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organizational communication
Organizational Communication Theory Research And Practice 1st Edition Jason S. Wrench Narissra Punyanunt Carter Mark Ward Sr - Solutions
Do you think it’s appropriate for an organiza on to turn a blind eye to workplace bullying when it’s a top performer who perpetrates the bullying?
Are you surprised that this type of behavior happens in a professional environment?
What type of counterproduc ve work behaviors can you iden fy in this case?
Would you consider this case workplace bullying? Why or why not?
Do you agree with the differen a on between the concepts of workplace aliena on and shunning? Why or why not? How would you reframe this difference?
Listen to the podcast interview with Joel Brockner (h p:// nyurl.com/mqxdvoq) as he discusses his research on procedural fairness (jus ce). A er listening to the podcast, how can you apply Dr. Brockner’s research to your organiza on? Why do you think some organiza ons have a problem understanding
Differen ate between workplace aliena on and organiza onal shunning.
Describe workplace aliena on and its importance in retalia on.
Define workplace retaliatory behavior
Differen ate among the three types of organiza onal jus ce and their rela onships to counterproduc ve workplace behavior.
Explain the rela onship between social exchange theory and organiza onal jus ce.
Think of a me you’ve witnessed someone being discredited in the workplace. What communica ve tac cs (cri cism, accusa on, and/or insult) were used? Why did you think the person doing the discredi ng used those specific communica ve strategies? Were they effec ve? Why or why not?
Complete Chris e and Geis’s Mach IV (h p://personality tes ng.info/tests/MACH-IV.php). Why did you respond the way you did to the various items on the measure? What does your score on the Mach IV say about your propensity toward employee deviance in the workplace?
Describe a me when you’ve witnessed employee deviance in your workplace. How did you respond? How did others respond?
Describe Virginia Bra on and Michele Kacmar’s model of extreme careerism.
Explain the term Machiavellianism and its rela onship to organiza onal communica on.
Understand how belief, affect, and behaviors lead to organiza onal cynicism.
Define the term employee deviance.
Listen to the podcast with Dr. Gordon Patzer (author of the book Looks) from the American Management Associa on(h p://www.amanet.org/training/podcasts/Gordon-Patzer-on Why-Looks-Ma er-More-than-You-Think-08-03.aspx). A er listening to the podcast, what do you think of the general findings from Dr.
Check out this infographic(h p://infographiccommons.com/view/equal_educa on_unequal_ pay.html) on wage disparity between females and males. Why do you think wage dispari es s ll exist in the twenty-first century? Do you think the wage disparity will ever shrink between females and males in the
Looking at the seven proposi ons proposed in employee abusive organiza on theory, do you agree with the basic theory? Why or why not? Do you think the theory is missing a cri cal element? If so, what? If not, why?
Iden fy mul ple forms of physical-appearance discrimina on and how such discrimina on impacts the workplace.
Summarize heterosexism and how it impacts modern organiza onal prac ces of discrimina on.
Explain Alice Eagly and Linda Carly’s concept of the labyrinth in comparison to the more common no ons of the “glass ceiling.”
Reproduce and evaluate Michell Gelfand, Jana Raver, Lisa Nishii, and Benjamin Schneider’s model of organiza onal discrimina on.
Understand what leads to a McDermo employee-abusive organiza on.
Listen to Jason Wrench’s interview (h p://www.communicast.info/rancer.mp3) with Andrew Rancer about verbal aggression. How can you apply Dr.Rancer’s ideas to aggression in the workplace? Should workplace policies have clearly ar culated sec ons on verbal aggression in the workplace? Why or why
Listen to Jason Wrench’s interview (h p://www.communicast.info/wpbully.mp3) with Pamela Lutgen-Sandvick about bullying in the workplace. What strikes you the most from this interview? How do you think organiza ons should use this informa on to improve the workplace?
Go to the Workplace Bullying Ins tute’s website (h p://www.workplacebullying.org/wbiresearch/wbistudi es) and check out some of their research. What findings did you discover that were not discussed in this chapter? What facts about workplace bullying surprise you the most?
