Peer & co worker communication (chapter 10)
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1. The document discusses developing interpersonal relationships in organizations and examines factors like proxemics, relational balance, interpersonal needs, and relational control that influence these relationships. 2. It identifies three types of co-worker relationships: information peer relationships with low disclosure, collegial peer relationships with moderate trust and disclosure, and special peer relationships with high intimacy. 3. The document notes both benefits and potential negatives of workplace relationships, including how telecommuting can impact commitment and how romantic relationships can increase productivity but also cause distractions or favoritism. It provides guidelines organizations use regarding workplace dating policies.
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From coworker to coworker :: How to enable knowledge sharing & fuel collabora...
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow, releases endorphins, and promotes changes in the brain which help enhance one's emotional well-being and mental clarity.
12 Keys to Being a GREAT Coworker
Being a great coworker is one of the keys to being successful at work. But how do you do it? We have the 12 keys.
Dealing with a difficult coworker
The document tells a story about a wise man who had a difficult coworker who criticized him but also helped improve him. It then provides 5 strategies for dealing with difficult coworkers: 1) be prepared for conflict, 2) don't fuel the fire, 3) lend a helping hand, 4) get a third party involved, and 5) move on if needed. The document references other sources and provides contact information.
How To Get Along With Your Coworkers Or Work Colleagues
The document provides tips for maintaining friendly relationships with coworkers. It advises actively listening when coworkers speak, checking in with how their work is going, and respecting personal boundaries like not interrupting a coworker's lunch break. Additional tips include communicating concisely, being positive and solution-oriented, admitting mistakes, following through on commitments, and refraining from inappropriate social media posts about work. Maintaining good relations is important for a healthy work life and lifestyle.
The connection initiative
A five-year research project surveyed students to determine if they connected education to future financial well-being. The results showed that many students did not make this connection. A program was developed and tested in four high schools that helped previously disengaged students recommit to their education. Further surveys confirmed that students struggle to see education as directly leading to money. The conclusion is that education systems need to better demonstrate to students how acquiring information through education can translate to financial success.
Coworker Discretionary Support: The Meaning of a Construct
Presentation of my thesis research in which I behaviorally defined coworker support, developed a measure, and demonstrated its relationship to employee engagement
Communicating With Customers Part 1
The document discusses effective communication in the workplace. It defines communication and describes the different types including verbal, non-verbal, written, internal, external, downward, upward, and horizontal. It also discusses the importance of feedback, listening skills, and emphasizes that non-verbal communication accounts for 55% of the total message received. Effective communication is important for better relationships, reputation and business outcomes.
Chap7: Understanding Interpersonal Relationships
This slideshow was created to accompany the seventh chapter of Communicate! by Kathleen S. Verderber, Rudolph F. Verderber and Deanna D. Sellnow. Publisher: Wadsworth/Cengage Learning. ISBN-13: 978-0-495-90171-6
Peer Power: Transforming Workplace Relationships
60-minute webinar based on the book, Peer Power: Transforming Workplace Relationships by Cynthia Clay and Ray Olitt. Provides an overview of training programs for the face-to-face and virtual classrooms.
Communicating with parents, colleagues, and students
This is a workshop I presented during the Annual Michigan Association for the Education of Young Children conference held in Grand Rapids, Michigan (March 30, 2012)
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Communication Characteristics Of Effective Workplace Communication Elc3203 1
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From coworker to coworker :: How to enable knowledge sharing & fuel collabora...
From coworker to coworker :: How to enable knowledge sharing & fuel collabora...
How To Get Along With Your Coworkers Or Work Colleagues
How To Get Along With Your Coworkers Or Work Colleagues
Coworker Discretionary Support: The Meaning of a Construct
Coworker Discretionary Support: The Meaning of a Construct
Communicating with parents, colleagues, and students
Communicating with parents, colleagues, and students
Similar to Peer & co worker communication (chapter 10)
Self-disclosure is the process of revealing yourself to another pe.docx
Self-disclosure is the process of revealing yourself to another person . Social Pentration Theory argues that we have different layers of disclosure depending up the closeness of the relationship. In the public layers we offer general observable information (e.g., age, gender, employment, major) in our communication with others. In the personal layers we disclose more details that might include your basic attitudes, beliefs, and interests. Finally, in the intimate core we disclose much more personal insights such as values, strongly held beliefs, fears, and your self-concept and self-esteem. Consider a close friendship. In a two well developed paragraphs (14-20 sentences) describe how this friendship moved from a the public layers to the personal and even possibly the intimate levels of self-disclosure. Please provide some specific examples of your communication behaviors that you engaged in at each level of disclosure.
