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Should you really forgive a perpetrator who remains unrepentant and is probably going to wrong you again? In Real Forgiveness, philosopher Luke Russell helps us to think more clearly about forgiveness, and to figure out how victims ought to respond to wrongdoing.

Should you really forgive a perpetrator who remains unrepentant and is probably going to wrong you again? In 'Real Forgiveness', philosopher Luke Russell helps us to think more clearly about forgiveness, and to figure out how victims ought to respond to wrongdoing.

We are ordinary people. We are like you: people, who get up every morning to study, work or find a job, people who have family and friends. People, who work hard every day to provide a better future for those around us.Some of us consider ourselves progressive, others conservative. Some of us are believers, some not. Some of us have clearly defined ideologies, others are apolitical, but we are all concerned and angry about the political, economic, and social outlook which we see around us: corruption among politicians, businessmen, bankers, leaving us helpless, without a voice.This situation has become normal, a daily suffering, without hope. But if we join forces, we can change it. It's time to change things, time to build a better society together. Therefore, we strongly argue that: ; Somos personas normales y corrientes. Somos como tú: gente que se levanta por las mañanas para estudiar, para trabajar o para buscar trabajo, gente que tiene familia y amigos. Gente que trabaja duro todos los días para vivir y dar un futuro mejor a los que nos rodean. Unos nos consideramos más progresistas, otros más conservadores. Unos creyentes, otros no. Unos tenemos ideologías bien definidas, otros nos consideramos apolíticos… Pero todos estamos preocupados e indignados por el panorama político, económico y social que vemos a nuestro alrededor. Por la corrupción de los políticos, empresarios, banqueros… Por la indefensión del ciudadano de a pie. Esta situación nos hace daño a todos diariamente. Pero si todos nos unimos, podemos cambiarla. Es hora de ponerse en movimiento, hora de construir entre todos una sociedad mejor. Por ello sostenemos firmemente lo siguiente:

Few places in the management literature is there a greater divide between theory and practice than in Team Building. Yes, academics have thoroughly researched what this "ideal team" should look like, its various developmental stages, even the proper mix of roles – yet this author would argue we as educators and consultants know little of how to really develop teams and offer even less of this in equipping our students-managers for this central task. The purpose of this paper is a call for relevance – a challenge to move from speculative theory on team development to actual practice – identifying what works and what doesn't. Following a literature review which underlines how theoretical our field has become concerning team development, an actual research study will be reported. Forty-two MBA students participated in a study where near ideal work teams were developed. Then these same students were asked, "What went right? Identify four lessons you learned on how to build an energized team." The following is a partial list of student observations on what contributed most to an ideal team: listening, clearly defined goals and tasks, respect for each other, urgency of time, strong norms that rejected loafers, lack of formal structure, and allowing natural leaders to lead.The paper ends with a discussion on implications for managers hoping to develop energized work teams:· Ad Hoc Teams are Best. Standing groups which lack "Sunset Causes" tend to become political over time.· Find the Right Mix between Formal and Informal. Informal gives energy, formal gives needed structure.· Leadership Must Emerge Early in the Process and be Accepted by Most. There is a critical moment where leaderless teams dissolve into political games.· Strong Norms of Mutual Respect Must be Present from the Beginning. The tendency toward competition in early team formation must quickly be moderated and directed toward task completion.In conclusion, our theoretical traditions have led us to a profound understanding of group dynamics, but to remain relevant we owe our students a practical guide as well. A guide that discussed how Real Managers in the Real World develop Real Teams.

"No. 75." ; "Washington, D.C., Thursday, March 18, 1954." ; Caption title. ; Mode of access: Internet.