...Danielle Beliveau HCS/131 9/21/2015 Linda Widjaja Climate Essay Listening is a very important part of workplace communication. It is imperative that a person understand a message that may be communicated to them in any type of workplace environment in order to respond effectively. It is important to have active listening skills in the work place. Some ways to have more active listening skills is to first, take an interest in the speaker and their message. In the workplace day to day operations can be busy and many people around talking and causing interruptions. However, when a message is being presented by a person’s manager or supervisor, or co-worker, it is important that the person be attentive and willing to understand the message they are about to receive and block out any distractions around them. Focusing your attention on the speaker and their message will show that a person is interested in what the speaker is saying. Many people lead busy lives and have children, husbands, or love interests. Day dreaming is a big distraction when trying to focus in the work place. People tend to think about other things when they are board or disinterested. However, if a message is being presented in the work place it is important that a person gives full attention to the message being delivered as it could mean the difference between something being done right or something being done wrong and for some can mean disastrous consequences for them. Another...
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...must take place in the workplace goes beyond just the hearing of the words that are spoken by the sender. In the business world, listening skills are acknowledged as a means "to improve customer satisfaction, build partnerships, and maintain relationships among supervisors and employees" (Shipley, 2010, p. 126). It is for this reason that management and staff alike, work together to improve its existence in the workplace. Active listening is a skill that must be cultivated and developed further; we are born with the ability to speak and hear but not the ability to listen. Each one of the listening steps such as receiving, interpreting, remembering, evaluating and responding has to be followed properly for listening to become effective; therefore, listening is an active process. It takes a conscious effort to put aside first impressions of verbal and nonverbal cues and listen to what is being said. In the workplace, this may be difficult because of the differences in management styles and workplace dynamics. However, it can be a learned skill and be practiced in every aspect of life, including where we work. The more active listening that occurs opens the doors to better communication overall. During the process of actively listening, the receiver of the message concentrates on what is being conveyed by the messenger. He or she stops talking, maintains eye contact, uses receptive body language, and waits patiently for the speaker to finish talking. These behaviors are...
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...that needs passed on either does not or misunderstood. Even if the information does not pertain to you in general, it is always good to just stop what you are doing and listen. When you walk into a workplace and sat there looking lost and confused there is two types of climates you could encounter. A supportive relationship workplace and a defensive workplace environment. In a supportive environment, you will be welcomed and greeted warmly. Questions asked are answered honestly but friendly. Supportive climates worked together when problems arise they communicate with openness and honesty. They see each other as equals, no one person is believes they are better than another or feel that someone is superior to them. They work together as a unit and show empathy not only towards customers but also the fellow employees, not only in workplace situations but also in personal. They make you feel like you are a part of a family rather than just coworkers. They are open minded when figuring out solutions and trying new ideas. These types of workplace environments are the places that people want to come back to not only to purchase but also to work. They want to become a part of the work community to help and serve others. The defensive climate that you may encounter can...
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...Contingency Theory of Leadership Description of work environment Describe the work environment you intend to review for this assignment. The work environment I am going to review is an environment where young adults, adults, and veterans with disabilities, work on a military base, serving the military their meals, and cleaning the dining facility. In the table below, categorize different leadership approaches that could be used in the work environment you have described. Provide different suggestions for each of the four approaches to leadership. Directive approach Supportive approach The direct approach used in this work environment is policy and procedures to maintain a safe work environment and discipline. A weekly work schedule is posted at the same time, each week, so each employee knows their schedule a week ahead of time. Employee incentives like employee of the month, and year, awards are used, along with the possibility of career advancement. Daily, monthly, and annual training or coaching to ensure each employee knows their job task and what is expected of them. A binder is kept in different areas of the dining facility so the employees can refer to them for reminders of job duties, policies, regulations, and procedures. Employees are evaluated annually and given a pay increase depending on the evaluation score. The supportive approach used is to show an interest in each employee and how they are doing. To know each employee’s...
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...listening. When actively listening to someone speak, it is important to do the following: smile, make eye contact, and maintain good posture. Depending on the conversation, you can also mirror the speaker’s facial expressions to show that you are actively listening. This can help show sympathy and empathy in more emotional situations. Developing good listening skills will help in the spread of fewer misunderstandings at the workplace. A work relationship can suffer from problems of misunderstanding which can affect your work environment. It is important to participate in effective listening to express to co-workers and superiors that their speech is important and respected by you. When getting out in the workforce, you may notice that different jobs carry a “vibe” in the workplace. This is the overall feeling that you get when you interact with your co-workers and superiors. Some work groups are warm and comforting, others are cold and unsettling. These feelings tell you the kind of climate that you are in. By learning to express yourself in a supportive rather than a defensive way, you open the door to improving the communication climate in all of your relationships. Dr. Jack Gibb examined characteristics of communication climates in order to determine what factors made situations either positive or negative. His research shows that...
