...| Assignment 5: “Communication Dilemma—Getting Credit” (Reeves Chapter 7) | | | 1. Propose some lessons we can learn from gender communication in business. Communication between men and women can be considered cross-cultural communication. People in different cultures speak different dialects. Before clarifying some distinctives in gender communication, several basic assumptions must be accepted. 1. Men and women do have different conversational styles. 2. Both styles of communication are equally valid. 3. The goal in gender communication is not change the style of communication but to adapt to the differences. Gender Communication in Business Communication is necessary in all aspects of human endeavor. The subject of gender communication is not new, we all know that there are differences in the way women and men communicate. And these differences are shown in the work place as well. This phenomenon does not deal with the thing that men and women are equal. It is different from that. The concept I’m telling about the perception of men and women for the same situation would be different because they both have different communication style. Research says that “Starting in childhood, girls and boys are generally socialized to belong to distinct cultures and thus, speak in ways particular to their own gender’s rules and norms” (Johnson, 2000; Tannen 1986, 1990, 1995.) This pattern of gendered socialization continues throughout our...
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...Negotiations In the world, cell phones have turned out to be the jump for the device. It is a demand and by way of that, it has converted into a money business. It can carry on making money as a spreading skill on the cell phones. Value is significant but has the accepting how to labor with dealers with not the same cultural backgrounds, gender, and personalities are equally important. In this paper, it will explain how this all comes together for a negotiation between the Chinese (female) and Americans (male). The American team seeks a cell phone price of $6 per unit and symbolizes the following Hofstede’s cultural dimensions: individualistic, low-power distance, low-term orientation and low-context. The American team wants an inexpensive price. The other team is an all-female negotiating team from China that offers cell phones with a $9 per unit price tag. The Chinese team wants a merchant for their cell phones which permits them to make proceeds. The Chinese side symbolizes the following Hofstede’s cultural dimensions collectivistic, high-power distance, long-term orientation and high context. Gender difference, personalities and culture has an influence on the negotiation. Also, it will give details on how each side’s perceptions, cognitions, and emotions also played a part in the negotiation. Chinese and American Hofstede Dimensions Both teams have individualistic versus collectivistic. The high end of this is individualistic which is defined as the preference for...
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...people of all ages around the globe. Because of this, the mobile phone industry is a billion dollar industry. As in any business, cell phone distributors look for the lowest possible purchase price from manufacturers to make the highest profit. This strategy is standard for companies in a global economy and negotiations must occur to get the lowest possible price. The difficulty is in negotiating with suppliers around the globe with different cultural backgrounds. Consideration of such things as gender, personalities, culture and perception are a must for each negotiation. Not doing so could result in loss of profitability and growth. Typically most distributors look overseas for manufacturers because of the cheaper labor rates abroad. This paper will evaluate negotiation styles of Chinese and American teams' negotiation for the lowest possible cell phone manufacturing price using Hofstede's cultural dimensions theories. Hofstede's theories use four dimensions to describe differences in cultures and negotiation styles including individualism-collectivism, power distance, career success vs. quality of life and uncertainty avoidance. The cultural differences of each team are described and then a scenario of how the negotiation would go is developed (Lewicki, Barry, & Saunders, 2010, "Chapter 16"). Review This essay will begin with a review of the two teams involved in the negotiation. The first team is an all-male team from the United States (University of Phoenix, 2014). This...
