African American Soldiers During The Civil War - 902 Words

Kyndal Coffey Ms. McCurry English 10 10 April 2015 African American Soldiers African-Americans served in the Civil War on both the Union and Confederate sides. In the Union Army, over 179,000 African American men served in over 160 units. More served with both the Union and Confederate units. This includes both northern free African Americans and runaway slaves from the South who enlisted to fight. By 1865, the South allowed slaves to enlist, but very few actually did. During the Civil War, blacks were treated like trash compared to the white troops. White troops got better pay; to be exact they were paid three dollars and fifty cents more than black troops (Estell 2). Woodlin said African American Soldiers were being paid less than White Soldiers. African-American soldiers fought and died in major Civil War actions in the future and received not only bad treatment but were looked down upon. Even though African American Soldiers during the Civil War worked hard and preserved, they were not treated equal to white soldiers. The outbreak of the Civil War cost th e United States a near fatal blow (Estell 2). When the war broke out the U.S. was not prepared and this almost cost them. The Confederate leader, Robert E. Lee, led the West Point trained; United States Army Officer Corps to the Confederacy (Estell 2). Robert E. Lee led trained soldiers to fight for the Confederacy. At the outset of the Civil War, free black men in several Northern offered their services to the UnionShow MoreRelatedAfrican American Soldiers During The American Civil War Essay1946 Words   |  8 Pages The story of African American soldiers in the American Civil War is often a forgotten one. The history of the war is usually presented as white Northerners versus white Southerners as blacks waited on the sidelines as their fate was determined. This portrayal is highly inaccurate considering over 180,000 African American troops fought in the war and eventually obtained their own regiments under the United States Colored Troops as a part of the Union Army. Com posed on May, 22, 1863, the USCTRead MoreAfrican American During The Civil War1235 Words   |  5 Pages African Americans Suffered During the Civil War Allison Wessels English 11- Period 5 Mrs. Blomme March 11, 2016 African American Suffered During the Civil War Outline: Thesis Statement: African American soldiers fighting in the Civil War. Introduction Introduce main points State thesis statement History of slavery Life of an African American slave Treatment Living conditions Work responsibilities African American soldiers Treatment of African American soldiers vs.Read MoreA Brief Note On The American Civil War1521 Words   |  7 Pages101 19 April 2017 Civil War The American Civil War, that took place from 1861 to 1865, marked one of the most important changes in American history, it was fought between the Union and the Confederate States of America. A total of even southern states that left the Union to form their own country in order to protect the institution of slavery. The Civil War transformed the country’s economy, politics, women, African Americans, along with major breakthroughs in technology. The war increased northernRead MoreAfrican Americans in The Civil War Essay656 Words   |  3 PagesAfrican Americans were very questionable at first in the Civil War. The Union Navy had been already been accepting African American volunteers. Frederick Douglass thought that the military would help the African Americans have equal rights if they fought with them. Many children helped in the Civil War also, no matter how old they were. Because the African Americans were unfavorable, black units were not used in combat as they might ha ve been. Nevertheless, the African Americans fought in numerousRead MoreAfrican Americans in the Civil War Essay1161 Words   |  5 PagesAfrican Americans in the Civil War About 180,000 African American people comprised 163 units that served in the Union Army, during the time of the Civil War, and many more African American people had served in the Union Navy. Both the free African-Americans and the runaway slaves had joined the fight. On the date of July 17, in the year of 1862, the U. S. Congress had passed two very important acts that would allow the enlistment of many African Americans, but the official enrollment hadRead MoreThe Civil War : The United States909 Words   |  4 PagesThe Civil War was one of the most pivotal and significant moments in the history of the United States of America. Therefore, its impact of the Civil War was tremendous, and in many ways has shaped the way the United States has evolved into the present. The Civil War brought lots of beneficial changes to America including economic, agriculture, military, and people’s lives. During the Civil War, women stepped out of their domestic domains to help or support their husbands in the field, or other soldiersRead MoreThe American Civil War Essay662 Words   |  3 PagesThe Civil War was a war between the North and the South after several states in the south seceded after Lincolns Presidency. The war first started off as states rights but as the war went on and progressed the war was fighting to end slavery. African Americans had an important impact on the Civil War. There was individual African Americans who made an important impact in the civil war. For example Frederick Douglass he was known for being a escape slave and a good