Communication

Intercultural Communication


According to OSPI (office of superintendent of public institution), communication is defined as a process by which we assign and convey meaning in an attempt to create shared understanding. This process requires a vast repertoire of skills in intrapersonal and interpersonal processing, listening, observing, speaking, questioning, analyzing, and evaluating. Use of these processes is developmental and transfers to all areas of life: home, school, community, work, and beyond. It is through communication that collaboration and cooperation occur. As the definitions says communication requires skills to create a common share of understanding, this remark the importance and difficulties that communication needs to be effective.

We can take another aspect that aren´t mention on the definitions such as the language, symbols, values, culture, etc. these aspect are s important as the other skills that we need to communicate. We are humans being that communicates oral and not oral ways, and these two different ways of communication are representing on these aspect that are out of the regular definition on communication.

As the communication take place on our lives it has as well barrier to make it more difficulties. The main barriers are language, sociological barriers and physicals. These barriers are seem in every persons who wants to communicate, but in our days this barriers can be carrier out as good issues in pro to the communication. The process of being understand by the receiver it difficult, but all this barrier can achieve some new ideas of communicate or can give us solution in uor process that at the beginning we didn´t expected.



sources:
http://www.k12.wa.us/curriculuminstruct/communications/default.aspx
www.businessdictionary.com

Managingb Diverdity

Merck Sharp & Dohm.

managing diversity program

The strategy revolves mainly around the diverse global groups. Each group is composed of 20 directors from around the world and is a sponsor member of the Executive Committee of the company. There are 10 of these groups: men, women, and disabilities, generational, interfaith, LGBT, Black, Latino, Asian and Native. Work as a project or temporary assignment in which members have to generate both internal and external recommendations. For example, the group of women has to generate proposals for internal actions to improve the attraction, retention and development of female talent within MSD. It must also generate external recommendations to identify women's organizations in society to be interesting to establish partnerships and propose actions to enhance the influence and reputation of the company among women worldwide. The other 9 groups work the same way.
 Managing diversity: Organisations can benefit from valuing difference and managing diversity effectively.
 Equal opportunity: Equality to all people, without discrimination of gender, race, ethnocentric, sexual orientation, disabilities, etc.
Managing diversity and Equal opportunity compared
Equal Opportunity Managing diversity
 Externally driven
 Rests on moral and legal arguments
 Perceives EO as a cost
 Focus on group discrimination
 Group initiatives
 Supported by narrow positivist knowledge base

 Internally driven
 Rests on ‘business case’
 Perceives MD (Managing Diversity) as investment.
 Focus on development for all individuals
 Universal initiatives
 Individual development
 Supported by wider pluralistic knowledge base


www.heacademy.ac.uk/.../Judith_Foreman_workshop1.pp

MSD has understood the importance of diversity management.
The groups have formed reflect the intention of increasing the potential of individuals in the organization. The main feature is to assign tasks to promote internal and external alternatives according to their focus of diversity. MDS thus seeks to conquer new markets, increase their bank of ideas and increase earnings, at the expense of managing diversity.

The reach of the diversity is quite significant because MDS is focused on internal dimension where are located the following: age, gender, sexual orientation, physical ability, race, ethnocentricity, characteristics that describe people who are part of the divers global group, which make them more competitive in terms of opportunities for human diversity.



Another benefits that are present because the managing diversity are the possibility of increases the productivity, reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image.
Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity (Esty, et al., 1995). Negative attitudes and behaviors in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, retention, and termination practices (could lead to costly litigation).

Sources


https://www.xing.com/net/erfolgdurchdiversity/opiniones-sobre-la-gestion-de-la-diversidad-387352/entrevista-con-uxio-malvido-director-de-diversidad-de-msd-28593636/28593636/.
www.heacademy.ac.uk/.../Judith_Foreman_workshop1.pp
(foto, taken October

The Role Of Workers

http://coto2.wordpress.com/2010/03/23/consider-the-germans-co-determination-and-works-councils/.

When a company needs to take out the most important effort of its employee, they try to persuade by given them more money or understanding their needs.
The role of worker in a society is declared by the governance of the high commotion of a nation, they decide which percentage of decision has a worker of if they just will be a sub ordinaries all the live, and in most cases the works will feel as slaves in a company were they don’t have the same opportunities as a manager, or were they don’t have the same decision making power as a boss. It normally will take to form labor union in a company to try making equals levels of power in a society.
The issue is that labor union usually has a cultural crush that its main issue is to take mush of advantage of what they can’t take from the company, ideology incorrect if we see the real reason why labor union were created, to preserve an to give respect to de workers, to take out the child and to minimizes the power of a employee.
For this Blog I will talk about my opinion of labor union and how it can affect a company or affected if we do not know how to handle it.
In the company that I work (I will submit the name for security reason) is growing a labor union thru its sales reps. For the company this is a big issue of aptitude because the sale reps that are in the labor union has less hours of work, and they do not has an acquitted approach of the company. From the Germany view they take advantage of the labor union and do not seem them as a bad issue they see it as a opportunity to equalizes power between owners and works.
But its no just the point of view of the employees, it’s also the acquitted of the workers toward labor union, to justified the union and to see the important things of making a labor union without affecting the company organization.
The sales rep of my organization does not work together with the company strategy and its attitude is affecting the rest of sale rep in the organization. The French labor union has a similar reaction, the do not look toward the benefits of the organization; they only see the benefits of them self even do it has to be over the company succeed.
Different from these point of view, the German work together with the company benefits, because they know that it very important that there company stay in market in other to they have work and build a better place to work.
With this we can conclude the importances of the cultural approach toward labor union, but it’s not just an issue of the company owner, it’s also an acquitted of the labors toward the benefits of the company. It is important to achieve a method to induce the workers that the labors union do not mean spatially that they have to go against prosperity of the company, the reason of labor union it’s to preserve right of a good job and the respect of the minorities.


