use a relationship to fill a gap within themselves.
Path goal theory thoroughly examined the relationship between leaders and followers. It examine how leaders motivate subordinates in pursuit of objectives. It implied that leadership is not enforced on subordinates but exercised in conjunction with them, recognising that often leadership is wanted by those that are led, not imposed on them. Path goal theory emphasise on directive leadership which involved clear command, recognise and assign tasks, indicating how and when the task to be completed and the standards expected. This is a style of leadership that is familiar to most commanders and leaders.
Although different points of view could lead to disrupt and conflict this conflict if verbally done would, in the end, help the community come up with a fusion of the ideas to better help the need. Conflict and debate are necessary to improve yourself and ideas. It is impossible for improvement without different ideas. Marcus Aurelius said,“Everything we hear is an opinion, not a fact. Everything we see is a perspective, not the truth.”
It is the contributions of the inability to recognize other possible results, the making of irresponsible and immediate decisions, and the blaming of actions on uncontrollable circumstances. The characters may not have been mature enough to take on love and make quality decisions, but they should learn from those experiences. It is very important to address all possible results before taking
In such conditions, if there is a danger to work, life ,patient 's wellbeing ,one must need to step to keep away from such condition. So he picked the right technique to tackle the issue. According to Rahim (2011), model, Conflict is the important part of any association. It is a characteristic response of people when they cooperate in contrasts.
It is also important to identify the stimuli that cause stress. Answers can be find by looking at a particular problem from different angles and through different lenses. Unless the causes of stress are understood, the counsellor will have a difficult time finding ways to overcome them. That is why one must start from ground zero, and analyze their every reaction to stressors. Being open with one 's therapist brings a great sense of release and reassurance.
Maslow’s hierarchy of needs. This theory lies on the premise that people can rarely achieve their full potential without having met their basic needs; if the target population lacks of basic needs, any intervention that does not address this particular issue will fail. Maslow’s hierarchy of needs is based on the physiological and psychological needs. Once these needs are covered, we will be able to engage someone to change habits in order to achieve our goals. It is highly important to recognize the target population and their basic needs.
When working with a team I tend to be so focused on achievement that it comes at the expense of including everyone. I need to stop being so competitive as this behavior creates a self-centered approach and can lead to unethical actions. In order to achieve my goal I need to keep being willing to call out those individuals that are not adhering to the rules, while at the same time rewarding those for their appropriate behavior. As I mentioned earlier, a potential barrier to me achieving my goal of ethical leadership is my internal desire to compete. In order to overcome this potential barrier, I will use feedback from those around me on ways that I can improve.
In the article" Bias Awareness and Multiple Perspectives Essential Aspects of Conflict Resolution" Prutzman, Johnson (1997) discusses an important issue which is bias awareness and conflict resolution cannot be dissociated. Also he explains why they cannot be separated based on different references. In addition, he raises examples depends on the organization CCRC whom their purpose to reduce violent and conflict through variable skills. Moreover, he concludes that difference is accepted, when the individuals accepted on themselves and others. In the end he recommends people should expose more to the culture and to understand that change will not happen rapidly, but it takes time.
She notes that CBT has historically “relied on expert control, focused on problems rather than strengths, and lacked relevance for at-risk groups” (as cited in Craig et al., 2013). In order to combat these issues to create the best helping environment possible, the worker must be capable of understanding the drawbacks, acknowledging them, and making sure to treat the client in an affirming and empathetic way. The focus should be on best helping the client. Some specific things that the worker can do are including the client more in the process of identifying problematic behaviors, take some time to acknowledge positive coping skills or behaviors, and tuning in to possible ways to make CBT more relevant for a minority or at-risk