public speaker for his effortsRead MoreThe Battle Of The American Civil War1140 Words   |  5 Pages1861 the famous American Civil War began, citizens from all over the United states fought against one another. The war pitted brother against brother in a fight primarily over the freedom of slaves. The majority of soldiers in the Civil War were white especially those serving the southern regiments, however African Americans served as well. The black regiments of the military during the civil were successful and essential. These African Americans were referred to as Buffalo Soldiers, a name given toRead More Buffalo Soldiers in the West Essay1146 Words   |  5 PagesBuffalo Soldiers in the West Throughout American history, African Americans haven’t had too much say in whether or not they belonged in the United States or not. Slavery without a doubt had a great impact upon their decisions. However, despite their troubles, African Americans have paid their dues and have made an impact on our armed forces since the Revolutionary War. African Americans have fought to preserve the rights for Americans, as well as having to fight the war within their very own countryRead MoreWomen in Civil War1004 Words   |  5 PagesWomen, Slaves, and Free Blacks in the Civil War What roles did the Northern women play in the war effort on the Union side during the Civil War? What roles did the Southern women play in the war effort on the Confederate side during the Civil War? How did the war affect each group? â€Å"There were just shy of 400 documented cases of women who served as soldiers during the Civil War, according to the records of the Sanitary Commission.† (Brown, 2012) Women during the 19th century, according to Historian

College Readiness Essay - 2498 Words

Determining college readiness is an essential part in determining who will qualify as a good candidate for admission into a college or a university. The last thing that colleges want is for students to qualify for admission and drop out, this affects drop out rate and graduation rate. According Robin Chait and Andrea Venezia (2009), to about 83 percent of high school graduates enroll in some form of postsecondary education, but only about 52 percent of students complete their degrees. Further, a very small proportion of students complete a degree in four years—â€Å"among students starting at ‘four-year’ institutions, only 34 percent finish a B.A. in four years, 64 percent within six years, and 69 percent within eight and a half years.†Ã¢â‚¬ ¦show more content†¦According to David Conley, readiness for college contains four key principles: key cognitive strategies, key content knowledge, key self management skills, key knowledge about post and seconda ry education. Although college readiness can be measured sing ACT and SAT scores, which developed a college readiness benchmarks to see whether a prospective college student has a high prospect of success in college courses of English, social sciences, Algebra and biology. However, if your test scores are not meeting the typical benchmarked standard does that truly determine I you are ready for college. No. One thing we have to take under deep consideration is that each student is different and some don’t test very well. What happens to a child who has a really good GPA, high determination and a low test score? College recruits deem that these children are not college ready. College readiness should be measured with a more natural eye, because some students may not be good in particular subject areas, however, what would be the likeness of high school students completing and earning a degree in a field that they enjoy. The nature of humans is to do things that they enjoy, to read stories that they can relate too, to complete a task that means a lot to them. This is the natural eye that we should look at college readiness with. How determined and passionate are the students on furthering their education. HowShow MoreRelatedCollege And Career Readiness For College Students Essay1720 Words   |  7 PagesAs the United States economy requires more students to obtain college degrees, the number of students entering college unprepared becomes a pressing concern. According to Bragg Taylor (2014) growing concern of college and career readiness (CCR) in the United States is requiring policy makers and educators to review factors that contribute to success. When students enter college unprepared, remediation courses are taken costing the student monies for skills that could have been completed prior toRead MoreGraduation Speech : College Readiness1327 Words   |  6 Pages1301 4 December 2014 College Readiness Students in today’s society are not adequately prepared in high school to enter and take on the challenges of college. Yet, millions of high school graduates dive right in because that is what they are expected to do. We are setting them up for failure by having this unrealistic expectation that students can succeed unprepared. According to The National Center for Public Policy and Higher Education, nearly 60% of all first-time college students in the UnitedRead MoreIssues And Trends Of College And Career Readiness2247 Words   |  9 PagesIssues and Trends of College and Career Readiness And Online and Blended Learning Introduction The purpose of this paper is to inform the audience of two current trends that are affecting administrators, educators, and students within adult and career education. The topics that will be discussed