New Semester
Started
Get
50% OFF
Study Help!
--h --m --s
Claim Now
Question Answers
Textbooks
Find textbooks, questions and answers
Oops, something went wrong!
Change your search query and then try again
S
Books
FREE
Study Help
Expert Questions
Accounting
General Management
Mathematics
Finance
Organizational Behaviour
Law
Physics
Operating System
Management Leadership
Sociology
Programming
Marketing
Database
Computer Network
Economics
Textbooks Solutions
Accounting
Managerial Accounting
Management Leadership
Cost Accounting
Statistics
Business Law
Corporate Finance
Finance
Economics
Auditing
Tutors
Online Tutors
Find a Tutor
Hire a Tutor
Become a Tutor
AI Tutor
AI Study Planner
NEW
Sell Books
Search
Search
Sign In
Register
study help
business
organizational communication
Organizational Communication Theory Research And Practice 1st Edition Jason S. Wrench Narissra Punyanunt Carter Mark Ward Sr - Solutions
In the exercises for Sec on 8.1, you were asked to think of an organiza on to which you have belonged—perhaps a sports team on which you played, a club you joined, a company where you worked, a church or mosque or synagogue where you have worshipped, or the college you now a end. In Sec on 8.1 we
Grasp the postmodern and cri cal concern that managerial interests can use organiza onal iden ty and iden fica on to sustain their control.
Understand the processes by which organiza on members come to iden fy with the organiza on and incorporate that affinity into their self-iden es.
Recognize how management strives to guide employees’socializa on into the organiza on, so employees strongly iden fy with the organiza on.
Dis nguish between organiza onal iden ty and iden fica on.
Finally, think again of the organiza on you analyzed in Exercises 1 and 2. In what ways might its organiza onal iden ty—the way it sees itself—have shaped the problems it perceives and the solu ons it formulates? Do you see, as Cheney and Christensen cau oned, any autocommunica on in its adver
Consider again the organiza on you named in Exercise 1. Describe how (using Albert and Whe en’s defini on) its iden ty reflects its central character and the dis nc ve quali es it claims to possess and how the iden ty has endured over me. Now, referring to Hatch and Schultz’s theory, describe
Think of an organiza on to which you have belonged. It might be a sports team on which you played, a club you joined, a company where you worked, a church or mosque or synagogue where you have worshipped, or the college you now a end. What was (or is)its organiza onal iden ty? As you think of that
Understand the danger of self-referen al autocommunica on and the ethical challenges posed.
See how organiza onal iden ty can be unstable and mutable, changing and adap ng in response to external feedback or events that challenge an organiza on’s image and reputa on.
Differen ate between organiza onal iden ty, organiza onal culture, and organiza onal image and grasp the dynamic rela onships between them.
Understand the concept of organiza onal iden ty, both its roots in theories of individual iden ty and how the literature on organiza onal iden ty has developed to the present.
See how different approaches to the nature of organiza ons lead to different perspec ves on organiza onal iden ty.
Bob has a phone call every Monday morning with a paid consultant. The consultant’s job is to help Bob, the CEO of a small tech firm in California, direct his company’s future and help Bob realize his own goals. What type of coaching is Bob involved in?a. supervisory coachingb. skills-based
Joaquin is a definite go-ge er. While Joaquin is one of the most produc ve individuals at X-corp, he also realizes that X corp may not necessarily be the best organiza on for him to travel up the corporate ladder. As such, he’s always checking want ads on Monster.com and LinkedIn. What type of
Which of the following is not an outcome of a leader member exchange rela onship?a. greater follower organiza onal commitmentb. greater follower communica on apprehensionc. greater follower organiza onal par cipa ond. lower voluntary turnover inten ons of a followere. lower follower exhibi on of
Tika’s new boss is so much fun to work for. Basically, the job is almost like a party on most days. Her boss is more concerned with building morale and rela onships than micromanaging people to ensure that the group gets their work done.According to Blake and Mouton’s leadership grid, what type
Jonathan is a leadership researcher. He is currently trying to determine if an individual’s communica on apprehension (a commonly studied communica on trait) impacts the effec veness of an individual’s leadership within a nonprofit.Which approach to leadership is Jonathan employing?a. func
If you were Jerry’s boss, how would you handle his behavior and his lack of desire to change his behavior?
Is it ever appropriate for a consultant to fire a client who just has no desire to change?
If you were Janet, how would you handle this situa on?
Can all employees be coached?
Complete the Organiza onal Coaching Scale in the sidebar. Based on the results from your analysis of your supervisor’s coaching behavior, what areas do you think your supervisor could improve on? Why do you think your supervisor coaches you in the way he or she does?
Apply Pamela Kalbfleisch’s mentoring enactment theory to one of your own mentoring rela onships (as either mentor or mentee).