Your initial post is due Wed. at 11:59pm. Once you post you will be able to see others replies. Please read and comment on at least three other students posts.
My friends answers
Jaqueline Vela
I have two friends that I have known since we were in elementary school, Mars and Joci. As kids, we were pretty close but it wasn't until we were in high school that we started to get closer. We talked more, saw each other outside of school, and just got to know each other better than we ever did before. We hadn't known the deeper, more emotional things about each other because we had only gotten to know one another on a basic level.
It took a few years of us being close, drifting apart, and then coming back to each other for us to get to where we are now. Over the years we disclosed our personal layers, still not having gotten to really open up with each other. The time that we finally got to disclosing our more intimate level was when it got to a point were we argued more than we got along. It took the three of us coming together and having a pretty long talk for us to finally move past the drama and get back to being ourselves. When we went through things like this, arguments between the three of us or even situations that involve other people, we disclosed our more personal insights. Though they were drama-filled, it was when we shared the things about us that we were scared to at first. All of our fears, how we felt about ourselves and each other, everything positive and negative. After having gone through the levels of self-disclosure, I now consider these girls more sisters than just best friends.Phoebe Jenkins
My husband and I’s friendship moved from the public layer of self-disclosure to intimate levels of intimate self-disclosure gradually. When we first met, we only disclosed our public layers. We initially talked about my major in college and his career in the Army. We also talked about our ages and my job as a retail merchandiser. However like most people, we didn’t discuss our personal layers until we were more comfo.
Chapter7.commwithcoworkers&supervisors
The document discusses effective communication skills for coworkers and supervisors. It emphasizes traits like cheerfulness, empathy, and dependability that foster positive relationships. Teamwork is important, with characteristics like shared goals and open communication. Supervisor relationships require understanding leadership styles and expectations. Electronic communication tools require proper etiquette. Overall relationships and productivity benefit when workers fit in, avoid gossip or resentment, and use communication skills to support common goals.
Nir Halevy on Motivating Your Workforce
Nir Halevy, a Stanford professor, studies how social distance affects motivation through feedback. His research finds that people respond best to feedback that "fits" the social distance, such as concrete feedback from close supervisors but abstract ideas from distant leaders. This "construal fit" leaves people feeling more inspired. Halevy tested this in various workplace contexts and found that fitting the communication style to the social distance improved job satisfaction, commitment, and willingness to take action. Understanding construal fit can help managers motivate employees through more effective communication.
Mission, Vision, Values Exercise Week 2 Due Wednesday 92618.docx
Mission, Vision, Values Exercise Week 2 Due Wednesday 9/26/18
A mission statement defines one’s purpose for existing. It describes the current existence if an organization/individual.
Answer the following questions to develop your mission statement:
1. What is my purpose in my life/profession?
2. What is unique or distinctive about what I can bring to my profession?
3. What philosophical issues, personal values, and priorities are important to my profession?
A vision statement refers to what one sees as its ideal future state. It articulates goals for the future existence of an organization/individual.
Answer the following questions to develop your vision statement:
1. What makes the HIM profession unique?
2. What inspires you to succeed every day?
3. What are your hopes for your professional path?
A values statement reflects the social and cultural beliefs of an organization/individual.
Answer the following question to develop your values statement:
1. What are your core values?
2. How do your core values align with the Benedictine Values?
References
Gonzalez, N. (2017, November). Build a leadership vision. Strategic Finance, 22-24.
Morrisey, G.L. (1992). Your personal mission statement: A foundation for your future. Training &
Development, 46(11), 71-74.
Oachs, P., & Watters, A. (2016). Health information management: Concepts, principles & practice (5th
Ed.). Chicago: American Health Information Management Association.
1-1
Copyright © 2017 Pearson Education, Inc.
Welcome to this Organizational Behavior course that uses the 17th edition of the textbook, Organizational Behavior by Robbins and Judge. This is considered among the most widely used OB textbooks in the world. Robbins and Judge are recognized as definitive aggregators of OB concepts, applications, and practices. The course and this book will provide you with a resource that will benefit you throughout your degree program and your professional life.
1
Attitudes
and Job Satisfaction
3
Copyright © 2017 Pearson Education, Inc.
Chapter 3: Attitudes and Job Satisfaction
2
Learning Objectives
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Compare the major job attitudes.
Define job satisfaction.