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...Climate Essay Jamieca Jefferson HCS/131 Cheryl Gates 4/12/2016 Climate Essay Listening is a vital part of workplace communication. There is a difference between active listening and non-active listening. Being an active listener means to take interest in both the speaker and the message. Active listening is an important tool used in the workplace to build bonds with coworkers, increase productivity, settle disagreements, boost confidence, and help improve accuracy. Active listening also helps to improve the climate in the workplace. Supportive and defensive climates help to improve employee interaction in the workplace. When actively listening, and utilizing supportive and defensive climates, the workplace can be a more relaxed environment. Active listening promotes respect and trust among coworkers, whom are usually the sender and receiver within the conversation. For example, by effectively communicating with a coworker, you are building trust and understanding, which lets the coworker know that they can always come back and talk to you. Productivity is increased when coworkers use active listening to address problems. For example, if a coworker is struggling in an area that is my strength, I would hear them out and offer advice to help them improve. Active listening helps both parties to keep a “cooler head” when settling disagreements. For example, active listening can help tremendously when two coworkers are not seeing eye to eye, by allowing them...
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...concern himself with the reasoning for his employee’s shortcomings. Wood also suggests that initially one should avoid passing judgments. “Imposing our own judgments separates us from others and their feelings” (Wood, 2013, pg.158). During the first interaction, Alan starts the conversation by criticizing the woman for working too slow and how it is in turn slowing the entire team. This leads to the employee feeling that her job is now being threatened, leaving them both feeling uncomfortable and ineffective. 2. Describe how Alan’s opening thoughts on his job, narrated in the video, affect his approach to the performance reviews. Does Alan’s view of his job foster a negative or positive work atmosphere with his employees? Explain. Alan had extremely negative self-talk regarding his performance at work which lead to a very negative atmosphere with his employees. He feels “inadequate” and his employees tend to resent him after the performance interviews. I think that by thinking these negative thoughts they exude into his actions and behaviors. I think his inability to listen is best described by Wood as “Preoccupation” (2013, pg. 150). He is so concerned with his own feelings of inadequacy that he is unable to...
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...schedules, lack of management support, and corporate culture. These barriers do not operate independently, but rather work hand-in-hand in preventing organizations from achieving a family-supportive environment. One barrier that prevents organizations from implementing family-supportive policies concerns prevailing assumptions regarding gender roles and their relation to work and to family (Thompson, Thomas, & Maier, 1992). Thompson et al. refer to this as the "masculine ethic" in organizations. Workplaces and their reward systems are still generally built around the male model of work. Guidelines for achieving success in organizations (e.g., assertiveness, competition, heroic action) are closely associated with conventional images of masculinity (Rapoport, Bailyn, Fletcher, & Pruitt 2002). The "ideal worker" is one who works full time and overtime and takes little or no time off from work for childbearing or child rearing (Williams, 2000). The persistent view regarding the career patterns of men and women is that women are more committed to family than to work, and that men are more committed to work than to family (Cook, 1994). Consequently, family supportive policies continue to be seen as policies primarily designed to "help" women (Lewis, 2001). Another barrier mentioned by Thompson et al. (1992) is the lack of leadership on national policy regarding work and family issues. Although the lack of national policy might more accurately be considered a societal barrier rather...
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...Effective Group Work in the Mathematics Classroom Traditionally, secondary mathematics classrooms consist of the teacher communicating content to students through lecture. In this setting, the teacher contributes the most to the discussion, while students listen and attempt to learn by taking notes and following along with the teacher. During middle school and high school, I experienced the traditional style of teaching and learning mathematics. At the time, I did not think anything was wrong with it. However, lecture and individual work was all I ever knew, and the possibility of group work never crossed my mind. In college, I have observed and read about several ways to make the classroom environment more conducive to learning. Group work...
