CHRONEMICS:

1. In India who arrives early is sincere, may be subordinate.

2. Seniors or VIP arrive late
3. Symbolic Value of time during interview
4. Unsuitable candidate less time
5. Suitable candidate more time
6. Boss does not look at project or leave application less important.

There are 2 perceptions of time:

1. Monochromatic: Time is scarce must be rationed saved. Americans use M Time emphasis
schedules, appointments, segmentation.
2. Polychromatic: Time is flexible, it cannot be compartmentalized & people use it as it
comes. Middle east and Latin Americans do several things at a time.

Elements of NVC:
1. Gestures- Movement of hands, arms, shoulders and torso.
• Enumerative: Number or distance
• Descriptive: size of the object
• Locative: location of the object
• Symbolic: subtle suggestion
• Emphatic: emphasis
2. Facial expressions
3. Posture
4. Body movement
5. Eye contact
6. Appearance
7. Silence
8. Space

Paralinguistic features:

• Voice carries intentional and unintentional messages.

• Articulation
• Force, pitch, rate and quality
• Follow RP
• Word and sentence stress.

HAPTICS:

• Vehicle for expressing warmth/comfort and reassurance.

• Most casual contact may generate positive feelings.
• Governed by certain cannons in many nations
• Gender, age, relative status
 SILENCE AND PAUSES:
• The right word may be effective but no word was ever as effective as a rightly timed paused.
Mark Twain
• Pauses help both speakers and listeners.
• Exhibits confidence and control
• Beautifies your speech.

Space Meanings:

• Arabs of the same sex stand much closer than North Americans.
• People in U.S. require more room.

Pronunciation:

• Received pronunciation
• Word stress
• Sentence stress

• Intonation:
1. Rise and fall in the pitch of the voice
2. Falling tone: statements, commands
3. Rising tone; request, yes-no questions
4. Question tags, protests

Volume:
• Be audible
• Adjust to acoustics of the room
• Avoid speaking too loud.

What Anthropologists Say:

35% verbal and 65% non-verbal.

-------- Ray Birdwhistell

7%verbal, 38% vocal and 55% non-verbal.

--------Mehrabian

Things to avoid:
• Stolid face
• Antagonism
• Raising eyebrows/pursing lips/biting lips/ crowding eyebrows/ wrinkling nose.
• Stubble on your face
• Wrinkled clothes/casual wears/ gaudy clothes
• Unkempt hair/ long side burns.

Personal Appearance:
 • Face is the index of mind.
• Conveys warmth and sincerity.
• Frown/glare expresses ennui.

Importance of soft skill:

• 1. To handle interpersonal relations.

• 2. To take appropriate decisions.
• 3. To communicate effectively.
• 4. To have good impression and impact to gain professional development.

MANAGING STYLES:

1.The
closed
style

4.The
open
Managing 2.The
blind
style Style style

3.The
hidden
style

• The closed style: Manager neither seeks feedback nor discloses information.
• The blind style:
Managers are high on disclosures levels and low on feedback.
Expects perfection from the employees inspite of being critical about them.
 • The hidden style:
Corporates are low in disclosing and high in collecting feed-back.
Avoid giving opinions.
They are sociable.
Keep fueling the grapevine without really contributing to organizations productivity.
• The open style:
The manager makes a corporate environment. “Their collaborative style helps employees
to come together to discuss organizational problem sand find solutions. Their proactive nature
makes them open, transparent, warm hearted, a good listener with an open mind and makes
them appreciate peoples genuinely.”
It’s the best style. But as organizations do not have an open communication climate merger
of all styles is required.

Conflict styles:
HANDELLING CONFLICTS:

1. Turtle Style
2. Teddy Bear Stye
3. Shark style
4. Fox style
5. Owl style

Owl Style (Collaborating):

• It makes a better sense where both the parties make an attempt to understand a problem
• Major advantage is that both sides get what they want
• Negative feelings are eliminated
• Skilled managers understand the nature and use an appropriate conflict management
strategy.

Conclusions:

• It leads to win-to-win policy.

Shark style (competing):

• Manager displays the power-based approach in the organization.
• They are goal oriented
• They do not hesitate to use aggressive behavior to solve conflicts.

Apt time for its use:

• When unpopular decisions need to be taken
 • When conflict has to be solved and decision takings important in the critical situation.
• When people take advantage of non -competing

Conclusion:
Often leads to disaster.

Teddy bear style (Accommodating):

• In this superior point is to accommodate other persons suggestion for better negotiation.
APT TIME FOR ITS USE:
1. When suggestions or changes are not vital for accommodate.
2. When time is limited and harmony is to be valued.

Conclusions:
1. When used often it may be disadvantageous, giving in may lead to
unproductiveness.

Turtle Style (Avoiding):

1. Manager prefer to tolerate conflict.
2. Confrontation with the conflict may not lead to any result.
APT TIME FOR ITS USE:
1. When the risk involved is less and the issue is trivial.
2. When collecting information is more critical than taking immediate decision.

Conclusion:

This style should not be adopted always as conflict remains unsolved.

The Fox Style: Compromise

Their strength is communication and a willingness to find win-win or
lose-lose compromises. Often the fox is able to craft intelligent
intermediate solutions.
The struggles are deceptiveness and manipulation. People may feel
“outfoxed” and cheated by foxes.