Summarize the main causes of job satisfaction.
Identify three outcomes of job satisfaction.
Identify four employee responses to dissatisfaction.
3-3
Copyright © 2017 Pearson Education, Inc.
After studying this chapter, you should be able to:
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Compare the major job attitudes.
Define job satisfaction.
Summarize the main causes of job satisfaction.
Identify three outcomes of job satisfaction.
Identify four employee responses to dissatisfaction.
3
Contrast the Three
Components of an Attitude
Attitudes are evaluative statements—either favorable or unfavorable—about objects, people, or.
Com 110 chapter 7
This document summarizes a chapter about understanding interpersonal relationships from a communication textbook. It discusses why people form relationships, including influences like physical attractiveness, similarity, complementarity, and proximity. It also discusses characteristics of relationships like content versus relational messages and metacommunication. A key section summarizes research by John Gottman on what differentiates stable versus unstable couples in how they manage conflict, identifying the "four horsemen of the apocalypse" as criticism, defensiveness, stonewalling, and contempt.
Chapter 7 beginning, maintaining and ending relationship
This document outlines the key stages in beginning, maintaining, and ending relationships according to Chapter 7 of an Interpersonal Communication course. It discusses how culture influences relationships and defines the three stages of relationships. For each stage, it provides details on initiation, factors that affect attraction, self-disclosure, compliance gaining, dealing with differences in communication styles, and strategies for ending relationships. Alternative models for examining relationship stages and the link between communication and stages are also summarized.
Improving Interpersonal Relationship in Workplaces
1) Positive interpersonal relationships in the workplace foster beneficial outcomes for both individuals and organizations. Improving relationships can increase job satisfaction, commitment, and perceived organizational support while decreasing intent to leave.
2) Factors like employee demographics, work environment, and dispositional differences can impact workplace relationships if not properly managed. Compatibility, communication, and interaction settings between coworkers also influence relationships.
3) Management can promote friendships and positive relationships by initiating social activities inside and outside of work. Individuals must also get along with coworkers to create a positive work environment and healthy relationships.
Improving Interpersonal Relationship in Workplaces
IOSR Journal of Research & Method in Education (IOSRJRME) is an open access journal that publishes articles which contribute new results in all areas of research & method in education. The goal of this journal is to bring together researchers and practitioners from academia and industry to focus on advanced research & method in education concepts and establishing new collaborations in these areas.
Firo -B Test
The FIRO-B test measures behaviors in three interpersonal dimensions: inclusion, control, and openness. It assesses both a person's expressed and wanted behaviors in each dimension on a scale of 0-9. The test was created in the 1950s by William Schutz to understand how military teams work together. It measures fundamental relationship orientations that can provide insight into how individuals interact and work with others. HR professionals and coaches use FIRO-B results to reduce conflict, build effective teams, and develop individual action plans.
Wee k3 2010
The document discusses different levels of analysis in organizations including the individual, group, and organizational system levels. It then focuses on values, attitudes, and perceptions at the individual level. Key points made include that values reflect judgments about conduct or existence, different generations have different dominant work values, attitudes evaluate objects and events, and perception involves interpreting our surroundings to give them meaning. Biases can distort our judgments of others.
Interpersonal Communication Chapter 7 Developing and Maintain.docx
Interpersonal Communication
Chapter 7: Developing and Maintaining Relationships
+
What we will cover…
1. Types of interpersonal relationships
2. Why we form relationships
3. Managing Relationship dynamics
4. Self- Disclosure and Interpersonal Relationships
5. Stages of a Relationship
The chapters on interpersonal will be dense so make sure you ask questions?????
+
Interpersonal Communication
Interpersonal relationships: are the interconnections and independence between two individuals.
Interpersonal Communication: is the exchange of verbal and nonverbal messages between two people who have a relationship and are influenced by each other’s messages.
+
Types of Interpersonal Relationships
People have webs of relationships or relational networks that connect them to others.
We will focus on the following 4:
Family
Friendship
Romantic Relationships
Online Relationships
+
Family Relationships
Family- is a small social group bound by ties of blood, civil contract, and a commitment to care for and be responsible for one another.
Family relationships are the most basic relationships in our lives.
Family relationships help us develop our communication skills and characteristics that affect future interactions.
+
Friendship
Friendship: is a close and caring relationship between two people perceived to be mutually satisfying and beneficial.
Friendship has many interpersonal benefits.
Important characteristics of friendship include
Availability
Caring
Honesty
Trust
Loyalty and
Empathy
+
Romantic Relationships
Romantic relationships define love as deep affection for others involving emotional ties, commitment, and intimacy.
