Review questions 5-8. answers muts be 300 words or more please. thank you Chapte

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Review questions 5-8. answers muts be 300 words or more please. thank you

Chapter 2 End of Chapter 69 Key Terms Active listening p. 37 Evaluating p. 41 Interpretation p. 38 Performing p. 59 Affective conflict p. 45 c culture p 58 Meeting minutes p. 62 Monochronic Power distance p. 54 Stereotypes p. 53 Storming p. 59 Cognitive conflict p. 45 Groupthink p. 60 Collectivist culture p. 54 Context p. 53 Emotional intelligence p. 36 Guanxi p. 55 Individualistic Interpersonal culture p. 55 Nonverbal communication prehension p. 38 ronous communication 38 36 Norming p. 59 Paraphrasing p. 40 Passive listening p. 37 Teaming p. 59 Ethnocentrism p. 53 communication p. 36 Uncertainty avoidance p. 55 MyLab Business Communication If your instructor is using MyLab Business Communication, go to www.pearson.com/ mylab/business-communication to complete the problems marked with this icon Review Questions 1 Name two barriers that interfere with hearing. 7 What is ethnocentrism? 3 How does comprehension differ from interpretation? 3 What are three types of paraphrasing? 4 Describe how a person "listens to nonverbal communication. 5 What is the difference between a provocative question and an 2 8 Name one way that an individualistic culture differs from a col- lectivist culture. What are the four stages of team formation? help teams collaborate. 9 10 Describe two ways that file-sharing tools such as Google Docs authentic question? 6 Under what circumstances is it a good idea to accommodate (or give in) during a conflict? Critical Thinking Questions 1 Some research suggests that emotional intelligence is a stronger6 predictor of job success than traditional intelligence how smart you are. Why do you think emotional intelligence is so impor- Some organizations provide the services of mediators to help resolve workplace conflicts. What are the advantages of having a disinterested party resolve a conflict? What are the advantages of ha ving people involved in the conflict work it out on their own? ma 2 Explain a situation- either at home, school, or work-in which 7Imagine you have been hired by a global company that is hold- you listened passively and neglected to hear important informa tion. Describe the negative result and identify how you could have used active listening s cat ing a two-week orientation for all new employees at the head office in San Francisco. You will be staying in a hotel weeks, and you have been assigned to share a room with a new employee from Zurich, Switzerland. What can you do to find out in advance a little bit about the culture in Zurich? Once you have identified some characteristics of that culture, what can you do to ensure that you do not stereotype your roommate? for two prove your communi- 3 Designers of consumer products argue that to understand what customers really need, you have to do more than listen to what they say. You have to observe what they do. Why do you think there is often a gap between what people say and what they do? 8 Explain a team situation in which you experienced conflict. What was the purpose of the team? Why did the affective andfor cognitive conflict occur? How did the team resolve the conflict? What was the impact on the final product? 4 Review the speaking strategies listed at the beginning of SQ2 on page 43. Divide them into two lists: strategies that you currently try to use when you speak and strategies that you typically do not think about. Of the strategies that you typically do not think about, identify one that you'd like to begin using immediately and explain why 9 Imagine you have a teammate who wants to do all the project work himself because he does not trust anyone else on the team to produce high-quality results. How would you respond to that teammate? 5 What words or phrases trigger a negative emotional response 10 from you? If someone repeatedly uses one of your "trigger words," what are your options for responding? Which option would you choose? Social loafing refers to the tendency of certain people to do less work when they are part of a team than they would when work- ing independently. What strategies can a team use to minimize social loafing of team members?

Explanation / Answer

Q.5 ) What is a Provocative Question?

A provocative question is a type of question that is meant to provoke but only because it aims to challenge and discard any conventional ideas or concepts off balance. It paves the way for skepticism, doubts, and disbelief. Because of this, such type of questioning may cause a debate.

Basically, when you are provoking a person, you try to question the values and logic behind the concept or issue, and sometimes may have emotional content on them. The person being asked then becomes defensive and tries to argue against it.

These questions may either elicit closed responses or stir up an argument. An example is, “So, you mean to say that child labor is acceptable?” You hear a lot of provoking questions being asked during political debates, with each political party trying to uncover each other’s hidden agenda.

On the other hand, provocative questions may be an effective technique to encourage people to analyze more deeply about an issue or concept. When you are provoked, you are bound to think of stronger ideas to banter the other person. However, when you are asked intimidating questions, you feel threatened and frightened to communicate and defend yourself.

When to Use Provocative Questions

It is good to use provocative questions when you are probing for information that another person is hesitant or unwilling to share. It challenges the person to speak up and addresses the question, attempts to ignore, or may try to redirect it. But out of being provoked, the person usually responds with self-conviction.

This type of question is also good in increasing the level of thinking of a group of people, say, in an organization. It may be misinterpreted as negative questions, but it is useful in addressing a problem and challenges the group members to think and contribute their ideas.

