Juror 3 an emotionally distraught man who has not been in touch with his estranged son votes guilty based on biases to young children who have lack respect to their elders this is shown when he points out to Juror 2 “I’d think we’d be better off if we took these tough kids and slapped ‘em down before they make trouble” this enrage provokes a sense of dislike in the audience to Juror 3 as he believes that violence is the key to problem-solving. In relation to both jurors there is always seems to be tension amongst them when Juror 8 constantly reveals Juror 3’s weaknesses that is delaying them from reaching a final verdict. Rose uses these two jurors to shows how there is always one juror who will always bring out people’s imperfections.
The movie Twelve Angry Men is about the twelve jurors that could adjust their influence in a decision-making process for conviction an eighteen years-old boy, whether the boy guilty or not guilty in murdering of his father. It represents a perfect example for applicable of a work group development framework. It also has examples of influence techniques among a group’s members. This paper is looking at those specific examples in the movie and focusing in analysis the reasons why Juror 8 is so much more effective than others in the meeting.
On a crisp autumn day in 2016, while hidden away from the cares of my daily routine in my family room, I was called upon to elaborate on an important aspect of my life. It took some time for consideration to determine how to best portray a journey I have taken in managing conflict, as I am not a young woman. Decades filled with the blessings of being the mother of disabled children, years lived as a single parent, as well as the process of maturation, tempered by the fires of adversity, have molded me into who I am today. As I reflected, I wondered if would I know how to deal with conflict as I do now without the life experiences I have had? Certainly not! The following paragraphs will describe my primary conflict style and why I use it, how I have changed constructively in this area, how the other four styles of conflict management may serve me, and where I hope to arrive as I continue to make my way along the journey of my life.
When faced with conflict it is important to keep an open mind and listen. If someone chooses to stuck in their ways and have a negative attitude then the conflict will not lead to success. Throughout history this can be seen many times. However, people have still not learned this simple on concept and continue to struggle with it
From there the viewers see that the 12 Jurors retire to a private room where they briefly become acquainted before the deliberation begins. It is clear to the viewers that even before deliberation begins that there are clear biases among the Jurors. The Jurors number off and give their verdicts, and almost right off the bat all the Jurors, aside from one (Juror #8), vote guilty – and they also make it clear that they plan to deliver said verdict without forethought, on Henry Fonda (Juror #8) is the opposing vote of not guilty. His vote of not guilty
Wilmot and Hocker defines conflict as being, “an expressive struggle between at least two interdependent people with incompatible goals, scarce resources and interference from achieving a specific goal”. ( ) Conflicts are inevitable, these conflicts can arise in intimate relationships, between parents and children, between siblings, in friendships and in the work place. While conflicts will never cease to exist, they can evolve into very complex creatures, and as "most of us are notoriously inaccurate at describing our own behavior in a conflict"(p. 129). There has become a great need for an assessment model to begin to thoroughly understand all of the elements that play into complexities of conflict. The Hocker-Wilmot Conflict Assessment Guide is so important because it aides us in describing the nature of conflict, this include; its history, precipitating events, the parties ' assumptions about conflict in general, the conflict elements, and past or potential transformations of those elements. Additionally, conflict styles are addressed, as is the perceptions of the opposing view, and the style of the system as a whole. The guide assesses the role of power in the conflict, describing the parties ' attitudes toward power, their areas of dependency and sources of power, their view of the balance of power, any unrecognized sources of power, and whether destructive forms of power balancing are occurring. The assessment should describe the parties ' goals, their
First, when juror #8 acts out the scene where the old guy gets out of his room and calls for help at a specific time, he used background knowledge on what was said before Of the old guy and he used the time that was given. While in the room the
initiator-contributor suggests new ideas to solve group problem or new ways for the group to organize the task Juror 8 (Henry Fonda) Suggested that the jury deliberate for at least and hour
Juror eight showed naïve realism when it came to his decision in finding the defendant not guilty. He was the first to disagree with the other jurors when they found the defendant guilty. Juror eight continued to argue his opinion when it came to the defendant and he showed that he knew more about the crime than the others. He goes into more details about the crime such as the train being too loud for the old man to hear the body hit the floor. He then mentions that the old man could not see the boy running out of the apartment because the man was old and walked with a limp. He also gives more details about the knife and how anyone could go out and buy that same knife. Juror eight argues until all the other jurors agree with him and they change their votes to not
In a dispute, it's often easier to describe how others respond then to how we respond. Each of us has a predominant conflict style that we use to meet our own needs. By examining conflict styles and the consequences of those behaviors, we can gain a better understanding of the impact that our personal conflict style has on other people. With a better understanding, you then can make a conscious choice on how to respond to others in a conflict situation to help reduce work conflict and stress.
After you have completed the Conflict self-assessment, reflect on how you can use this information the next time you face a conflict. Share your thoughts in paragraph form below:
Conflict is inevitable in any personal relationship or among members of any group. While we encounter many types of conflict in our lifetime, we often look for ways to avoid conflict. So, why do we run away from dealing with our conflict? It is often because many of us fear the conflict will escalate into a situation we will not be able to sustain. “As conflicts escalate, they go through certain incremental transformations. Although these transformations occur separately on each side, they affect the conflict as a whole because they are usually mirrored by the other side. As a result of these transformations, the conflict is intensified in ways that are sometimes exceedingly difficult to undo” (Pruitt, and Kim 89). We
Conflict is generally defined by four criteria: expressed tension, interdependence, perceived incompatible goals, and the need for resolution (Wood,
Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.
Conflict need not be catastrophic or personal conflicts are simply part of being human. Deal with issues as they arise, avoiding conflict makes situations worse. Time does not resolve matters instead it decreases the chance of a positive outcome. Attempt to understand the other person's point of view because dismissing the other's views, assigning blame, and exclusive focus on your own perspective are all counterproductive. Do not judge emotions, no one's feelings are more or less “right” than the other. Emotions reflect a valid perspective of an individual even if you don't understand it; acknowledge the other person's reaction as important. Focus on the behavior, situation or problem area without attacking the person involved. Do not assume your values or beliefs are “right”, they reflect a view of the world from your unique perspective. Respecting another's viewpoint as equally valuable opens an opportunity for learning and growth (Lifetips moving up in life, 2000).