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...Behavior: A culture is defined as, “A way of life of a group of people--the behaviors, beliefs, values, and symbols that they accept, generally without thinking about them, and that are passed along by communication and imitation from one generation to the next”. (Sunniva Heggertveit, 2012). Or It is also defined as, “the values, attitudes, and ways of doing things a person learns during the socialization process in the particular place where they were brought up as a child”. (Paul Ecoggins, 2015) So, the culture has great influence on a particular individual or group behavior. In the age of globalization the world is getting smaller, companies have setup their offices around the world and people also have moved abroad as well. As a result of this, workplace is becoming increasingly cross-culturally integrated. So, the understanding and expertise in cross-cultural communication have become more crucial for executives, business leaders, workplace managers, and standard employees. If they don’t have expertise to understand the difference of the cultures then it would become very difficult for the managers to properly manage the employees and get maximum output from their performances, as the level of communication between them would be very poor because of lesser expertise regarding different cultures. After critically the articles related to the topics I think as an HR practitioner, we need to look at the factors that impact cross-cultural communication. According to...
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...Paul Meister University of Phoenix Masters of Human Service Culture and Psychology February 16, 2014 Final Project I have chosen a collectivistic culture which is the Amish culture. A few details regarding the background of the Amish culture is they are most concentrated in Ohio, Pennsylvania and Indiana with 273,700 adults and children and nearly 350 settlements in thirty states of the USA and in Ontario (Kuhnova, 2012) The Amish culture tries to live in nonconformity to the world. This is demonstrated by their dialect, their plain clothing, transportation of horse and buggy, and their housing, functioning to the outside world as distinction and to the inside community as confirmation of a shared identity (Kuhnova, 2012). This clothing style is uniform and leaves little room for individualism, although small differences are perceptible in sewing and cloths. Where for non-Amish this might sound like a limitation of freedom. They fear that owning a car leads to individualism, distinction, social inequality, and too much personal freedom (Vonk, 2012). The above behavior choices of the Amish cultural emphasize togetherness and reinforce group cohesion. According to Vonk (2011), “The community and its welfare are ranked above personal freedom and individual rights, what contradicts modern values such as individualism and self-expression the Amish receive a durable and visible ethnic identity” (pg. 68). The traditional community is quite separate from the outside world,...
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...the organisations. Communications within the enterprise plays an important role in relation to drive the better performance. However, the communication and management systems are faultiness in some organisations. As a result, poor communication from management may lead organizational failure, and the organizational efficiency cannot be maximized. The purpose of this article is to examine the factors that contribute to the poor communication from management, thereby provide alternatives, which provides organisation an opportunity to improve themselves. The bibliography will mention the role of communication and management in lean manufacturing and its role in organizational change, furthermore, the cause of poor communication from management will be discussed, include the gender difference, and finally the bibliography will talk about the consequences of poor communication. Therefore, this article will firstly write the bibliography as mentioned before, after that, the central argument will be made and lastly recommendations will be provide for organisation’s future implementation. 2.0 The Bibliography J.M. Worley T.L. Doolen, (2006),"The role of communication and management support in a lean manufacturing implementation", Management Decision, Vol. 44 Iss 2 pp. 228 - 245 The article investigates the role of communication and management support, and its importance in a lean manufacture implementation. Firstly, the relationship between communication, management and lean...
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...Communication Theory HCS July 25, 2011 Communication Theory Learning to communicate and collaborate with individuals whose gender and culture are different is a critical skill to possess in today’s professional world. Therefore, it is important to develop strategies for communication and collaborating within a group or team of individuals of different genders and cultures. Learning and using proven communication strategies could mean the difference between “a group of people working together, and a team functioning together effectively” (Wee & Morse, 2007, p. 38). To perform at its best, a team needs to be composed of individuals with different skill sets, including different genders and cultures ("Pulling in the Same Direction," 2008). This diversity of skill sets also allows a better distribution of responsibilities on a team and creates an environment that encourages cooperation. Good communication must be embedded into the organization’s culture and effective communication must be recognized and supported by management (Wright, Sparks, & O'Hair, 2008). Gender and cultural stereotypes can act as barriers when communicating with coworkers, patients, families, caregivers, and managers. The health care given to patients can differ because of poor communication brought about by cultural differences (du Pre, 2005). Health care providers can work to bridge communication gaps by making the most of face-to-face communication and encouraging questions and open dialogue. Acknowledging...