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...explain what style you would use with each party and why? Yes, we chose situational leadership style. Situational leadership is based upon combining levels of directive behavior and supportive behavior. You can think of directive behavior as an order and supportive behavior as providing support or guidance. It focuses on four major different leadership behaviors based on the levels of directive and supportive behavior: * Telling is where the leader demonstrates high directive behavior and low supportive behavior * Selling is where the leader demonstrates high directive behavior and high supportive behavior * Participating is where the leader demonstrates low directive behavior and high supportive behavior * Delegating is where the leader demonstrates low directive behavior and low supportive behavior We will first arrange the role of each staff and further instruction regarding from the work, resulting for more effective and organized work. Making the sales agents handle the signs instalment, coordinating open house showing and dealing with clients with the leader’s support. Assisting by rental property manager for client’s ability to pay and record, maintenance of the house and handling of paperworks, contracts, and documents. Letting the office assistants do the office works, events, receiving and distributing communications. With this, communicating with the main office will be easier, hassle free, and less time consuming. While the accountant prepare...
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...Organizational behavior is a field of study that investigates the impact that individuals, groups and structures have on behavior within an organization. It is an interdisciplinary field that includes sociology, psychology, communication, and management; and it complements the academic studies of organizational theory (which is focused on organizational and intra-organizational topics) andhuman resource studies (which is more applied and business-oriented). It may also be referred to as organizational studies ororganizational science. The field has its roots in industrial and organizational psychology. Organizational studies encompass the study of organizations from multiple viewpoints, methods, and levels of analysis. For instance, one textbook[1] divides these multiple viewpoints into three perspectives: modern, symbolic, and postmodern. Another traditional distinction, present especially in American academia, is between the study of "micro" organizational behaviour — which refers to individual and group dynamics in an organizational setting — and "macro" strategic management and organizational theory which studies whole organizations and industries, how they adapt, and the strategies, structures and contingencies that guide them. To this distinction, some scholars have added an interest in "me so" scale structures - power, culture, and the networks of individuals and i.e. ronit units in organizations — and "field" level analysis which study how whole populations of organizations...
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...Associate Level Material Appendix D Contingency Theory of Leadership |Description of work environment | | | |Contingency Theory of Leadership Description of work environment The work | | |environment I reviewed for this assignment is a full service coin-op. | In the table below, categorize different leadership approaches that could be used in the work environment you have described. Provide different suggestions for each of the four approaches to leadership. |Directive approach |Supportive approach | | The directive approach on the part of the manager would be the |Developing clear work rules and procedures and ensuring that | |one used mostly to have a good work environment. Treating workers|employees understand rules and follow them. Being friendly and | |as equals Acting in a non-threatening way. This should improve |approachable Showing concern for well-being and needs of | |the quality of customer care and work environment. |employees, no matter the outcome just be supportive to their | | |needs and do not ignore them. | |Participative...
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...academically and emotionally. Creating classroom environments that promote positive interactions can motivate students to channel their...
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...supports my leadership style in my workplace. I believe that effective results are better attained when leaders emphasizes more on relationship than spending a good portion of the time monitoring subordinates to meet target. To this end, I have an open door policy at work where my staffs are encouraged to meet and share ideas on what, in their opinion, constitute the right course of action. I encourage my team leaders to consult with team member in the developing strategies of meeting set goals. I have an inclusive culture at my work where employees are made to feel they are a part of decision making- and that their contributions are of a greater value to how we collectively solve problems, how we function well as a group and what it takes for us to attain set goals. I do invite my staff to after work activities such having dinner together and drinking at various spots with the aim of enhancing the spirit of the team. Showing a concern for the well being of my staff is an important tool I employ in gaining their confidence as a leader. To this I end I continually create environments where my subordinates are encouraged to discuss personal life challenges which have potential to impede or hinder their regular work...
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...Supportive Relationships that help Reduce Risk of Abuse and Neglect P6: Explain the role of supportive relationships in reducing the risk of abuse and neglect M3: Discuss the role of supportive relationships in reducing the risks of abuse and neglect, using examples In order for a vulnerable individual to feel confident and feel as though their needs are being met, a supportive relationship is essential. A supportive relationship is a relation based on empathy and encouragement and involves the care and support from those around them such as, friends, and family and care workers. Supportive relationships can affect an individual’s health and well-being in a positive way and by having the support of others around them can give the individual confidence and make the individual feel better about themselves. It also means that trust is built between the carer and the cared for, and when something goes wrong, the individual feels that they can go and report it someone who is close to them, who can then go on to resolve the situation. For a new care worker this could prove difficult for them to create any kind of relationship with a client or service user, but they would need to consider both the nature of themselves, and the individual they are supporting’s role. Being a vulnerable adult leads them to being susceptible to various forms of abuse and/or neglect, and because of the very nature of what is happening they may have no idea as to how to respond to the abuse – finding...
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