Dispute Team Quotes

Consider the top man–machine medical diagnosticians, circa 2035. They will make life-and-death decisions for patients, hospitals, and other doctors. But what in a malpractice case should count as persuasive evidence of a medical mistake? The judgment of either “man alone” or “machine alone” won’t do the trick, because neither is up to judging the team. Sometimes it will be possible to ascertain that a top human team member was in fact a fraud, but more typically the joint human–cyber diagnostic decisions themselves will be our highest standards for what is best. Having one team dispute the choice of another may indicate a mistake, but it will hardly show malfeasance. When

Dear Mr Worsthorne, My attention has only been drawn to an astonishing attack you made some months ago in 'The Sunday Telegraph' on that fine man Lord Longford. 'That Lord Longford should team up with Janie Jones, the convicted procuress,' you wrote, 'may not at first glance seem to be a matter meriting much adverse comment. It might even be thought desirable, and a mark of a civilised society, for such a universally execrated wretch to have at least one friend in high places'. Well! Calling Lord Longford a universally execrated wretch is irresponsible journalism at it's worst, in my opinion, and I would strenuously dispute that Miss Janie Jones moves in high places.

The producer’s responsibilities include hiring and building teams; writing contracts; contributing to the game’s design; managing the team’s work schedule; balancing the game’s budget; resolving disputes between creative and programming leads; acting as the team representative to upper management and publishers; coordinating the creation of outside resources such as art, music, and cutscenes; and arranging testing and localization.

There are a number of subjective and objective criteria that I use as a way to rank players. The subjective ones include their ability with both feet; their sense of balance; the disciplined fashion in which they take care of their fitness; their attitude towards training; the consistency between games and over multiple seasons; their demonstrated mastery in several different positions; and the way they add flair to any team for which they play. The objective ones that are impossible to dispute are: the number of goals they have scored; the games they have played for several of the best club teams in the world; the number of League championship and cup medals they have won, and their appearances in World Cups. When you employ this sort of measurement approach, it becomes far easier to define the very highest levels of performance. The people who are least confused about this are other players.

Anytime we get the “Yes—But!” as leaders, we have not given them clear leadership with vision leaving doubt and slowing the process of project success, and if the “Yes—But!” is birth from rebellion, it can not last with a team driven towards success.

The league, on the other hand, couldn’t afford the same. The legal mess surrounding the dispute turned into a black hole that threatened to suck up the entire league. There, of course, were still all of the league’s other problems, but the legal battle between Borislow and the WPS front office added strain the league couldn’t withstand. On January 30, 2012, Women’s Professional Soccer announced that the 2012 season was canceled while they figured out how to deal with the escalating fight with Borislow.

With a quiet post-Olympics year ahead, U.S. Soccer secretary general Dan Flynn informed the players that the national team would “go dark” for 2005 and play between four and six games total that year. Rather than schedule the usual slate of games, the federation would instead focus on scouting new players. “If there are no games, where will the women play?” Langel asked. “The W-League,” replied Flynn. “Are you kidding me?” Langel said. The W-League wasn’t a professional league. It was a development league that included amateur, unpaid players. There was no comparison between playing international opponents with the national team and competing in the W-League. “We told them we don’t necessarily need a residency camp, but we don’t have anywhere to play at all,” says Cat Whitehill, who graduated from the University of North Carolina with a degree in communications. “They wanted nothing to do with us.” U.S. Soccer argued the next World Cup wasn’t for another three years and there were no major events the team needed to prepare for. It would be similar to the team’s schedule in 2001, when U.S. Soccer hosted just two home games for the national team. But for the players who had now made soccer their living and didn’t have the WUSA anymore, that was unacceptable. It’s not as if U.S. Soccer was simply scaling back friendlies. The federation said it had no plans to send the team to the annual Algarve Cup in Portugal, which the team always competed in. A team wouldn’t be sent to the Four Nations Tournament in China either, despite the competition being a usual fixture on the team’s calendar. The players demanded to know how U.S. Soccer could justify skipping the tournaments. Flynn replied that it was “the technical director’s recommendation” to play a lighter schedule. The technical director? April Heinrichs. The players wanted to figure out if Heinrichs really believed the team should play so few games in 2005, so Julie Foudy reached out to her. “Is that true? Did you tell U.S. Soccer we should only play five games?” Foudy asked. “I never said anything like that,” Heinrichs told her. “I told them you should play 20 games.” If Heinrichs hadn’t recommended such a sparse schedule and, in fact, recommended around 20 games, it seemed that U.S. Soccer was making a decision that went against what was best for the players. The players saw a clear double standard—the men’s team hadn’t played so few games since 1987, almost two decades earlier. They concluded U.S. Soccer’s real reason was the same one behind most disputes between the players and the federation: money. The federation, it appeared, did not want to spend the money for training camps, player stipends, and travel for overseas competitions, even as it was sitting on a $30 million surplus at the time. “In 2005, they had no plans for us and wanted us to go quiet so they didn’t have to pay us the entire year,” says defender Kate Markgraf.

