Understanding Communication Communication And Communication

TABLE OF CONTENTS PURPOSE OF HANDBOOK UNDERSTANDING COMMUNICATION TYPES OF COMMUNICATION METHODS OF COMMUNICATION INTERPERSONAL COMMUNICATION STYLES COMMUNICATION STYLES COMMUNICATION ROADBLOCKS HOW TO OVERCOME COMMUNICATION ROADBLOCKS THE DO’S AND DO NOT’S OF EFFECTIVE COMMUNICATION HOW TO LISTEN EFFECTIVELY CONTENT PERTINENT TO SPORT STUDIES SYLLABUS SHELL PORTFOLIO EXIT EXAM STUDY GUIDES 3 AND 4 YEAR PLANS FOR MAJORS WRITTEN COMMUNICATION CHECKLIST ELECTRONIC COMMUNICATIONS PURPOSE OF THE COMMUNICATION HANDBOOK The purpose of this communication handbook is to describe the basics of communication in the higher education environment. Included within is an explanation of effective communication, barriers to effective†¦show more content†¦Parties communicating have an impact on each other. Effective communication means that the message intended to be sent by one person is the same message received by another. Factors to be considered in the transaction of sending and receiving are: †¢ Author—knowing your communication style and being able to edit and adjust to a particular situation †¢ Audience—what are the needs of the audience and what do you want them to understand? †¢ Purpose—your motive will frame the vocabulary, language, and tone used to communicate †¢ Topic—you should clearly reveal your topic to your audience early in the process †¢ Occasion—level of formality, purpose, and tone Rights and Responsibilities in Communication Rights Responsibilities You have the right to be treated with respect You have the responsibility to treat others with respect You have the right to have and express your own opinions You have the responsibility to listen to the opinions of others You have the right to ask for what you need and want in order to be effective You have the responsibility to acknowledge and address the needs of others You have the right to set reasonable limits You have the responsibility to respect the limits and boundaries of others. http://www.skylineuniversity.ac.ae/App_Themes/Handbook%20on%20Communication%20Skills.pdf Types of Communication Communication can be classified in the following ways: †¢ Intrapersonal—embracing thoughts, experiences, and

Review of Entering Into the Serpent and How to Tame a Wild...

Gloria Anzaldua wrote two essays Entering into the Serpent and How to Tame a Wild Tongue. It is difficult for me to understand because both of these two essays are in English and Spanish. I think it is the author’s purpose that let people know how difficult it is to suffer from different cultures and languages. Anzaldua mainly talks about the differences in cultures and languages to show how she fights against people’s common sense of American culture. First, she talks about many stories about Spanish cultures. Anzaldua was scared by a snake. There was a myth about that snake. â€Å"A snake will crawl into your nalgas, make you pregnant† (Anzaldua 29). Anzaldua thinks that it is la Vibora, snake woman. This snake woman becomes the symbol of†¦show more content†¦Ã¢â‚¬Å"We lose something in this mode of initiation, something is taken from us: our innocence, our unknowing ways, our safe and easy ignorance† (Anzaldua 40). Besides culture stuff, Anzaldua also suffered from a lots of language problems. Language is widely used by people to identify others. â€Å"The first time I heard two women, a Puerto Rican and a Cuban, say the word â€Å"nosotras,† I was shocked† (Anzaldua 43). Anzaldua was shocked because some female people can’t use another word nosotros. We can see that Azteca Mexican had a male-dominated culture and people judged other’s status from the language difference. Chicano Spanish is the language that Anzaldua uses for communicating with her family. â€Å"Chicanas who grew up speaking Chicano Spanish have internalized the belief that we speak poor Spanish† (Anzaldua 46). People always get hurt because of bad language. â€Å"Ethnic identity is twin skin to linguistic identity—I am my language† (Anzaldua 46). Anzaldua had drawn a relationship between her identity and the different languages she uses. Chicano Spanish was considered as poor people’s language in whites’ eyes. And finally she talks about the race. They know how to survive from the others. â€Å"When other races have given up their tongue we’ve kept ours† (Anzaldua 50). We don’t need to care too much about their thoughts. Everyone has his own way to survive and lead his life. â€Å"One day the inner struggle will cease and a true integration