Analyze the potential implications of the Co-determination principles over the organisation’s decision making process from the perspectives of the managers and the employees.


For countries that border with Germany, it is important to understand the way in which management in this country, it is necessary to adapt the Germany style if any difference occurred with German organizations.

This challenge is caused by the difference that the top management in Germany has with other top team in European countries, as the administrative decisions are taken with the support of labor groups, unlike other styles, decisions are made by managements that are taken by a few managers.

Co-determination is a concept that allows workers a greater linkage to take management decisions on the management of organizations, so it emphasizes the equal right of workers and owners. Co-determination has been used in many European countries, but Germany is the strongest with the concept.


http://xroads.virginia.edu/~ma98/pollklas/thesis/cod.html

This way the Germans want to take the decisions together, not only few in the top team, and get the best decisions for the company involving the owners and workers.
The co-determination transformer can be a competitive advantage if executed properly by managers and workers involving in making strategic decisions the company, so therefore you can expect a better performance at work. However it is important to note that culture facilitates the handling of these plans, because in a country where management is very hierarchical, the cohesion of unions and the owners of the companies is very difficult to move forward.

We can conclude that co-determination make feel employees part of the company, but well handle the ideas presented by the workers can be productive to the benefit of the company; it important to understand the implication of the decision that employees can make because the focused is to create new ideas and work together to build a better organization and not to contradict the present manager, otherwise it would be on bane

Sources

UNDERSTANDING MANAGEMENT
GERMAN-STYLE
by
Jean-Jacques PIETTE
President, Abyla Finance
Expert in fusions and acquisitions, DGB
(Deutscher Gewerkschaftsbund!:German Trade Union

Organisational learning

To speak of the organization of learning, its necessary to point out the significance of learning and methods that are known.
Learning is the process where they acquire new abilities, skills, knowledge, behaviors, or values as a result of the study, experience, training, reasoning and observation. Other definitions for "learning" can taken from the class modules, for example:

Memorize knowledge to use when its needed.
Create connections to achieve the sense of a thing.
Interpreting and understanding to achieve a good comprehension.
From these meanings we can say that there are kwon 4 types of perspective on learning, that can be classified as this:
• Behaviorist approach
It is a model of stimulus and response.
The behavioral approach explains the behavior by the method of observation and the belief that our environment is what makes us behave differently or suffer disease. The main categories of behaviorism are:
o Classical Behaviorism “a purely objective experimental branch of natural science". (by John B. Watson, with his publication of "Psychology as the Behaviorist Views It")
o Methodological Behaviorism: it is a physical research.
o Radical Behaviorism: All are action are explained by natural facts.
In this perpective of learning are 5 technics that are use to control personal behavior:
o Classical conditioning
o Operant conditioning
o Reinforcement


• Cognitive approach
Deals with the mental process of individuals and the resolution of problems, thus opposed to the method of behaviorism. The cognitive principle is the need to develop strategies and plans, not only deals with the habits.

• Key principles:
– Well organized instructions
– Clearly structured instructions
– Perception plays a role in task acceptance
– Prior knowledge is important
– Differences between individuals count
– Cognitive feedback is the most powerful rewards
(Taken from Model 11, Class note, Lecture: Cristina Robledo)

• Humanistic approach
Abraham Maslow
His theory emphasizes motivation as the key to understanding human behavior.

• Social / situational approach
This method refers that individual learn from the social community, and are the reflect of that particularly society that it belong to.

Organizational Learning.
3 definitin to Organizational Learning.

“Learning organizations [are] organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together”. (Senge 1990: 3).

“The Learning Company is a vision of what might be possible. It is not brought about simply by training individuals; it can only happen as a result of learning at the whole organization level. A Learning Company is an organization that facilitates the learning of all its members and continuously transforms itself”. (Pedler et. al. 1991: 1)
Learning organizations are characterized by total employee involvement in a process of collaboratively conducted, collectively accountable change directed towards shared values or principles. (Watkins and Marsick 1992: 118)( http://www.infed.org/biblio/learning-organization.htm).

• Adaptive vs. proactive learning
Proacting – welling to change.
Adapting –is the reaction of changes in the environment.

• Experiential learning
Experience as the key sour of learning


• Kolb’s learning styles




• Single loop and double loop learning
Single loop – Action – Result
Double loop – Belief – Action - Result

• Communities of practice
Learning is a social process where all the community are interacting with each other and all practices are known by the community.
It has 3 characteristic: the domain, that refers to has the same interest, the community, and the practices.

• Informal learning
Learning is taken the point of view knowledge should be the ability to created capabilities and not to achieve information.



References

http://www.psychologistworld.com/issues/behavioralapproach.php
http://www.ryerson.ca/~glassman/cog