BUSI 240: QUESTIONS AND ANSWERS; LATEST UPDATED VERSION, ALREADY GRADED A+

BUSI 240: QUESTIONS AND ANSWERS; LATEST UPDATED VERSION, ALREADY GRADED A+ how many parties does an interview consist of? two or more ppl participate in interviews but, no more than two parties What essential component of communication is lacking in mediated interviews (electronic) that can potentially hinder understanding in the interviews? They have limited (or no) access to nonverbal messages involving body movement, facial expressions, and eye contact. -Limited access to visual info (nonverbal cues) has the potential to create misunderstandings What method of recruitment do organization first use or prefer when trying to fill an open position? First... they will see if the organization can fill the position from within Second...they will rely on referrals from current employees Third... will use current employers to recruit at universities or other applications, will hire an agency to recruit candidates, or will advertise poisition (newspapers, online, etc.) The interview preview should include what two important statement or functions? First... the party initiating the interview generally begins with a statement of purpose. Example: "I stopped by today to talk with you about coursework for next semester and about graduate school possibilities" Second.... the party initiating the interview provides an orientation statement that summarizes the topics to be discussed. Interview Strategies: Directive or Non Directive Directive-Highly scheduled interviews (prepared and is typical for initial interviews, the interviewer has greater control) Non Directive- Non scheduled interviews (prepare few, the interviewee has greater control, used in final employment interviews) Primary vs probing questions Primary- prepared in advance and is tied directly to the interview objectives. Primary Example: Why should we hire you Response: You should hire me because I will increase sales by 50% over the next twelve months Probing- results from a response to a primary question Probing Example: That's quite an increase. Tell me how you would increase sales by 50% in the next year neutral vs. leading questions Neutral- Do not lead the respondent to answer the question in a particular way Example: Describe your internship experience Leading- suggest to respondent how to answer Example: You learned a great deal during your internship, didn't you? Open vs Closed ended questions Open-ended- cannot be answered within a single word or phrase. It offers the respondent flexibility in deciding how to answer Example: Tell me what you learned in your major that will make a difference in how well you perform at this company/ Closed-ended- Used when the questioner is seeking a specific info Example: What was your grade point average? Tunnel Sequence of questions a series of similar questions that are either open or closed, they are all equally broad even though they cover several different topic areas What are classes like? What are the dorms like? What kind of majors are available? funnel sequence of question A questioning sequence that begins with broad, open questions and proceeds toward more narrow focused, closed questions. inverted funnel sequence of questions a sequence that begins with closed questions and proceeds toward broad, open questions. Hour glass sequence of questions Broad questions then... Narrow questions then... Broad questions Like an hour glass figure rapport When both parties feel comfortable sharing views with the other party about the topics covered so then establishing a relationship Creation of a willing, receptive communication climate between two parties. body of interview Asking and answering questions that are prepared by one or both parties interview closing Serves for several functions... Any unanswered questions may again be addressed, the outcome of the interview should be summarized, parties should identify what, if any, follow-up actions need to be taken as a result of the interview, parties should seek to reinforce the relationship that they have established Types of Interviews: Employment interviews Identify and select individuals for a position... The goal is to gather info that is not on the resume Both parties at stake- the employer needs to find best-qualified candidate, for the candidate career aspirations may or may not be fulfilled Types of Interviews: Performance interviews designed to provide employees with feedback concerning their job performance and offer guidance in terms of how to improve performance Types of Interviews: Disciplinary interviews designed to improve the employee NOT to punish unless the employee is being fired What are some of the guidelines that distinguish an informative presentation from a persuasive presentation? An informative speech aims to inform the audience about a specific topic. A persuasive speech aims to persuade the audience to perform a certain action or convince the audience to adopt the belief or opinion of the speaker. Types of persuasive presentations/ Organizational patterns: Topical Topical- designed to address questions of fact. true or false also designed to address questions of value. right or wrong good or bad Types of persuasive presentations/ Organizational patterns: Problem-solution Uses two main points, the first.. is the problem or why change is needed, the second... is the solution to the problem Monroe's Motivational Sequence 1. Attention (intro) Gain the attention of listeners 2. Need (first main point in the body) Explain the reasons for needing change, important to relate to values and experiences of the audience, will answer most audience objections 3. Satisfaction (second main point in the body) propose solutions to the problem, present an in-depth plan and make clear how the plan will work. 4. Visualization (third main point in the body) benefits are explained in this step by showing what will be improved if your solution is adopted, use analogical reasoning to show how your solution has worked. 