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...each other's self and other assessments? not, why do you think you see the behaviors differently? If rffib PERToRmHcE CoMPEiENct Es FoR THts CHnprER o e To understand communication as a Process To learn rules for effective iistening and speaking in "lt is a greal misfortune neither r o o o negotiation To learn communication filtering techniques for negotiation To recognize signs of destructive conflict in negotiation and what to do when they arise To learn to watch body language in negotiation To be cautious in written and electronic negotiation lo have enough wit to talk well nor enough judgment to be silenl." La BruYere 85 86 ChaPter 6 ' Communicating in Negotiation 87 tion is essential for negotiating success. The opening quotation summarizes the essence of negotiation communication. your goal shouldbe to say the right things in the right ways at the right times and to hear. what you say must be understood as you iniend it to be effective. saying the right things in the right ways is necessary for your message to be understood. Hearing the othei parties is neiessary for you to say the right things at the right timei. Communi- Do you communicate when you speak, or do you just make noise? Is what is written here communication, or just noise? Communica- soltrce encoding, the channel, decoding, and the receiver (Berlo 1960). The is the person originating the...
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...have to be set up correctly in order to determine the goals. Proper team member selection is very important so as to ensure every member is focused and dedicated towards their target. Hence, mutual commitment is required in order to achieve the objective by all members of a team. To get the work done by team members, team composition must be present. Team composition relates to the overall mixture of characteristics among the members in a team. They interact interdependently to achieve their main objective. To achieve a common goal, performance of every team member must be optimum. Team composition is combined with a variety of attributes. These attributes are as follows: Team size Member ability Team diversity Member roles Member personality TEAM SIZE These attributes play an important role in order to achieve overall outcomes. Team size can have an adverse impact on the team’s work. Team size determines the purpose of the team, expectations of every member in a team and their capability to...
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...note otherwise. You are responsible for the material in the text unless I specifically state below that the material will not be covered on the exam. Carefully review the take home points in each chapter. Keep in mind that most gender differences are small and that there is a great deal of overlap between women and men. Thus, when I ask about differences, it is in the context of many similarities and small mean differences. Chapter 7: Communication The text provides 3 reasons why children prefer to play with others of the same sex. Be familiar with them. How do girls tend to play with each other in same sex groups? How do boys tend to play with each other in same sex groups? How do girls tend to talk to each other in same sex groups? How do boys tend to talk to each other in same sex groups? What -- if anything -- is different in children’s cross sex play and talk compared to same sex play and talk? Are girls more likely than boys to engage in relational aggression? What do meta-analysis findings suggest? What gender similarities and differences have been found in how adults interact? What factors determine what types of differences are found? You are not responsible for the section discussing online communication (p. 229). The text provides a long list of differences in how men and women in the US typically use language in natural conversations. Be familiar with them. What factors influence the likelihood of these differences occurring...
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...BUSINESS COMMUNICATION PRECONCEPTIONS ASSOCIATED WITH NAMES AND ITS ROLE IN INTERPERSONAL COMMUNICATION Submitted by: Gibin Venugopal(M130001MS) Roshni Yasmin Kallayi(M130006MS) Susan Joseph Kathaliyil(M130005MS) Vinay Mangire(M130010MS) PRECONCEPTIONS ASSOCIATED WITH NAMES AND ITS ROLE IN INTERPERSONAL COMMUNICATION INTRODUCTION Name of a person is what distinguishes him/her from the vast pool of people on this planet. Names are assigned to everything around us – people, places, things, chemical compounds, trees, technology, inventions and it goes on. Globalization has brought in a scenario at workplaces whereby people belonging to different countries, cultures, ethnic, religious and social backgrounds interact and work together in teams in global organisations. Even within countries, people mingle with others of different linguistic and cultural backgrounds. Whatever be the origin of a person’s name, it is a vital aspect of his life as the name is the primary identity that is used to set him apart from others in social interactions, especially daily conversation. In India, there is a significant percentage of people who name their children based on their religion or caste. Either the name or the surname reflects this aspect. When preconceptions are made about a person based on the sole aspect of his/her name, it creates a assumed or misinterpreted image of the name bearer. This greatly affects one’s mental attitude and communication with the other person...
