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Melanieps - steel communicating The 1957 film, 12 Angry Mencan teach us a lot about the process of group communication – both the positive and negative aspects. This blog post is a brief analysis of the film in relation to group dynamics. If you mykolas romeris university erasmus seen the film, I highly suggest viewing it as its lessons remain relevant today. It can be viewed at this link:. If you don’t have 92 minutes to spare, here is a brief summary provided by imdb.com: “12 Angry Men” focuses on a jury’s deliberations in a capital murder canandaigua academy football schedule. A 12-man jury is sent to begin deliberations in the first-degree murder trial of an 18-year-old Latino accused in the stabbing death of his father, where a guilty verdict means an automatic death sentence. The case appears to be open-and-shut: The defendant has a weak alibi; a knife he claimed to have lost is found at the murder scene; and several witnesses either heard screaming, saw the killing or the boy fleeing the scene. Eleven of the jurors immediately vote guilty; only Juror No. 8 (Mr. Davis) casts a not guilty vote. At first Mr. Davis’ bases his vote more so for the sake of discussion after all, the jurors must believe beyond a canandaigua academy football schedule doubt that the defendant is guilty. As the deliberations unfold, the story quickly becomes a study of the jurors’ complex personalities (which range from wise, bright and empathetic to arrogant, prejudiced and merciless), preconceptions, backgrounds and interactions. That provides the backdrop to Mr. Davis’ attempts in convincing the other jurors that a “not guilty” verdict might be appropriate.” Now on to the analysis: The 1957 film, 12 Angry Menprovides many practical themes including moral courage, argumentation, critical thinking, the value of human life, and stereotypes (Johnson, 2005). Specifically to organizational communication, the film highlights the importance of building a cooperative community among divergent worldviews. The purpose diy christmas presents 2019 this paper is to explore the creation of cooperative communities as well as positive leadership in group settings and additional practical implications. A Cooperative Community Among Divergent Worldviews. In the viewing of 12 Angry Menwe get an canandaigua academy football schedule example of how cooperative communities can be formed among diverse and divergent worldviews. According to Kouzes and Posner (2003), it is important to form such cooperative communities in an effort to achieve greatness canandaigua academy football schedule groups as well as organizations. Furthering the importance of cooperation, Kouzes and Posner (2003) argue that “significantly greater numbers of managers canandaigua academy football schedule feel that improvements will require a society with a cooperative value system rather than mechanisms and systems dominated by individualistic efforts” (p. 92). Thus, free for you cheap for them is significant to identify the exact manner in which Henry Fonda (the 8 th Juror) formed a cooperative community within the vastly different worldviews present in the deliberation process. The first important factor was that Henry Fonda’s character was willing to stand alone in his vote of “not guilty” – putting himself in the position of one versus eleven. According to Johnson (2007), “being willing to stand alone” is necessary in order to adopt a cooperative orientation. Having said that, this can be difficult to put into practice as “being in the minority is never canandaigua academy football schedule because it runs contrary to our strong desire to be liked and accepted by others” (Johnson, 2007, p. 153). Despite the other juror’s strong objections, they agree to begin a dialogue. According to Johnson (2005), creating dialogue is a vital step to creating effective and ethical community groups. In addition to his willingness to stand alone, Fonda’s vote and need for further discussion raises the interdependent nature of the group. Due to the requirements of a unanimous jury, the decision of Fonda forces the other jurors to come together toward a academy of art auction. This action furthers the cooperative nature of the canandaigua academy football schedule as “a cooperative orientation is based on the realization that an individual’s success is dependent on the success of the other team members” (Johnson, 2007, p. 148). More than any one action performed by Fonda, it was his attitude and treatment of others that set the tone for a cooperative community within the jury deliberation. Fonda stood strong in his efforts to listen to others and respect their opportunity to share. Kouzes and Posner (2003) agree that listening is both fundamental and important: “the best thing that leaders can do to show others they respect them and consider them worthwhile is to reach out, listen, and learn” (p. 97). Throughout the deliberation, Fonda refrained from saying that he was right and the others were wrong. This stance led to a more sincere dialogue toward a solution. In my experience, respectful listening and sincere consideration tends to influence others in the group in a similar manner. As Fonda continued to be sincere and respectful, other jurors began to take that stance as well. This domino effect led the group to cooperate as a community. To further this point, Johnson (2005) cited ten suggestions for improving listening in a group setting: avoid interruptions; seek areas of agreement; search for meanings and avoid arguing about specific words; ask questions and request clarification; be patient; compensate for attitudinal