Intimacy: is defined as closeness to and understanding of a relational partner
The 6 categories of Love include:
1. Eros (Erotic and Sexual Love)
2. Ludus (Playful, Casual Love)
3. Storge (Love that lacks Passion)
4. Pragma (Committed, practical love)
5. Mania (Intense, romantic love)
6. Agape (Selfless, romantic love)
+
Romantic Relationships (cont..)
Relational Harmony: has physical and psychological benefits.
Differences in notions of love vary little among cultures
+
Online Relationships
Social Information Processing Theory:
Argues that communicators use unique cues in their online messages to develop realtionships that are just as close as face-to-face ones.
Hyperpersonal Communication:
Can be present in online communication. These messages are more personal than face-to-face ones.
Romance can also be maintained through the use of electronic media. Online communication allows us to maintain intimacy over distance
+
Functions of Relationships
Relationships provide companionship and fulfill the need for inclusion. This need can sometimes be motivation behind the desire for a relationship.
Relationships also fulfill the needs for mental, emotional, and physical stimulation.
Some people use relationships to fulfill a practical or psychological goal.
+
Interperso.
10 actions you can focus on to influence culture of respect, civility in your...
10 actions you can focus on to influence culture of respect, civility in your...Barbara Richman, SPHR
The document discusses 10 actions employees can take to promote a culture of respect and civility in the workplace. It notes that incivility is a serious problem according to many studies, costing companies in decreased productivity and increased disputes. While workplaces fall on a continuum between respectful and disrespectful, individual employees can influence culture positively by focusing on respect in their communications and interactions, building inclusive teams, managing conflicts respectfully, avoiding gossip, and periodically self-evaluating their own level of respect. Taking small, consistent actions can help move a company culture towards the ideal of consistent respect for all.On Attitudes and Job Satisfaction
Attitudes are evaluative statements that reflect how one feels about objects, people or events, and have three main components: cognitive, affective, and behavioral. Job satisfaction is a positive feeling about one's job resulting from an evaluation of its characteristics, and the major factors that influence job satisfaction are the nature of the work itself, pay, promotion opportunities, supervision, and relationships with coworkers. Dissatisfied employees may respond through exit, voice, loyalty, or neglect behaviors, with exit and neglect being more destructive responses and voice and loyalty being more constructive.
Attitudes and job Satisfaction
Understand about the attitudes
Contrast the three components of an attitude.
Summarize the relationship between attitudes and behavior.
Compare and contrast the major job attitudes.
Define job satisfaction
Importance of employee behavior in an organization
Coordinating
There was a conflict between two fairies that was escalating until a third fairy intervened and told them "Nuff said", stopping the argument. Some pixies were bothering passersby until one upset fairy confronted them and the pixies fled when another said "That's E Nuff". At a fight in the forest involving many magical creatures, one fairy was able to subdue them all until a werewolf objected but was stopped when someone said "That's Fairy Nuff". Now in the woods you may encounter this fairy who will "deal with any humans" and you don't want to hear "E Nuff".
OB-II-Unit 1.pptx
The document provides an outline for an organizational behavior course. The first unit covers interpersonal relationships, including understanding oneself and others, developing interpersonal relationships, and interpersonal skills. It defines interpersonal relationships and discusses their importance. It also covers self-concept, understanding oneself through Johari's window, and developing interpersonal relationship skills like listening, honesty, and communication. Subsequent units will cover group dynamics, leadership theories, organizational culture, stress management, conflict negotiation, and decision making.
Performance management defined
The document discusses performance management, which involves defining objectives, reviewing performance, and rewarding achievement. It notes that planning is crucial and stakeholder expectations should drive performance management. A well-implemented process provides benefits like improved performance, training, and equitable compensation. Key factors for success include relevance to strategy, consistent measurement, ability to differentiate performance, and legal compliance. The document then discusses personality traits and their impact in an organizational context.
Foundation to indivudal behaviour personality theories
This document provides an overview of organizational behavior. It discusses how organizational behavior studies the impact of individuals, groups, and structure on behavior in organizations. It also summarizes several key topics in organizational behavior, including attitudes and their relationship to behavior, major job attitudes and what causes job satisfaction, personality and models for measuring it, perception and attribution theory, and impression management.
