Tuesday, March 24, 2015

How can Ethics effect Perusasion?








        “Do not do an immoral thing for moral reasons-Thomas Hardy” (www.quotegarden.com). Persuasion and Ethics go hand in hand. You can’t really have one without the other. In the following paragraphs I will be explaining the importance of ethics and its significance in persuasion. I will also be explaining two different ethical theories and what impact they have on persuasion.

          The first thing that we are going to look at is why ethics is so important when it comes to persuasion. What exactly is ethics? “1. A system of moral principles. 2. The rules of conduct recognized in respect to a particular class of human actions or a particular group, culture.” (www.dictionary.com). When you are trying to persuade an individual or a group of individuals you need to take their morals and ethics into consideration. The problem to this occurs when you believe in something and want to persuade someone else to believe in the same thing. For example, a vegetarian try’s to persuade her meat eating friend that to be a healthier person; you need to give up meat and take on a vegetarian lifestyle. How should the vegetarian persuade the meat eater? Is there an ethical line that she will have to cross? According to Bj. Frogg in his book Persuasive Technology, there is a way to prepare and analyze ethics that can be used even with persuasion. “He recommends that you list all of the stakeholders-anyone involved with the persuasive technology. Next, list what each stakeholder has to gain and lose. Then evaluate which stakeholder has the most to gain and who has the most to lose. And finally, determine ethics by evaluating the inequities between different stakeholders.” (http://umag.com). This way the vegetarian can decide if ethically it would be okay to try and persuade the meat eater to give up meat.

          The second thing I would like to discuss with you is two different ethical theories and how they are important to persuasion. The first ethical theory I would like to present is utilitarianism. “Utilitarianism considers an action as morally right if its outcomes or consequences are good for the greatest number of the population.” (http://labspace.open.ac.uk). This theory basically states that it is ethically moral if it benefits a large group; even if it doesn’t benefit an individual person. For example, there is a famine occurring in a town. There are hundreds of starving people and only one farmer with a lot of food. The utilitarian says for the farmer to give all of his food to the town because it benefits the most amounts of people. Even though this would wipe out all of the farmers food supply and he would not benefit from this action whatsoever. What impact does the theory of utilitarianism have on persuasion? This theory will impact a group audience the most. If someone is unsure whether or not they should ethically persuade a group, the need to look at this theory. If the bulk amount of the group will benefit from this persuasion then ethically and morally this is the right thing to do.

          The second ethical theory I would like to present is Deontology. “Deontology considers the rightness or wrongness of an action. Considers the way things are done rather than focusing just on the consequences.” (http://labspace.open.ac.uk). For this theory regardless of how many people can be benefited if its ethically immoral or wrong then it should not be done. A lot of examples of this theory can be found in movies and television. For example a deadly sickness has struck an entire town. The government does not have the time or resources to find a cure. So to benefit the world the government decides to blow up the town. According to Deontology even though this would benefit the world it is ethically wrong to kill a town of innocent people. How exactly does this ethical theory apply or impact persuasion? People in theory know when something is right and when it is wrong. This is instilled in us as young children. So when you are trying to persuade someone of something and you know it’s wrong then ethically you are doing something immoral. This could have a major impact not only on yourself but also for the people you are trying to persuade. If they realize that it is wrong ethically it will jeopardize how they see you as an individual.

          Can you have persuasion without ethics? This is the question you have to ask in order to understand how important ethics can be when it comes to persuasion. “Because persuasion requires the conscious choice of ends and means, it involves ethics. The idea of choice requires that the persuasive process can be conducted ethically.” (http://highered.mcgraw-hill.com). So in conclusion, you truly can’t have persuasion without having any ethics involved. Humans morally know what’s right and wrong. We need to keep this in mind when we try to persuade others.






















