Results for possibility of conflict between m... translation from English to Tagalog

conflict between studies
pag-aaral ng salungatan

of conflict
conflict

type of conflict
uri ng tunggalian

types of conflict
mga uri ng tunggalian

to lessen the possibility of death
gawing malusog ang iyong sarili

there is a great conflict between religion and science.
may dakilang laban ng relihiyon at agham.

conflicts between people
kasalungat ng nag-aalapaap

it's the possibility of having a dream come true that makes life interesting
hindi ako natatakot sa mga bagyo, sapagkat natututo akong maglayag sa aking barko.

it's the possibility of having a dream come true that makes life interesting.
it 's the possibility of having a dream come true that makes life interesting.

be prepared for the possibility of disruption to your travel plans, especially if traveling internationally.
maging handa para sa posibilidad ng pagkagambala sa iyong mga plano sa paglalakbay, lalo na kung naglalakbay pang-internasyonal.

help her with no cost by making mistakes in her home work.the possibility of gaining a reputation point is reduced
tulungan ang kanyang walang gastos sa pamamagitan ng paggawa ng mga pagkakamali sa kanyang trabaho sa bahay

regardless of conflicts
kasalungat sa alintana

mediator: playing the role of a peacemaker during disputes, conflicts between individuals and groups and management.
counselor: mga konsulta sa mga empleyado tungkol sa mga problema sa pag-aasawa, kalusugan, kaisipan, pisikal at carrer.

the government is now analyzing the possibility of extending the two-week winter break for schools to prevent more children from getting the virus.
tinitignan ngayon ng gobyerno ang posibilidad ng pagpapatupad na pahaba-in ang dalawang linggo na bakasyon sa taglamig sa mga paaralan upang mapigilan ang paglaganap ng maraming virus sa mga mag-aaral.

what is the meaning of conflicts and mingle
ano ang kahulugan at kasalungat ng nagniig

forming in this stage, most team members are positive and polite. some are anxious, as they haven't fully understood what work the team will do. others are simply excited about the task ahead. as leader, you play a dominant role at this stage, because team members' roles and responsibilities aren't clear. this stage can last for some time, as people start to work together, and as they make an effort to get to know their new colleagues. storming next, the team moves into the storming phase, where people start to push against the boundaries established in the forming stage. this is the stage where many teams fail. storming often starts where there is a conflict between team members' natural working styles. people may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated. storming can also happen in other situations. for example, team members may challenge your authority, or jockey for position as their roles are clarified. or, if you haven't defined clearly how the team will work, people may feel overwhelmed by their workload, or they could be uncomfortable with the approach you're using. some may question the worth of the team's goal, and they may resist taking on tasks. team members who stick with the task at hand may experience stress, particularly as they don't have the support of established processes or strong relationships with their colleagues. norming gradually, the team moves into the norming stage. this is when people start to resolve their differences, appreciate colleagues' strengths, and respect your authority as a leader. now that your team members know one another better, they may socialize together, and they are able to ask one another for help and provide constructive feedback. people develop a stronger commitment to the team goal, and you start to see good progress towards it. there is often a prolonged overlap between storming and norming, because, as new tasks come up, the team may lapse back into behavior from the storming stage. performing the team reaches the performing stage, when hard work leads, without friction, to the achievement of the team's goal. the structures and processes that you have set up support this well. as leader, you can delegate much of your work, and you can concentrate on developing team members. it feels easy to be part of the team at this stage, and people who join or leave won't disrupt performance.
karaniwang pag-unlad