Understand the recommenda ons from the Occupa onal Safety and Health Administra on (OSHA) for allevia ng workplace violence.
Differen ate among the four types of violence proposed by Mary Bruce and William Nolan.
Describe Charlo e Rayner and Loraleigh Keashly’s five common characteris cs of workplace bullying defini ons.
Differen ate between verbal aggression and argumenta veness.
Explain the three dimensions of Arnold Buss’s typology of aggressive acts.
Define the term aggression.
All of the following are types of dysfunc onal conflict except:a. polariza onb. escala onc. coerciond. de-escala one. dri ing
If your boss is engaging in polarizing dysfunc onal conflict, then which strategy would be the most effec ve func onal conflict strategy?a. integra onb. coopera onc. confirma ond. agreemente. focusing
Integra ve and distribu ve nego a on tac cs vary on all of the following except:a. goalsb. issuesc. communica ond. outcomese. stereotypes
In conflict, Sari tries to consider the rela onship and her goals. She tries to make sure that her goals come first. Which type of conflict-management style is she most likely using?a. avoidanceb. accommoda onc. collabora ond. compromisee. compe on
Conflict involves these three I’s except:a. incompa ble goalsb. interdependencec. interac ond. independencee. none of these
Pretend that you are an employee of Maverick Electronics. How do you feel that communica on can be improved? Why is a union important? How can the new Japanese execu ves help the union?
Let’s pretend Maverick Electronics hired you as a communica on consultant. What informa on would you collect? How will this informa on help you predict the future outcome of this business?What would you expect the findings to be? How would you use this informa on to make sugges ons to the execu
Can you iden fy advantages and disadvantages of each side in this case study?
If you were asked to be a nego ator in this situa on, how would you resolve the conflict? What do you think the outcome will be?
Create your own hypothe cal nego a on strategy. What would mo vate you to resolve the conflict? What factors would you consider? Why?
Which nego a on strategy, distribu ve or integra ve, is most applicable in the workplace? Why?
What do you think are the most important differences in distribu ve and integra ve nego a on strategies? Which do you personally prefer? Why?
Iden fy the three types of third-party nego a on.
Analyze the four types of players in nego a on.
Iden fy distribu ve and integra ve nego a on strategies.
Define and understand the characteris cs of the nego a on situa on.
Can you think of some examples of dysfunc onal conflict and how you might be able to change them to func onal conflict?
Do you believe that conflicts happen in phases in an organiza on?Why or why not? Can you provide some specific examples?
Discuss the different conflict-management strategies. Based on your experience, can you describe a situa on where each strategy occurred?
Discuss the advantages and disadvantages of conflict in the organiza onal se ng.
Discuss the impact of conflict on organiza ons.
Define the conflict-management strategies.
Describe the term conflict.
Divide the class into small groups. Each group must select a different type of stress. Group members will act out their type in front of the class, and the class must guess which type is being acted.
Contact someone who is currently part of or has been a part of a high-stress job. Ask him or her specific ques ons regarding stress and the job. Do you see rela onships between the person you contacted and what was presented in this chapter?
In groups, discuss the pros and cons of each type of stress and discuss how to deal with each type.
In groups, discuss the three I’s in conflict: incompa ble goals, interdependence, and interac on. Can you think of specific examples for each one?
Differen ate among different types of organiza onal responses to stress.
Understand what happens when stress is not appropriately managed in the workplace.
Explain the different types of stressors in organiza ons.
Define the term stress.
According to Joseph Walther’s social informa on processing theory, four factors can contribute to developing a hyperpersonal rela onship through computer-mediated communica on. Which of the following answers is not one of those factors?a. selec ve self-presenta onb. interpreta onc. a ribu ond.
The media richness model compares a medium to the four quali es of face-to-face communica on. Which of the following answers is not one of those quali es?a. provides instant feedbackb. conveys mul ple cuesc. conveys nonverbal communica ond. provides a sense of social presence and personal contacte.