 REFERENCES:
·       www.quotegarden.com

·       www.dictionary.com




Annoying Coworkers and how you deal



         



          Everyone hates when you have that one person that you absolutely can’t stand working with. The issue is how do you deal with this person on a day to day basis? And how do you make it bearable to come to work? In the following paragraphs I will be discussing with you the article How to Deal With Annoying Co-Workers and some basic answers to questions posed by my instructor.

            I found this article to be a very interesting read. I always knew that there were annoying co-workers; I just never realized that they truly could be categorized. I just assumed that they were all one in the same. It helped a lot to realize why someone could be annoying and broke it down what type of personality they have. This article was really helpful in describing what you could do to help yourself make it bearable to work with this person and when to address their annoyingness. This article also helps to make you aware so you don’t become one of the personalities on the list. I realized there were a couple of traits that I did and that I need to stop. I would hate to be categorized as the annoying co-worker to my fellow employees.

            The first question that I will be talking about is to share a time when I encountered one of the six types of people that were described in the article. Right now at my current job I work in an apartment leasing office. I have a co-worker that is considered “the slacker”. The article describes this personality as, “you’re working away and she’s playing on Facebook, or planning her wedding.”(Green, 2011) One of my fellow employees is constantly on her phone texting or on Facebook. If she is on her computer she would rather look up clothes or shoes to buy then do her job. The reason why this indirectly affects me is because when she slacks on her work then people come to me to fix it. She will have people move in when she is not working so that someone else has to do all of the paperwork, clean the apartment, and deal with her residents. This makes it harder for me to concentrate on my own people and helping them.

            This leads to the second question of describing the situation and how I dealt with them. It happened a couple of weeks ago. She had two people move in on a day she was off. She never prepared any of the paperwork and never went before hand to make sure the apartment was clean and ready for everyone to move in. So therefore, I knew her type of personality and that day went into work early. I got all of the paperwork ready and also went to the apartments to clean and also prepare for the move in. This way when they came in everything was a smooth process and I could also handle all of the residents that I was dealing with myself. The next day when she came in I did not address the situation. I figured it would not make a difference anyways.

            The last question was using the advice given by the author of the article, what can you do the next time you encounter a person of this type? The advice that was given in the article was to try and ignore it and hope that your superior see’s that they are not contributing. I guess in the situation that I described I did just that and ignored it. The problem with doing this is that if it is continues to be ignored and no one notices you will continually be doing more work then you should. I do hope that my superiors catch wind of the issue and that it will soon be resolved. The only thing that I can think of is that if I encounter someone else like this that I bring to their attention that I am picking up their slack so to speak.

            In conclusion, even though everyone has co-workers that are annoying there are tips and tricks to better deal with them. The advice that this article gives you is very sound and can be very helpful. It all depends on the situation and what you can do to help yourself make your work experience more enjoyable.





REFERENCES:

Green, A. (2011). How to deal with annoying co-workers. U.S. News & World Report. Retrieved from http://money.usnews.com/money/blogs/outside-voices-careers/

Conflict is not the End!








     “The harder the conflict, the more glorious the triumph.”(www.quotegarden.com). Conflict can happen to anyone, anywhere, and at any time. It can happen in your personal life along with your professional life. Communication is necessary to resolving any and all conflicts that may occur. Throughout our course in Communication and Conflict we have learned a lot about how to communicate with others and how to deal with conflict situations. In this paper we will be discussing five different topics that have to do with conflict and communications. We will be discussing why conflict occurs, managing conflict, role of personality types in management, communication techniques, and stress and anger. In addition to this I will also be providing a conflict situation that I have experienced in my life. I will provide my own personal “best practices” approach to conflict resolution.

