Power and politeness in the workplace - Myassignmenthelp.Com

Question: Discuss about the Power and politeness in the workplace. Answer: Introduction Workplace communication is found to be one of the most important aspects of the organizational management system. Workplace communication is considered to be the process of exchanging intended information both non-verbal and verbal within the organizational workplace. The workplace communication is impacted by various factors from both the internal and external aspect of the organization as well as the society. The organization comprises of the employees who belong to diverse cultural and social background, which further lead the, to communicate in different manners. The workplace communication on the other hand contributes to the organizational success as well as the personal development. However, the professional development is also influenced by the workplace communication. On the other hand, I strongly feel that the personal and professional development of a personal from the workplace communication needs to be assessed. In this regard, I would like to mention that the self-asses sment is one of the vital processes of evaluation of the communicative development of the person in terms of overall achievement. Apart from that the different aspect of the communication needs to be assessed to understand the development of the communicative skills. I personally feel that the supportive and defensive communication needs to be analyzed at the highest priority in terms of identifying ones as well as my communicative advancement in both personal and professional contexts. The purpose of the discourse is to highlight the business communication within the workplace on the basis of supportive and defensive communication which will further help me to understand the weaknesses and capabilities in the communicative process. The assignment aims to analyze my personal communicative development process based on the different communication type. On the other hand, the discourse also sheds light on the implication to the supportive communication in order to enhance my communicative skills in the organizational workplace. Explanation for the scores in part 1 and 2 In part 1, 3 questions have been selected randomly for the parameter of evaluation and scored on the basis of my performance in the workplace. Consideration of these scores has enabled me to find the net total score. Herein lays the correlation with the aspect of evaluating my strengths and weaknesses in practicing workplace communication. The same is the case for the parameter of neutrality. Here also three questions have been selected and ranked. Consideration of this ranks have assisted me to assess the areas, where I remained neutral in terms of the decisions, which I had to undertake. In terms of control also, the method of random selection have been applied in terms of measuring my control over the situations occurring around me. The same is the case with the aspect of superiority. In order to review my superiority in workplace communication, three questions have been selected randomly and scored. Herein lays the effectiveness of strategic approach, which I applied to the tasks and responsibilities. This is reflected from the consideration of my scores in the parameter of strategy. This strategic vision assured me that this approach would certainly lead me to the achievement of positive results. One of an important aspect in Part 1 is the scores. Subtotal of the scores in evaluation, control, strategy, neutrality, superiority and certainty is 38, which is towards high in the likert scale. The range considered for the defensive communication is 18-40. Therefore, achievement of 38 score means that I am highly defensive in terms of defending myself from the slangs and illegal accusations of my colleague in the workplace. This is necessary in terms of securing my self-respect. Viewing it from the other perspective, this defense is flexible enough to destroy the stability in my relationship with my colleagues. Turning the attention to Part 2, it consists of the scores of the supportive communication. In this, the first parameter is provisionalism. This reflects my attitudes towards the provision of the basic facilities to the employees. Here, three questions have been selected, whose scores are 4. Therefore, their subtotal is 12. In case of the parameter of spontaneity, the questions selected have been ranked as 4, which subtotals to 12. Similarity in the scores of provisionalism and spontaneity means that I emerge successful in providing my employees with the basic facilities, which they need for the exposure of better performance. The next two parameters considered for the ranking are empathy and problem orientation. In both the cases, three questions have been randomly selected and scored. Like provisionalism, the scores of empathy is 12, as the individual score of the selected questions are 4. However, as one of the questions in problem orientation is 4, there the total score of the three questions selection is 10. Disproportionate scores of these aspects highlight the fact that I fail to empathise with the problems of my colleagues or subordinates. Along with this, one of the other pairs in this context is equality and description. The scores for this pairs is exactly the opposite of empathy and orientation. The subtotal of all the parameters in this part is 68, which is towards high in the likert scale. Although it is not that high, but the score aligns with the fact that in terms of communication, I am supportive enough for enhancing the communication in my workplace. Viewing it from the other perspective, the supportive communication is also the transition from neutral to defensive. Evaluation is the result of this transformation from neutral to defensive. Countering this, neutral projects my attitude towards the workplace communication and defensive reflects my application of oriental approach towards the upgradation of the standards and quality of communication in the workplace. Types of defensive and supportive communication in the workplace Communication in my workplace is strategic, which helps me in prioritizing the business activities. Strategic vision towards the execution of the business activities helps me to defend myself and my team members from the unwanted and illegal instances. One of the mentionable facts, which I can point here is the compliance to the legislative standards of communication. This compliance is an added advantage for me in terms of regulating the performance of the employees in terms of the communication, which they practice while on duty (Keyton et al., 2013). This regulation is also assistance in terms of delving deep into the neutrality of the employees, which they expose in response to the circumstances in which they are placed. Above all, evaluation of the undertaken steps gives me the assurance regarding reaching to the topmost position in the market in spite of the competitive ambience. Out of all these, I think evaluation, regulation and superiority are important for defensive communication. I have placed evaluation in the first position because this act makes me aware of the drawbacks in the workplace communication. Viewing it from the other perspective, evaluation is one of the most effective means for defending my company from crisis. Countering this, evaluation supports me in terms of upgrading the linguistic skills and abilities of the employees (Zhang Venkatesh, 2013). Along with this, evaluation would also make me aware of the irregularities committed by the employees in terms of executing the allocated duties and responsibilities. This regulation helps me in exposing my seniority and superiority towards the employees, which is necessary in terms of moulding them according to the requirements of the company. Countering this, the above paragraphs reflect the lack of oriental approach. Oriental approach would be the selection of the three aspects and their scores for evaluation of the communication practiced in my workplace. From part 1, evaluation, control and strategy can be selected. Attachment of the responses of my manager in this context, adds the score