...Helen Wiggins Comm Theory Spee 390 Dr. Almeida EXPECTANCY VIOLATIONS THEORY Judee K. Burgoon is an American academic. She is Professor of Communication and Professor of Family Studies and Human Development at the University of Arizona. She is also Director of Human Communication Research for the Center for the Management of Information and Site Director for Center for Identification Technology Research at the university, and currently holds an appointment as Distinguished Visiting Professor with the Department of Communication at the University of Oklahoma, and the Center for Applied Social Research at the University of Oklahoma. She has published over 240 articles and 7 books. Among the theories that she is most notably linked to are: Interpersonal Adaptation Theory, Expectancy Violations Theory, and Interpersonal Deception Theory. This paper will give insight about two journals that elaborate on Burgoon’s Expectancy Violations Theory. It will also compare the difference of the journals with Em Griffin’s approach about the theory and how I personally feel that the journals may be the same or different than the views of Griffin. Journal 1: “Nonverbal Expectancy Violations: Model Elaboration and Application to Immediacy Behaviors” By: Judee Burgoon & Jerold Hale The journal discusses that nonverbal expectancy violations theory holds that positive violations produce more favorable communication outcomes than conformity to expectations, while negative violations...
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...different social-psychological principles that appear to be operating in the events or individuals depicted in the film . For each principle that you identify: (a) Provide a clip to show in class. You may assume that we will have internet access, or you can bring in a DVD (or even a VHS tape), or you may create the entire presentation on DVD to show in class. (b) describe in detail the social-psychological principle you believe is relevant. Your job here is to demonstrate that you understand the principle or theory, and that you can describe it in your own words. You don’t need to do library research for this – using your text or your lecture notes as resources is fine. You need you to show us that you have a good understanding of the concept/principle. It’s best if you are specific about the principles you discuss. For example, don’t just indicate that your scene illustrates helping, or conformity, or persuasion, or aggression. Instead, indicate what specific theory, or principle or aspect of helping/conformity/persuasion/aggression, etc. that your scene illustrates. (c) Elaborate on how the selected scene illustrates the...
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...attitudes, attitude change, person perception, self, social influence, helping behavior, | |empirical methods, parenting styles commentary, competition | | | |Lord of the Rings | |[pic] | |Issues dealing with attitudes, violence, deception, compliance, obedience, person perception, self, altruism, interpersonal attraction, | |personal relationships, helping behavior, aggression | | | |Chocolat | |[pic]...
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...|OCR Assignment front sheet | |Qualification |Unit number and title | |OCR Level 3 Cambridge Technical Diploma in Health and Social Care |Unit 1:Developing Effective Communication In Health and Social Care | |Year 1 | | |Learner name | Assessor name | | |R.BENNETT / V.VINCENT / A.ISLAMI / S.TAYLOR | |Date issued |Deadline |Submitted on | |Tasks will be launched throughout the |All criteria to be met by January 15th 2016 | | |semester to meet needs of individual teaching| | | |groups | | | |...
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...Humanistic and Existential Personality Theories PSY/405 Humanistic and Existential Personality Theories A personality is similar to a fingerprint, it is distinctive. The Humanistic and existential theories of personality illustrate self-actualization, motivation, existentialism and person-centered theory. Abraham Maslow’s hierarchy of needs explicate the humanistic theory of motivation. Man achieves a situation in life established as self-actualization; nevertheless, the principle to achieving self-actualization a high level need, commence with fulfilling lower -level needs. Even though lower-level needs contributed to importance with satisfying higher level needs and completely self-actualization, passing over other lower-level needs do happen. Carl Roger’s Client-centered theory as well humanistic has a formative tendency. Roger’s deemed every substance either organic or inorganic developed from uncomplicated forms to further complicated forms (Feist & Feist, 2009). The self and self-actualization is motivated by motivations, satisfying individual needs and recognizing oneself was significant from Roger’s viewpoint. Regrettably, hindrance to psychological health much like disorganization incongruence and defensiveness may happen. Roger’s Client-centered theory illustrates a model of individuality and the different factors which involve persons’ development. Additionally May has employed Existential psychology, summarizing...
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...lingness to exert high levels of effort to reach organizational goals, conditioned by the effort s ability to satisfy some individual conditioned by the effort’s ability to satisfy some individual need. Effort: a measure of intensity or drive. Direction: toward organizational goals Need: personalized reason to exert effort Motivation works best when individual needs are compatible with organizational goals. Exhibit 16.1 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–3 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–4 MAJOR THEORIES OF MOTIVATION Why is Motivation Important? I. Need / Content Approaches: ‐ Maslow’s Hierarchy of Needs ‐ Alderfer’s ERG Theory ‐ Herzberg’s Two Factor Theory ‐ McClelland’s Learned Needs Theory II. Cognitive/ Process / Contemporary Approaches: ‐ Expectancy Theory ‐ Equity Theory/ Social Comparison ‐ Goal Setting Theory III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time (Behavior Modification) 5 6 Under optimal conditions, effort can often be increased and sustained Delegation without constant supervision is always necessary Employees can become self‐motivated Motivated employees...