          The first thing that we need to look at is why conflict occurs, what exactly conflict is, and what an example of a personal and professional conflict can be. According to www.dictionary.com conflict can be defined as, “to come into collision or disagreement; be contradictory, at variance, or in opposition; clash.” However, I believe that conflict is really so broad that it can be defined as many things and have many different variables. For example, as we have learned in our text book there are two different forms of conflict. These include interpersonal and intrapersonal conflict. “We define interpersonal conflict as a problematic situation with the following four unique characteristics:

  • 1. the conflicting parties are interdependent,
  • 2. they have the perception that they seek incompatible goals or outcomes or they favor incompatible means to the same ends,
  • 3. the perceived incompatibility has the potential to adversely affect the relationship if not addressed, and
  • 4. there is a sense of urgency about the need to resolve the difference.”(Cahn D.D., & Abigail, R. A 2014).

A lot of times interpersonal conflict will occur with family members or close friends. For example a mother and daughter can be having a conflict over how the daughter chooses to dress. The mother could claim that the daughters outfit is too revealing where the daughter perceives the mother to be over bearing and uptight. This in turn leads to negative emotions and issues between mother and daughter. “Conflict is associated with various, mostly negative, emotions which may also be felt and expressed differently across cultures.” (M.K.K 1997). Intrapersonal conflict can occur through communication. But what exactly causes conflict to occur? Could it be how someone acts, looks, reacts, or communicates? “When looking for the cause of a conflict, it is important to consider expanding our awareness of the problematic situation to include the feelings, beliefs, and attitudes of those who engage in the conflict. Psychodynamic, attribution, and uncertainty conflict theories, generated by researchers in psychology, social psychology, and communication, have focused on individual psychological processes, or what individuals bring to the interpersonal conflict situation and how that impacts the conflict process.” (Cahn D.D., & Abigail R.A. 2014). Bottom line is that conflict can be caused by numerous amounts of things.  I have already given you an example above for a personal conflict between a mother and a daughter. But now I will give you an example of a conflict that can happen professionally.

Two coworkers are given a task to complete as a team. Both coworkers have different ideas on how the task should be completed. Both workers believe that their way is the best way and would like to get acknowledged for their completion of the task. This now has turned into a competition for the coworkers and thus became a conflict.

This example will lead us to our next topic which will be how to manage the conflict once it occurs. As we know from our earlier topic conflict can occur for many reasons, happen at any time, and effect people in different ways. But all is not lost because there are ways to manage and deal with conflict. “We define conflict management as the communication behavior a person employs based on his or her analysis of a conflict situation. Another concept, conflict resolution, refers to only one alternative in which parties solve a problem or issue and expect it not to arise again.” (Cahn D.D., & Abigail R.A 2014). Communication is very important when it comes to conflict. How you can communicate and deal with another person is crucial in conflict management. There are five phases that someone goes through when communicating and processing a conflict. These phases include prelude to conflict, triggering event, initiation phase, differentiation phase, and resolution phase. A prelude to a conflict involves the different variables that would affect a conflict. For example age, sex, relationship, bystanders, and social environment. Triggering event is when the actual conflict occurs and the two parties are aware of the issue and problem. Initiation phase this is when one party of the two conflicting lets them know that there is indeed a problem. The differentiation phase is when destructive or constructive communication and tactics occur. The last phase which is the resolution phase is when both parties accept the outcome of the conflict.

Now that we know how the conflict is managed through communication we will learn a technique that is used to help resolve the conflict. The technique that I will be talking about is the S-TLC system. “The S-TLC system is an acronym for Stop, Think, Listen, and Communicate. By following these four steps, you can often resolve interpersonal conflicts through basic communication skills.”(Cahn D.D, & Abigail R.A. 2014).  This will help you to prepare to solve the conflict through constructive communication. You are forced to stop and consider what you would like to get accomplished. Think about how to approach the situation and communicate what you would like to say. Listen to what the other person has to say and take it to heart without letting emotions get in the way. Communicate how to resolve the situation after hearing both sides calmly.