ORGB 300 midterm Group 2 - Drexel University Summer 2015-2016
This document discusses reasons why employees may engage in unethical behaviors at work such as cheating, lying, misusing time, and breaking confidentiality. It explores theories like acquired needs theory, cognitive dissonance, organizational justice theory, and lack of consequences to explain why these behaviors occur. Specific statistics are presented, such as 58% of hiring managers catching resume lies and 40% of unproductive work time spent on non-work internet usage. A variety of personal and workplace factors can influence decision making and job performance.
ORGANIZATIONAL BEHAVIOR.pptx
The document discusses key topics related to organizational behavior including its goals, importance, and objectives. Specifically, it outlines three main goals of organizational behavior as explaining behavior, predicting behavior, and controlling behavior. It also lists eight objectives including job satisfaction, finding the right people, organizational culture, leadership and conflict resolution, understanding employees better, developing good leaders, developing good teams, and higher productivity. The document provides examples and explanations for each of these objectives.
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Chapter 7 beginning, maintaining and ending relationship
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An overview of culture
Cultural norms are an important concept in discussing acculturation because they define the shared systems of symbols, meanings, and conduct within a cultural group. Acculturation describes the process individuals go through when entering a new host culture, including initial adaptation excitement, hostility toward cultural differences, increased ability to function in the new culture through assimilation, identifying positive and negative aspects of both cultures through adjustment, and eventually integrating the ability to function comfortably in both cultures through biculturalism. Symptoms of culture shock like depression, fatigue, and overemphasis on health may exist as a response to increased anxiety when unfamiliar with a new culture's norms and may vary depending on the stage of acculturation. Uncertainty reduction theory also plays a role as
Leaders and leadership (chapter 12)
This document provides an overview of leadership concepts discussed in Chapter 12. It discusses leadership as an interactive process rather than traits, situational leadership which focuses on flexible behaviors, and successful leadership being dependent on follower maturity and willingness. Transactional leaders focus on rewards and punishment, while transformational leaders appeal to higher needs and ideals. Relationships are central to leadership success. Feminine and masculine leadership styles are discussed, as well as leadership through service, responsibility, change agency, social responsibility, and passion.
Superior subordinate communication (chapter 9)
Superior-subordinate communication is a critical part of organizational relationships. Communication flows both ways between superiors and subordinates for a variety of reasons, including exchanging information and shaping the relationship. The relationships involve both formal power dynamics and personal elements. Superiors serve as role models and evaluate subordinates, while subordinates provide feedback and complete tasks. Misunderstandings between superiors and subordinates can occur due to differences in understanding or perceptions. Cultural factors also impact superior-subordinate relationships. Effective communication involves maintaining trust, providing feedback, and developing rapport through immediacy and humor.
Socialization of new members (chapter 8)
The document discusses organizational socialization and how it is an interactive process where both the individual and organization influence each other. It defines organizational socialization as the process by which an individual acquires the social knowledge and skills necessary to assume an organizational role. A successful socialization process can lead to outcomes like loyalty and a sense of congruency between one's own values and the organization's values. The key phases of socialization are anticipatory socialization, encounter, and metamorphosis. Throughout, both the individual and organization engage in active agency that shapes the socialization experience.
Gender & emotion in the workplace (chapter 13)
This chapter discusses how gender roles and emotions are experienced in the workplace. It outlines how women have gained greater equity and representation in the workforce and education over time, but still face barriers like the glass ceiling and concrete ceiling. It also examines how family structures have changed, requiring workplaces to implement policies around work-life balance, childcare, and flexible hours. The chapter explores pink collar jobs, discrimination, and sexuality and gender identity issues. It analyzes the rules and expectations around emotional labor and display at work, and how socialization teaches appropriate workplace behaviors and norms. Managing work-life conflict and achieving balance remains a challenge for many working parents.
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This document provides an overview of critical theory and its application to organizational communication. It discusses the following key points:
1. The roots of critical theory in Frankfurt School philosophy and Marxism, and the view that knowledge and power structures in organizations serve to oppress workers.
2. Critical theorists see organizations as sites of domination by powerful groups over subordinate groups. Power dynamics and whose interests are served are important concerns.
3. Additional concepts discussed include ideology, hegemony, concertive control, and using critical theory to create more ethical and equitable workplaces.
4. Feminist organizational theory, organizational spirituality, and codes of ethics are explored as ways critical theory has been applied within organizations.
Organizational communication (chapter 5)
1) Organizational culture refers to the shared assumptions, values, and beliefs that guide behavior and provide meaning within an organization. It is communicated through stories, language, rituals and other symbolic elements.