Provocative questions do no have to be negative or argumentative. This is the common notion of people when it comes to thought-provoking questions. A manager in a company may use a provocative question to start a meeting to stimulate the members to think or get down to the problem at hand.

Outcomes of Using Provocative Questions

Instead of rendering provocative questions, let us identify the positive results that it can bring to a group or an organization. For one, it presents a challenge to the group members. An example would be “How can we increase the sales without incurring much expense?” or “We can only consider one of your suggestions, which one would it be?”

As mentioned earlier, this type of question stimulates creative thinking and new ideas or thoughts. An example of this is “Why should we hire you?” Provocative questions also aim at critical issues and get people’s attention to it.

For example, “What explanation can you give why we should not dissolve this product?” Lastly, it motivates an emotional response such as “Have you ever had to fire an employee before?”

Probably, the best way to ask provocative questions is to ask “Why” or “Why not” but the caution is to keep the question in a less negative construction so that it will not start an unnecessary debate. Then again, it is a good practice to develop our thinking at a higher level because these are thought-provoking questions.

What is an Authentic Question??

Authentic Questions are questions generated and prompted spontaneously by learners, not by instructors, in response to natural curiosity about the content of study.

The most powerful of all questions, these are questions where the inquirer genuinely has no idea what the answer is. In fact, the question may have multiple right answers, no right answers, or no answers at all.

Authentic questions should encourage students to engage in conversations with one another and with the teacher. Authentic questions are truly "discussion questions" because they invite all students into thought full conversations. When students answer they should not be thinking what’s on the teachers mind, however expressing what they believe.

Examples of Authentic Questions

·       In what other way might we show/illustrate_______?

·       Each student will be able to express their own visual of the text, how they would represent a issue.

·       How does ______relate to_______?

·       What might happen if _______?

·       How might this be viewed from the perspective of _____?

Q6.

Organizational Conflict or otherwise known as workplace conflict, is described as the state of disagreement or misunderstanding, resulting from the actual or perceived dissent of needs, beliefs, resources and relationship between the members of the organization.

There are a lot of ways to define conflict due to how it is used in many areas. Hence, to keep it simple for the layman, conflict pertains to the opposing ideas and actions of different entities, thus resulting in an antagonistic state. Conflict is an inevitable part of life. Each of us possesses our own opinions, ideas and sets of beliefs. We have our own ways of looking at things and we act according to what we think is proper. Hence, we often find ourselves in conflict in different scenarios; may it involve other individuals, groups of people, or a struggle within our own selves. Consequently, conflict influences our actions and decisions in one way or another.

Since we as individuals have different points of view, there will always be instances when misunderstandings will occur among us. With the arising of these intractable conflicts comes the need for conflict management. Even in seemingly ordinary situations, conflict may be rooted by other non-apparent reasons. Understanding the other sides of the issue would allow those involved to come up with an ideal resolution to the problem. In dealing with conflict, there are conflict management styles to be followed.

One of them is Accommodating/Give in:

Accommodation involves having to deal with the problem with an element of self-sacrifice; an individual set aside his own concerns to maintain peace in the situation. Thus, the person yields to what the other wants, displaying a form of selflessness. It might come as an immediate solution to the issue; however, it also brings about a false manner of dealing with the problem. This can be disruptive if there is a need to come up with a more sound and creative way out of the problem. This behavior will be most efficient if the individual is in the wrong as it can come as a form of conciliation.

When asked to describe conflict, most people use negative words. They often indicate that they prefer to avoid dealing with it when possible. This leads to a particular kind of passive destructive behavior described in the Conflict Dynamics Profile as Yielding. Yielding involves giving in to the other person or accommodating them in order not to have to address the conflict directly. In practice it may sound something like, “Ok, we’ll do it your way” or “Whatever you want – I’ll go along.”

Yielding is described as a destructive behavior for several reasons. First, the person who yields may get some temporary relief by not having to interact about the conflict. Yet, this often comes at a personal cost – individuals can get down on themselves for not standing up for what they believe. If yielding becomes a frequent occurrence, the person can get a reputation as a pushover which presents problems of its own.

Another downside of yielding is that organizations can lose good ideas if people prefer to yield rather than having open, robust debates about important issues. If someone has a great idea but doesn’t present it because they are afraid that someone else might criticize it, the organization can lose out.

When teams make a habit of yielding, it can lower creativity, decrease the quality of decision making, and impair implementation. Creativity decreases because the benefits that come from having ideas bounced off one another is lost. Decision quality is hampered when ideas are inadequately vetted because people shy away from critiquing each other’s views. Implementation is hurt because people have not felt a part of coming up with a solution. We once worked with a group that routinely yielded in conflict discussions. People would nod their assent to a solution even when they did not believe in it. The person putting forth that solution often mistook this signal for honest support and would move forward only to find that the people who nodded yes did not participate in active implementation.