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...lingness to exert high levels of effort to reach organizational goals, conditioned by the effort s ability to satisfy some individual conditioned by the effort’s ability to satisfy some individual need. Effort: a measure of intensity or drive. Direction: toward organizational goals Need: personalized reason to exert effort Motivation works best when individual needs are compatible with organizational goals. Exhibit 16.1 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–3 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–4 MAJOR THEORIES OF MOTIVATION Why is Motivation Important? I. Need / Content Approaches: ‐ Maslow’s Hierarchy of Needs ‐ Alderfer’s ERG Theory ‐ Herzberg’s Two Factor Theory ‐ McClelland’s Learned Needs Theory II. Cognitive/ Process / Contemporary Approaches: ‐ Expectancy Theory ‐ Equity Theory/ Social Comparison ‐ Goal Setting Theory III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time (Behavior Modification) 5 6 Under optimal conditions, effort can often be increased and sustained Delegation without constant supervision is always necessary Employees can become self‐motivated Motivated employees...
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...being vague in order to increase organizational or individual benefits. Eisenberg and Goodall listed the above advantages of strategic ambiguity: Promotes unified diversity, by letting employees giving diverse meanings to the same message. Facilitates organizational change and creativity Preserves privileged positions and Is deniable which mean that by using strategic ambiguity let participants express their feelings and deny any interpretations they arise. But there are some problems with strategic ambiguity. Many are those who believe that this theory provides a license for people to be misleading and promotes the notion that deception is defensible. Last but not least they believe that dishonesty supported by this theory can lead to bruised interpersonal relationships that will likely affect the organizational climate and culture. The results of a study conducted in order to understand what constitutes ethical communication showed that depends on: Different value systems which refer to the...
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...Decision-making Perspective to Negotiation: A Review of the Past and a Look into the Future By Chia-Jung Tsay and Max H. Bazerman Chia-Jung Tsay is a doctoral student in organizational behavior at Harvard Business School in Boston. Her e-mail address is ctsay@hbs.edu. Max H. Bazerman is the Jesse Isidor Straus Professor of Business Administration at Harvard Business School in Boston. His e-mail address is mbazerman@hbs.edu. Abstract Through the decision-analytic approach to negotiations, the past quarter century has seen the development of a better dialog between the descriptive and the prescriptive, as well as a burgeoning interest in the field for both academics and practitioners. Researchers have built upon the work in behavioral decision theory, examining the ways in which negotiators may deviate from rationality. The 1990s brought a renewed interest in social factors, as work on social relationships, egocentrism, attribution and construal processes, and motivated illusions was incorporated into our understanding of negotiations. Several promising areas of research have emerged in recent years, drawing from other disciplines and informing the field of negotiations, including work on the influence of ethics, emotions, intuition, and training. 1 2 Key words: negotiation, bargaining, biases, ethics, affect, intuition, negotiation training Introduction In the early 1980s, Cambridge, Massachusetts,...
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...115 Double loop learning in organizations By uncovering their own hidden theories of action, managers can detect and correct errors Chris Argyris Why are employees reluctant to report to the top that one of their company's products is a "loser" and why can't the vice presidents of another company reveal to their president the spectacular lack of success of one of the company's divisions? The inability to uncover errors and other unpleasant truths arises from faulty organizational learning, says this author. Such habits and attitudes, which alJow a company to hide its problems, lead to rigidity and deterioration. The author descrihes how this process can be reversed hy a method he calls double loop learning. Chris Argyris is James Conant Professor of Education and Organizational Behavior at Harvard University, and is the author of numerous publications on executive leadership and organizational effectiveness. Several years ago the top management of a multibillion dollar corporation decided that Product X was a failure and should be dropped. The losses involved exceeded $ioo million. At least five people knew that Product X was in serious trouble six years before the company decided to stop producing it. Three were plant managers who lived daily with the production problems. The two others were marketing officials, who perceived that the manufacturing problems could not be solved without expenditures that would raise the price of the product to the point where...
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...Big Time Toymaker At what point, if ever, did the parties have a contract? BTT paid Chou $25,000.00 to have exclusive rights for negotiations for a 90 day period. Big Time Toymaker and Chou did not have a binding enforceable contract made during this 90 day period. An oral distribution agreement was made three day before the 90 days deadline, but it was in the negotiations. But the negotiations said that there was not supposed to be an agreement unless it was in writing. Three days before the deadline, after the meeting Chou offered to draft the contract that would formalize their agreement. Before Chou could finish the draft, an e-mail was received from a BTT manager. The e-mail repeated the key terms of the distribution agreement including price, time frame, and obligations of both parties. Chou stopped working on the draft for one month, because he believed that BTT was going to draft the contract. During this time the 90 days had passed and it voided any agreement of the 90 days agreement that BTT and Chou had (Melvin, 2011 pg. 136). What facts may weigh in favor of or against Chou in terms of the parties’ objective intent to contract? The facts that weigh against Chou’s in terms of the parties’ objective intent to a contract are that there was no written agreement, which was required in the negotiations. There was also no signatures were used to make the contract official. The word contract was never used in the email sent from BTT. Also the 90 day deadline that was...
