1. INTERPERSONALCOMMUNICATIONCHAPTER 11 WORKPLACE,GROUPS, TECHNOLOGY, ANDINTERVIEW, SKILLS

2. PREVIEW:WORKPLACERELATIONSHIPSSMALL GROUPCOMMUNICATIONELECTRONICCOMMUNICATION(TECHNOLOGY)INTERVIEWS 3. WORKPLACERELATIONSHIPS(CHAPTER 10) 4. FRIENDSHIPSROMANCEFORMALWORKPLACE RELATIONSHIPS 5. VALUE OF WORKPLACEFRIENDSHIPS:INFORMATION EXCHANGESOCIAL SUPPORTORGANIZATIONAL SUPPORTNEWCOMER ASSIMILATIONIMPROVED PERFORMANCE RETENTIONORGANIZATIONAL CHANGESORGANIZATION ENHANCEDWORKPLACE RELATIONSHIPS 6. THE VALUE OFWORKPLACEFRIENDSHIPS CAN ALSOAPPLY TO WORKPLACEROMANCEWORKPLACE RELATIONSHIPS 7. ILLEGAL WORKPLACEINTERPERSONALCOMMUNICATON 8. THE DARK SIDE OFWORKPLACE ROMANCEISQUID PRO QUOHARASSMENTWORKPLACE RELATIONSHIPS 9. IMPLIED OR EXPLICITPROMISE OF REWARD INEXCHANGE FOR SEXUALFAVORS OR THREAT OFRETALIATION IF SEXUALFAVORS ARE WITHHELD,GIVEN TO AN EMPLOYEE BY ACOWORKER OR A SUPERIOR."YOU DO SOMETHING FOR MEAND I'LL DO SOMETHING FORYOU"QUID PRO QUO HARASSMENT 10. HOSTILE WORKENVIRONMENT 11. http://www.fcc.gov/encyclopedia/understanding-workplace-harassment-fcc-staff 12. Hostile work environmentharassment occurs whenunwelcome comments or conductbased on sex, race or other legallyprotected characteristicsunreasonably interferes with anemployees work performance orcreates an intimidating, hostile oroffensive work environment.Anyone in the workplace mightcommit this type of harassment a management official, co-worker,or non-employee, such as acontractor, vendor or guest. Thevictim can be anyone affected bythe conduct, not just the individualat whom the offensive conduct isdirected.www . fcc . gov 13. Examples of actions that may createsexual hostile environment harassmentinclude:Leering, i.e., staring in a sexuallysuggestive mannerMaking offensive remarks about looks,clothing, body partsTouching in a way that may make anemployee feel uncomfortable, such aspatting, pinching or intentionalbrushing against anothers bodyTelling sexual or lewd jokes, hangingsexual posters, making sexualgestures, etc.Sending, forwarding or solicitingsexually suggestive letters, notes,emails, or imageswww . fcc . gov 14. What is Not Harassment?The anti-discrimination statutesare not a general civility code.Thus, federal law does not prohibitsimple teasing, offhand comments,or isolated incidents that are notextremely serious. Rather, theconduct must be so objectivelyoffensive as to alter the conditionsof the individuals employment.The conditions of employment arealtered only if the harassmentculminates in a tangibleemployment action or issufficiently severe or pervasive tocreate a hostile work environment.Report any incident of harassmentimmediately to your supervisor,any member of managementand/or to the Director of the Officeof Workplace Diversity www . fcc .gov 15. FORMALCOMMUNICATION INTHE WORKPLACE 16. COMMUNICATIONSCHOLARS DEFINEFORMAL WORKPLACERELATIONSHIPS INTERMS OF DIRECTIONS,UP, DOWN, SIDEWAYSAND OUTFORMAL WORKPLACE RELATIONSHIPS 17. COMMUNICATIONTHAT FLOWS FROMSUBORDINATES TOSUPERIORSUPWARD COMMUNICATION 18. SUBORDINATES' FEELMORE SATISFIED IN THEIRJOBS THE MORE THEIRSUPERVISORS ARE ABLETO INFLUENCE HIGHER-LEVELDECISIONSI AM HAPPIER WHEN ITHINK MY SUPERVISORHAS A LOT OF PULL WITHHIS BOSS"PELZ EFFECT" 19. COMMUNICATIONTHAT FLOWS FROMSUPERIORS TOSUBORDINATESDOWNWARD COMMUNICATION 20. TYPE OF SEXUALHARASSMENT IN WHICH ANEMPLOYEE'S RIGHTS ARETHREATENED THROUGHOFFENSIVE WORKINGCONDITIONS OR BEHAVIORON THE PART OF OTHERWORKERS"HOSTILE WORK ENVIRONMENT" 21. COMMUNICATION THATOCCURS AMONGCOLLEAGUES ORCOWORKERS AT THE SAMELEVEL WITHIN ANORGANIZATIONHORIZONTAL COMMUNICATION 22. COORDINATE JOB TASKSSHARE PLANS AND INFOSOLVE PROBLEMSCLARIFY PROCEDURESMANAGE CONFLICTGET EMOTIONAL SUPPORTHORIZONTAL COMMUNICATION 23. COMMUNICATONTHAT FLOWS TOTHOSE OUTSIDE ANORGANIZATION SUCHAS CUSTOMERSOUTWARD COMMUNICATION 24. SMALL GROUP COMMUNICATION 25. PROBLEM SOLVINGAND TEAMS IN THEWORKPLACE 26. DEFINE THE PROBLEM ANALYZE THE PROBLEM DETERMINE THE GOALS GENERATE MANYSOLUTIONS SELECT THE BESTSOLUTIONMELVILLE DEWEYPROBLEM SOLVING STEPS IN GROUPS 27. GETTING PAST NO (WILLIAMURY): GO TO THE BALCONY-TAKEA TIME OUT STEP TO THE SIDE-ASKQUESTIONS AND LISTEN CHANGE THE FRAME-LOOKBEYOND EITHER/OR BUILD A GOLDEN BRIDGE-SAVINGFACE MAKE IT HARD TO SAY NO-EDUCATETHEM 28. LEADING A MEETING 29. DETERMINE IF THE MEETING IS NECESSARY(CONTACT MEMBERS)PREPARE AND SEND THE AGENDA AHEAD OF TIMELIMIT AND PRIORITIZE