Charles Babbage, A Brilliant And Well Educated Man

Charles Babbage was a brilliant and well educated man. His mother, Plumleigh Babbage gave birth to him in 1791 A.D. His father’s name was Benjamin Babbage. He was one of four children. His father was a banking partner of founding Praed’s Co. in London. Benjamin was a rich man, so he and his wife had big plans for Charles to attend many good schools; but when he was around the age of eight, he had to move to a country school in order to recover from a life threatening fever. He had an unstable and delicate health status for most of his early life, which kept him from going to the schools his parents wanted him to go to. He relied on private lessons and teachings for most of his childhood. He attended two different colleges as well. First, he went to Trinity College in Cambridge but wasn’t pleased with the math program there. So, he then attended Peterhouse, in Cambridge. He was the best mathematician at Peterhouse. He graduated from Peterhouse but didn’t r eceive an honorary degree. He wasn’t successful when he first graduated. He did some lectures on astronomy every now and then; And eventually helped to establish the Astronomical Society. A little later he received his honorary degree without question. After receiving his honorary degree, he married Georgiana Whitmore. They had eight children together. Five of their children never lived to become adults. In 1822, Charles designed the plan and idea of a machine that he called the â€Å"difference machine†. TheShow MoreRelatedImportant Thinkers of Management Their Contribution2587 Words   |  11 Pagesresources† (Cascio). 7-S framework created by McKinsey amp; Company distinguishes seven components in a company’s architecture: strategy, structure, systems, staff, style, skills and shared values. PF Drucker had remarked that â€Å"man, of all the resources available to man, can grow and develop purpose of human resource management is to improve the contribution made by people to organizations, (Davis) through effective and efficient use of resources HRM is, to some extent, concerned with any Read MoreMGT1FOM Key Management Theorists26579 Words   |  107 PagesWiley Sons, Hoboken, NJ. Contents Babbage, Charles (1792–1871) 2 Barnard, Chester Irving (1886–1961) 4 Fayol, Jules Henri (1841–1925) 9 Follett, Mary Parker (1868–1933) 18 Lewin, Kurt T. (1890–1947) 24 Mayo, George Elton (1880–1949) 25 McCallum, Daniel Craig (1815–1878) 29 Poor, Henry Varnum (1812–1905) 29 Taylor, Frederick Winslow (1856–1915) 31 Weber, Max (1864–1920) 36 1 Babbage, Charles (1792–1871) (pp.66-69) To call Charles Babbage an irascible genius is to pay him the