I played well, and Pia was like, I’m going to offer you a contract, and I said, No, I’m retiring,” Markgraf remembers. She finished her career at 201 caps for the national team. Because of the dispute, however, the national team’s contract with U.S. Soccer started to contain a new clause going forward—it was nicknamed “The Markgraf Rule.” It guaranteed that if a player left the team for pregnancy, once she was fit enough to return, she would be put back on the same contract and continue to be called up for at least three months—enough time to try to prove she still deserved her spot. That rule went on to benefit a number of players over the years. Amy Rodriguez has been perhaps the best example. She gave birth in 2013, and through repeated call-ups after she recovered, she discovered arguably the best form of her career. She led her club team to two National Women’s Soccer League championships and helped the U.S. win a World Cup. Shannon Boxx is another player who earned her spot back after giving birth and won a World Cup. But by 2009, all anyone knew was that a woman should never be kicked off the team for having a child again. Little by little, even if it didn’t happen in the public, acrimonious ways of the past, the national team was continuing to stand up for itself.

The captain is the figure who holds sway over the dressing room by speaking to teammates as a peer, counseling them on and off the field, motivating them, challenging them, protecting them, resolving disputes, enforcing standards, inspiring fear when necessary, and above all setting a tone with words and deeds.

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Luit never came out of the anesthesia. He paid dearly for having stood up to two other males, frustrating them by his steep ascent. Those two had been plotting against him in order to take back the power they had lost. The shocking way they did so opened my eyes to how deadly seriously chimpanzees take their politics. Two-against-one maneuvering is what lends chimpanzee power struggles both their richness and their danger. Coalitions are key. No male can rule by himself, at least not for long, because the group as a whole can overthrow anybody. Chimpanzees are so clever about banding together that a leader needs allies to fortify his position as well as the greater community’s acceptance. Staying on top is a balancing act between forcefully asserting dominance, keeping supporters happy, and avoiding mass revolt. If this sounds familiar, it’s because human politics works exactly the same. Before Luit’s death, the Arnhem colony was ruled jointly by Nikkie, a young upstart, and Yeroen, an over-the-hill conniver. Barely adult at seventeen, Nikkie was a brawny character with a dopey expression. He was very determined, but not the sharpest knife in the drawer. He was supported by Yeroen, who was physically not up to the task of being a leader anymore, yet who wielded enormous influence behind the scenes. Yeroen had a habit of watching disputes unfold from a distance, stepping in only when emotions were flaring to calmly support one side or the other, thus forcing everybody to pay attention to his decisions. Yeroen shrewdly exploited the rivalries among younger and stronger males. Without going into the complex history of this group, it was clear that Yeroen hated Luit, who had wrested power from him years before. Luit had defeated Yeroen in a struggle that had taken three hot summer months of daily tensions involving the entire colony. The next year, Yeroen had gotten even by helping Nikkie dethrone Luit. Ever since, Nikkie had been the alpha male with Yeroen as his right-hand man. The two became inseparable. Luit was unafraid of either one of them alone. In one-on-one encounters in the night cages, Luit dominated every other male in the colony, taking away their food or chasing them around. No single one of them could possibly have kept him in his place. This meant that Yeroen and Nikkie ruled as a team, and only as a team. They did so for four long years. But their coalition eventually began to unravel, and as is not uncommon among men, the divisive issue was sex. Being the kingmaker, Yeroen had enjoyed extraordinary sexual privileges. Nikkie would not let any other males get near the most attractive females, but for Yeroen he had always made an exception. This was part of the deal: Nikkie had the power, and Yeroen got a slice of the sexual pie. This happy arrangement ended only when Nikkie tried to renegotiate its terms. In the four years of his rule, he had grown increasingly self-confident. Had he forgotten who had helped him get to the top? When the young leader began to throw his weight around, interfering with the sexual adventures not only of other males but also of Yeroen himself, things got ugly. Infighting within the ruling coalition went on for months, until one day Yeroen and Nikkie failed to reconcile after a spat. With Nikkie following him around, screaming and begging for their customary embrace, the old fox finally walked away without looking back. He’d had it. Luit filled the power vacuum overnight. The most magnificent chimpanzee male I have known, both in body and spirit, quickly grew in stature as the alpha male. Luit was popular with females, a mighty arbiter of disputes, protector of the downtrodden, and effective at disrupting bonding among rivals in the divide-and-rule tactic typical of both chimp and man. As soon as Luit saw other males together he would either join them or perform a charging display to disband them.

