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Modaff describes how powerful peer pressure can be stating that “by violating team norms or exhibiting elements of dis-identification a team member risks punishment by the team” (p. 245 Modaff) One individual was able to avoid group think. One way this individual was able to get the group to quit this practice of group think was to keep communicating communication also known as “metacommunication” (p. 235 Modaff) Another individual was a facilitator or moderator who kept structure with the group after establishing “norms (informal rules that teams establish to govern their activities and behaviors)”. Modaff talks about how “teams need to agree on how they will operate.” (p. 241 Modaff) Is there an unspoken understanding that changing your mind is bad or says something negative about you? This is shown in the movie because every time someone changed their mind, it took more energy to get this out than from someone that didn’t change their mind. Emotions are a big part of the decisions that people made. People are emotional and this is used to help communicate to other people. Emotions, if not controlled, can alter our ability to think rationally. Another thing that will cause people from thinking rationally is prejudice. It will blind people from seeing the truth. Other things that must be considered is conflicts of interest or motives. Some of these that I noticed from the movie was the man with the son issues, the baseball tickets, the heat. One thing about the movie that I thought was a big positive was the diversity of the group. This added a different perspective (along with associated conflict). The movie showed the value of each of the individual’s different backgrounds and how they added value to the group discussion. Reference: Modaff, Daniel P. , DeWine, Sue., Butler, A.J. (2008). Organizational Communications: Foundations, Challenges, and Misunderstandings. Boston: Pearson Education. Modaff asks the question that Rick alludes to. This question that Rick brought up should make anyone step back and think before they talk to people of another generation. Modaff asks if there are generational differences in values. (Modaff p. 169) Zemke breaks the timeline down to four different generations from 1922 to now. These generations were broke down according to the major events that were going on during their lives. “Prophet generations were born after a crisis.” “Nomad generations were born during a cultural renewal.” “Hero generations are born after a spiritual awakening” and “Artist generations are born during a great war or other crisis”. (Modaff p. 169)
I am greeted by a receptionist that knows my name and asks how I am doing. I go to sit down in a comfortable chair and I can barely hear the soft and soothing instrumental music because of the indoor fountain.Since each of these generations have different backgrounds and therefore values that they hold true to. and Gordon J. The heat and the humidity of the room obviously played a part in the decision making process. Richard L. A circular table or even removing the table might be a better way of promoting discussion among everyone. Ron Wilkins illustrates that a decision should not be made when one is violating HALT (Hungry. It is through this generational differences that different perspectives can be brought up. Another distracter might have been the view from the room. When I come into the dentist office. Smoking is part of the environment that probably would not be tolerated in today’s society yet it was accepted as the norm years ago. Curphy. The last environment that I want to bring up is how they isolated the team from the outside. Leadership Enhancing the Lessons of Experience. “The informing strategy involves concentration on internal team process until the team was ready to inform outsiders of its intentions” (p. It is interesting that as a society we have become very concerned about people speaking their minds and being politically correct but if these gentlemen in the movie didn’t speak their mind then they wouldn’t have come to the conclusion that they did. Ginnett. (2009). New York: McGraw-Hill/Irwins. Reference: Hughes. Angry. or Tired). An example of how my dentist uses the environment to send a message to me. We can actually become better communicators if we can know (big picture at least) what type of values that they hold dear. Even the seating arrangements communicate a message. Everything I described above is done purposefully to relax the patient. The conditions of the environment can be altered to promote the best environment for the decision making process.. (6th ed. He might have been less distracted if there were no windows in the office. Robert C. It made the gentlemen uncomfortable and possibly distracted them from what they should have been focusing on. there is usually moments when the people from different generations disagree. Lonely. If people are not allowed to communicate then this hinders their ability to brainstorm or come to a conclusion as a group. 344 Gladstein) What message did you feel as if the gentlemen in the movie received when they locked the door behind them? .). The person with the baseball tickets kept looking outside. He described Elijah violating HALT when he fled from Jezebel after slaughtering 850 idol worshipers in a dramatic fashion that only God could provide on Mount Carmel. The foreman made everyone sit in assigned seats while he sat at the end of the table.
References: Gladstein. “Amplification involves initiating or enhancing public displays of emotion. D. . and Misunderstandings. Boston: Pearson Education. 33(2). but they are not actually felt by the individual. (1990). A Social Interaction Model of the Effects of Emotion Regulation on Work Strain. 171) Davis was able to antagonize another juror to show how the society uses terms such as “I’ll kill you” loosely without the intentions to actually harm the other person. Emotional regulation is just as it sounds.” (Modaff p.” “The appropriate emotions are displayed for others to see. it is the public display of emotions. One of the most appealing characteristics that I noticed from Davis was his ability to apply emotional regulation and emotional labor. . Organizational Communications: Foundations.. Challenges. (2006). 30(3). Academy of Management Review. 1 Kings 18 Wilkins.” (Modaff p. whereas suppression consists of reducing or eliminating public displays of emotion. DeWine. Acona. (2008).” (Modaff p. “Emotional labor is the management of one’s emotions in order to induce a desired reaction in another individual. Cote. Outward bound: Strategies for Team Survival in an Organization. Academy of Management Journal. Ron.J. S. 75). A. the regulation of one’s own emotions such as surface acting which “deals more with the external state of emotions. Daniel P. Reference: Modaff. Sue. Butler. Removing Emotional Pain. Similar but different from emotion regulation was Davis’ use of emotional labor to prove a point. SFT Awareness. The other juror out of frustration with Davis actually contradicted himself and said the exact phrase that he said proved that the boy had intentions to kill his father. 170) I must use these quite frequently at BAE although most would not use the academic terms but Cote’s research states that most businesses used the terms professional or unprofessional “to define appropriate and inappropriate control of emotions without providing specific explanation” (Cote p. Holy Bible. 170) Davis used the ability of amplification and suppression to lead the other jurors to discussion. (2005).
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