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Hughesnet for a better connection

admin — Fri, 26 Jun 2009 03:35:12 +0000

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Understanding for the public speaker

admin — Fri, 05 Jun 2009 14:50:07 +0000

The students in our sample confirmed the importance of the master need of understanding. Speakers attempted to help their listeners understand a wide range of subject matter, explaining such things as cloning, genetic testing, and the legal and moral issues involved in sexual harassment. Apparently, we all need to understand the world and the people around us, so we look for the causes of events and try to figure out why people act as they do. This curiosity may also explain the appeal of foreign travel and cross- cultural comparisons. One student talked about what she had learned in a cultural exchange visit to China. Another compared holiday customs in Mexico and the United States. This suggests that you can make almost any topic interesting to your audience if you can show them how understanding it might empower them. Speeches that emphasize the need for understanding are typically informative.

RGC13

admin — Mon, 18 May 2009 21:42:01 +0000

Individual-Organization Exchanges

admin — Mon, 11 May 2009 14:42:30 +0000

Social life suggested that power and exchange are important considerations. in understanding human behavior. There are three categories of exchange relationships people have with organizations committed, calculated and alienated involvements. Characterized committed involvements as moral relationships of high positive intensity; calculated involvements as ones of low positive or low negative intensity, and alienated involvements as ones of high negative intensity. Committed involvements may characterize a person’s relationship with a religious group, and alienated involvements may characterize a person’s relationship with a prison system. Calculated involvement and Blau’s ideas about power in social exchange are the best frameworks for understanding a person’s relationship with a work organization.
Calculated involvements are based on the notion of social exchange in which each party In the relationship demands certain things of the other and contributes accordingly to the exchange. Business partnerships and commercial deals are some examples of calculated relationships.
Each party to the exchange demands upon the other. These demands express the expectations that each party has of the other in the relationship. The organization expresses its demands on the individual• in terms of organizational goals, job, expectations, performance, feedback. These are among the primary and formal instruments through which workers learn about organization demands and expectations of them. While. the organization ha some demands, the individual has needs to be satisfied as conceptualized in the theories of Maslow, McClelland arid others. Different individuals have different needs.
The demands from both parties imply contributions from each to make the exchange. Employees are able to satisfy organizational demands through a range of contributions. These may include skills, abilities knowledge,, professional contacts, hard work and efforts and natural talents and creativity. On the other hand, organizations have a range of contributions in terms of benefits, security, status, advancement opportunities and social contacts. Some organizations are richer in resources and better able to meet employee needs, others have fewer resources available to meet employee needs.

Worker motivation and performances

admin — Thu, 02 Apr 2009 14:41:31 +0000

In business organizations, the relation between motivation and worker performance in an issue that needs to be addressed by the manager.
Studies of worker motivation have shown that the main problem in worker motivation is not getting the workers to do their assigned job but with enlisting their cooperation and loyalty for the company. The whole problem is the development of attitudes, loyalties and capabilities for making sacrifices towards an entity. that has greater consequence in the individual worker than his own job as his personal welfare.

Strategies of the human relations approach to change

admin — Thu, 12 Mar 2009 14:39:34 +0000

There are numerous approaches to human relations, each one dealing with different problems. Yet, all are concerned with prctecting personal values, solving problems of interpersonal relations, reducing tension between groups and develàping better methçxls of. resolving conflicts. The prime concern of human relations approach is the perception, attitude and behavior of individuals within the organization and the contacts among groups, It also includes the needs of the individual as interreLated in the needs of the organization and human values rather than organizational ones that are emphasized. The following group processes may be used to improve interpersonal relations In’ the organizations
“SensItivity Training” or the use of T-Groups. Sensitivity training attempts to change individual and interpersonal behavior through unstructured group processes. The training process relies primarily and almost exclusively on the behavior experienced by the participants; that is, the group itself becomes the focus of inquiry. It fosters conditions where group members, by examining data generated by themselves, try to understand the dynamics of group behavior. Example of such conditions are decision processes leadership and influence processes, norms, roles, communication distortions, and effects of authority on a number of behavior patterns, personality, and coping mechanisms. In short the participants become more sensitive to the processes of human interaction, learn to analyze these phenomena’ and eventually acquire concepts that make it p0S. sible to order.,and control them. Members of the group are drawn either from a single organization or from many; but regardless of the composition of the group, the goal is still to focus on the interpersonal relationship within ft afld then use the insights gained to change the home organization.

On-site Consulting

admin — Mon, 16 Feb 2009 14:38:23 +0000

On-site Consulting, the Tri-Shock pioneered the effort to bring psychological and sociolO9ical Information directly to heap on change processes In an organization and examine the interpersonal relationship within it in order to suggest changes that might help. The difference between this approach and the use of T-groups is that the Tn-Shock people approach “natural” system and remind the way it functions. Their solutions to interpersonal conflicts usually involve changes in managerial attitudes and in the relations between peer groups. In short the consultant (in this casd the Tn-Shock Institute people) attempts to look behind the overt symptoms and search for the social reality blocking effective communication and effective Interpersonal relationship.
Information Feedback — This strategy is the information gained in on-site research for promoting change in group processes. Basically it attempts to gather information about the attitudes of the people working within an organization’ to of all the data book for both management and monitors and then to use the information to structure interpersonal relationships more effectively.
Other Strategies — Peer group dynamics counseling. procedures and group therapy are other strategies for change. Taken together, they are essentially designated to change individual attitudes and Inter group relationships. Since business emphasizes . human relationships, workers should be aware of some behavior patterns that will enable them to develop and maintain loyalty, mutual trust and goodwill.

Overcoming Resistance to change in business organizations

admin — Tue, 06 Jan 2009 14:23:46 +0000

Building trust and confidence Is important In. overcoming resistance to change. Trust and confidence in management are directly related to past experiences. When management has misrepresented the results of changes, by falling to level off with employees, the resistance tends to become even. Greater Trust build up if management deals with employees in an opera and straight forward manner. Group participation is an effective way to build support for change. Usually more than one person is involved and a person’s behavior is firmly grounded in the different groups to which he belongs; hence the utilization of group forces will encourage an individual to change. The power of a group to Induce change depends partly upon the strength of the individual attachment to. it. The more attractive the group Is to each member, the greater is Its influence on that person. Influence is further increased if members with top prestige in the group support the change. In both formal and informal groups it is desirable to deal with the emotional content of change with its rational Implication. Intellectual commitment Is -necessary but by Itself it cannot guarantee support because mot changes have emotional and sentimental overtones.

The Control use by the public speaker

admin — Sat, 06 Dec 2008 14:43:48 +0000

Control goes along with understanding. We need to understand things, or at least think that we understand them, because this makes us feel less vulnerable. It gives us a sense of having some control over our lives—of being able to influence events and people—of shaping our own destiny. Our desire for control may place us in competition with others. Speeches that show listeners how they can gain control over their environment, over themselves, or over others typically hold the audience’s attention. In the student speeches, however, the theme often was not so much exercising control as warning about controllers. Cloning and genetic testing, as well as other forms of technology, could have dire as well as favorable consequences for the human species. The powerful forces of advertising, in the hands of the tobacco, firearms, or insurance industry, can turn control against us. Thus the fear of control is often a powerful motivational appeal. Speeches that satisfy our need to gain, regain, or resist control over the forces around us are typically persuasive in nature.