Gender differences are the socialized behaviors we develop throughout life and that are reinforced in social, family, and work life. Often times these differences lead to miscommunication and strife. It's not that one communication style is inherently bad ,but that when one does not understand the other's approach the interpretation may not correlate to the message that the sender intended.
According to Tannen in our text women look at communication with people as equals and communication being weblike. Women also look at communication in terms of being supportive. Men look at communication as hierarchical and therefore communicate in ways that show their knowledge and are more direct and assertive. Either of these approaches has its stengths and weaknesses but a shared weakness is that if you are unaware they both can become inneffective.
If a woman feels a man is talking about his own knowledge and skills too much she might assume he is egotistical. Conversely a man who sees a woman behave as though they are equals and is more supportive may thing that she is too passive. In either situation perceptions of the person are shaped by the way in which they communicate.
This may not be a problem for some, but without the understandign of the other gender's tendency it may cause skewed communication. When we attach to much meaning to the delivery of a message and not enough meaning on the content it can sometimes lead to miscoommunication and even stress surrounding the issue.
Monday, June 22, 2009
Saturday, June 20, 2009
Concertive control
Concertive power is power based on values of the group. Unlike many other forms of power concertive requires shared values that create rules that the group follows. This allows for less supervision because all members are invested in the values and rules so they all have some part in enforcing them. According to our text this type of power may even be less forgiving than others. I would imagine this is because there is more agreement on what behaviors and types of communication are appropriate.
According to our text this robs the "elite" in the organization of their status by subjecting them to the same rules and values as their employees. This creates a problem between those running the orginization and those employed by it. Since they are all under the same rules there is less power for the "elite" when they actually need to have it in order to organize and direct their employees.
According to our text this robs the "elite" in the organization of their status by subjecting them to the same rules and values as their employees. This creates a problem between those running the orginization and those employed by it. Since they are all under the same rules there is less power for the "elite" when they actually need to have it in order to organize and direct their employees.
Thursday, June 18, 2009
Resistance
According to our text ,resistance is "distancing and defending themselves from organizational power" (185). This would include actions such as striking and boycutting. These types of actions aim at disrupting company functions while sending a message.
Stiking is an action in which employees stop working and thus inhibit business. Often times such action is taken to improve working conditions, pay, or because employees do not agree with organization policies. In some cases striking can be extremely positive and end in a compromise. At other times organizational power wins over the individuals and the company hires new employees. Although strikes are usually thought of as a method to get higher pay they can also be for issues like better economic or humanitarian policies. Women for instances might strike for improvement in sexual harassment policy within their company.
Boycotting is a form of resistance that can include the public. This resistance is enacted by refusal to buy products or services created by an organization. Again the reasons may differ. For example many people stopped buying Nike products after hearing of their outsourcing for cheap labor. Another example would be women boycotting American Apparel because of its objetifying and ambigous portrayals of women in their ads.
These actions are often noticable only when the resisting party is large or when members of the resistance have influential ties.
Stiking is an action in which employees stop working and thus inhibit business. Often times such action is taken to improve working conditions, pay, or because employees do not agree with organization policies. In some cases striking can be extremely positive and end in a compromise. At other times organizational power wins over the individuals and the company hires new employees. Although strikes are usually thought of as a method to get higher pay they can also be for issues like better economic or humanitarian policies. Women for instances might strike for improvement in sexual harassment policy within their company.
Boycotting is a form of resistance that can include the public. This resistance is enacted by refusal to buy products or services created by an organization. Again the reasons may differ. For example many people stopped buying Nike products after hearing of their outsourcing for cheap labor. Another example would be women boycotting American Apparel because of its objetifying and ambigous portrayals of women in their ads.
These actions are often noticable only when the resisting party is large or when members of the resistance have influential ties.
Wednesday, June 17, 2009
Tightness of fit
In some jobs it is imperative that members of the work force be able to work together and adhere to strict norms. In organizations such as this there are often people who crave the structure that this type of workplace culture provides them. One such organization is the police force.
While I myself have not worked for a police force my boyfriend has and is also in the interview process for another one currently. This type of organization adheres to strict procedures often for safety ,but also to prevent things like law suits, bad publicity, or community backlash. The police go through extensive background checks, psychological, physical, and interview process to determine if they meet requirements deemed necessary to fit the police work culture. One of the requirements is no felony convictions. This is so that police can use the necessary cultural artifacts to do their job. The gun in police culture is symbolic of a mechanism of defense. Other things police officers must understand to fit the culture is the hierarchy within the police force. There must be a respect for those with more knowledge who are better equipped to make judgement calls.