throughout this paper are career and college readiness and online and blended learning. Both of these topics are very influential within our education today. The majority of our high school students areRead MoreMy Struggles and Lack of College Readiness1075 Words   |  4 PagesFor many, their first semester in college is characterized by the excitement of leaving home for the first time, collegiate activities, and a small amount of academically induced stress. To the well prepared—the people who worked hard, and had the intelligence, to do will in high school—the first semester of college is just a review concepts already mastered. My story is different. I grew up in a small town in Maine, and we had a few teachers that may not have been the best representation of ourRead MoreState Wide Definition Of College And Career Readiness972 Words   |  4 Pagesall, the state wide definition of College and Career Readiness (CCR) is â€Å"level of preparation students’ needs to enroll and succeed in a credit-bearing, entry-level college courses (ACT, 2015).† The statics of Hispanics high school students passing math and reading is 22% (Moore, 2010). Hispanics students have a higher percentage when looking at the subjects individually with 37% in reading and 39% in math but this is not a true indicator demonstrating college completion (Moore, 2010). The overallRead MoreHigh School Students : Common Core And College And Career Readiness1706 Words   |  7 PagesHispanic high school graduates exposed to two different curriculums: Common Core and College and Career Readiness The Race to the Top program has spearheaded many highs school to purse programs that increase students completion of college from 40 to 60 percent within 16 years of their induction into the public education system (Transforming American Education: Learning Powered by Technology, n.d.). The government’s plan is the faster the student completes their higher education, the faster theyRead MorePersuasive Speech : Student s College Readiness And School Performance1242 Words   |  5 PagesSpecific Purpose: To persuade my speech class to demand a combined test(s) that evaluates both student’s college readiness and school performance. Thesis: Community members and students should urge the educational system and government to develop a test or series of tests that both evaluate a student’s college readiness and school’s performance. Introduction: For the 2014-2015 school year it was projected that 2.2 million of 3.3 million students enrolled straight into post secondary educationRead MoreCollege For All : Gaps Between Desirable And Actual P 12 Math Achievement Trajectories For College Readiness835 Words   |  4 PagesEducation Research Article Classification Cara Beaty Article: College for All: Gaps Between Desirable and Actual P-12 Math Achievement Trajectories for College Readiness, by Jaekyung Lee, from Educational Researcher Volume 41, Number 2, March 2012 Classification: Question: Is the article or report empirical research? Yes, because empirical research as define from McMillan, relies on data that is tangible. We know this report to be empirical or tangible because the models came from nationallyRead MoreCollege Readiness System5622 Words   |  23 PagesCollege Readiness 1 Running Head: COLLEGE READINESS AND FIRST-GENERATION COLLEGE STUDENTS Defining College Readiness from the Inside Out: First-Generation College Student Perspectives Kathleen Byrd, M. Ed. Developmental Education Reading and English Instructor South Puget Sound Community College 132 Plymouth St. N.W., Olympia, WA 98502 kathb@u.washington.edu. (360) 754-2889 Ginger MacDonald, Ph.D. Director and Professor of Education University of Washington, Tacoma 1900 CommerceRead MoreWhat Is College Readiness?1907 Words   |  8 PagesIntroduction What is college readiness? When we say the word â€Å"college readiness â€Å"it means a lot of things to a lot of different people. In the state of Nevada, the definition of college readiness is â€Å"the pupil who graduates from high school demonstrates the foundational knowledge, skills, and qualities to succeed, without remediation, in workforce training, certification, and degree programs† (Crystal Abba, 2013, p. 3). I believe that content knowledge, key cognitive skills and foundational skills

Characteristics of an Effective Team Leader free essay sample

Conflict arises from the differences, and when individuals come together in teams, their differences in terms of power, values, and attitudes contributes to creation of conflict. Without conflict, teams will not be challenged and will not perform at their optimum levels. When this becomes apparent, how should the team prepare themselves to face this challenge, and how should the team leader facilitate and resolve conflict? The purpose of this paper is to present the characteristics and traits of an effective team leader. We will also be discussing the different types of conflicts as well as the effective way of managing and resolving disputes among team members Discussion: Effective Team Leader Successful management requires more than just assigning tasks to the team. It calls for a leader who can inspire team members to achieve their full potential. People want to be guided by a person they respect; someone responsible and dependable and someone who has a clear sense of direction. More and more businesses are becoming international. Team members need to trust each other as well as trust each others