Web Lecture

I really do agree that they way you are raised determines they way you will interact with people when you are older as sugguested in Ch. 15 and in the Web lecture. I really have to thank my parent for raising me the way they did, compared to friends I feel lucky and I feel that they way I interact with people reflects the way my parents raised me. I feel that I have a secure attachment style. I have no problmes trusting people and opening up to them.

I think the way you are raised by your parents determines the rest of your relationships in life. They way you are raised determines your attachment style.

Web Lecture

I thought the summary of the democracy modles was really interesting especailly with elections going on. In the compettive typle model officials are elected to represent vosters interest. The primary feature of this model is candiates compete for for various governing positions. The strengths of this model are conflicting views are articulated in election and we are able to vote out politicans. However the weakness of this model is majority rule may overlook minority interest.

With the upcoming elections I think it interesting to look at the strenghts and weakness of the competitive democracy model.

Ch. 11 Cultivating Interpersonal Integrity and Relational Mindfulness

I really enjoyed reading this section but I thought the information on ethical behavior towards the end was really insightful and something I could relate to. According to the book "ethical behavior in the workplace is achieved on a solid foundation of core communication values"(350). There are key values associated with ethical communication and they are

Trust one another
Treat each other with respect
Recognize the value of each other
Keep your word
Tell the truth, be honest with others
Act with integrity
Be open to change
Risk failing in order to get better
Learn, try new ideas

I think one of the most important key values is telling the truth and being honest withe each other. There are so many organizations out there that do not practice telling the truth and it really hurts the organization. For instance I had a previous coworker who would always lie to her customers and fellow employees. One time she didn't write her order for a customer and told the customer she did and even gave the customer a fake tracking number to make it look like she completed her work when she really didn't. Another time she called in sick and one of my fellow employees saw her the same day working at a fireworks booth. She could of easily asked for time off to help sell fireworks for her basketball team instead of lying and she could of told the customer their order was not complete instead of lying. Because of all these lies adding up and the distrust in her we had to let her go. I believe being honest with your fellow employees and customers is vital to ethical communication.

Ch. 10 Performance Management

Just the other day I had a meeting with my supervisor at the V.A hospital and we went over my performance appraisal and a did a mandatory review. This reminded me of the section in the book about Performance management.

Performance management is a name for any system that tracks and gives feedback to employees about how well they are accomplishing objectives tied to each of their key dimensions. Performance management system is a basis for an ongoing conversation with employees. According to the book with the performance management system set up everyone knows what is expected of them. In my performance appraisal it lists all the tasks I am in charge of and what is expected of me. Also the V.A is very serious about performance management because we are working with patients in health care. We have two yearly reviews one in April and one in September and two peer reviews. I think the performance management system is good. It lets everyone know what is expected of them and it gives feedback to help the employee become a better worker.

Ch. 9 Openness

Openness is a desirable goal in most supervisor-employee relationships. According to the text “ the parties in an open communication relationship perceive the other interactant as a willing and receptive listener and refrain from responses that might be perceived as providing negative relational or disconfirming feedback”. Researchers at Purdue found that there was a positive correlation between a supervisors open communication and employees satisfaction with the relationship. The researchers identified five key points of an open communication relationship. I feel that I could really relate to the number 2 key point, which states, “ Effective supervisors are empathic listeners. They respond positively to employees’ questions , listen to suggestions and suggestions and complaints, and express a willingness to take fair and appropriate action when necessary. My last manager was horrible at listening to suggestions; every time I would suggest something she would automatically shoot my idea down. If we had complaints about something we didn’t like she would never listen or wouldn’t care and basically tell us to deal with it. I believe openness is a very important part of being a good leader and it makes it difficult to work with a supervisor if they have trouble with openness.

Ch. 8 Virtual Teams

I thought the section on virtual teams was really interesting because I see this becoming even more popular over time new technology and employees spread out through the country. According to the book a new range of technological tools has evovled to support these groups of people who work together across time and space in what are called virtual teams (241).

I agree with the book that it does take trust to with people in virtual teams. However I think it is great and it does a better job at meeting customer needs. Sometimes at the VA employees are forced to work in virtual teams because the hospitals are located throughout the nation. However people from around the nation are able to come to together to work for a commom goal.

Ch. 8 Communicating in Teams

On top of individual responsibilities employees in organizations also serve as as members in one or more working groups (235). According to the text a team-based organization has restructured itself around interdependent decision-making groups, not individuals as a means of improving work processes and providing better quality and service to customers.

For example at the Department of Veterans Afffairs interdiscplinary teams of doctors, nurses, psychcologist, soical workers, OT's and many other positions work together in teams to help diganose and treat patients. Although the Department of Veterans Affairs is very bureaucratic it does practice team-based organization because it is best for the patients. Team based organization was created to improve work processes and provide better quality and service to customers. In this case customers are patients and with all the physicans and therapist working together in a team towards one goal the patient recieves better care.