A response posting should be a minimum of one short paragraph. Word totals for these posts should be in the 75–100-word range. The goal of your response posts is to extend discussions already taking place or pose new possibilities or ideas not previously voiced. Your goal should be to motivate the group discussion and present a creative approach to the topic. Do not merely agree or disagree, repeating what a classmate stated or what you have already stated. Explain the ‘why or how’ with supporting evidence and concepts from the course material. Include in-text citations and associated reference within a reference list.
1:
Cimino: There are many different types of noise, the first type is physical conditions, this is the most common type of noise, it is generally loud and distracting sounds that make it hard to hear. Next there is filtering, this type of noise is caused from the differences between people and the idea that the more similar people receive each other messages easier. Next, selective perception, this is the tendency to either under notice or over focus on factors that cause discomfort. After that there is, information overload, this is when there is too much information being presented to you, and that can cause you to tune some parts out because you are overwhelmed. Change is so hard for employees because when they are comfortable and used to one thing, it makes them less comfortable and confident, and they are worried it will reduce their productivity. A change agent can help an organization navigate through difficulties by understanding knowledge of human behavior and can use that knowledge and understanding of how to innovate to operate as a catalyst for change.
Boundless. (n.d.). Boundless Management. Retrieved November 21, 2020, from https://courses.lumenlearning.com/boundless-management/chapter/intrapreneurship/
Learning, L. (n.d.). Principles of Management. Retrieved November 21, 2020, from https://courses.lumenlearning.com/wmopen-principlesofmanagement/chapter/barriers-to-effective-communication/
2: Mariano- Eight different types of noise are possible that can impede effective communication. First is physical conditions, conversations may be prevented by physical circumstances, such as noisy sounds or adverse conditions. It can be difficult for workers at a construction site to hear what their supervisor is saying to them when work is going on. Filtering is about the sender and the receiver’s various viewpoints. When a manager tells an assistant to send an email, it could be misinterpreted or edited by the assistant, confusing the message recipients. Selective perception is if something is under considered or over concentrated on. An example would be when a manager that is liked by many retires and a new one is hired. It is really common to over concentrate on the new manager and nit pick on everything that they do. Even when they mean to have good intentions, an employee can still have a negative response. The fourth one is information over load, an example would be when a supervisor already has a list of tasks to do and just gives all the required information all at once to an employee. At first the employee might be able to get some of the information but eventually they might not be able to understand everything that is being given to them. Next is semantics, clearly speaking and going straight to the point. When a manager writes a memo, they should make sure that it is not ambiguous, that proper grammar is used, and that all the receivers will understand it easily. Close to semantics, there is denotations and connotations, which is also known as slang. Throughout the U.S. certain words can have different meanings. Next is social disconnections, sometimes it can be easy to take something the wrong way when someone is stressed, tired, or upset. When an employee’s coworker is voicing their concerns about that employee’s performance while they are in an emotional state, it can come off as criticism. Finally, there is credibility, information that is coming from a valid source. It is more believable to receive an email from a supervisor saying that an employee will receive a pay raise rather than from another employee (Lumen Learning. Barriers to Effective Communication, n.d.).
For employees, change is difficult because there is still a fear of the unknown. They do not know what could change and how it will affect them (Lumen Learning. Managing Change for Employees, n.d.). Change is difficult because employees do not know whether it could make their job better or harder. There might be some instances where employees fear that they will lose their jobs when changes happen.
A change agent is someone who has studied behavioral sciences and employs transformation leadership to help with the change. (Lumen Learning. Managing Change for Organizations, n.d.) An agent is helpful when navigating change because they can be a link between management and the employees. They can help the management team learn leadership qualities that better speak to the employees.
Lumen Learning. (n.d.). Principles of Management. Barriers to Effective Communication. Available under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 Unported License.
Lumen Learning. (n.d.). Principles of Management. Managing Change for Employees. Available under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 Unported License.
Lumen Learning. (n.d.). Principles of Management. Managing Change for Organizations. Available under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 Unported License.
3: Seeterlin – In this week’s readings on communication a major point of interest was on noise. we all have an idea from our lives of what noise is in the physical sense. however noise in communication has a much wider variation. Noise is any factor both internal and external that disrupts the receiving of communication. For examples you have the physical noise such as loud sounds (Barriers, (n.d.) Paragraph 2). There is also filtering where due to the receivers background they interpret or focus on different factors of the message and only receive part of the intended communication(Barriers, n.d. Paragraph 2). There is also selective perception where a bias causes the receiver to ignore parts of the message that they do not want to hear (Barriers, n.d. Paragraph 2). Then there is information overload where the receiver is hit with so much information that they are unable to retain all of it (Barriers, n.d. Paragraph 2). Semantics also can factor as noise, if the language understanding differs between the sender and receiver this may cause errors when decoding the message. Noise can also be emotional, when a receiver is in an extreme emotional state they tend to block incoming messages. lastly credibility as noise, when there is communications from a recognizably unreliable source the receiver will ignore the content of the message (Barriers, n.d. Paragraph 2).
Change is a fear inducing concept to most employees, we learned in this weeks reading that is due to the fact that when employees hear change they think that it is change in the way their work will be done, change in their job its self, or a loss of their job entirely (Managing Change for Employees, n.d. Paragraph 2).
A change agent can be used to make the transition flow smother and more efficiently. Change agents can help clear up any confusion that occurs with the change and reduce unnecessary panic in the work force (Managing Change for Organizations, n.d. paragraph 5).
References:
Barriers to Effective Communication, (n.d), retrieved from https://courses.lumenlearning.com/wmopen-principlesofmanagement/chapter/barriers-to-effective-communication/
Managing Change for Organizations, (n.d.), retrieved from https://courses.lumenlearning.com/boundless-management/chapter/managing-change-for-organizations/
Managing Change for Employees, (n.d.), retrieved from https://courses.lumenlearning.com/boundless-management/chapter/managing-change-for-employees/