of the strategy. This is because, face to face conversation with manager enhances my preconceived knowledge, skills and expertise regarding the workplace communication (Banerjee, Adhikari Nigam, 2016). Along with this, strategic vision towards conducting an interview with the manager reflects my attempt towards reviewing the effectiveness of the communication tools used in my workplace. Setting the questions adds the score of the parameter of control, as here I had to adhere to the ethical considerations while execution of the process of data collection. From part 2, provisionalism, spontaneity and problem orientation can be taken. The score for problem orientation is 10 and the other two aspects has been ranked as 12. Taking the response of the manager in this context reflects my attempt towards achieving effective resolutions for the potential issues, which is stalling the productivity of the workplace (Ortiz, 2015). Interviewing the manager can be considered as my spontaneous approach towards providing languages classes to the employees for upgrading their linguistic skills and abilities. Delving deep into the aspect of provisionalism, the score can be improved by indulging in contracts, deals and trades with the suppliers for adding to the stock of the resources. Spontaneity would be initiating plans according to the response of the managers. Rationality in the plans would help me create a positive image about me in the minds of the managers. Methods to transfer defensive communication with supportive communication Defensive communication is needed in terms of defending oneself from the language, which is applied in the workplace. This is generated from the conflicts, discriminations and harassments between the employees (Mizrahi, 2015). If these issues raise upto the extent of courtly intervention, then also the defensive measures are needed in order to maintain the self-respect of the personnel. However, this defense does not always bear positive fruits. The personnel need to develop methods for supporting each other for making effective use of the communication tools. Training can be one of the ways in which the preconceived knowledge, skills and expertise can be enriched. Taking post-training tests can help the managers to assess the capability of the employees in terms of making practical applications of the learnt skills in the workplace operations (Sun et al., 2015). If the personnel emerge successful in training the employees to ensuring the wellbeing of others, it adds value to the asp ect of training. Within the training, counseling sessions can be included, which would help the counselors to delve deep into the minds of the employees. Hiring skilled and qualified experts for counseling would result in convincing the employees regarding omission of the defensive attitude. Rationality is a crucial element in this direction, as it is the matter of self-respect and individuality of the employees. One wrong step would attach an interrogative parameter to their societal existence (McNaughton Chapple, 2013). Literature review Social exchange theory possesses direct relationship with the requirements of the assignment. The word exchange can be related with the aspect of communication, as the employees exchange their needs to their colleagues by communication. The aspect of interaction reflects the socialization of communication. The major drive behind this is the social media, which results in the interaction between the internal and external environment. Attachment of the supportive communication in this context reflects the attempt of the personnel to enhance the parameter of corporate social responsibility (Smith Brunner, 2017). Countering this, the aspects of slangs and the utilization of unacceptable words in the workplace brings social learning theory into the discussion. The word training can be associated with the training, which possesses flexibility to enrich the preconceived knowledge of the employees regarding the code of conduct, which they are supposed to maintain in the workplace. Group discussions conjoin the words exchange and learning from both the considered theories. This is because discussion results in the transfer of views from one employee to the other (Bonaccio et al., 2016). This is a cycle, which continues and in this process the employees learns the code of ethics and behavior in terms of communication in the workplace. This nullifies the aspect of lack of knowledge in case of the employees. Organizing frequent open forums helps the managers to get an insight into the minds of the employees in terms of communication with their colleagues. Along with this, open forums and discussions enhances the aspect of cultural diversity among the employees. This enhancement broadens the scope and arena of the workplace (Skovholt, Grnning Kankaanranta, 2014). Conclusion: Therefore, it can be concluded from the above discourse that the defensive and supportive communication play vital role in determining the organizational workplace communication. The above discourse highlights my communicative scores in terms of the defensive and supportive communication wherein the scores for both the aspect indicates high possession in the Likert scale. On the other hand, the different examples of the defensive and supportive communicational aspects present the most important types of the same in terms of the enhancing the workplace communication. In the discussion, I am able to present and specify the different types of the communication types on the basis of my experience and the result out of the same. This is because detail explanation of the achievement of my scores in communications has enabled me to explain and choose different types of communication. Apart from that the transformation of the defensive communication into the supportive communication has been presented in the assignment. In the transformation process, the training and counselling has been given priority in terms of influencing the employees in the most effective way. Along with this, I have presented a short literature review for better and clear understanding of the concept of workplace communication. The review of the literature also aligns the social context with the communication for depicting the importance of proper and effective communication. In short, the overall report on the workplace communication presents various types of same with the detail explanation of all the aspects attached to it. Recommendation: It is noteworthy that the above report has some limitations related to the workplace communication, which have been reflected in the same. For example, the organization I am working for is lacking proper training and evaluation process for developing the communication skills of the employees. However, as discussed the self-assessment is one of the finest ways to develop the communication, but it has been found that there is no system of taking open forum programs for the overall improvement of the staffs in terms of their specific issues. On the other hand, the conflicts among the employees have been frequent which needs to be resolved. Therefore, the recommendation is based on the organizational failure in establishing proper communication system within the workplace. This section implies that the organization must conducts programs on the regular basis to identify and resolve the communication issues within the employees which are resulting into conflicts and to resolve the same. T he frequent open-forum meeting in the workplace to certain extent will enable the all the employees to self-assess their capabilities and weakness. On the other hand, it is also suggested that not only the esteemed but also all the organization must arrange training and counseling programs for the employees in order to enhance the basic and supportive communication competencies which will further lead them to maintain enriched workplace culture. Along with this, the feedback form can be another important evaluation tools for the individuals as well as the organization for the advancement of the communicative efficiencies. References Banerjee, P., Adhikari, B., Nigam, R. (2016). 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