5. Action (conclusion) remind the audience of what needs to be done or what you need them to do. tell them whom to contact, where to go, and how to take action. What determines which type of special occasion presentation should be used? A) Purpose of the event B) Location of the event C) Audience for the event D) All of the above D) All of the above emotional appeal ppl are more likely to change their attitudes or behaviors when their passions are stirred. make the audience feel happy, sad, fearful, etc. to further influence them Factors used to influence emotional state of listeners: language use, nonverbal messages, and use of voice Reasoning the way ppl draw conclusions from available info and evidence. Casual reasoning- draw conclusions that a cause leads to a specific effect example: driver involved in a minor accident might conclude that the water on the road caused the accident Analogical reasoning- draw conclusions based on comparisons example: if you are a great communicator then you would make a great attorney using evidence use evidence to help support or refute a persuasive appeal. 1) anticipate the objections listeners may have (if the source of evidence is credible) 2) make use of specific evidence that is relevant to members of the audience 3) make use of new interesting evidence 4) make clear how the evidence is related to your topic Building Credibility 1) make sure you are prepared 2) seek to establish your credentials (you can provide the audience with info about yourself.. educational level, previous experience with the topic) 3) stress the commonalities you have with your audience.. ppl with similar experiences tend to be viewed more positively 4) Make use of two-sided arguments so it does not seem you are trying to hide things from audience receiver factors personality, expectations, initial attitude on the issue, the strength of preexisting attitudes, influence his or her reaction the persuasive appeals message factors centers on the "things" that can be done to a message that may make a difference in whether receivers accept or reject a persuasive appeal. -organizing arguments -message content -using evidence Types of special occasion presentations pg118 1) All special occasion presentation 2) presentation to introduce- goal to introduce a person 3) commemorative presentation- paying tribute to a person, group of ppl, an institution, or an idea 4)After dinner presentation- entertain the audience by making a thoughtful point about a topic in a lighthearted manner language a system through which we create and exchange meanings Language Rules: Clarity speakers should avoid ambiguity, not use language that is vague or unclear language rules: relation the speaker should make clear connections between their ideas. Do not make the audience figure out the relationship between the ideas that are discussed in your speech on their own. language rules: quality suggest we should tell the truth as we know it. you can do this by reporting your info accurately as you find it, do not paraphrase ideas language rules: quantity suggest that the speaker should no more and no less then what is needed to convey a message. example: students will use four or five sentences to say what he or she could have explained in one or two. dentotative meaning literal meaning of word aka concrete connotative meaning the personal and subjective meaning of a word Rhythmic language device: Antithesis The speaker pairs opposite "ask not what your country can do for you; ask what you can do for your country" "it was the best of times; it was the worst of times" Rhythmic language device: Parallelism when you use a similar pair or series of words, phrases or sentences that sometimes use repetition. "I speak as a Republican. I speak as a woman. I speak as a US senator." Rhythmic language device: Alliteration the repetition of phonetic sounds, usually consonant sounds, at the beginning of words or phrases. "In a nation founded on the promise of human dignity, out colleges, our communities, our country should challenge hatred wherever we find it" "ask not what your country can do for you; ask what you can do for your country" is an example of what type of rhythmic language device? Antithesis "I speak as a Republican. I speak as a woman. I speak as a US senator." is an example of what type of rhythmic language device? Parallelism Are the rules for language used in presentations perspective or suggestions? Do they vary from rules for language in everyday conversation? The rules of language are perspective. the rules lay out for us what we are expected to do when we use language. The rules for language use in business vary a bit from rules that govern use in conversation. example: in our day to day convo we are governed by turn-taking rules one person talks then the next person talks but in presentations, it is different because one person is talking and the audience is listening vivid language produce distinct mental images in the receivers. the language that you select will paint a picture for the audience. -concrete vs abstract west town mall= concrete retail shopping center=abstract -descriptive language use of adjetives and adverbs to add greater depth and clarity to the message -intense language adds strength or power to the message "the concert was great" vs "the concert was good" -Comparisons metaphor- comparing one thing to another "life is a journey" simile- use words "like" or "as" "life is like a journey" tag questions Less powerful language: "our customer service is outstanding, isn't it? More powerful language: "Our customer service is outstanding hedges Less powerful language: "I'm not sure but i think our product is the best on the market" More powerful language: "our product is the best on the market" disclaimers Less powerful language: "My plan may be good but outcomes do vary" More powerful language: "My plan is good" hesitations Less powerful language: "I, uh, think we must, um, use my proposal" More powerful language: "We must use my proposal" speakers who use powerful language are viewed as... competent, credible, intelligent, and attractive speakers who use less powerful language are viewed as.. less credible, less competent, and less likable No person in an organization is without power... true or false? True but because hierarchical nature of organizations, some ppl have more influence than others. What are two predictable stages of relationships? five stages of coming together and five stages of coming apart 5 bases from which ppl draw power 1) referent 2) expert 3) legitimate 4) coercive 5) reward referent power power deriving from if a person is liked by others expert power influence based on special skills or knowledge legitimate power the power a person receives as a result of his or her position in the formal hierarchy of an organization coervice power the extent to which a person is capable of punishing or withholding benefits from others reward power extent to which a person is capable of awarding