How to Overcome Yielding

People who tend to yield often do so because they are uncomfortable engaging in conflict discussions with other people. So, a first step in moving away from yielding behaviors is to understand what makes one uncomfortable. This might be a desire not to hurt another’s feelings, not to be hurt by others, or some other factor. Once a person has a sense of why they yield, it gives them a basis for exploring what they need to do to overcome it.

When people yield on issues that matter to them, in a sense they are discounting themselves and their interests. In these cases, it becomes important to help individuals consider what they want in various situations and reflect on the legitimacy of caring about or counting their interests.

Helping people develop constructive communication techniques for managing differences can also help them overcome concerns that they will harm others simply by standing up for their own interests. A person can disagree without being disagreeable, and they can find common solutions that consider their interests and those of others.

Q7.

What is Ethnocentrism?

Ethnocentrism is the view or belief that one’s ethnicity is superior over the others. The “ethno” from the word ethnocentrism comes from “ethnos”, a Greek word meaning “people”. “Centrism” meanwhile refers to “center”. Literally, ethnocentrism translates to people’s self-centeredness, viewing oneself as better than others, in terms of beliefs and/or points of view.

Ethnocentrism as a philosophical concept began in the early parts of the 20th century, wherein people would make assumptions or believe that one’s practices and beliefs are better than the others. Ethnocentrism became the exact opposite of “Cultural Relativism”, wherein the values and beliefs of other people or cultures are accepted and tolerated. It involved acceptance that one belief or one way of doing things may work for a particular community, but may not work for others. It does not in any way view one’s own values as the only thing that’s right.

In today’s society, people may not be aware that ethnocentrism exists. People got used to being what they are, and believing in the things they believe, without really thinking that their choices may be a result of feeling superior over others. A classic example is on the topic of religion. People may declare themselves as God-fearing and tolerant of other people’s allegiance to other churches. But in some religious activities, people may involve themselves in rituals that are supposedly correct and the only way to apply what’s written on the Bible. People may not realize that sometimes he/she may view these rituals as better or superior while viewing other practices as incorrect. Some people even declare that the only way of truth is their particular religion and not others.

Because of different views and different backgrounds, people are exposed to the concept of ethnocentrism. A clear understanding and total acceptance of people’s differences is important if one does not want to be called ethnocentric.

Q8: Difference between Collectivist culture and Individualistic Culture

What is Collectivism?

In collectivism, it is some sort of group rather than an individual who is at the center of all social, political, and economic concerns, and issues. Those who are proponents of this ideology say that the interests and claims of groups (it may even be a state) supersede those of individuals. Thus, a society being a group is superior to an individual. It is treated as some sort of super-organism over and above individuals that make it. Collectivism believes in the subjugation of the individual to a group, which may be family, tribe, society, party or a state. Individual has to sacrifice for the collective good of the people. The proponents of collectivism consider their stand to be superior to those of individualists as they are morally superior thinking of the collective good of the group or the society.

For example, think about the institution of marriage. With a collectivist perspective of the marriage, the two-people involved in it, husband and wife, are looked upon as a group. Their individual values are lost if the marriage is considered more important than the two people. In such a situation, it is the collectivism at work.

What is Individualism?

The focus of all thinking in individualism is the individual. When talking of political ideologies, classical liberalism comes closest to this thinking as individual human being is taken as the central unit of all analysis. It is not that an individual is any different from the society. However, an individualist, even while remaining within the society thinks about his own personal interests. This doctrine believes that society is there, but it is ultimately made up of individuals who choose and act. The foundation of individualism lies in one’s moral right, to pursue one’s own happiness. However, it is not in contradiction with collectivism as it believes that it is necessary for individuals to preserve and defend institutions that have been made to protect one’s right to pursue happiness.

Think about racism. Racism is a good example of collectivism where the good or bad an individual of a group has done is attributed to the whole group. Think that there is a family who considers their race to be superior to their neighbors who come from a different race. This family forbids their children to be friendly with the neighbors. However, one child refuses to accept that their neighbors are inferior because of their skin color and he goes on to be friendly with the neighbors. This is an example of individualism. The individual within the group takes his own decisions.

What is the difference between Collectivism and Individualism?

• Definitions of Collectivism and Individualism:

• Individualism is an ideology, which accepts that the individual person is more important than the group.

• Collectivism is an ideology which accepts that the group is more important than individuals that form the group.

• Value of the Individual or the Group:

• Individualism places individual above all groupings.

• Collectivism places the interests of the groups above the individual interests.

• Decisions:

• In individualism, decisions are taken by the individual. He or she may listen to others, but the final decision is his or hers.

• In collectivism, decisions are taken by the group. Even though some individuals may not agree, the decision is taken by the majority in the group.

In all democracies, and even in socialist countries, the right to life, the right to freedom, the right to speech, etc. are nothing but a manifestation of individualism. This proves that individualism is not antithetical to collectivism. It may seem paradoxical to some, but societies and states, where individual independence is preached and practiced, are the ones where men and women are found to be most compassionate and caring about the society.

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