This work culture is exemplified not only in the hiring process but also after. There is a police academy that instills in officers the values of their particulat organization. This is then followed by a probationary period where officers can be moire easily terminated if they do not fit the expected actions.
While I myself have not worked for a police force my boyfriend has and is also in the interview process for another one currently. This type of organization adheres to strict procedures often for safety ,but also to prevent things like law suits, bad publicity, or community backlash. The police go through extensive background checks, psychological, physical, and interview process to determine if they meet requirements deemed necessary to fit the police work culture. One of the requirements is no felony convictions. This is so that police can use the necessary cultural artifacts to do their job. The gun in police culture is symbolic of a mechanism of defense. Other things police officers must understand to fit the culture is the hierarchy within the police force. There must be a respect for those with more knowledge who are better equipped to make judgement calls.
This work culture is exemplified not only in the hiring process but also after. There is a police academy that instills in officers the values of their particulat organization. This is then followed by a probationary period where officers can be moire easily terminated if they do not fit the expected actions.
Tuesday, June 16, 2009
Workplace Culture
According to the text, in the1970's there was an increase in global economic competition. Because of this the U.S. compared there management style to other more successful nations' styles of management. One nation that did particularly well in motivating employees was Japan.
Japanese culture is often more collectivist compared to the U.S. which tends to focus on individual achievement. Because of this tactic Japan was a leader in the global economy. Ouchi was one man who tried to emphasize community in the workplace as part of the workplace culture. This was an attempt to move toward the more succesful Japanese model.
Some elements that kept the Japanese model at the top were individual efforts with close informal contacts, research and development of of new products and services, and clever competitive tactics and strategies. While these workplace elements were mentioned a few elements of the Japanese culture at large were not mentioned. For example many Asian countries employees tend to have lifetime employment compared to the U.S. This type of employment also fosters a more cohesive workplacve because the people you work with will remain relatively the same over the course of your career. This also allows relationships to form because there is less movement of employees in and out of the workplace. This begs the question "How do we change workplace culture?" I would answer this in saying that workplace culture is unique in each organization but often reflects the culture of the locality from which the employees and clientel are drawn.
Japanese culture is often more collectivist compared to the U.S. which tends to focus on individual achievement. Because of this tactic Japan was a leader in the global economy. Ouchi was one man who tried to emphasize community in the workplace as part of the workplace culture. This was an attempt to move toward the more succesful Japanese model.
Some elements that kept the Japanese model at the top were individual efforts with close informal contacts, research and development of of new products and services, and clever competitive tactics and strategies. While these workplace elements were mentioned a few elements of the Japanese culture at large were not mentioned. For example many Asian countries employees tend to have lifetime employment compared to the U.S. This type of employment also fosters a more cohesive workplacve because the people you work with will remain relatively the same over the course of your career. This also allows relationships to form because there is less movement of employees in and out of the workplace. This begs the question "How do we change workplace culture?" I would answer this in saying that workplace culture is unique in each organization but often reflects the culture of the locality from which the employees and clientel are drawn.
Saturday, June 13, 2009
Loose Coupling
Loose connections within an organization may seem to be less organized. Can loose connections serve a strategic purpose. At first glance I might say that not being connected as a company does not serve the organization's best interest. Such a lack of connection may disperse goal orientation. Can an organization benefit from this though? I would say yes ,but only to an extent. I do not agree with an organization being so compartmentalized that the head does not know what the arm does ,so to speak. While I feel that being well informed about what different departments are working towards I think it that decision making can be a much quicker process when departments have the freedom to act independently in some regards. Although I do think that the departments that are most closely related research and collect information from other surrounding departments I do not think that those surrounding departments need be part of the end decision. For instance if one department is responsible for wheel design on a car that department should consult with those who designed the axle as well as those designing the tire to create a finished product that works well together.
A division can also allow for less impact. An organization that is connected at all levels and across all departments may be more impacted by outside forces. An organization that is more loosely connected will take the impact in one area rather than the affect being absorbed by all departments.
