Communication The transference of meaning among its members.

. It is only through transmitting meaning from one person to another that information and ideas can be conveyed. Communication, however, is more than merely imparting meaning. It must also be understood. SOURCE ENCODING CHANNEL DECODING RECEIVING FEEDBACK SOURCE DIRECTION OF COMMUNICATION DOWNWARD Communication that flows from one level of a group or organization to a lower level is a downward communication. When we think of managers communicating with subordinates, the downward pattern is the one we are usually thinking of. UPWARD Upward communication flows to a higher level in the group or organization. Its used to provide feedback to higher ups, inform them of progress toward goals, and relay current problems. LATERAL When communications takes place among members of the same work group, among members of work groups at the same level, among managers at the same level, or among any horizontally equivalent personnel, we describe it as lateral communications. POPULAR WAYS TO COMMUNICATE THE OBVIOUS: ORAL AND WRITTEN COMMUNICATION THE NOT-SO-OBVIOUS: NONVERBAL COMMUNICATION

Body movement has a meaning and no movement is accidental. For example, through body
language we say, Help me, Im lonely; Take me, Im available; Leave me alone, Im depressed. And rarely do we send our messages consciously. We act out state of being with nonverbal body language.

Facial expression
BARRIERS TO EFFECTIVE COMMUNICATION FILTERING refers to a senders purposely manipulating information so that it will be seen more favorably by the receiver. For example, when a manager tells his boss what he feels the boss wants to hear, he is filtering information.

SELECTIVE PERCEPTION the receiver, in the communication process, sees and hears things in a selective way based on his needs, motivations, experience, background, and other personal characteristics. The receiver also projects his interests and expectations into communication as he decodes them. EMOTIONS How the receiver feels at the time of receipt of a communication message will influence how he or she interprets it. The same message received when youre angry or distraught is often interpreted differently from when youre happy. LANGUAGE Words mean different things to different people. Age, education, and cultural background are three of the more obvious variables that influence a person uses and the definitions he gives to words. The language of columnist George F. Will is clearly different from that of a factory worker who has earned only a high school diploma. ............................................................................................................................................ 6 Cultural Values of the Philippines 6 Cultural Values of the Philippines

1. Irrationalism. This refers to a certain superstitious beliefs of Filipinos that still practiced up to now. People still believed in gods of the nature and spirits and offer them foods and placate the sprits to heal the illness and provide them a good harvest. It is rarely practiced in the urban areas but in rural areas it is a common practice. Filipinos common irrationalism is shown in fatalism or the bahala na syndrome. We always looked upon what fortune can make us. We are the captain of our life so whatever happened in our life depends on the decisions we made. 2. Social Belongingness. Filipinos want to be accepted by the group or to the community, so, sometimes Filipinos are doing things just to please somebody. We are not true to ourselves. Sometimes we avoided to be franked to others just not hurt others feelings, because we are so sensitive. 3. Close family ties. The family is the most important in our life. We are totally dependent with our family. We are doing things for the common good or for the benefits of the family. Children should obey their parents because if they will defy parental advises it will bring misfortune or their life becomes tragic. 4. Sense of debt gratitude. In Filipino term, it is utang na loob. We are obliged to do something in return for what others do for us. We are very particular in stressing this owing a

debt of gratitude, thats why we are always expecting for repayment. This value has been taken advantage by others especially the politicians. This utang na loob may result to faithfulness and a cause for graft and corruption. 5. Emphasis on authority. Father is the head of the family; Mayor is the head of the town and whatsoever. We give more emphasis to what the person is. The status of the person depends on his wealth and acquisition of land. 6. Personal improvement. Most Filipinos are aiming to raise their family in standard living. We believed that we will obtain success only when we will finish our education. Education has played a major role in obtaining success thats why parents would sacrifice themselves just to send their children to school. In return, older brother and sister would help their younger ones to go to school and would not get married until they help their parents. ............................................................................................................................................

Understanding Human Behavior in Workplace The 7 Personalities

The Antagonist Criticism, hostility, cynicism and a demoralizing personality, these are the marks of the Antagonist. He is highly critical of others and he wont mind showing it off in public. He also uses a bit of sarcasm which could be lethal to any organization groups. Above all these, he attacks fellow workers with a condescending, contemptuous, and disgusting personality. In short, he wreaks havoc whenever hes around. To manage the Antagonist, always delegate him tasks that would keep him as much as possible to himself. Manipulate the workplace environment such that he is always kept at a safe distance from co-workers who are most vulnerable to his personality. In addition, trust him with assignments that no other person in the workplace would take. The Control Freak The Control Freak is out to control everyone in the office whether its the boss, the subordinate or the consultant. He is abrupt, demanding, bossy, and domineering and his attitude sometimes borders to rudeness. To top these all off, the control freak lacks tactfulness. Thus, it is very natural for him to be hated by co-workers who dont understand his behavior. The truth is, the control freak doesnt mind being hated, although it wouldnt hurt him if one or two co-workers understand his attitude. Nevertheless, human interaction does not interest him. He is more result-oriented, initiated and driven. Use these qualities to promote company objectives. Delegate substantial amount of tasks to the Control Freak, give him instructions, and let him work out his own way. Trust him to achieve results.