The Problems Faced By Lee-Free-Sample for Students-Myassignment

Question: Discuss about the Problems faced by Lee, a Korean by birth, who has joined a food and beverage Company in Korea. Answer: Introduction: Culture, though a broad multi-dimensional term, is in general a collective phenomenon. Culture can be defined as a collection of several norms, which are unwritten but are present invisibly in an individuals life and which shapes up the lifestyle of individuals, both in personal and professional domains and determines the code of conduct of individuals belonging to a specific group. In other words, culture is one of those yardsticks, which separate one ethnic or geographical group from another (Moran, Abramson and Moran 2014). Many a times, stiff differences in cultural patterns between two geographical locations create difficulties especially for those who try to move from one of these locations to another. The problems, though appear to be non-significant in personal domain, are more apparent in professional set up of an individual as these can leave negative implications on his or her career. This assignment deals with the issues faced by Lee (Barak 2016). A Korean by birth, Lee h as been in Australia for one and a half decade for higher studies and MBA. Lee has also bagged an internship here, before moving to Korea, to join an international food and beverage enterprise (Yang et al. 2012). Accustomed to Australian culture and way of living, Lee faces several issues in the Korean company. The problems faced by Lee are mostly due to the differences in the cultural patterns of the two countries. This situation is analyzed in this report, with the help of Hofstedes Framework, which deals with several cultural dimensions (Hofstede, Jonker and Verwaart 2012). Hofstedes Cultural Dimensions: The Framework designed by Hofstede, analyzes the cross-cultural differences in communications and behaviors of different countries with respect to the following indices of measuring cultural dimensions (Geert-hofstede.com, 2017): Collectivism and Individualism- The societies, where, in general people prefer working together in a collective and integrated framework and aim towards fulfilling community goals over individual interests, usually score more in collectivism criteria. On the contrary, individualistic societies consist of majority of such people who puts achievement of personal targets and gaining personal material satisfaction over welfare of the society as a whole (Gorodnichenko and Roland 2012). Index of Power Distance- Power distance refers to the presence of hierarchy in a society and the stiffness of the relationships between an individual and his or her superiors. High scorers in this index are those societies where there are existences of stiff hierarchical constructs and the juniors have to maintain strict code of conduct to approach their superiors. On the other hand, societies with comparatively flatter dynamics score low in this index (Hofstede 2013). Masculine and Feminine-Heroism, personal accolades and material achievements are linked with success in masculine societies, whereas, those scoring low in masculinity, gives more emphasis on cooperation, modesty and collective, non-materialistic achievements and cares for the ones with lesser capabilities (Hofstede, Jonker and Verwaart 2012). Indulgence- Indulgence means fulfilling ones personal desires and living the life one wants to live. A society allowing these activities and putting lesser restraints on how an individual should express his desires and emotions scores more in this index than those imposing greater restrictive norms on lifestyles of its members (Kohun, Bur?ik and Skovira 2012). Index of Uncertainty Avoidance- Generally, greater rigidity and lesser acceptance of new and innovative ideas fetch more score in this index and a more flexible and accepting society, which accepts non-conventional ideas and implements, changes more easily, scores less in this dimension (Geert-hofstede.com, 2017). Long Term Orientation (Alternatively Confucian Dynamics) This is the sixth dimension in this framework. Higher ranks in this index signify that the particular community is more inclined towards practicality and applicability than following of traditional norms only (Fitzgerald 2013).] Situational Analysis using Hofstedes Framework: The situation faced by Lee in the Korean company, can be explained with the help of the above framework. Lees habit of leaving early after completion of his tasks can create a negative perception about his professional conduct in the Korean company (Barak 2016). This may be because Korea, in general is a high scorer in the Power Distance Index, implying that a rigid hierarchical construct is present in the society as a whole and several norms are abided by the juniors to not appear rude or non-accepting the superiority of their seniors. Accustomed to Australian way of living, coloring his hair or wearing casual clothes in workplace may not seem to be anything unnatural to Lee. However, in his Korean work environment, these simple behaviors may have significant implications; mostly negative (Bae, Rowley and Sohn 2012). Scoring low in Indulgence Index in the Hofstedes Framework, the company may perceive these behaviors of Lee as an indicator of non-acceptance of Korean work culture, th ereby, creating difficulties for Lee to blend in the new work environment (Kohun, Bur?ik and Skovira 2012). Lee has an individualistic approach in general, living mostly in Australia. He targets to attain personal appreciations and tries to stick out of the crowd by giving efforts to gain personal attention of his superiors. This may however, appear inappropriate to his coworkers as they are more accustomed to collective way of working and aim towards achievement of team goals and group appreciations over personal accolades. Korea is also a high scoring country in the Uncertainty Avoidance Indicator (Rinne, Steel and Fairweather 2013). This may imply that the Korean company, which Lee works, may not be very accepting to new and innovative ideas and prefer to go on working following the traditional norms. In this set up, Lees approach of coming up with new and innovative suggestions for the company may not be seen as an appropriate formal behavior and though his seniors may hear to his suggestions, they are less likely to be implemented for real. These factors in a cumulative manner may hav e attributed in the creation of an environment, hostile and unfavorable for Lee in his new workplace (Warner 2014). Lees Potential Strategies: Most of the issues faced by Lee, in his new Korean work environment, are due to the differences in the work cultures of Australia, where he has stayed for long and from where his lifestyle has shaped up and Korea, where he has come to work recently. Many of his trivial habits and not so significant behaviors in the new Korean