expertise. They need to feel confident that the other members are doing their share, so that when the team finally pools their ideas together, a multifaceted solution results. Different countries have different cultures, ways of doing things and behaving. Leaders need to learn about these differences if they are to succeed. Being an effective team leader requires basic leadership skills. Leadership is becoming tougher and tougher and requires continued development. When times are especially tough, it is the purpose of the leader to cheer the team through it. It is the leaders job to remind the members of the team just what they are capable of getting done. The team leader is someone who provides guidance, instruction, direction, leadership to a group of other individuals for the purpose of achieving the team results. It is their job not only to ensure that the standards of their team are high and the tasks that have been assigned are being done, but also to ensure that the team spirit and morale of their team is kept. But good and effective team leader knowledgeable in managing conflict can result in benefits for a team. All leaders are not the same, but they share a common trait. They don’t lead in traditional â€Å"to-down† manner (Information. com). Tyrants can no longer effectively manage a diverse, highly-educated, flexible, and independent workforce. Business and team leadership in 21st is more a matter of influencing the culture within which work is done, in the pursuit of a shared goal. Inspiring teamwork is a skill that allows people the freedom to achieve new heights of accomplishment through effective use of the teams collective skills. In this way you allow people to fulfill their own destiny, their work becomes the vehicle that will allow them to achieve both their professional and their personal goals. A leader is not always the leader of a country or a ‘movement’. A leader can be in so many different walks of life, be it business, entertainment, sport, politics, charities etc. But, in whatever field, it seems there are these certain traits that characterize a good leader. True leadership is only developed by those who continually work and study to improve them. Even the so-called born leaders need to constantly work on self improvement.. Many of the studies of team leadership have employed a behavior oriented approach, derived from job analytic methods. In some of the earliest research on team leaders, McGrath (1962) outlined several functions the team leader should serve. Leaders perform a diagnostic function by monitoring team performance (and comparing it to accepted standards) and a remedial function by taking action to improve group performance. Leaders also perform a forecasting function by watching environmental conditions (and their potential effects on team performance) and a preventive function by attempting to avert the negative effects of a volatile environment. Zenger, Musselwhite, Hurson, and Perrin (1994) also took a functional approach to team leadership and used questionnaires, interviews, and focus groups to outline the practices and skills of successful team leaders. The team leader is typically a member of the team who provides guidance and support and has ultimate responsibility for the outcomes of the team. As such, the success of a team leader is often measured in terms of both the cohesiveness of the team as well as producing some tangible outcome. Interestingly, little systematic research has been conducted on the success factors underlying effective team leadership. In a separate article, â€Å"How to Be an Effective Team Leader† (Technology, 2004), it says that there are five characteristics of effective team leader (a) Coach, Don’t Demonstrate – demonstrating the task rather than to provide supportive direction, (b) Provide constructive criticism by communicating the good and the bad actions and providing clear suggestion to improve the assigned task, (c) Back off- show team members hey’ll get a fair chance to demonstrate what they can do without interference, (d) Try to be Positive – during hard time, regain team motivation by discussing with them what needs to be changed and listen to what they have to say, and lastly (e) Value your Group’s Ideas – consider each and every idea that your generate and encourage them to communicate their insights on a regular basis. Team Confl ict: Without a good team leader, the team could not function effectively and later on could lead to conflict between team members. The best way a good leader resolves conflicts is with communication, allowing everyone to express themselves, be open to criticism, and processes the ability to encourage compromise and negotiation. Conflict in teams is a significant contributor to poor performance, but seldom is it dealt with effectively. This section will help with a basic understanding of conflict and how to deal with it (Teambuilding. Inc, 2001-2007). Conflict. This is a word that causes most of us a great degree of discomfort, anger, frustration, sadness, and pain. Conflict arises from the clash of perceptions, goals, or values in an arena where people care about the outcome (Alessandra, 1993, p. 92). If the management of that conflict is not effective, it can totally disrupt the entire group process. The dictionary defines conflict as a struggle to resist or overcome; contest of opposing forces or powers; strife; battle. A state or condition of opposition; antagonism; discord. A painful tension