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...Two of the major theories of nursing have been published by Jean Watson and by John Paley, who each have taken markedly distinct approaches to conceptualizing nursing care in a theoretical construct. This paper will provide a discussion of Jean Watson’s background, including educational preparation and process of developing her Care Theory as well as her career high points, discussion of Jean’s Watson’s Care Theory, including major points, discussion of John Paley’s background, including education preparation and his career high points, brief discussion of Friedich Nietzsche, specifically his major philosophical beliefs, compare Jean Watson’s Care Theory with the ideas presented in John Paley’s article, and contrast Jean Watson’s Care Theory with the ideas presented in John Paley’s article . Jean Watson, who hails from West Virginia, was educated at the University of Colorado where she earned a baccalaureate degree in nursing, 1964. She also earned her master’s degree in psychiatric-mental health nursing, and her doctorate in educational psychology and counseling at University of Colorado. While serving as dean of University of Colorado School of Nursing, she was instrumental in the development of a post baccalaureate nursing curriculum in human caring that would lead to a career professional clinical. She was appointed Distinguished Professor of Nursing and endowed Chair in Caring Science at the same university. Watson has published numerous books describing her philosophy...
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...It is an individual’s mindset with regard to a job. That mental set may be positive or negative, depending on the person’s mental set with regard to the major components of job satisfaction. Supervisor-Subordinate Relationship Supervisor-subordinate relationship is an important influence on job satisfaction in the workplace. The way in which subordinate’s perceive a supervisor’s behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression, and body movement is crucial to the superior-subordinate relationship. Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional expression. Nonverbal immediacy from the supervisor helps to increase interpersonal involvement with their subordinates impacting job satisfaction. The manner in which supervisors communicate their subordinates may be more important than the verbal content. Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work where as individuals who like and think positively of their supervisor are more likely to communicate and are satisfied with their job and...
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...Instructor’s Manual and Test Bank to accompany A First Look at Communication Theory Sixth Edition Em Griffin Wheaton College prepared by Glen McClish San Diego State University and Emily J. Langan Wheaton College Published by McGrawHill, an imprint of The McGrawHill Companies, Inc., 1221 Avenue of the Americas, New York, NY 10020. Copyright Ó 2006, 2003, 2000, 1997, 1994, 1991 by The McGrawHill Companies, Inc. All rights reserved. The contents, or parts thereof, may be reproduced in print form solely for classroom use with A First Look At Communication Theory provided such reproductions bear copyright notice, but may not be reproduced in any other form or for any other purpose without the prior written consent of The McGrawHill Companies, Inc., including, but not limited to, in any network or other electronic storage or transmission, or broadcast for distance learning. PREFACE Rationale We agreed to produce the instructor’s manual for the sixth edition of A First Look at Communication Theory because it’s a first-rate book and because we enjoy talking and writing about pedagogy. Yet when we recall the discussions we’ve had with colleagues about instructor’s manuals over the years, two unnerving comments stick with us: “I don’t find them much help”; and (even worse) “I never look at them.” And, if the truth be told, we were often the people making such points! With these statements in mind, we have done some serious soul-searching about the texts that so many teachers—ourselves...
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...Psychological Society The British Psychological Society www.bpsjournals.co.uk The truth about lies: What works in detecting high-stakes deception? Stephen Porter* and Leanne ten Brinke University of British Columbia Okanagan, Kelowna, British Columbia, Canada In this paper, we provide our view of the current understanding of high-stakes lies often occurring in forensic contexts. We underscore the importance of avoiding widespread pitfalls of deception detection and challenging prevailing assumptions concerning strategies for catching liars. The promise and limitations of each of non-verbal/body language, facial, verbal/linguistic, and physiological channels in detecting deception are discussed. In observing the absence of a single cue or behavioural channel that consistently reveals deception, a holistic approach with concurrent attention to multiple channels of a target’s behaviour (ideally videotaped for review) and changes from baseline behaviour is recommended whenever possible. Among the best-validated cues to be considered together include: illustrators, blink and pause rate, speech rate, vague descriptions, repeated details, contextual embedding, reproduction of conversations, and emotional ‘leakage’ in the face. While advocating a reliance on empirical evidence, we observe that few studies of high-stakes deception yet have been conducted. Further, some manifestations of lying are highly idiosyncratic and difficult to address in quantitative research,...
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