AGENDA ITEMSARRIVE EARLY-CHECK EVERYTHINGBEGIN ON TIMESTATE OBJECTIVES AND TIME LIMITSKEEP MEETING ON TRACKREMAIN IMPARTIALSUMMARIZE OFTENCOMPLIMENTKEEP MEEETING MOVING FORWARDLEADING A MEETINGEND ON TIME 30. TASK GUIDING BEHAVIORS:REQUEST INFORMATIONPROVIDE INFORMATIONCLARIFY INFORMATIONGUIDING BEHAVIORS (INITIATE MEETING,MAINTAIN AGENDA, END MEETING)ANALYZE EVIDENCE AND REASONINGLEADERSHIP BEHAVIORS INMEETINGSNEGOTIATESOCIAL GUIDING BEHAVIORS:ENCOURAGINGEXPRESSING FEELINGSHARMONIZINGENERGIZING 31. INTERPERSONAL COMMUNICATIONAND TECHNOLOGY 32. SOCIAL MEDIA IMPACT ON INTERPERSONAL RELATIONSHIPSWhile text messaging is the easiest way to say something short without havingto say it in conversation, the lacking of human interaction is becoming moreapparent. Studies suggest that younger generations are finding a decrease inquality of interpersonal communicationhttp://www.elon.edu/docs/e-web/academics/communications/research/01TurnbullEJSpring10.pdf.While emails and text messaging are a very convenient way to communicate,we are losing the personal touch as it relates to human interaction. Emails lackemotion and therefore can often be misinterpreted. Text messages resort toacronyms to avoid losing precious space in the limited character box. Everyoneis losing the personal touch that they use to get when having a face-to-faceconversation.http://www.examiner.com/article/social-media-and-the-effects-on-interpersonal-communication 33. Social media can impact futureemploymentEmployers investigate online profiles for hiring,firing purposesWritten by ALISSA REYESPublished on February 14, 2014Today, almost everyone has an internetpresence. Social media has grown to be a greatresource for Aggies to connect with friends;however, it can be a double-edged sword.At this moment, is there something on yourFacebook that you wouldnt want a current orfuture employer to see? Or even a potentialgrad school or professional school?Mary Ellen Slayter is a career expert withMonster.Every recruiter that I know, every HR personthat I know are all using tools that integratesocial media into the way that companies filterthrough applicants for jobs. This isaccelerating, Slayter said. 34. It is becoming more and more common for asocial media presence to be looked at to judgean applicants suitability. Social media hasgiven companies a window beyond yourresume into your life. Employers use it to see ifyou would be a good image for their company.Part of what companies do when they for youon social media is to see how you conductyourself. They want to know how youllinteract with your co-workers and moreimportantly their customers or potentialcustomers, said Marcie Kirk Holland, a projectmanager at the UC Davis Internship & CareerCenter.Putting forward the polished and honest sideonline can help snag that job; however,pictures of underage drinking, complaintsabout past jobs or anything of the sort can beenough to cause even a perfect resume to betossed aside (The California Aggiehttp://www.theaggie.org/2014/02/14/social-media-can-impact-future-employment/) 35. FIVE POINTERS ON INTERPERSONALCOMMUNICATION AND WORKPLACETECHNOLOGY1. BE AWARE OF OFFICE POLICY REGARDING USE OFTECHNOLOGY2. OBSERVE TECH APPROPRIATE TONE FOR E-MAIL, ETC.3. REMEMBER UBIQUITOUS NATURE OF TECHCOMMUNICATION4. DON'T ALLOW TECHNOLOGY TO SUBSTITUTE FORHUMAN INTERACTION5. BE NICE TO THE TECH GUY OR LADY 36. INTERPERSONAL COMMUNICATIONSKILLS AND INTERVIEWS 37. TOP TEN INTERPERSONAL INTERVIEWING TIPS1. FIRM HANDSHAKE2. EYE CONTACT3. FOCUS ON EVERYONE IN THE ROOM4. CONFIDENCE IN THE VOICE5. PREPARE WITH QUESTIONS 38. TOP TEN INTERPERSONAL INTERVIEWING TIPS6. AVOID NERVOUS TICS7. NO GUM, ETC.8. OBSERVE OFFICE NORMS9. DRESS APPROPRIATELY10. HUMILITY BLENDED WITH CONFIDENCE"I AM COACHABLE AND RELIABLE" 39. ILLEGAL INTERVIEW TOPICS 40. 1. AGE2. RACE, ETHNICITY, ORCOLOR3. GENDER OR SEX4. COUNTRY OF NATIONALORIGIN OR BIRTH PLACE5. RELIGION6. DISABILITY7. MARITAL OR FAMILY STATUSOR PREGNANCYILLEGAL JOB INTERVIEW TOPICS 41. 11 Common Interview Questions That AreActually IllegalVivian GiangJul. 5, 2013, 9:23 AMRead more: http://www.businessinsider.com/11-illegal-interview-questions-2013-7?op=1#ixzz31FRDk9z8Any questions that reveal your age, race, nationalorigin, gender, religion, marital status and sexualorientation are off-limitsAny question that asks a candidateto reveal information about such topics without thequestion having a job related basis will violate thevarious state and federal discrimination laws," LoriAdelson, a labor and employment attorney and partnerwith law firm Arnstein & Lehr, tells Business Insider. 