2) Organizational culture is intangible but is reflected in tangible elements like dress code. It affects human behavior by providing frameworks for how members interpret events.
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Peer & co worker communication (chapter 10)
- 1. Dr. Lora Helvie-Mason, COMS 404
- 2. Before you read… Consider how many times and to what extent you have bonded with co-workers in an organization Examine your initial thoughts about interpersonal relationships in organizations Explore conflict and how it has occurred in organizations in which you belong
- 3. Interpersonal relationships – two people who interact for any length of time who assume the roles of sender and receiver of messages simultaneously These relationships take two forms: Interpersonal Relationships at Work Organizational Interpersonal Relationship Personal Relationship Based on organization structure. Two women work on a project together, they create a dyadic relationship centered on completing tasks, but which may broaden to a personal relationship Friendship-like. Develops because people spend time with one another. Developed by choice. (Voluntary)
- 4. Consider Proxemics Relational Balance Interpersonal Needs Relational Control Proxemics Distance between us and others Research shows the closer (physically) we are, the more likely we are to form relationships Relational Balance Consider the BALANCE of the relationship and who is in the relationship Complimentary, Control, Power, Dominant, Submissive Developing interpersonal relationships (1) Why do we care about Proxemics in this course? Knowing how physical space positively and negatively affects office relationships can help managers figure out ways to improve relationships by changing that space.
- 5. Developing interpersonal relationships (2) Interpersonal Needs Same psychological needs, different strength levels Needs include: Need to feel included Need to give/receive affection Need to feel power to affect outcomes in relationships Relational Control Co-worker relationships can be a powerful control over an employee’s behavior Co-workers can control one another’s behavior
- 6. Three types of co-worker relationships 1. Information Peer Relationship ---- • Low-levels of disclosure and trust • Focus on work-related issues • Little intimacy beyond polite conversation 2. Collegial Peer Relationship --- • Moderate-levels of trust, self- disclosure, emotional support, and friendship • More than an acquaintance, not a close friend • Work-related issues and some issues about personal lives 3. Special Peer Relationship --- • High-levels of emotional support, trust, self-disclosure, and intimacy • Share feedback about work personal information • Will go into depth and detail
- 7. Transitions & Communication Acquaintance Friend Close Friend Best friend Transition 2: friend to close friend. Spend time outside of work, get to know their family, communication is more open, discuss more work-related problems NOTE: How a supervisor treats an employee may influence how co-workers interact with that person.
- 8. Telecommuting can save financial costs, but may have interpersonal ramifications Stohl (1995) concluded that “when workers are no longer simultaneously at the work site, there is less overlap and interaction among specializations, people are less identified with the organization, and co-workers are not available for task and social support” (p. 9). Technology & Peers Think about it… What does this mean for organizational commitment and loyalty?
- 9. Benefits exist for both the individuals involved in workplace friendships as well as the organization. Support system, voluntary, know others beyond organizational role, learn organizational information, the more connected to the individuals a person is, the more loyalty she may have to the organization… Co-workers can exert influence over how their peers view organizational attitudes, behaviors, & policies Positive Consequences Think about it… What other benefits can you think of?
- 10. Co-worker supportive relationships can be misused Commodity (owed support), social chips to “cash in” Information retrieval Co-dependency Support may work against the person providing it Negative Consequences Think about it… Does any of this sound familiar?
- 11. Can be beneficial and detrimental at work “Workplace romance” – consensual relationship between two members of the organization that entails mutual sexual attraction Can increase teamwork, communication, and job satisfaction Can distract from work responsibilities, may lead to favoritism of partner’s ideas, may be against policy, may receive scrutiny from co-workers, may be uncomfortable for the couple and their co-workers Romantic Relationships
- 12. Workplace Romance From an organizational perspective, romantic relationships at work should involve an understanding of policies Can vary from strict to casual There may be legal implications Should set clear guidelines • 12% of companies have a written policy on employee dating • 92% of those having policies prohibit employees from dating a subordinate • 69% disallowed dating a superior • 11% banned all workplace romance ~American Management Association
- 13. Relationships are important! It is also important to review the loss or deterioration of these relationships as they may impede work processes Reasons friendships deteriorate in the workplace: 1. Personality issues 2. Loss of similarities 3. Conflicting expectations 4. Promotions 5. Betrayal Relationship Deterioration
- 14. Peer & Co-Worker Communication How will you use this information? What can companies do to foster effective peer/co-worker communication? Examine your company for this semester – how could you get insights into the issue of peer and co- worker communication?