検索ワード: always respect your elders (英語 - タガログ語)

respect your elders
huwag respetuhin ang nakakatanda sayo

respect your partner
gawin silang pakiramdam gusto

i respect your choice
nirerespeto ko ang iyong pasya na magpaligay

i respect your decision.
kung ano mang desisyon mo ay nirerespeto ko yung desisyon mo

but i respect your decision
but i respect your desicion

i really respect your privacy
i really respect your privacy tagalog

i respect your decision to make happy
irespeto ang desisyon ng bawat isa

i'll respect your opinion as long as
igagalang ko ang iyong opinyon bilang

and i totally respect your wishes. i do.
at nirerespeto ko ang gusto mo.

i respect your busy days, update is enough for me.
nirerespeto ko ang iyong mga abalang araw, ang pag - update ay sapat na para sa akin.

i respect your busy day basta be safe palage intayin kita
i respeto your busy day basta be safe palage intayin kita

i like you but i respect your feelings for someone you really love
i like you but i respect your feelings for someone your really love

respect what i chose then i respect yours
respetuhin mo kung ano ang pinili ko.

even if i don't notice that i respect your decision, i'm sorry if i told you i was wrong
kahit di nyo ko pinapansin nirerespeto ko po yung dewisyon nyo, pasensya na kung my nasabi akong mali na nasaktan ko kayo

don’t even talk i’m your elder
my beautiful

i respect your reason but as a person i told you that i am in pain and i can't work because of my tooth problem i can't cope because i can't do anything because you need help from me but i can't move well because i feel bad
ginagalang ko ang katwiran mo pero bilang isang tao nagsabi ako sa iyo na may masakit sa akin at hindi ko kaya magtrabaho dahil nga sa problema ko sa ngepin ko kinakaya kulang dahil wala akong magawa dahil kailangan niyo ng tulong mula sa akin pero hindi ko kaya kumilos ng maayos dahil masama ang pakirandam ko

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