Conversation Between Bernard An Wai Ting Education Essay

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Bernard is the transnational leader in this case since he is the one that originally came from the United States. He manages the department wherein Wai Ting is a part of. He was the one who requested Wai Ting in handing out the report which he urgently needs.

· What cultural influences are effecting the communication between Bernard and Wai Ting?

The cultural influence that affects the communication between Bernard and Wai Ting is that both of them were raised in a very opposite cultural setting. Bernard is raised in the United States wherein communication is very direct. On the other hand, Wai Ting is raised in China where in communication is conservative in nature. Working together is quite a problem since both have different perspective in communicating.

· What are the career and interpersonal risks for Bernard and Wai Ting in this situation?

Career-wise, the risk for both of them with this kind of situation is that they may not be able to function properly. For Bernard, he may not be able to cascade his directions and information to Wai Ting in a manner that he wants to be understood because of his directness. As for Wai Ting, she may perceive the instructions messages differently as what Bernard intends to. In terms of interpersonal relationship, the both of them may not have a harmonious working relationship because of this barrier.

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· What are the organizational risks present in this situation?

This kind of situation may create an organizational chaos. Communication is very important for

Figure 4.7

Worksheet for Transnational Communication

Characteritic

Notes

Direct / Indirect

Communication between two individuals need to be clear on what the sender intends to deliver to the sender. In this way, he can get a response that he is expecting, thus, communictaion is effective.

Discussion / Dialogue

Communication between two individuals need to be clear on what the sender intends to deliver to the sender. In this way, he can get a response that he is expecting, thus, communictaion is effective.

Linear / Circular

There is a cyclical process of moving towards the greater mutual understanding based on the giving and receiving of information

L (Listening)

What do I need to lisren to?

What do I need to to to show I am listening?

How can I make sure I am being listened to?

Communicators need to listen to the opinion of others. In order to show that you are listening, make it a habit to somehow repeat or clarify what the other person is saying.

In order to make sure that you are being listened to, spend time to ask questions regarding what you are trying to communicate. You can also do some ice breakers in order to neutralize the atmosphere of discussion.

? (Inquiry)

What do I need to know?

How shall I fraem my questions?

How can I ensure muy questions are received openly?

You need to know informations that will affect your work within the organization. Also, informations that will benefit you positively as an individual are worth knowing.

Questions ahould be framed in a very articulate and clear manner so as not to be confused as something else.

Ensure that the framed questions does not double meanings in it and that it is not intend to harm the other members of the organization.

V (Voice)

What do I need to do to ensure I allow the other person to have voice?

What do I need to do to ensure I have voice?

In order to ensure that the other person has a voice, be sure to let them talk and share their opinions on the subject that you are discussing.

This is the same way as ensuring that you have voice. Emphasize and share your opinions, however, never assert that it is the idea that needs to be followed.

<3 (Empathy)

What do I need to be empahetic about?

How can I show empahty?

Empathy is very important in a discussion since this will show that you understand what the other person is saying. In order to show empathy, it is important to let the other person know that you undestand. Gestures such as nodding, tapping may also be helpful in showing empathy.

Meeting Reflections

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1. Describe the ways that this planning worksheet was helpful in conducting your meeting.

The planning worksheet is helpful in conducting the meeting in order to gain the interest of the individuals you are addressing. Communication within and among groups' leads to a degree of convergence or sharing and some divergence or difference. The more communication within or among groups, the greater the expected convergence. The less information transfer, the more the divergence

2. What have you learned as a result of this exercise? List key reflections as a result of this meeting.

· Communication between two individuals need to be clear on what the sender intends to deliver to the sender. In this way, he can get a response that he is expecting, thus, communictaion is effective.

· Empathy is very important in a discussion since this will show that you understand what the other person is saying. In order to show empathy, it is important to let the other person know that you undestand. Gestures such as nodding, tapping may also be helpful in showing empathy.

· Communication within and among groups' leads to a degree of convergence or sharing and some divergence or difference. The more communication within or among groups, the greater the expected convergence.

Chapter 5: Paradox of Action

1. Complete the probing questions on Figure 5.1 (p 95). End by identifying what worked well and what needs to be improved for further learning and growth opportunities.

2. Define each of the Points to Consider in Figure 5.2 (p 97).

3. Provide a recent example of practicing reflection "on action" and how you integrated "in action" as well. Was this practice session with an individual or a group? Use the Quadrant of Reflection Chart on Figure 5.11 (p 108) and respond to the five questions listed. What did you learn from this exercise?

Figure 5.1

Probing Quesition for the Conversation between

Carla and Mohamoud

· What took place between Carla and Mahmoud?

The conversation that took place between Carla and Mahmoud is the action based on Carla's point of view. However, based on Mahmoud's perception, it is just a confrontation and just another one of those discussions that blame him of what is conceived as his fault.

· What was the level of commitment from Mahmoud?

There is a very low level of commitment of from Mahmoud. This is because he thinks that the organization, especially Carla, doesn't support him with anything. He perceives that he is just there to be blamed of results that are not of his control.

· What was the level of support from Carla?

The level of support from Carla is very low as well. She doesn't listen to opinions. This is because she is an individual thinker and believes that she can get the results the way that she wants it by doing it her way.

· What were Carla's goals for this conversation? Did she achieve them?

The initial goal is to remind Mahmoud that he needs to perform better. This is due to the upcoming performance review of her department. However, she was not able to achieve it since the level of commitment from Mahmoud is very low which is due to the lack of support he was getting from the organization and Carla herself.

· What were Mahmoud's goals for this conversation? Did he achieve them?