If anyone was defending science, it seemed to be the German team. Nobody could dispute that the panel of the original Flower had been decayed by wormwood. As Hammerschmidt-Hummel pointed out, “It had already been described in these terms by British experts at the end of the 19th and the beginning of the 20th centuries, among them the director of the National Portrait Gallery.” Yet now the panel appeared improved, “showing no signs of wormwood damage… [and] the peripheral areas, which in the original painting are brittle and have been broken or chipped away in places, exhibit no such damage in the portrait inspected in the RSC depository.

What, then, is the function of moral reasoning? Does it seem to have been shaped, tuned, and crafted (by natural selection) to help us find the truth, so that we can know the right way to behave and condemn those who behave wrongly? If you believe that, then you are a rationalist, like Plato, Socrates, and Kohlberg.7 Or does moral reasoning seem to have been shaped, tuned, and crafted to help us pursue socially strategic goals, such as guarding our reputations and convincing other people to support us, or our team, in disputes? If you believe that, then you are a Glauconian.

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As with all desirable difficulties, the trouble is that a head start comes fast, but deep learning is slow. “The slowest growth,” the researchers wrote, occurs “for the most complex skills.” Duncan landed on the Today show discussing his team’s findings. The counteropinion was supplied by parents and an early childhood teacher who were confident that they could see a child’s progress. That is not in dispute. The question is how well they can judge the impact on future learning, and the evidence says that, like the Air Force cadets, the answer is not very well.* Before-our-eyes progress reinforces our instinct to do more of the same, but just like the case of the typhoid doctor, the feedback teaches the wrong lesson. Learning deeply means learning slowly. The cult of the head start fails the learners it seeks to serve.

Varies from repetitive disputes to toxic competitions, The Clash of Channels affects the company strategic growth, so rather than growing together as a team, teams members dilute the growth journey by personalizing outputs & focusing on the wrong things, withholding information, imposing their insecurities & surely bringing down workplace moral/ culture

Boehner had apparently emphasized how “angry” I was during our discussions—a useful fiction that I’d told my team not to dispute in the interest of keeping the deal on track. For his members, there was no greater selling point. In fact, more and more, I’d noticed how the mood we’d first witnessed in the fading days of Sarah Palin’s campaign rallies and on through the Tea Party summer had migrated from the fringe of GOP politics to the center—an emotional, almost visceral, reaction to my presidency, distinct from any differences in policy or ideology. It was as if my very presence in the White House had triggered a deep-seated panic, a sense that the natural order had been disrupted. Which is exactly what Donald Trump understood when he started peddling assertions that I had not been born in the United States and was thus an illegitimate president. For millions of Americans spooked by a Black man in the White House, he promised an elixir for their racial anxiety. The suggestion that I hadn’t been born in the United States wasn’t new. At least one conservative crank had pushed the theory as far back as my Senate race in Illinois. During the primary campaign for president, some disgruntled Hillary supporters had recirculated the claim, and while her campaign strongly disavowed it, conservative bloggers and talk radio personalities had picked it up, setting off feverish email chains among right-wing activists. By the time the Tea Party seized on it during my first year in office, the tale had blossomed into a full-blown conspiracy theory: I hadn’t just been born in Kenya, the story went, but I was also a secret Muslim socialist, a Manchurian candidate who’d been groomed from childhood—and planted in the United States using falsified documents—to infiltrate the highest reaches of the American government.

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