Think of a me when you’ve been mentored. What stages do you think your mentoring rela onship reached? Did you get all the way to trusted sage? Why or why not?
Describe and explain the three types of coaching.
Differen ate between execu ve and supervisory coaching.
Describe Pamela Kalbfleisch’s mentoring enactment theory.
Explain Gregory Dawson and Richard Watson’s three stages of mentoring.
Differen ate between the terms mentoring and coaching.
A er comple ng the Organiza onal Orienta ons: Short Form scale in the sidebar, what organiza onal orienta on is your most prominent? How do you think your organiza onal orienta on affects your current job? Do you think your organiza onal orienta on would change if you were in a job versus a career?
Thinking back to your most recent job, what type of follower would Roger Adair characterize you as? Why?
Thinking back to your most recent job, what type of follower would Ira Chaleff characterize you as? Why?
Differen ate among McCroskey and Richmond’s three organiza onal orienta ons.
Describe Roger Adair’s 4-D followership model.
Explain Ira Chaleff’s styles of followership.
Define the term followership.
Create a list of at least five transac onal leaders and five transforma onal leaders. What differences do you see between these two lists and the types of organiza onal accomplishments they’ve had?
Looking at Blake and Mouton’s managerial grid, which type of leadership style do you respond best to? Why do you think you respond best to this leadership style? Do you think you lead others in this fashion? Why or why not?
Fill out the Least Preferred Coworker Scale (h p:// nyurl.com/myrcrlx). A er comple ng the measure, what did you learn about your own approach to leadership?According to con ngency theory, what leadership situa ons will you succeed in, and in what leadership situa ons will you need to alter either
Explain James MacGregor Burns’s transforma onal approach to leadership.
Compare and contrast Robert Blake and Jane Mouton’s managerial grid and George Graen’s leader-member exchange theory as rela onal approaches to leadership.
Understand the similari es and differences between Chester Barnard’s func ons of the execu ve and Kenneth Benne and Paul Sheats’s classifica on of func onal roles in groups as func onal approaches to leadership.
Differen ate between Fred Fiedler’s con ngency theory and Paul Hersey and Kenneth Blanchard’s situa onal leadership theory as situa onal approaches to leadership.
Explain the trait approach to leadership.
According to Appadurai, which cultural flow is the worldwide movement of ideas and images?a. ethnoscapesb. technoscapesc. financescapesd. mediascapese. ideoscapes
According to Stohl, which type of organiza on primarily iden fies with one na onality but acknowledges the diversity of its workforce?a. domes cb. mul culturalc. mul na onald. interna onale. global
According to Hofstede, which cultural-value dimension entails a society’s assump ons about the distribu on of authority?a. power distanceb. individualism versus collec vismc. masculine versus feminined. uncertainty avoidancee. long- versus short-term orienta on
Which view holds that culture is something an organiza on is and that culture tends toward order and stability?a. func onalistb. interpre vec. cri cald. postmoderne. integra ve
Which of the following is not a part of Gibb’s suppor ve climates?a. descrip onb. controlc. spontaneityd. provisionalisme. empathy
How does the “hybridized” organiza onal culture of TDL help us understand the process of globaliza on? Which of Appadurai’s“cultural flows” (ethnoscapes, technoscapes, financescapes, mediascapes, ideoscapes) do you see at work?
Can Kluckhohn and Strodtbeck’s typology of cultural-value orienta ons, and Hofstede’s typology of cultural-value dimensions,help us be er understand why TDL adopted some American methods and not others?
How are the tradi onal “house rules” of part-me Japanese workers an example of high-context communica on? How is the TDL employee manual an example of low-context communica on?
Referring to Table 6.11, what type of organiza on is TDL?
Referring to Table 6.7 in what kinds of organiza onal performances did Japanese part-me and temporary workers tradi onally engage?
Referring to Hoffman and Ford’s rhetorical sitdua ons,, to what rhetorical situa on did the TDL employee manual respond? What rhetorical strategy was employed?
Referring to Table 6.5, how did Raz’s ethnographic fieldwork reflect an emic view of cultural research?
How did the Tokyo Disneyland manual for part-me employees func on as a culture-embedding mechanism?
In what ways is your own global consciousness raised? Make a list of global contacts in which you regularly engage via informa on technology, from online video games to doing research for your homework assignments. Make a list of global risks—such as climate change or AIDS—that cause you to
Take stock of your own cultural background. To what extent do you engage in high-context and/or low-context communica on? Now take a look at Kluckhohn and Strodtbeck’s typology in Table 6.9.What are your cultural value orienta ons on each of the five basic ques ons? Also look at Hofstede’s
Spend some me reading online ar cles from major news media, both domes c and foreign. Then make a list of current news items that illustrate each of globaliza on’s six elements: global economic integra on; cultural, poli cal, and material exchange; worldwide diffusion of informa on; compression
Understand major theories of globaliza on from a convergence perspec ve, which a empts to iden fy driving forces behind global integra on.