According to the configura onal view, common organiza onal structures includea. func onal and divisionalb. geographic and matrixc. horizontal and networkd. answers a and be. all of the above
According to the dimensional view, the three dimensions of organiza onal structure area. input, throughput, outputb. culture, iden ty, imagec. func on, division, loca ond. size, ver cal hierarchy, horizontal differen a one. pa ern, formaliza on, centraliza on
According to Edward Hall, high-context technology results froma. context expansionb. context extensionc. extension transferenced. technical transferencee. technical transience
Is the ethic of expediency evident in our society today? Is the lure of technique? Is technical reasoning? Can you iden fy ways that technology is a force in our society that is exer ng unpredicted effects? Are there technologies our society could pursue but should not?
Do you see in this case the effects of the technological impera ve?That is, did the technicians create the killing technology because they could do it? Did the technological perfec on of the gassing trucks become its own jus fica on?
Do you see in this case the effects of technological determinism?That is, did technology become an autonomous force that exerted unpredicted effects and may have pushed Nazi bureaucrats over the edge into genocide?
Do you see in this case what Jurgen Habermas called technical reasoning, which only values “what works”? Was the Holocaust the product of a ra onal society in Habermas’s meaning of the term?
Do you see in this case what Jacques Ellul and William Barre called technique, or a mind-set that always looks for some technique to solve any problem?
Do you believe this case is not due to a lack of ethics, but to what Steven Katz called an ethic of expediency in which ra onality, efficiency, speed, produc vity, and power are seen as morally good?
Do you believe this case is, as Zygmunt Bauman would argue, “an outcome of the bureaucra c culture”?
Thinking again about that online class, did you (or your friend) feel a sense of community developed over me within the class? What rituals and occasions did everyone share (e.g., rituals connected with required readings, with weekly online discussions, with unit quizzes)? Did students eventually
In that online class, did you (or your friend) observe that students tried to manage others’ impressions about them, selec vely presen ng themselves online? With li le informa on to go on, did you (or your friend) a ribute posi ve quali es to classmates (at least ini ally) since everyone was in
Think about an online class you have taken. Or if you have not taken a class online, talk with someone who has and ask them to discuss the experience. Did you (or your friend) feel a reduced sense of personal presence and contact with the instructor and other students? Did this also reduce any
Think about your organiza onal communica on class. Name some simple announcements your instructor has made about rou ne procedures in your class. What media did the instructor use to communicate this informa on? Were the media lean or rich? Were the media an appropriate choice for the rou ne
Relate the effects of computer-mediated communica on (CMC) to everyday communica on within organiza ons.
Delineate the social integra on approach to mediated communica on and understand how various media influence the way we think and the ways we form communi es.
Delineate the social interac on approach to mediated communica on and understand the basics of the media-richness model, social-presence theory, and social informa on-processing theory.
Finally, check your college or university’s website—if you dig deeply, you may be surprised by the large number of networks in which it par cipates. These might include research consor a, alliances with community agencies to promote regional development, public-private partnerships with
Your college or university has been impacted in numerous ways by new communica on and informa on technologies. First, make a list of these technologies—from e-mail and online classes to online course registra on and digi za on of student records. Next, answer these ques ons: How have the
Consider the college or university you now a end. Chances are you can go online and download its organiza onal chart (or, if you must, you can request a copy in person or via e-mail). What are the dimensions of your ins tu on (size, ver cal hierarchy, horizontal differen a on, formaliza on, and
Are the capabilities for communicative action afforded by these technologies producing new organizational forms and structures?
Are these technologies driving new organizational configurations and, if so, what are these new forms?
How do these technologies affect—according to the dimensional view—the patterns, formalization, and centralization of organizations?
What must be decided about structure?
What drives decisions about structure?
How do organizations coordinate work?
How are the components linked?
What are the component parts of organizations?
Whose interests were served?
How did individuals adapt?
How did organizations adapt to survive?
How did each technology change the ways that organizations structured themselves to accomplish work?
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