A precise example of which would be a scenario where we needed to work as a group and deliver a study related on the biggest effect of early childhood education. Clearly, there are a lot of benefits of which, two of both that immediately came to mind would be economic and social. Two people from the group strongly believed in each and they argued about which had more impact on society. In the situation, no one seems to give way for the other to lay down their points and instantly rested on a conclusion to prove their points. This fighting resulted to a delayed work done, decreased the chances of learning from the two options, and marred a peer to peer relationship.
For me, the most important part of the process of resolving a conflict would not be the solution one reaches, instead, would be the process of opening one’s mind to new learning that is different from what one initially had in mind. An example of which would be when we had to promote and ignite people to contribute to a charity event in a sustainable manner which our school was partnering with. Some people believed that the message to be reflected on communication materials would be that “these unfortunate people need their help”. On the other hand, some came up with an interesting slant by reversing the message which is “every person’s need to do something meaningful and fulfilling”. This conflict was solved by merging the two equally important messages.
Part 4. I have interviewed teachers and at the same time administrators of the school. Some of the conflicts that we’ve all experienced in the workplace would be the amount each person thinks he or she is doing as compared to others, getting appreciation, communicating action plans for certain goals, willingness to consider non-traditional way of doing things, and providing constructive criticisms. People reacted to these conflicts, ...
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