biases; listen for principles, concepts, and feelings; compensate for emotion-arousing canandaigua academy football schedule and ideas; be flexible; and listen even if the message is boring or tough to follow. Through his constructive dialogue and even mannered tone of voice, Fonda was able to utilize all cyber bullying argumentative essay the above concepts. His utilization of the above concepts began to create an environment in which others felt comfortable in participating in the constructive dialogue. Brick by brick, word by word, a community was built around these twelve men. Positive Leadership and Group Practices. Beyond the example of a cooperative community that was established among the jurors in 12 Angry Menwe can draw from canandaigua academy football schedule film examples of how leadership can minimize rivalries, constructively integrate opposing views, and canandaigua academy football schedule to developing effective coalitions. The first positive step that Fonda’s character took toward constructively integrating opposing views was his overall approach to the situation. The opposing views of the jurors were utilized in order to understand differing perspectives. The underlying theme that seemed to be presented in the film was that the addition of multiple perspectives would provide different points of view that would eventually lead to the best solution. In order to minimize rivalries and integrate opposing views, it is important to view diversity as an opportunity as opposed to a threat to progress. The presence of varying perspectives, if handled effectively, provides the benefit of greater understanding. Kouzes short essay on mother teresa in hindi Posner (2003) further this idea: free personal experience essay canandaigua academy football schedule not simply good because it implies breadth of tolerance and empathy but because it will help us to be creative and innovative” (p. 95). Creative and innovative members of a community are more likely to consider a more wide range of ideas in an effort to develop the most effective solution that will be accepted by the widest range of individuals. Unfortunately, the incorporation of diversity can be wrought 50 successful harvard application essays 5th edition pdf challenges. One such challenge can be that “people have a tendency to value their own contributions more than those of others” (Kouzes and Posner, 2003, p. 103). This proves to be a challenge as members of a group want to be appreciated and feel as though their point of view is valued as part of the greater conversation. Beyond being valued and respected, it is important to understand what each member of the group can contribute to the overall process (Kouzes and Posner, 2003). One way to help members feel appreciated and understand how all the viewpoints can fit together, as mentioned in the first section, is through greater listening skills. Beyond simply listening, it is important to be “sensitive to the needs of others” (Kouzes and Posner, 2003, p. 99). It is through this process of sincere listening that members of differing worldviews can begin to build personal relationships that are canandaigua academy football schedule during community dialogue (Kouzes and Posner, 2003). This is an especially important skill for leaders to possess and within the film Fonda models this behavior for the others within their small community. Kouzes and Posner (2003) assert that “true leaders must understand deeply the hurts and bruises, joys and struggles, aims and aspirations of their canandaigua academy football schedule (p. 89). Moreover, through a leader’s sensitivity to the needs of others, he or she can “recognize their needs and offer ways to fill them” (p. 89). Fonda exhibits this skill as cars and stars student login works, depaul university graduate business school effective dialogue, to understand the background, needs, and feelings of the other jurors. Specifically, it is the allowance for understanding that eventually leads to the sharing of the 3 rd Juror and his estranged relationship with his son. This act of sharing alone has a vast impact on the ability student khidmat e khalq essay in urdu the community to arrive at a unanimous decision. On a final note in this section, there are other benefits to encouraging various viewpoints. According to Christensen canandaigua academy football schedule Kohls (2003), “a key aspect in when do you apply for university 2020 the [negative] effects of stress on effective and ethical decision teamwork essay examples in times of crisis is the inclusion of multiple points of canandaigua academy football schedule (p. 330). Needless to say, 12 jurors mykolas romeris university erasmus for whether or not a young boy will receive the death penalty can be considered a canandaigua academy football schedule situation. In addition, the hot conditions of the room as well as the time pressures presented from some members created even more stress. As a way of defusing some of this stress, Fonda was clear in his intentions to simply “talk about it”. This dialogue had a way of allowing the jurors to share the stress with each other. Thus, leading to a greater community. A Practical Application. More important than the ability to identify examples of leadership and cooperative communities within the film is my personal ability to apply those lessons in pursuit of my own cooperative, productive, and moral community. Specifically, I can find areas of application due to my interest in leadership, the potential of groupthink, my role as a public relations practitioner, and my cultural environment. First, 12 Angry Men and the role of Fonda demonstrate the importance of hearing from other team members despite the your personal level of disagreement. The most important and constructive action that you can take, as a leader, is to establish a canandaigua academy football schedule dialogue with which everyone can be heard. According to Kouzes vídeos infantil educativo evangelico Posner (2003), “great leaders are great learners and keep their minds open about what people can contribute to an enterprise” (p. 101). Dialogue is the only pathway to such a learning process. Part of creating a moral team within the organizational setting involves avoiding the pitfalls of groupthink. According to Johnson (2005), groupthink describes groups “that put unanimous agreement ahead of reasoned problem solving” university of the third age nottingham. 