set up by a cla sh between opposed and contradictory impulses. No matter how hard we try to avoid it, conflict periodically enters our lives. In the workplace, a simple disagreement between team members, if unresolved, may escalate into avoidance, inability to work together, verbal assaults, and resentment. In the worst cases, it may also lead to hostility and eventual separation from the organization. Many people and organizations view conflict as a negative, or something to be avoided. Yet conflict, differences, or disagreements are a natural result of people working together. Also, without conflict, teams can become complacent and not perform at optimum levels. The challenge then becomes, how should the team be prepared for this stage of their existence, and how should the team leader facilitate through it? (Cappozzoli (1995) and Alessandra (1993)) In some articles from the web, causes of conflict were itemized into eight possible causes. These are (a) perceived breach of faith and trust between individuals, (b) unresolved disagreement, (c) miscommunication leading to unclear expectation, (d) personal clashes, (e) differences in acquired values, (f) underlying stress and tension, (g) ego problem, and lastly (h) combination of the above (Teambuilding. Inc, 2001-2007). According to Cappozzoli (1995) and Alessandra (1993) some common sources of group conflict are: 1) values of team members, 2) attitudes of team members 3) goals / expectations – the processes and expected outcomes 4) roles and responsibilities of team members 5) limited resources 6) personalities 7) interdependency and 8) increased interaction (frequency). On the other hand, Thompson, Aranda and Robbins defined two types of conflict â€Å"A-Type; emotional† and†C-Type; cognitive†, Type-A, emotional conflict, involves interpersonal friction not related to the task and is considered harmful conflict, but Type C, task-oriented conflict, revolves around discussion and debates about the task itself, and can promote productivity. In our book (Langton, 2004), it was summarized into three variables communication, structures, and personal variables. It says that one of the sources of conflict is communication through semantic difficulties, misunderstandings, and â€Å"noise† in the communication channel. But communication is certainly not the source of all conflict. These are structures and personal variables as well. The structures includes the variables such as group size, degree of specialization in the task assigned to group members, jurisdictional clarity, member-goal compatibility, leadership styles, rewards systems, and degree of dependency between group. Personal variables, on the other hand, include the individual value system that each person has, and the personality characteristics that account for individual idiosyncrasies and difference (Langton, 2004, pp. 87-189). Other version of why conflict arises is coming from Stulburg (1987) Five-P’s of Conflict management :(a) Perceptions: People associate conflict with negative responses such as anger, fear, tension, and anxiety. Rarely do we perceive any benefits from being involved in a dispute. Our negative perceptions impact our approach in resolving conflict as we strive to eliminate the source of these negative feel ings. (b) Problems: Anyone can be involved in a conflict, and the amount of time, money, and equipment needed for resolution will vary according to its complexity. c) Processes: There are different ways to go about resolving disputes: Suppress the conflict, give in, fight, litigate, mediate, etc. (d). Principles: We determine the priorities of all resolution processes on the basis of an analysis of our fundamental values regarding efficiency, participation, fairness, compliance, etc. (e) Practices: Power, self-interest, and unique situations are all factors relating to why people resolve disputes the way they do. Stulberg proposed these patterns as an aid for formal mediators, but anyone dealing with conflict can benefit from understanding the elements common to disagreements. Furthermore, Conflict arises from the clash of perceptions, goals, or values in an arena where people care about the outcome (Alessandra, 1993, p. 92). If the management of that conflict is not effective, it can totally disrupt the entire group process. However the old saying that which does not kill us will make us stronger illustrates how successfully managed conflict can benefit the group. Conflict in work teams is not necessarily destructive. It can lead to new ideas and approaches to organizational processes, and increased interest in dealing with problems. Conflict, in this sense, can be considered positive, as it facilitates (a)the surfacing of important issues and provides opportunities for people to develop their communication and interpersonal skills, (b) motivating team to examine a problem they would have overlooked; (c) forcing them to re-examine a solution and be more innovative; and lastly (d) increasing team interest and energy, thus reinforcing solidarity and cohesiveness. On the other hand, conflict becomes negative when it is left to escalate to the point where people begin to feel defeated, and a combative climate of distrust and suspicion develops (A. F. Bowditch, 1997)Nelson (Nelson, 1995) cautions that negative conflict can (a) destroy a team quickly, and often arises from poor planning, (b) leading to crucial information being withheld and to work patterns being