benefits to others attraction general feeling or desire that impacts our willingness to initiate and maintain a relationship attraction, we initiate and maintain relationships based on... 1) Task attractiveness- seek relationships with ppl who are known for getting the job done 2) proximity attractiveness- ppl who worker closer in the office will have a greater chance of building a relationship 3) social attractiveness- an individual is liked and valued by others.. whom you want to spend your days working with 4) supportive/mentoring attractiveness- levels of attraction is impacted by the individual's willingness to support others and aid in their career development involvement amount of interaction that takes place between the relational parties. more interaction tends to lead to a greater degree of self-disclosure and the perception of commitment to the other party the situation circumstances of which ppl work together will impact the relationships they develop . When circumstances change, relationships will likely be affected Stages of relationships Coming together 1)initiating develop of mutual awareness of other party, recognize this individual and associate them with our work world. 2) experimenting engage in small talk, seek common interests, parties have no commitments to do things together outside of regular duties 3) intensifying parties develop a greater degree of closeness and begin to commit to activities outside of their assigned duties 4) integrating viewed by others as a duo or pair. info shared with one person is expected to be shared with the other. 5) bonding partners have made a public commitment to the relationship. This type of relationship is most visible in family-owned companies where relationships extend beyond workplace. Stages of relationship Coming apart 1. Differentiating Individuality is highlighted. may point out relational partner differences over company policy 2. Circumscribing fewer topics are raised for fear of conflict change in topics of discussion and reluctance to discuss many issues makes it clear the relationship is beginning to decay 3. Stagnating invest little if any energy to maintain a relationship calls or emails will not receive a response 4. Avoiding partners make excuses about why they can't see or interact with one another. cant avoid at work but outside activities like getting coffee or lunch will happen separately 5. Terminating partners decide jointly or individually to put a permanent end to the relationship. may involve nonverbal cues convey the relationship is over or may take a great deal of discussion The extent to which a person is capable of punishing or withholding benefits falls in line with what type of power? coervice power supervisory-subordinate relationships pg140 it is acceptable for subordinates to disclose more personal info than a supervisor. For example, we might disclose personal info to why we could not complete an assignment to our professor maybe we were sick or family problems but the professor does not pull us aside and say "I need to get this off my chest... I am having marriage problems" -one-third and two-thirds of supervisors time are spent interacting with subordinates. Openness the willingness of both parties to be receptive listeners ~supervisory-subordinate relationships with a high degree of openness subordinates are more candid in their interactions with their supervisor and more willing to reveal info that may be perceived as negative ~ high degree of openess= high job satisfaction ~low degree of openess= less job satisfaction upward distortion occurs when subordinates are hesitant to communicate negative news and present information to superiors in a more positive light than is warranted ~Occurs in all supervisory-subordinate relationships but is mostly seen in low-degree of openness between supervisor and subordinate semantic-information distance describes the gap in information and understanding between supervisors and subordinates on specific issues (Supervisor is expected to know more than subordinate about the company and policies) ~when gap is large.. subordinate job satisfaction tends to be lower ~when the gap is small.. higher level of job satisfaction this is because if the gap is big then the subordinates feel they don't have enough info about the company to function effectively upward influence subordinates perception of how influential their supervisor is with upper management. ~when the supervisor is perceived as having a great deal of influence= higher job satisfaction bc subordinates feel they are "in the know" about the organization ~subordinate strengthens ties with the supervisor because any benefits to the supervisor may benefit the subordinate (promotion, raise, additional office space) peer relationships According to Modaff and DeWine, interpersonal relationships can take two forms: 1) organizational come together to complete tasks or assignments 2) personal May evolve from the organizational peer relationship like if you put in a group and end up becoming friends with group members sexual harassment Why does it occur in the workplace? 1) attraction 2) power 3) differences in communication styles between men and women Group norms informal rules for interaction in a group. In order for groups to function, norms have to be agreed upon. Norms increase trust and decrease backbiting and politics -translate the norms into behaviors -identify the norms and their associated behaviors that are working and those that are not with the goal of making a change -create a system of mutual accountability so that group members can call our norm violations pressure for uniformity the degree to which individuals are expected to conform to group member expectations. ~all groups pressure members to conform to expectations to some degree ~high pressure for uniformity=sanctions from other group members are imposed quickly on members not meeting expectations ~low pressure for uniformity= group members receive fewer sanctions for not conforming. group task roles: Information agent he or she offers facts, beliefs, personal experience will ask for input from others and ask questions concerning the ideas or opinions group task roles: elaborator he or she summarizes or adds to info that has been presented group task roles: initiator he or she begins process of getting the group started on their collective task group task roles: gatekeeper he or she manages communication channels and will allow or restrict the flow of info between group