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...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy: companies...
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...the act or process of organizing and another one is a group of people who work together to perform duties and goals. Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations (Clark, 2009). Organizational behavior gives a better understanding to human behavior, cultural differences, diversity, communication, business ethics, and change in the organization. Understanding organizational behavior helps one to understand how people feel, think and react in a well structured organizational environment. Employee behavior can have an impact on the behavior of the other employees. In this paper I will discuss the terms and conceptions of organizational behavior. Organizational culture is the shared beliefs and values that influence the behavior of organization members in the internal environment (Organizational Behavior 2008). Depending on the state of their culture may determine how successful an organization can be. Operating with clear vision, well developed and well communicated beliefs and values gives organizations “strong cultures”. Culture gives people the security, stability, understanding while being able to interact to anything. People are scared of change in an organization because of their ineffectiveness to sustain stability, not be able to understand the process whereas not knowing how to respond to different situations that occurs. Organizational...
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...CHAPTER 3 Group Member Diversity CHAPTER OUTLINE Heterogeneous Groups Personality Dimensions Personality Theory Implications of Personality Dimensions Cultural Dimensions Individualism–Collectivism Power Distance Uncertainty Avoidance Masculine–Feminine High Context–Low Context Monochronic Time–Polychronic Time Barriers to Cultural Understanding Gender Dimensions Generational Dimensions Balanced Diversity GroupWork: Personality Preferences GroupAssessment: Identifying Cultural Dialectics ISBN: 0-536-56665-8 63 Working in Groups: Communication Principles and Strategies, Fourth Edition, by Isa N. Engleberg and Dianna R. Wynn. Published by Allyn & Bacon. Copyright © 2007 by Pearson Education, Inc. 64 Part I Basic Group Concepts HETEROGENEOUS GROUPS When you read or hear the word diversity, you may think about race or about people from other countries. The concept of diversity, however, involves much more than country of origin, skin color, or ethnic heritage. When discussing group communication, we use the term diversity in its most general sense—the quality of being different. The American Heritage Dictionary of the English Language defines diverse as “made up of distinct characteristics, qualities, or elements.”1 The homogeneous–heterogeneous dialectic is particularly applicable to the study of group membership. As we note in Chapter 1, the prefix homo comes from the Greek language and means “same” or “similar”; hetero means “different.” Thus, a homogeneous...
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...Individual Differences in Negotiation Effectiveness There are mainly four factors that influence how effectively individuals negotiate- a) moods/emotions b) Personality c) Culture d) Gender A) MOODS/EMOTIONS- The influence of moods/emotions depends upon the type of negotiation as well. In distributive negotiations, it is seen that negotiators who are in a position of power or have equal status and who show anger, negotiate better results because their anger results in concessions. Negotiators, when angry, feel more focused and assertive when striking a bargain. On the other hand, for those in less powerful position or lesser stature, displaying anger can only lead to bad outcomes. Similarly, anxiety also tends to have an effect on negotiations. For example it was seen that individuals experiencing more anxiety about a negotiation used more deceptions in dealing with others. Moreover, anxious negotiators expect lower outcomes, respond quickly to an offer and exit the process too early, which leads them to obtain worse outcome. These all moods are related to distributive negotiations. In Integrative negotiations, positive moods and emotions appear to lead to more integrative agreements. Positive mood resulting in creativity and productivity may be one of the reasons. B) PERSONALITY TRAITS Personality traits and outcomes are related very weakly. It is seen that negotiators who are extrovert are not very successful in distributive bargaining, because extroverts...
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