Mahmoud doesn't have any goal in this conversation. He just wants it to be over. He has a very low self esteem in his work habits because of the criticisms he received in the past.

Activity Summary

1) Identify what worked well.

Based on the conversation between Carla and Mahmoud, it did not go well. Carla still continues to believe that her management style is effective. On the other hand, Mahnoud continues to feel that he is worthless in the organization and that he is just there to be blamed.

2) What needs to be improved for further learning and growth opportunities?

· Organizations that desire high productivity must depend upon their employees to achieve that outcome.

· As employees interact with their peers, subordinates and supervisors, they gain insights and knowledge about the background, experiences, attitudes, and behavior of the other people.

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· Based upon these inputs, relationships among the people in the organization become established. Such relationships may be friendly and affect the growth of the organization and its employees positively; or they may be hostile and affect both the employees and the organization negatively.

Figure 5.2

Points to Consider

· On Action

Action to be taken in an organization should benefit the common good. Actions should show support and confidence with the other members of the organization.

· In Action

Good relationships are not only desirable for organizational success, bur are also extremely important to the very lives of human beings.

· Assumptions

Assumptions should not mislead members of organization. This may affect the overall organizational climate.

· Meta-view

An individual's cognitive and affective perceptions of an organization influence such individual's behaviour in the organization.

· Freeze Frame

Typically, if employees' views are consistent with the organization's culture, then the climate will be positive. If there is a wide disparity between the culture and employees' values, the climate will be negative.

· Intent vs. Impact

All intentions for an organization that will be executed should consider its impact, not only for the organization but as well as its members.

· Unintended

Unintended actions must be avoided in order to avoid chaotic nature of the organization.

· Consequences

Organizations and its members should be prepared to any consequences that will result to the actions they took.

Practicing Reflection Activity

1) Provide a recent example of practicing reflection 'on action' and how you integrated 'in action' as well.

The effect of communication will tend to restore balance, which is postulated as the 'normal state' of a system of relationships. There have been instances wherein I am aloof with other members of the organization since I am a mender of the minority. However, I challenged myself that it will be for my benefit that I need to participate in spite of my minority.

2) Was the practice session with an individual or a group?

The practice session is with a group of people I worked with in my organization.

3) What did you learn as a result of this activity?

I learned that I need to communicate effectively in spite of anything. Communication performs the essential function of enabling two or more individuals to maintain simultaneous orientations to each other and towards objects of an external environment'

Figure 5.11

Quadrants of Reflecion Chart with Guiding Questions

GROUP

1) What is working well and how are we benefiting?

2) What assumptions are we making?

3) What can we do differently?

4) What challenges are we facing?

5) What are we doing to overcome them?

1) What worked well and how did we benefit?

2) What assumptions did we make?

3) What can we do differently?

4) What challenges did we face?

5) What did we do to overcome them?

ON

ACTION

IN

ACTION

1) What is working well and how am I benefiting?

2) What assumptions am I making?

3) What can I do differently?

4) What challenges am I facing?

5) What am I doing to overcome them?

1) What worked well and how did I benefit?

2) What assumptions did I make?

3) What can I do differently?

4) What challenges did I face?

5) What did I do to overcome them?

INDIVIDUAL

Cultural Implications of the Questions

· Using the Quadrant of Reflection Chart as a reference, provide an example of your experiences in practice for each of the Five Questions posed on pages 108-109:

Culture and organization have their own perspectives. Organization's culture, leaders and people involve plays a vital role in achieving the desired organization's growth and development. Even though culture is said innate and constant, there are times that it is subject to change and improvements for the benefit of the organization, and the people within the organization. I enjoyed reading the topic and I hope briefly explained and elaborated examples and discussed my thought and opinions regarding the said topic about organizational culture and its sub-topics. I can say that I am now confident to face the environment where I used to share my culture and used to imply me their culture. Now I'm supported and equipped by the things that I need to now about organization and its culture.

· Summarize what you have learned as a result of this activity.

Just like in an organization or in our workplaces, culture they say is constant but then suddenly changes. The culture in an organization may be affected by the different people involve in that organization. Culture can be characterized in three levels. First is the behavior and artifacts which is the most visible level. It is observable and consists of behavior patterns and outward manifestations of cultures. Next level of cultures determines the values, values are said to determine behaviors but are not directly observable. One may say I value my work and shows it on the way he/she works this is directly seen and observable but the other says I value my work but never show how he/she really values his/her work, no effective output seen, may not finish his/her work on time, always late, etc. this is the indirect meaning of valuing his work. He/she says he values it but it's just merely his thought or belief, it's in his/her mind but never shown in his/her actions. Lastly the third level of culture and said to be the deepest level is the assumptions and beliefs. It is said that assumptions grow out from values like what I have said on valuing work. As there are no outputs at all it may not show value but just an assumption or belief. These levels affect and effect the organization and its culture. Organization, culture and people may contribute on the development and fall of an organization. The culture may have different impacts on an organization and its people.

Cultures are norms, unified beliefs, values, traditions, behavior, and thoughts within a group or organization. It is present from the very beginning or from ancestral management. The culture from a group is constant and may be different from another group. But as time goes by, these said cultures may be nourished or changed for the better or may be the worst. A great example of determining culture is the comparison of the culture within our homes and families. My culture is very much different from the culture of others. When I was born I already inherit the culture present in our family. As I grew up I've been practicing and nourishing that culture in me. But as time goes by as m mind starts to work, think, and learn that culture in me slowly changes. Through interpersonal interactions or observations I may become hesitant if the culture I grew up with is right and standard. With hesitation, confusion follows, when confused of something experimentation suddenly zooms in. Then that is the time that culture changes and becomes substantial.