members group task roles: administrator he or she keeps the group activities on track and is aware of time constraints group maintenance and building roles: Harmonizer seeks to maintain goodwill among group members by soothing over differences group maintenance and building roles: Sensor seeks to take the emotional "pulse" of group members so as to determine moods or feelings that may impact the group's ability to maintain relationships group maintenance and building roles: Negotiator enacts in this role when seeking to balance the needs or positions of group members roles such as blocker, avoider, or recognition seeker are enacted when individuals pursue personal rather than group objectives with behaviors that are irrelevant to the groups task Blocker-consistently negative and continues to pursue ideas that the group has rejected Avoider- pursue individual goals through pouting or cynicism Recognition seeker- seeks attention for and consistently points to his or her achievments Cohesiveness groups ability to maintain itself over time 1) group members may maintain membership if they receive benefits 2) may have an investment in group (time, resources, energy) 3) maintain membership because they are committed to the goals pursued by the group high level of cohesiveness= - more effective communication -more influence on task-related behaviors -more effective at achieving group goals -more reports of satisfaction Groupthink occurs when members of a group or team place a higher value of harmony and maintaining personal relationships than on achieving group goals. -ppl are tempted to go along with other group members to maintain the benefits of group membership -to be effective, groups need to balance the competing needs of goal attainment and personal relationships. -united behaviors are good, but united thinking is bad coalition formation Coalition within the group form as the result of common interest or shared goals If 3 out of 12 members of group seek a common objective, they may form an alliance or partnership to advance that goal -forming of coalitions within group is a dynamic process in which alliances form, disintegrate, and reform Leadership the process of influencing group activities toward goal achievement What are some examples of types of behaviors or roles an individual might exhibit if they are more concerned with pursuing individual goals rather than groups objective? Blocker, avoider, and recognition seeker What is an example of a group norm? How we expect to divide the workload How often will we meet What is preferred way of contacting each other patterns of group decision making: Orientation Group receives decision-making task. Members of the group will also work on building or maintaining work relationships patterns of group decision making: Conflict Group members express competing opinions on how to proceed. Consider all views so all members get a chance to be heard patterns of group decision making: emergence the group begins to coalesce or unite around a position. competing views will be set aside for the agreed-upon position patterns of group decision making: Reinforcement Group members reinforce or bolster each other in the view that the position taken was the best solution to the decision despite any potential drawbacks. blocking behaviors common ways group members seek to restrict the choices of the group blocking behaviors: Hidden agendas a person has an ulterior motive or unstated purpose for their actions. example: a member may skew info so as to better support his or her view. communication is used to mask the goal blocking behaviors: pulling rank A member uses legitimate authority to influence teams decisions. Those with Ranking authority may make use of implicit or unspoken ways of communicating disapproval through the use of verbal and nonverbal behaviors or facial expressions blocking behaviors: interrupting when you distract group members from the topic being discussed and direct attention to other topics. -a subtle way of saying another person's ideas are of questionable value blocking behaviors: Defensive communication reacting angrily to a comment, withdrawing, or making clear that the group member is unwilling to communicate further on the topic Decision making rules make clear the "laws" or regulations members of the group are expected to follow - the person controlling the rules will greatly influence the decision made by the group -if the group does not address decision-making rules, members will seek informal rules (including the use of blocking behaviors) to advance their personal interest Elements of group conflict -expressed struggle -between at least two interdepent parties -who perceive incompatible goals -scarce rewards -and interference from the other party in achieving their objectives Distrubitive conflict promotes the use of negative behaviors to prevent others from reaching their goal. (form results in goals and scarce rewards being distributed to one party) Integrative conflict fosters cooperation and shared rewards, both parties modify their perception of incompatible goals and seek a mutually acceptable outcome Conflict styles: Avoidance group member will not speak up so as to avoid further conflict Conflict styles: accommodation a highly cooperative approach that is used when relationships are more important to the group members than the perceived incompatible goal and scarce rewards Conflict styles: competition Highly aggressive and results in group members doing whatever they need to "win" the conflict Conflict styles: collaboration This method seeks to meet the needs of all parties and explore how perceptions of goals and rewards may be changed Conflict styles: Compromise each party comes away from the conflict with some measure of resources and/or goals What are the 5 conflict resolutions discussed in your text. Avoidance, Accommodation, Competition, Collaboration, and Compromise. When a person is highly cooperative and relationships become more important than goals, what conflict resolution preference would they have? Accommodation in groups, the person taking on the role of the "elaborator" serves what function? he or she summarizes or adds to info that has been presented What is the differences between distributive conflict management and integrative conflict? Integrative both parties modify their perception of incompatible goals and seek a mutually acceptable outcome but distributive they form results in goals and scarce rewards being distributed to one party