.
The Turtle
Turtles avoid or withdraw from conflict. When confronted with conflict,
turtles abandon their own goals and relationships and exhibit passive
behaviour. Conflict remains unresolved.
The Shark
Sharks confront. They are aggressive, competitive and seek to win at
any cost. Personal goals are very important. The needs of others are
not. Sharks do not care if they are liked. They seek to win by attacking,
intimidating and over-whelming their opponent.
The Teddy Bear
Teddy Bears accommodate the needs of others and will 'keep the
peace'. They need to be liked and when faced with conflict will ignore
their own goals to maintain the relationship.
The Fox
Foxes deal with conflict through compromise. Foxes are willing to
sacrifice some of their goals by persuading others to give up some of
theirs. Foxes are concerned with goals and relationships. While a
relationship may be maintained during conflict, the compromise may
result in a less-than-ideal outcome.
The Owl
Owls view conflict as a problem that needs to be solved. They
collaborate to reach solutions. Owls ensure both parties' goals are
achieved. Though this can take time and effort, when both sides achieve
their goals, tension is eliminated.
TABLE:
Non-verbal Behavior Interpretation
Tilted head Interest
Stroking chin Trying to make a decision
Looking down, face turned away Disbelief
Biting nails Insecurity, nervousness
Rubbing hands Anticipation
Pulling or tugging at ear Indecision
Hand to cheek Evaluation, thinking
Touching, slightly rubbing nose Rejection, doubt, lying
Rubbing the eyes Doubt, disbelief
Hands clasped behind back Anger, frustration, apprehension
Locked ankles Apprehension
Inspecting fingernails or looking at a watch Boredom, vanity
Head resting in hand, eyes downcast boredom
Sitting with hands clasped behind head, legs Confidence
crossed. Superiority
Open palm Sincerity, openness, innocence
Pinching bridge of nose, eyes closed Negative evaluation
Tapping or drumming fingers Impatience
Steepling fingers Authoritative
Patting/fondling/rubbing hair Lack of self-confidence, insecurity

Conflict Management Style:

1. Competitive Shark:

The Competitive Shark Sharks use a forcing or competing conflict management style. They are highly
goal-oriented, and relationships often are a lower priority. Sharks do not hesitate to use aggressive
behaviour to resolve conflicts. Sharks can be autocratic, authoritative, uncooperative, threatening and
intimidating. Sharks have a need to win; therefore, others must lose.

Advantage: If the shark's decision is correct, a better decision without compromise can result.

Disadvantage: May breed hostility and resentment toward the shark.

Appropriate times to use a Shark style:

• when conflict involves personal differences that are difficult to change.

• when fostering intimate or supportive relationships is not critical.
• when others are likely to take advantage of non-competitive behaviour.
• when conflict resolution is urgent.
• when decision is vital in crisis.
• when unpopular decisions need to be implemented.
 2. Collaborative Owl:

The Collaborative Owl Owls use a collaborative or problem confronting conflict management style.
Owls value their goals and relationships. Owls view conflicts as problems to be solved and find
solutions agreeable to all sides.

Advantage: Both sides get what they want and negative feelings are eliminated.

Disadvantage: Takes a great deal of time and effort.

Appropriate times to use an Owl style:

• when maintaining relationships is important.

• when time is not a concern.
• when peer conflict is involved.
• when trying to gain commitment through consensus building.
• when learning and trying to merge differing perspectives

3. Avoidant Turtle:

The Avoidant Turtle Turtles adopt an avoidant or withdrawn conflict management style. Turtles would
rather hide and ignore conflict than resolve it—this leads them to be uncooperative and unassertive.
Turtles tend to give up personal goals and display passive behaviour.

Advantage: May help to maintain relationships that would be hurt by conflict resolution.
Disadvantage: Conflicts remain unresolved and others may take advantage of the turtle.

Appropriate times to use a Turtle style:

• when the stakes are not high or the issue is trivial

• when confrontation will hurt a working relationship
• when there is little chance of satisfying your wants
• when disruption outweighs the benefit of conflict resolution
• when gathering information is more important than an immediate decision
• when others can more effectively resolve the conflict
• when time constraints demand a delay

4. Accommodating Teddy Bear:

The Accommodating Teddy Bear Teddy bears use a smoothing or accommodating conflict
management style with emphasis on human relationships. Teddy bears ignore their own goals and
resolve conflict by giving in to others. They are unassertive and cooperative.

Advantage: Accommodating maintains relationships.

Disadvantage: Giving in may not be productive, or the bear may be taken advantage of.

Appropriate times to use a Teddy Bear style:

• when maintaining the relationship outweighs other considerations.

• when suggestions/changes are not important to the accommodator.
• when minimizing losses in situations where outmatched or losing.
• when time is limited or when harmony and stability are valued

5. Compromising Fox:

The Compromising Fox Foxes use a compromising conflict management style. They are concerned
about goals and relationships. Foxes are willing to sacrifice some of their goals while persuading others
to give up part of theirs. Compromise is assertive and cooperative.

Advantage: Relationships are maintained and conflicts are removed.

Disadvantage: Compromise may create less than ideal outcome and game playing can result.

Appropriate times to use a Fox style:

• when important/complex issues leave no clear or simple solutions.

• when all conflicting people are equal in power and have strong interests in different solutions.
• when there are no time constraints