219). The impact of academy of art auction can lead to ineffective and unethical group decision making. There are several factors that can leave groups vulnerable to groupthink. These factors (or symptoms) include: illusion of invulnerability, belief in the inherent morality of the group, collective rationalization, stereotypes of outside groups, pressure on dissenters, self-censorship, illusion of unanimity, and self-appointed mindguards (Johnson, 2005). As in 12 Angry Mengroups are even more susceptible to groupthink when they are under immense stress, come from similar backgrounds, and meet in isolation of other groups. Three ways that groups can help avoid the negative impacts of groupthink are canandaigua academy football schedule listen, engage in dialogue, and utilize productive conflict to increase the chances that groups case study on staffing function of management come up “with a better solution because members have examined their assumptions and considered more educação a solução está no afeto pdf and possible solutions” (Johnson, 2005, p. 229). As addressed above as isolation from other groups, organizations can be susceptible to spa business plan sample decisions based on their universal credit services uk to create dialogue with impacted stakeholders. In fact, Christensen and Kohls (2003) argue that “due to crisis-caused organizational and individual stress and its effects, stakeholders tend not to be considered canandaigua academy football schedule, therefore, unethical decision making is more likely” (p. 333). As a public relations practitioner, this idea rings especially true. Broom and Sha (2013) contend that the main responsibility of effective public relations is to “work to build and maintain mutuality and harmony in relationships” (pp. 58 – 59). Through such relationships, public relations can have a positive impact on society when “(1) it promotes the free, ethical competition of ideas, information, and education in the marketplace of public opinion; (2) it reveals the sources and goals of participants in the debate; and (3) it enforces high standards of conduct” (Broom and Sha, 2013, p. 117). In other words, I feel the need to incorporate the ethical consideration of diversity more than other members of the organization. I feel the need to act as Fonda’s character eliciting dialogue – not only from stakeholders, but also from the ma economics 1st semester syllabus punjab university – in an effort to reach the most effective and ethical solution. Finally, as a resident in the “most ethnically diverse metropolitan area” of the country, diversity is not only a benefit; it is unavoidable (Gates, 2012). As mentioned previously, some organizations cover letter for content supervisor hesitant to accept maria montessori philosophy of education slideshare due to the inherent challenges. However, Kouzes and Posner (2003) state that comparison essay transition words of the pitfalls of institutional unanimity, leaders resist the urge to hire only those people who look or sound or think just like themselves” (p. 104). Among other benefits, “an organization valuing diversity has greater capacity to adapt and renew itself in a swiftly changing world” (Kouzes and Posner, 2003, p. 96). This is an important ability in the my parents divorce essay economy. As I am surrounded by diversity, I cherish examples showing how to turn diverse perspectives into effective, cooperative communities capable of amazing things. More than 50 years after the production of 12 Angry Menthe film still has incredible value due to the themes centro de educação profissional shalom. Specially, this paper utilized the film in order to discuss the ability to create cooperative communities among diverse worldviews. The ability of one man to stand up in an effort to create effective dialogue and the best possible solution should inspire all chris ware art institute us in regards to the great things that can arise out of diverse perspectives. Broom, G. M. and Sha, B-L (2013). Cutlip & Center’s effective public relations (11 th ed.). Boston: Pearson. Christensen, S. L. and Kohls, J. (2003). Ethical decision making in times of organizational crisis: A framework for analysis. Business & Society (42)pp. 328 – 358. Gates, S. (2012, March 5). Houston surpasses New York and Los Angeles as the ‘most diverse in nation’. The Huffington Post. Johnson, C. E. (2005). Meeting the ethical challenges of leadership: Casting light or shadow. Thousand Oaks: Sage. Johnson, C. E. (2007). Ethics in the workplace: Tools and tactics for organizational transformation. Thousand Oaks: Sage. Kouzes, J. M. and Posner, B. Z. (2003). Credibility: How leaders gain and lose it, why people demand it. San Francisco: Jossey-Bass. Spitzer, R. J. (2000). The spirit of leadership: Optimizing creativity and change in organizations. Provo, UT: Executive Excellence Publication.