It can also be explained that managing conflict can be easier and more beneficial through a team atmosphere. “Van de Vliert et al. (1995) hypothesized and found support for the effect of conflict management on relational outcomes (e.g. mutual trust and quality of personal relationships), which are conceptually related to team satisfaction. This empirical evidence suggests that teams with higher levels of conflict management may be likely to develop greater levels of cohesion and a more satisfactory team experience.” (Pazos, P. 2012). This explains that by talking it out through communication groups tend to work with one another to resolve conflicts. These ways of resolving conflict can be used in your personal and professional life. It is all about the way that you communicate is how you manage your conflict situations.

Can personality types affect conflict management? Personality roles can have a huge outcome on conflict and conflict situations. There are people that are more aggressive and people that are more passive. This can affect not only how they deal with a conflict situation but how they manage the conflict. For example if a couple is having a fight and one person has a more aggressive personality a lot of times fights can be heated and tend to get out of hand. “It is widely established that five broad dimensions represent the essential aspects of human personality. These five factors are frequently called ‘The Big Five’ and consist of extraversion, agreeableness, conscientiousness, emotional stability(or ‘neuroticism’), and openness to experience (sometimes labeled intellect’).”(Anderson, M.H 2009). It is explained that these five types of personality show how people deal with conflict situations. For example people with emotional stability tend to be calm, relaxed, and have an even temper. So when they are dealing with a conflict situation they tend to be the type to sit back and let the other one communicate while they calmly take everything in and decide the best way to deal with the situation. “The establishment of the Five-Factor Model of Personality has led to a dramatic advance in understanding of how stable individual differences affect virtually every are of organizational behavior, including such diverse topics as work performance, leadership, creativity, and expatriate success.” (Anderson, M.H 2009). Personality does not just affect people individually but can affect a group dynamic also. When you have groups of people working together in a professional atmosphere you will have many different personality types. Because there are so many different people with personality types that they can tend to interfere with the work place group dynamic. With understanding how personality can affect conflict we can better understand how to manage it. By staying committed to a mutual goal and through compromise and understanding different personalities can be managed. A compromise is explained to be, “a settlement of differences by mutual concessions; an agreement reached by adjustment of conflicting or opposing claims, principles, etc., by reciprocal modification of demands.”(www.dictionary.com).

          There are several communication techniques that can be used towards conflict management. These include avoiding/accommodating communication, competing communication, passive-aggressive conflict communication, and assertive communication. Avoiding/Accommodating communication can be used for people that tend to not want to have a lot of confrontation when it comes to conflict. “Similar to avoidance, accommodating means smoothing over conflicts, obliging others, and not making waves. People may say what they want or feel but are quick to give in to the other.” (Cahn D.D, & Abigail R.A 2014). This technique is often used when people are not trying to let emotions get involved in a conflict. Competing communication occurs when both parties in a conflict are not backing down. Both parties can engage in yelling, screaming, physical damage, and emotional damage with one another. In a sense both people are competing at all costs to be the ‘winners’ of the conflict. Sometimes this can lead to the conflict not being resolved. But other times it can be just what a conflict needs to be managed. It can be explained as, “Schismogenesis (the escalation of the cycle) occurs when the behaviors of one person intensify the behaviors of another person. Schismogenesis is complementary in nature when the exchanges balance each other (e.g., as one person becomes more dominant, the other becomes more submissive; as one person shows off, the other becomes more admiring, which leads to more exhibitionism.”(Cahn D.D., & Abigail R.A 2014).  The next communication technique will be the passive/aggressive technique. “We define passive–aggressive communication as the ability to impose one’s will on others through the use of verbal or nonverbal acts that appear to avoid an open conflict or accommodate to the desires of others, but in actuality are carried out with the intention of inflicting physical or psychological pain, injury, or suffering. When people engage in passive–aggressive communication, they do not openly and directly stand up for their interests, concerns, or rights, but attempt to get what they want by underhanded means or sabotage.” (Cahn D.D., & Abigail R.A. 2014). Sometimes people will use this to win a conflict by using underhand ways to achieve it. For example if a coworker wants another coworker to do something, instead of having a confrontation and conflict with one another the coworker will go their boss and give them the idea to get the other coworker to do it. This a form of sabotage on the coworkers part because they are not being aggressive or assertive but tricking someone else into doing it. The last communication technique is Assertive communication. Sometimes assertive communication can be considered the best technique in order to manage a conflict situation. Assertive Communication When people choose not to engage in avoiding/accommodating, competing, or passive–aggressive conflict communication and instead choose assertiveness by speaking up about their concerns, interests, and needs, they and their partners may both win, which is the essence of the collaborative approach to conflict management.” (Cahn D.D., & Abigail R.A. 2014). To be assertive does not mean to be aggressive. It just means that you are going to say what you need to say and when you need to say it.