Understand major theories of globaliza on from a divergence perspec ve, which inves gates how organiza ons manifest elements of their surrounding dominant cultures.
Describe major elements of globaliza on.
As in the first two exercises, think of the same organiza on. Could a cri cal analysis reveal that its culture legi mizes the most dominant interests, by making them seem natural and normal, while marginalizing other interests that struggle to be heard?Why? Could a postmodern analysis reveal that
Think of the same organiza on you considered in Exercise 1. If you did ethnographic observa on of this organiza on from (according to Pike) an emic view, what might you hope to observe? That is, what organiza onal talk, texts, and stories do you think could be most revealing about its culture? Why?
Think of an organiza on to which you belong—perhaps your place of work, or a community, or the college or university you a end.Would you describe its culture as “strong” (according to Deal and Kennedy) and “excellent” (according to Peters and Waterman)?Describe (according to Schein’s
Understand important concerns in cri cal and postmodern scholarship on organiza onal culture.
Understand founda onal concepts for interpre ve research and
Understand major func onalist theories of organiza onal culture and their implica ons for managing organiza onal change.analysis of organiza onal culture.
Delineate the func onal, interpre ve, cri cal, and postmodern approaches to understanding organiza onal culture.
Poole and McPhee’s structura onal theory holds that you are largely unaware of how your ac ons affect the overall organiza onal climate. Think of an organiza on to which you belong and then ask yourself, How do I affect its climate without realizing it? How does the organiza on’s climate make
Now think of a defensive climate you have encountered. How could it (or how did it) become more suppor ve? Use the three models we have reviewed in this sec on to support your analysis.
Think for a moment about an organiza on to which you belong. Is its climate suppor ve or defensive? Why? Analyze its climate according to Redding’s SCOPE model and to Pace and Faules’s six factors.
Describe a real-life example for each of Gibb’s defensive and suppor ve traits in communica on climates.
Is the quality of communication within the organization generally good?
Can employees initiate upward communication?
Are employees given the resources to perform their jobs effectively?
Do employees believe management sees them as important?
Do employees feel that management uses effective methods, rather than just chance, for solving problems?
What methods are used by managers to motivate employees?
Describe how organiza onal climate can, as Poole and McPhee proposed, be conceived as a structura onal process.
Delineate Redding’s SCOPE model for analyzing organiza onal climates and Pace and Faules’s extension of the model.
Dis nguish between suppor ve and defensive climates in Gibb’s model.
Understand the concept of organiza onal climate.
Kalina is on the board of directors of Children Interna onal, a large nonprofit trying to alleviate worldwide hunger. Kalina is also a member of the American Farmers Associa on. In her two roles, Kalina is o en discussing how the two organiza ons can help each other. According to Rogers(1995), what
What are communica on networks that exist outside the formal hierarchy of an organiza on?a. formalb. informalc. mediatedd. sociale. capitalized
Katherine is very unhappy with her organiza on’s stance on a new interna onal adver sing campaign. She finds the campaign racist, but she feels that if she says anything at work people may retaliate. Instead, she anonymously blogs about her uneasiness on a website for marke ng professionals.
Which of Dover’s (1959) three eras of the history of downward communica on was concerned with no ces of birthdays and anniversaries, jokes, and local recrea on and entertainment opportuni es?a. era of entertainmentb. era of informa onc. era of interpreta ond. era of persuasione. era of re cence
When Jerry first started working for Capital Bank, he was told that every Friday was casual Friday. The first week he worked for the organiza on he wore jeans to work, only to find out that everyone else was wearing khaki pants and a Capital Bank polo shirt tucked in. What aspect of formal
With the inven on of new technology, has the idea of the workless weekend disappeared forever?
Do you think people are obligated to respond to e-mails they receive during the weekend?
The pop-up message is a form of downward communica on related to communica on flow. Do you think this is an effec ve way to prevent weekend e-mails?
What do you think some of the downsides are for an organiza on having its own social networking website?
Do you think organiza ons should limit employee access to social networking websites during the business day?
How do you think social networking sites are changing the dynamics of horizontal communica on within the organiza on?
Do you see any communica ve problems that may arise out of the organiza onal structure created by Bluewolf?
How do you think the lack of a formal vaca on policy increases effec ve communica on at Bluewolf?
Do you think Bluewolf’s organiza onal structure could be effec ve in other types of organiza ons? If so, in what types of organiza ons do you think this organiza onal structure would be the most effec ve?
Conduct a simple network analysis of an organiza on you belong to currently. If your organiza on is very large, you may want to only analyze one division of the organiza on.
Showing 500 - 600
of 3825
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
Last
Step by Step Answers
Get 50% OFF
Claim Now
