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CHAPTER 12Communication in Families and at Work, continued…
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Section 5INTERPERSONAL COMMUNICATION AT WORK
Interplay
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
How important is communication at work?
400 HR Managers: Interpersonal/human
relations at the top of the list.
Communication skills ranked higher than GPA, specific degree held and technical skills.
Public Forum Institute: “Participants responded that soft skills, such as interpersonal relations, critical thinking, and problem solving, were more sought after in candidates than were hard skills, such as computer literacy, writing, and technical skills.”
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Advancing Your Career: Networking
Interpersonal communication skills help you network. Networking: Process of
deliberately meeting people and maintaining contacts to get career information, advice, and leads.
Identifying your networks Face to face or mediated
i.e., Facebook, MySpace. Consider immediate and
distant contacts Join networks of strangers
to seek job leads through career networking or community. Interplay, Eleventh Edition, Adler/Rosenfeld/Proctor
Copyright © 2010 by Oxford University Press, Inc.
Interviewing for Employment
Interviews are a conversation, but without social chats
Interviews are: Purposeful Structured Controlled Balanced in
participation
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Before the Interview
Clarify the interviewer’s goals Education and training
most important? Initiative? Experience?
Discover hidden goals Come prepared
Extra resumes Take notes Copies of past work References Advance research of the
organizationInterplay, Eleventh Edition, Adler/Rosenfeld/Proctor
Copyright © 2010 by Oxford University Press, Inc.
During the Interview
Make a good first impression Arrive 10-15 minutes early Consider clothing Research: First exchange can
shape success or failure: First four minutes!
Get off to a good start Greeting Informal conversation Establish common ground
Give clear, detailed answers Think: “General theme, then
specifics.” Come with brief stories,
illustrations, examples that highlight your abilities and skills.
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
During the Interview
Keep your answers focused Beware of rattling on; employ turn-taking. Answers shouldn’t run over a minute or two. First four minutes!
Follow the interviewer’s lead Interviewer sets the emotional tone Tone doesn’t fit? Job may not fit.
Come prepared to answer the interviewer’s questions.
Come prepared to ask the interviewer questions Interview the company as much as they are interviewing
you. Good questions show you’ve done your homework, but
avoid salary/ benefit questions.
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
After the Interview
Note of thanks—be one of the few!
Express appreciation
Identify specific information learned during the interview
Show how what you learned makes you a good match for the job
Confirm the next steps.
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Section 6COMMUNICATING IN ORGANIZATIONS
Interplay
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Formal and Informal Relationships
Formal communication: Interaction that follows officially established channels.
Upward communication: Subordinates communicate with their bosses—sometimes in a way that distorts negative information and puts it in a positive light. What subordinates are
doing Unsolved work problems Suggestions for
improvement How subordinates are
feelingInterplay, Eleventh Edition, Adler/Rosenfeld/Proctor
Copyright © 2010 by Oxford University Press, Inc.
Formal and Informal Relationships
Downward communication: Managers address message to subordinates Job instructions Job rationale Feedback
Horizontal communication: Occurs between people who don’t have direct supervisor-subordinate relationships. Task coordination Sharing information Conflict resolution
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Formal and Informal Relationships
Informal communication: Friendships, shared personal or career interests, proximity.
Informal messages supplement formal messages: Confirmation Often more efficient
and accurate
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Face-to-Face and Mediated Relationships
Virtual teams Groups that operate
electronically can communicate in ways that otherwise wouldn’t be possible.
Communication medium has advantages and drawbacks.
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Section 7RELATIONSHIPS IN WORK GROUPS
Interplay
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Personal Skills in Work Groups
Relational skills as important as task-related skills Relational roles (Benne & Sheats)
Encouraging participation Harmonizing Relieving tension Evaluating the group’s emotional climate Giving praise Listening thoughtfully to the concerns of others
Best teams struggle on the path to consensus Orientation: harmony/politeness Conflict Emergence: members enthusiastically or reluctantly
accept team’s decision. Reinforcement
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Group Cultures
Organizational cultures Relatively stable, shared
rules about how to behave and set of values about what is important
“The way things are around here.”
Dimensions of communication Sociability Distribution of power Tolerance for new ideas Ways of managing conflict Emotional support
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
Leadership, Power, and Influence in Working Groups
Designated leader Person (people) with official
titles that indicate authority. Every member of a working
team has at least one resource of power that affects the group. Expert power: Designated
leaders aren’t always the best or only experts.
Reward power: Members can bestow their own rewards.
Coercive power: Anyone can “punish.”
Referent power: Influence that comes from members’ mutual liking and respect.
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.
END OF SECTIONInterplay
Interplay, Eleventh Edition, Adler/Rosenfeld/ProctorCopyright © 2010 by Oxford University Press, Inc.