disrupted, (c) diverting team’s energy towards destructive ends, and (d) undermining their credibility in the eyes of outsiders and clients. Some high potential areas from which negative conflict issues commonly arise: (a) administrative issues, (b) people resources, (c) cost overruns, (d) schedules, and lastly (e) responsibilities. Team members can and should attempt to avoid negative conflict to occurring. With this information, negative conflict will therefore result to possible productivity and motivational loss to all employees. An effective charter covers areas such as the team’s purpose, goals, methods, resources, boundaries, commitments, and process checks. Properly constructed, it can provide a basis to work through the normal issues encountered by new teams and help them deal more effectively with the conflicts that are certain to arise (Thompson, Aranda, Robbins et al 253). In addition to the charter, the team should develop a good set of ground rules to guide the expectations for interaction of the group and the resolution of any conflict in the team. The ground rules should be clear and agreed upon everyone on the team. There are lots of more going on beneath the surface – with the organization, between and within teams and within individuals. The first step is to clarify the causes of the conflict. In other to identify these, some questions such as; Are there unclear accountabilities? Are there mismatched expectations? Are leaders clear at communicating what they expect? And have leaders provided the appropriate resources and sources to meet the expected organizational goal? should be considered. In ICRA Learning Resources(Fuente : Oomkes and Team, 1992) , it reviews the stages of conflict as (a) Nervousness – debate begins to get heated and opponents take different position, (b) Neurosis – views become fixed, opponents become the â€Å"enemy†. To â€Å"give in†at this stage means loss of face. Threats are made. ; and lastly (c) Combat- enemies becomes faceless, threats are often carried out, coalistion form, fighting may become physical. Conflict Resolution Nevertheless, if conflict arises, there are methods or key principles in resolving conflicts (a) take shared responsibility for the conflict, (b) recognize and appreciate differences among people, (c) preserve individual dignity, (d) listen carefully and with empathy, listen to understand, communicate, don’t debate, (e) be calm, don’t give in to emotional outburst or reactions, (f) vulnerability is the key to successful resolution, therefore open up and share your feeling, (g) don’t assume people are being difficult intentionally, (h) choose a safe place or person with whom you can vent and clarify the issue for yourself, (i) generate solutions and find agreement, and lastly, (j) follow up to assure resolution and modify as necessary (Conflict). Effectively managing conflict allows teams to stay focused on their goals. When it comes to teamwork, a persons ability to build relationships, work with others, and communicate effectively can be more important than his or her technical expertise (Dawson, 2005) Rayeski and Bryant (E. , 1994) recommended that we use Team Resolution process when conflict arises. Conflict should first be handled on an informal basis between the individual involved. This, they say, allow time for resolution or self-correction by the individual. But if this doesn’t solve the conflict, a mediator can be brought in to help resolve the situation. If resolution is not achieved the dispute should be openly discussed in a team meeting. A formal discipline process needs to occur, if resolution is not achieved after being addressed at the team level. The escalation process of the Team Resolution is as follows : a) collaboration –handling the new problem person to person(one on one)-Handle the new problem person-to-person. Use as many facts as possible and relate the issue to customer, team, or organizational needs. Be open and honest and conduct the session in a private setting. Document the concerns or issues, the dates, and the resolution, if any, and have both parties sign it. (b) mediation one on one with mediator, If collaboration did not work or was inappropriate, handle the problem with a mediator. The mediator must be trained in conflict resolution, understand policy and ethics, be trusted by the team, and have the ability to remain neutral. Gather facts and talk over the issue with the people involved. Bring up as many facts as possible and relate the issue to customer, team, or organizational needs. Be open and honest and conduct the mediation session in private. Document it and have all parties sign. A mediation is a process by which the conflicting sides call on a third party to help resolve their conflict. However, it is not the same as arbitration. Mediation can only occur if both parties are wiling to find a solution and if the mediator is respected by both of them. The role of mediator is then to make them aware of their shared interests. The conflicting parties keep control of the decision making process. c) team counselling handle the conflict at a team meeting; put the problem on the next agenda and invite the necessary individuals. The conflict is now a definite issue to the team. Collaboration and/or Mediation could not be done, were not appropriate, or did not work. Handle the conflict at a team meeting; put the problem on the next agenda and invite the necessary individuals. Again, bring up the facts, relate the issue to customer, team, or organizational needs. Be open and honest, discuss it in a private setting, document it, and have all parties sign it. Anyone on the team can put an issue or problem on the team agenda, however, this step should be used only after Collaboration, and Mediation has been ruled out. Another method approach to conflict management is Endelburgs 4 Rs Method as presented below: 1) Reasons- The causes or reasons for the conflict are explored and openly, yet respectfully discussed. 