On some levels organizations must be connected because it is communciation that creates an organization. Goal orientation must be shared in all areas. Although common culture and goals among an organization should be shared I don't believe this is necessarily true in all things. Reasonable considerations taken into account, department's decision making should be independent.
A division can also allow for less impact. An organization that is connected at all levels and across all departments may be more impacted by outside forces. An organization that is more loosely connected will take the impact in one area rather than the affect being absorbed by all departments.
On some levels organizations must be connected because it is communciation that creates an organization. Goal orientation must be shared in all areas. Although common culture and goals among an organization should be shared I don't believe this is necessarily true in all things. Reasonable considerations taken into account, department's decision making should be independent.
Wednesday, June 10, 2009
Learning Organization
I see work as a learning opportunity. While I value the education I get from attending school, I feel that the real world lessons remain with me longer and are more vivid than those I learn from a textbook or a lecture. Peter Senge's learning organization highlights the learning benefit of organizations.
This approach looks at organizational achievement and individual achievement as inseparable. Similar to systems theory this view addresses the necessity of all parts/employees working together to make a more complete whole/organization. I agree with this view. I think that when your own goals are aligned with those of the organization you work for it is much easier to feel inspired and put the most effort possible into your work.
In this ideal members are said to share a commitment to learn and self reflect. Such an ideal , I think, is often achieved through a work culture. I work at a swim school and I see my boss instilling this attitude in trainees. The work culture we subscribe to is composed of a set of beliefs and values that allows us to share a commitment to provide the best lessons.
Senge also assumes that we all have mental models that shape and limit individual interpretations and actions. Within my experience I have seen this at work. As teachers have worked for the swim school longer I see that there mental models have changed. The teachers view many things similarly. For example after working for sometimes we can easily identify what pieces make a good swimmer.
A shared vision is an element of learning organization that Senge identifies. In may businesses/organizations this vision is identify through a mission statement. A phrase might sum of the companies goal. Many companies include things like providing great service as part of their statement. Where I work the statement is "a little progress everyday". This statement is the basis of much of our practice. All the things we do focus on that end. While we recognize that no child will learn to swim within one lesson we oush for some improvement each day. In training we are taught to challenge students, encourage them, and talk to parents about their child's daily progress. This allows us to work towards the goal and keep it in mind constantly since we have to be accountable to the parent by reporting on the student's progress.
Team learning is something I have found infinitely valuable in my own work experience. Communication among employees in any setting allows for the best result. This makes team members accountable to one another. We can bounce ideas off one another and get opninions. It is important to have a standard on how to deal with certain situations in the workplace and discussion between coworkers is an important piece of the consensus.
This approach looks at organizational achievement and individual achievement as inseparable. Similar to systems theory this view addresses the necessity of all parts/employees working together to make a more complete whole/organization. I agree with this view. I think that when your own goals are aligned with those of the organization you work for it is much easier to feel inspired and put the most effort possible into your work.
In this ideal members are said to share a commitment to learn and self reflect. Such an ideal , I think, is often achieved through a work culture. I work at a swim school and I see my boss instilling this attitude in trainees. The work culture we subscribe to is composed of a set of beliefs and values that allows us to share a commitment to provide the best lessons.
Senge also assumes that we all have mental models that shape and limit individual interpretations and actions. Within my experience I have seen this at work. As teachers have worked for the swim school longer I see that there mental models have changed. The teachers view many things similarly. For example after working for sometimes we can easily identify what pieces make a good swimmer.
A shared vision is an element of learning organization that Senge identifies. In may businesses/organizations this vision is identify through a mission statement. A phrase might sum of the companies goal. Many companies include things like providing great service as part of their statement. Where I work the statement is "a little progress everyday". This statement is the basis of much of our practice. All the things we do focus on that end. While we recognize that no child will learn to swim within one lesson we oush for some improvement each day. In training we are taught to challenge students, encourage them, and talk to parents about their child's daily progress. This allows us to work towards the goal and keep it in mind constantly since we have to be accountable to the parent by reporting on the student's progress.
Team learning is something I have found infinitely valuable in my own work experience. Communication among employees in any setting allows for the best result. This makes team members accountable to one another. We can bounce ideas off one another and get opninions. It is important to have a standard on how to deal with certain situations in the workplace and discussion between coworkers is an important piece of the consensus.
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