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Multiculturalists have turned their back on universalist conceptions not because such conceptions are racist but because they have given up on the possibility of economic and social change. We live in an age in which there is considerable disillusionment with politics as an agency of change, and in which possibilities of social transformation seem to have receded. What is important about human beings, many have come to believe, is not their political capacity but their cultural attachments. Such pessimism has led to multiculturalists to conflate the idea of humans as culture-bearing creatures with the idea that humans have to bear a particular culture.
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Equality arises from fact that humans are political creatures and possess a capacity for culture. But the fact that all humans possess a capacity for culture does not mean that all cultures are equal. 'We know one of the realest experiences in cultural life', the art critic Robert Hughes has observed, 'is that of inequalities between books and musical performances and paintings and other works of art'. Much the same could be said about all cultural and political forms. Some ideas, some technologies, some political systems are better than others. And some societies and some cultures are better than others: more just, more free, more enlightened, and more conducive to human progress. Indeed the very idea of equality is historically specific: the product of the Enlightenment and the political and intellectual revolutions that it unleashed.
Equality requires a common yardstick, or measure of judgement, not a plurality of meanings. As the philosopher Richard Rorty observes, the embrace of diversity and the desire for equality are not easily compatible. For Rorty, those whom he calls 'Enlightenment liberals' face a seemingly irresolvable dilemma in their pursuit of both equality and diversity:
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These negative behaviors cause coworkers to distrust you and view your argument tactics as manipulative. Going directly to the source of the conflict and rationally discussing your issues will gain you a lot more ground in the workplace than using unscrupulous methods.
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Let everyone voice his or her opinions on the conflict and be heard. Allowing each team member to explain and elucidate his or her stance will prevent miscommunication. Plus, allowing them to rationalize their opinions may bring more agreement and understanding from other team members.
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Ignoring the issues may save someone’s feelings in the short run, but more than likely you will work with this person on future projects. If the issues continue to arise, your built-up resentment may eventually lead to arguments. Avoid anger buildups by facing the conflict head-on and letting your teammate know you disagree with their course of action. While not always pleasant, getting these small disagreements out in the open can help head off future disputes.
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There are many responses to conflict within a team, including ignoring the issue, responding with passive aggressive actions, or even blaming the other people involved. Obvious errors usually only appear in retrospect, but here are a few tips for recognizing and solving conflict when working in a group.
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Unavoidable conflicts often arise when you work on team projects. Coworker’s differences can contrast sharply to your own, creating tension within the group. These differences are not necessarily a bad thing, though. Healthy constructive criticism helps and solutions to difficult problems.