2) Reactions. Team members look at their own reactions to the conflict. If those reactions are destructive, rather than constructive, individuals can self-correct and take the necessary steps to recommit to team success. 3) Results. If the conflict is not resolved, what might happen? How might the team work together to resolve the conflict in a constructive manner? 4) Resolution. Which approach to conflict resolution could be used to effectively resolve the conflict? (Engleburg, 2003). On the other hand, ICRA Learning Resources also suggested Ways of Dealing with conflict: (a) Ignoring the conflict and living with consequences; (b) going into confrontation and fighting; (c) giving in, freely or under pressure; (d) negotiation –this is the best method when both parties stand to gain something, when both have some power and when they are interdependent; (e) calling in respected intermediaries as mediators; and lastly (f) referring to arbitration: this disempowers the team and may weaken it; always try to solve the conflict within the team first. Arbitration is done by an outside authority figure. They are called in to decide how conflict is to be solved. This is usually based on facts and the conflict parties’ rights. It is formal process. The conflicting parties relinquish all control on decision making process. This process is needed when some of the conflicting parties feel they stand to gain because of their rights concerning the issue and when other methods have failed. However, arbitration by outsiders have some disadvantages: (a) time may be wasted waiting for a suitable arbitration to become available; (b) someone form outside the team will only be concerned with the facts. They are not likely to know the deeper emotional factors, and lastly (c) communication can become strained within the team and members could take â€Å"side† which makes agreement difficult to reach. Leadership demands a delicate balance between sensitivity and authority, between the whole and the parts, between loose and tight leadership styles, between functional expertise and cross-functional excellence (width of knowledge), internal (creating value for organization and employees) and external (creating value for investors, customers, and society). † (Kotelnikov, 2008, p. 27) Understanding and appreciating the various viewpoints involved in conflict are key factors in its resolution. The best way a good leader resolves conflicts is with communication, allowing everyone to express themselves, be open to criticism, and processes the ability to encourage compromise and negotiation. Another way leadership skills are amplified is by the leader’s behaviour when problems arise and how conflict is handled. One minute the team leader may be a referee, the next minute, the role changes to coach, all in all, the group is looking for the leader to handle the conflict fairly. Maintaining the groups cohesiveness is an indirect reflection of the teams leader and conflicts can determine the effectiveness a leader has on the group. The ideal leader will â€Å"make people believe they have benefited from the conflict when â€Å"(1) a new solution is implemented, the problem is solved, and it is unlikely to emerge again, and (2) work relationships have been strengthened and people believe they can work together productively in the future. † (Bateman Snell, 2004, p. 443) Recommendation: Based on the above information, it is recommended that an effective leader is required to be a coach, provide a positive criticism, back off if necessary, try to be positive and values group ideas. An effective leader should also be able to be resolve and address conflicts within his team members. Not all conflicts are destructive, if resolved effectively it can lead to personal and professional growth. Team resolution process recommended by Rayeski and Bryant is a formal discipline process which an effective leader can use if resolution is not achieved after being addressed at the team level. Conclusion/ Remarks Leaders are people who write down goals and strive to achieve them. They understand the importance of goal setting and the example that they are teaching by doing this. We often hear the words â€Å"Great leaders are made, not born†. There are many well-educated and motivated people who lack the knowledge of how to lead people. You can test the effectiveness of a leader once conflict arises in his organization. An effective leader should be able to identify, manage, inspire and resolve the dispute to regain the stability of his organization. Thus, this is why leadership is a very challenging task. A good team leader should be able to articulate and communicate the team’s rules, goals and expected duties clearly and persuasively, while also being able to be diplomatic in the face of any conflict. By correctly positioning the individual member strengths and compensating for weaknesses, the leader can bring the team into a productive balance and harmony.