workplace, has led his coworkers to create non-favorable perceptions about Lees professional attitude, thereby creating a hostile and non-welcoming environment for Lee in his new professional domain (Warner 2014). However, the situation can be handles and improved if Lee implements several small changes in his appearance and behavior in the workplace. Not only this can help in easing the work environment and relationships of Lee with his colleagues, it will also help in his image building which can have long term benefits (Bae, Rowley and Sohn 2012). Few recommendations regarding such changes are as follows: Instead of leaving his work place early (though he might have finished all his works), waiting for his superiors to leave fast may be seen as a good professional conduct on part of Lee. This may be seen as a way of paying respect to his seniors, which will be welcomed by his superiors as Korea in general has a rigid hierarchical construct (Warner 2014). Lee may start coming to his office in simple and decent formals instead of casual clothing. Avoiding loud hair dyes may be a simple and easy step that Lee can take. Although this may appear apparently non-significant and may not have any effect on Lees lifestyle at all, this may have substantial positive implication in his work life, as he will not stick out of the crowd. This will make it easy for him to mix well with his co-workers thereby decreasing the hostility in his job environment (Holmes and Stubbe 2015). Individualistic approach of Lee is one of the primary reasons for the non-friendly job environment he gets in his work place. To create a positive image for himself, Lee can replace his efforts to gain personal appreciations by sticking out from others with a collective approach. He can try to work together with his team and target team achievements. This may help in taking his team forward on one hand and help him in gaining confidence of his co-workers, which in turn may have positive effects on his career graph (Moran, Abramson and Moran 2014). Lee can also create a favorable place for himself in his Korean work set up by maintaining a more introverted and reserved approach as a part of his formal code of conduct. This will most likely be perceived as a symbol of his wisdom and control over his emotions and will fetch him respect as well as cooperation from his co-workers in the Korean company (Holmes and Stubbe 2015). Managers Potential Strategies: With the advent of new-age business framework, post globalization, creation of an integrated, flexible and change-accepting work environment is mandatory on part of the Korean Manager of the concerned company (Buja 2016). He can integrate the individualistic but talented employees in his office in the following ways, without sacrificing the competitive edge: a) Individualistic employees work for personal accolades and appreciations more than company targets. Therefore, to keep them motivated, without gaining negative attentions of the collectivistic ones, the Manager can use verbal appreciations and little non-verbal expressions, which may act as boost ups for the former ones (Holmes and Stubbe 2015). b) To stay ahead of competition, innovation is an absolute necessity for any firm in any corner of the world. The restrictive and non-welcoming nature of the Korean company, to new ideas and innovations need to be rectified. By incorporating the potential and innovative concepts taken from the employees, not only the Korean Manager cannot only encourage his employees to take interest in their work but also can create future prospects for his company in the global business environment (Warner 2014). c) To motivate the employees, especially those who are not accustomed to an introverted and reserved working environment and feels uncomfortable in working in a stiff hierarchical framework, the manager can create a more amiable and approachable work environment where the employees feel less restraints in approaching their seniors with new ideas, questions as well as work related problems. These simple strategies may prove beneficial for both the ends in the long run (Buja 2016). Conclusion: In the above discussion, the problems faced by Lee in his new work environment, situated in Korea are analyzed in details. Much of these problems are found to be having their roots in the cultural differences between Lee, who is more accustomed to Australian lifestyle and his Korean workplace. The discussion tries to recommend several simple to implement strategies for Lee, which can solve his problems to considerable extent, without changing his lifestyle as such. The report, in the later parts, also discusses about the potential strategies that the Korean Manager can take to keep his employees, especially those individualistic but talented ones, who can be valuable assets for the company. References Bae, J., Rowley, C. and Sohn, T.W. eds., 2012.Managing Korean business: Organization, culture, human resources and change. Routledge. Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Buja, E., 2016. Hofstedes Dimensions of National Cultures Revisited: A Case Study of South Koreas Culture.Acta Universitatis Sapientiae, Philologica,8(1), pp.169-182. Fitzgerald, A., 2013. Long Term Orientation.Month. Geert-hofstede.com (2017). [online] Geert-hofstede.com. Available at: https://geert-hofstede.com/ [Accessed 17 Aug. 2017]. Gorodnichenko, Y. and Roland, G., 2012. Understanding the individualism-collectivism cleavage and its effects: Lessons from cultural psychology. InInstitutions and comparative economic development(pp. 213-236). Palgrave Macmillan UK. Hofstede, G., 2013. Hierarchical power distance in forty countries.Organizations Alike and Unlike, ed. CJ Lammers and DJ Hickson (London: Routledge and Kegan Paul, 1979), pp.97-119. Hofstede, G.J., Jonker, C.M. and Verwaart, T., 2012. Cultural differentiation of negotiating agents.Group Decision and Negotiation,21(1), pp.79-98. Holmes, J. and Stubbe, M., 2015.Power and politeness in the workplace: A sociolinguistic analysis of talk at work. Routledge. Kohun, F.G., Bur?ik, V. and Skovira, R.J., 2012. Research into Hofstedes thesis. InKnowledge and Learning: Global Empowerment. Proceedings of the Management, Knowledge and Learning International Conference(pp. 989-997). Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Rinne, T., Steel, G.D. and Fairweather, J., 2013. The role of Hofstede's individualism in national-level creativity.Creativity Research Journal,25(1), pp.129-136. Warner, M., 2014.Culture and management in Asia. Routledge. Yang, L.Q., Spector, P.E., Sanchez, J.I., Allen, T.D., Poelmans, S., Cooper, C.L., Lapierre, L.M., O'driscoll, M.P., Abarca, N., Alexandrova, M. and Antoniou, A.S., 2012. Individualismcollectivism as a moderator of the work demandsstrains relationship: A cross-level and cross-national examination.Journal of International Business Studies,43(4), pp.424-443