The Hobo The complete opposite of the control freak, the Hobo is the warm, easygoing guy in the office. While he respects structure, deadlines, rules and other things that relate to the organizational components of the company, he does not feel obligated to follow all these in toto, after all he is not the type that is comfortable being in a box. To prevent any conflict, focus on the talents of the Drifter instead. He is creative and innovative, give him tasks that will allow these to show up. Also, have plenty of patience when dealing with this type of personality. He could be a bit too exasperating because of his unconventional style. The People Pleaser The People Pleaser is the guy who just doesnt know how to say no. He would go to great lengths just to keep harmony and peace in the workplace. He basically treats co-workers like his extended family. Thus, when confronted with crucial decisions that would make him chose between company and co-workers, he would always go with the latter. At the outset, this attitude can do no harm to the company. But when you look at it closely, he could jeopardize the company by trying to protect his co-workers. Handle the People Pleaser by using his concept of greater good for the good of the company, not for the good of a few. The Joker The ambassador of entertainment, the Joker is the loud, witty and oftentimes funny personality who is always ready to crack a joke. The other side of personality though is not that amusing. He is self-promoting and works insatiably to draw the limelight to himself. He also does not have the compunction to use other people and their accomplishments as his stepping-stones. You can trust the Joker to handle tasks that could give him more public exposure, but you cannot trust him to accept any responsibility. To squeeze results from the Joker, give him tasks that can inflate his ego while at the same time allow him to produce substantial results. The Shrinking Violet This person is reserved, quiet and most of the time found in his cozy little nook in the least visible corner of the workplace. While he doesnt cause conflict, he doesnt contribute that much to the achievements of the organization either because he shies away from the big and important tasks that would increase his accountability. While temptation may be strong to lose your temper with the Shrinking Violet, you can trust him to do well by managing him well. With the right tools, you can trust the Shrinking Violet to get the job done right all the time. Manage the Shrinking Violet by giving clear, detailed instructions, and dont push him hard towards responsibility. The Procrastinator This personality hides behind the image of being analytical. He is diligent, precise, and obsessed with detail. On top of these, he shoots every idea down, especially those that present considerable potential risks. It is a headache to work with this person because obviously, you cant trust him for immediate results or to provide you one without first overwhelming you with

detailed explanations on how and why it would fail. But you can trust him with tasks that require a great deal of accuracy. You can also trust him to evaluate the risks of a plan and to work out solutions before a failure happens. Conflict could end up with pretty devastating results. If you want to keep the peace in your workplace, understand the different profiles of human behavior. Then, work out solutions that will reduce them. ............................................................................................................................................

Leadership is the ability to influence a group toward the achievement of goals.

the leader is the inspiration and director of the action. He is the person in the group that possesses the combination of personality and leadership skills that makes others want to follow his direction. In its essence, leadership in an organizational role involves (1) establishing a clear vision, (2) sharing that vision with others so that they will follow willingly (3) providing the information, knowledge, and methods to realize that vision, and (4) coordinating and balancing the conflicting interests of all members or stakeholders.

A leader comes to the forefront in case of crisis, and is able to think and act in creative ways in difficult situations. Unlike management, leadership flows from the core of a personality and cannot be taught, although it may be learned and may be enhanced through coaching or mentoring. Visionary leadership. Vision A future that one hopes to create or achieve in order to improve upon the present state of affairs. Visionary leadership A leader who brings to the situation a clear and compelling sense of the future as well as an understanding of the actions needed to get there successfully. Power. Ability to get someone else to do something you want done or make things happen the way you want. Power should be used to influence and control others for the common good rather seeking to exercise control for personal satisfaction. Two sources of managerial power: Position power. Personal power.

Position power. Based on a managers official status in the organizations hierarchy of authority. Sources of position power: Reward power. Capability to offer something of value. Coercive power.Capability to punish or withhold positive outcomes. Legitimate power. Organizational position or status confers the right to control those in subordinate positions. Personal power. Based on the unique personal qualities that a person brings to the leadership situation. Sources of personal power: Expert power. Capacity to influence others because of ones knowledge and skills. Referent power. Capacity to influence others because they admire you and want to identify positively with you. Trust is a positive expectation that another will not - through words, actions, or decisions- act opportunistically. Key Dimensions that underlie the concept of trust. 1. Integrity refers to honesty and truthfullness. 2. Competence encompasses an individual's technical and interpersonal knowledge and skills. 3. Consistency relates to an individuals reliability, predictability and good judgement in handling situations. 4. Loyalty is the willingness to protect and save face for another person. 5. Openness. Can you rely on the person to give you the full truth?