            The last and final topic that we will be discussing in this paper is will be how stress and anger can effect communication and conflict. Almost everyone at one point in time in their life has experienced the effects of stress and anger. It can be emotionally and physically draining. You can experience stress and anger in your personal and professional life. “Three significant internal threats include employee stress, anger, and violence. In many cases, anger and violence are rooted in workplace stress.” (Kamery, R. H. 2004). When workers are stressed or angry they can let their emotions get the better of them. This can cause decreased productivity and cause emotional outbursts. Communication can be very hard with someone who is suffering from stress and anger because they tend to lash out at others. This can not only affect the parties involved but can affect the whole workplace dynamic. How do you know if someone is suffering from anger or workplace stress? “Symptoms of job stress include irritability, decreased productivity, and difficulty concentrating and focusing on job assignments.”(Kamery R. H, 2004). There are ways however to decrease these levels of stress and anger. A manager or fellow worker can step in and try to effectively communicate with the person suffering from stress. The S-TLC system discussed earlier is a good technique to try and deal with someone suffering from stress. It lets everyone take a breather and really think about what kind of conflict or situation is happening. This way it can be resolved and the stress and anger can be decreased. This will then result in coworkers being happy and productivity being restored.

            I personally have experienced conflict with my husband numerous of times. But this one time in particular stands out to me that I should share. My husband has a tendency to try and get a new car every two years. I keep telling him that it is economically stupid to keep buying a new car when there is nothing wrong with the old car. We got into a huge disagreement when he attempted to get another new car. The conflict occurred because he wanted the new car and I did not want the new car because I thought it was a waste of money. Our conversation immediately got heated with us yelling at one another. However, I took a step back and followed the S-TLC system. I stopped, thought, listened, and communicated my frustration with him. He did the same thing and after communicating what we wanted we both agreed on a compromise. Instead of buying the new vehicle he now leases the car that way it is more financially sound and he can still get a new car every two years if he wants.

            In conclusion, conflict can occur at any point and at any time. There are ways to manage conflict, effectively communicate, manage stress and anger, and solve problems for your personal and professional life. I discussed a few of these things today. No matter what just remember how you communicate can determine how a conflict is resolved.











References:





Kamery, R.H. (2004) Anger, Stress, and Violence in the Workplace: Managing Employee Internal Threats. Allied Academics International Conference. Academy of Legal, Ethical, and Regulatory issues proceedings, 8(2), 127-132. Retrieved from http://search.proquest.com/docview/192409637?accountID=32521



Anderson, M.H (2009). The role of group personality composition in the emergence of task and relationship conflict within groups. Journal of management and organization, 15(1), 82-96 Retrieved from http://searh.proquest.com/docview/233254720?accountID=32521



Cahn D. D, & Abigail, R.A. (2014) Managing conflict through Communication (5th ed) Boston, MA : Pearson Education, Inc

Pazos, P. (2012). Conflict Management and effectiveness in virtual teams. Team performance management, 18(7), 401-417. Doi http://dx.doi.org/10.1108/13527591211281138



M,K.k. (1997) Culture and conflict management: a theoretical framework. International Journal of Conflict Management, 8(4) 338-360, retrieved from http://search.proquest.com/docview/199012395?accountid=32521