Other aspect that I think that was good that at the end I was asking questions to the interviewer which showed that I was interested in the job role. This would show to the interview that I was interested in the job role and I showed interest. Although there was many aspects that were positive there was also negatives which we could have improved on. For example when I was keep looking on that sheet for the answer which should I did not remember all of the lines for the interview. The interview would also put pressure on us by looking at that us all the time instead of writing something down to make it look professional.
Based on what you have learned in this chapter, suggest two ways she might more effectively seek Ken’s forgiveness. Jan attempt to get Ken to forgive her is full of defensiveness and self interest. Jan could more effectively seek and obtain Ken’s forgiveness by acknowledging ken’s point of view. Jan would be more effective in seeking ken’s forgiveness if she did not seem to be so defensive, and she tried to see the situation from his perspective. Jan also needs to demonstrate that she has a desire to restore the well-being of their friendship.
The learning curve will present challenges in that, employees will maintain the need to refer to the old system to proceed with business as usual. Possible struggles presented by the learning-curve are expected from several employees. Some will adjust more than others, but the main challenge is in the adaptation or orientation phase. Technologically, since the system is equipped with back up software, it should eventually eliminate the need for hard copy records and files. This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change.
He can offer to move the orientation to July or move the orientation to another room. This would give him more time to get organized and ensure that everything was ready before the new orientation date. If Carl chooses to hide the failure from his supervisor he could risk losing his job if she found out that he did not tell her everything. With the second option
His tone makes this piece more believable for the audience due to his negative, exasperated demeanor. He speaks of sheer experience, not just based on fact. The audience buys into his troubles at home with the technology because he gives examples and reasons behind it. If he were to have done research on the issue and then presented his case, then it would not
There are many different types of communication styles each person has a unique personality and communication style which plays a basic role in their personality perspectives. In the article “but what do you mean?” by Deborah Tannen the author argues that there is no right or wrong way to talk. Whereas in the article “Doublespeak” by William Lutz he argues that communication is carefully designed and constructed to mislead and corrupt our thoughts. However I agree with Tanner because men and women talk differently. One of the most common reasons is that your communication style is different than the other person’s communication style.
The first such way is to ignore any legitimate concerns women have; the second way is to classify any emotion as unnecessary and “irrational.” Women get taken advantage of solely because society has considered them emotional, which in today’s modern society is often mistaken for being unstable. This in turn affects a women’s status in life. With this in mind, it is the status that will ultimately define their social mobility, “the lower the status, the more manner of seeing and feeling is subjected to being discredited, and the less believable it becomes” (Hochschile 173). Society has usually seen the lower class as unintelligent and therefore have their opinions denigrated. Even if she has a legitimate case to voice an opinion, “a person of lower status has a weaker claim to the right to define what is going on; less
There is functional conflict and dysfunctional conflict and it is in management’s best interest to identify potential conflict before it happens, so that it can be managed effectively. Functional conflicts are conflicts that are constructive in nature and create stimulating thoughts and problem solving within a group or team through exercises called devil’s advocate or debates. These functional conflicts are actually quite healthy for an organization because it supports company goals and objectives as well as improves performance. On the contrary, dysfunctional conflicts can be extremely harmful to an organization because it can hinder group or team performance. Dysfunctional conflict usually starts when two or more team members don’t get along, are not willing to work together and it is most often personal.
* Alan needs to improve on being mindful on a person to person basis. He needs to treat each employee as an individual. In our text it states “to being mindful we need to put aside any preoccupations, preconceptions and attend fully to what is happening in the moment” (Wood, J., 2012 pg161). * Alan tried different approaches when evaluating Gretchen and the male employee but still was ambushing both employees; Alan was listening, but was taking the information and using it against them. He needs to take each situation and act differently upon it.
Her claim was to argue the problems of how women are supposed to be seen as thin, long hair, and busty. She dismisses that argument as she focuses on her past problems that end up coming out as anger and just nagging. Also, reveals her own problems with her own race. Her bias is revealed as she called the man a “redneck” and called herself a “nigga,” as she stoops down to her offenders’ level. Her unsupportive argument is not to prove the misconceptions of what makes a woman a woman, really her arguments about her own anger and aggression towards her past.