42. Interview Questions: Legal or Illegal?Can you ask if an employee has been arrested? If they have a high schooldiploma?What organizations they belong to?http://www.pacificu.edu/offices/hr/training/interview/pdfs/LegalOrIllegalInterviewQuestions.pdfCourt rulings and Equal Employment Opportunity Commission ("EEOC") guidelinesprohibit the use of all pre-employment inquiries that disproportionately screen outmembers of minority groups or members of one sex and are not valid predictors ofsuccessful job performance or which cannot be justified by "business necessity." SeeGriggs v. Duke Power Co., 401 U.S. 424 (1971)The guiding principal behind anyquestions to a job applicant is: Can the employer demonstrate a job-related necessity forasking the question? What is your height? What is your weight? Have you ever been arrested? When was the last time you used illegal drugs? Do you drink alcoholic beverages? Have you ever undergone psychiatric evaluation? Are you dating anyone right now? When did you graduate from high school? What is your maiden name? 43. Interview Questions: Legal or Illegal?Can you ask if an employee has beenarrested? If they have a high school diploma?What organizations they belong to?http://www.pacificu.edu/offices/hr/training/interview/pdfs/LegalOrIllegalInterviewQuestions.pdf(Cont.)When facing charges of discrimination, theemployer bears the burden of proving thatanswers to all questions on application forms or inoral interviews are not used in makinghiring and placement decisions in a discriminatorymanner prohibited by the law.The employer must establish that the questions donot seek information other than thatwhich is essential to evaluation of an applicant'squalifications for employment. 44. BUT WHAT ABOUT QUESTIONS ON JOBAPPLICATIONS? 45. HOW TO KEEP YOUR EMPLOYMENT APPLICATION LEGALDate: July 08, 20092001 - 2014 National Federation of Independent Businesshttp://www.nfib.com/article/how-to-keep-your-employment-application-legal-49449/There's a good chance that any employment application more than four or five years oldasks for information that, legally, can no longer be requested. Whether you designed yourown application or purchased a generic form, if it's a few years old, its use is risky.Among the more obvious application prohibitions, you're forbidden to ask about:race or national originreligionmarital or family statusageBecause labor laws prohibit the employment of minors in particular settings, there is oneage-related question that can be asked: Are you at least 18 years of age? Except in a verylimited number of instances, questions about age are illegal.Pay no attention to what the person is and concentrate on learning what the personknows and can do. Personal information not related to one's qualifications and experienceis irrelevant. 46. Job Application Questions: Are Employers Really Allowed To Ask You That?Donna Ballman, Employment Law AttorneyAOL Jobs: Jan 3rd 2013http://jobs.aol.com/articles/2013/01/03/job-applications-legal-questions/Age, Sex, Religion, Race, National Origin, Disability, Genetic InformationYour employer isn't supposed to ask questions that reveal a protected status. Whatdo you do if they ask these questions? Answer truthfully, but keep a copy of theapplication with the illegal question. If you're turned down, it might give youammunition for a discrimination claim later. If you want the job, don't make a stinkabout the question. If you feel you must raise the issue, get hired, then point it outgently after you've become a trusted employee of at least six months to a yearSome employers (those with at least 100 employees or government contractors)are required to report race, gender and ethnic information of all employees to thegovernment, and some do track this information for affirmative action purposes orother legitimate reasons. They may have to ask this information on a form separatefrom your application, such as on a "tear sheet." However, if this is asked pre-employment,you should make note of it and keep a copy if possible. 47. SUMMARYWORKPLACERELATIONSHIPSSMALL GROUPCOMMUNICATIONELECTRONICCOMMUNICATION(TECHNOLOGY)INTERVIEWS 48. A FINAL WORD 49. THEEND!! 50. A FINAL WORD