FEEDBACK

Define Feedback:

Communication to a person or group providing information as to how their behavior is affecting or influencing you

(gving feedback)

1.Describes(non-evaluative) rather than judges(evaluative).

2.Specific rather than general.   3.Takes into needs of receiver and giver.

4.Analyzed to ensure clear comms.

5.Solicited rather than imposed.

6.Directed at person's behavior, not at the person.

7.Directed at behavior recevier can control.

8.Well timed.

9.Planned.

6.Directed at person's behavior, not at person.

7.Directed at a behvior receiver can control.

8.Well timed

9.Planned

1.Establish a receptive feedback.

2.State what you want feedback about.

3.Check what you have heard.

4.Maintain an objective attitude about feedback, even though about you.

5.Share your reaction to feedback.

1.Use it

2.Think about it

3.Forget it

-Provide an illustared look at the process of giving and receiving feedback.

-Provide a communication window through which you can give and receive informatation about yourself and others

1.Open Area

2.Blind Spot

3.Facade

4.Unknown

1.Column one "Things I know about myself"

2.Column two "Things that I dont know about myself"

1. Row one: "Things the group knows about me"

2. Row two: "Things the group does not know about me"

1.Soliciting feedback

2.Being receptive to feedback

1.Availing yourself of and being receptive of sharing experiences of others.

2.Learning vicariously.

1.Exchange information

2.Achieve personal growth

3.Provider finds out about self.

4.Receiver gains insight.

5.Create open effective operational/interpersonal comms

6.Aids in preparation for the future, not dwell on past

Individual Diversity

EO ensures fairness, while

Diversity/ inclusion strive to capitalize on the strengths of the workforce while minimizing the weakness that inhibit optimal organizational performance.

1.Internal(Primary): race, sex, ethnicity, and sex orientation

2.Secondary: religion, personality, skills, abilities, education level.

3.Structural dimensions: position in organization, department, and status

1.Primary Dimensions: Constitute the core of our diverse identity. Immediately obvious to others and one we have little control over.

2.Secondary Dimensions: Elements outside the core. Some permanent,others receding or changing over time. Less visible to others, more changeable, variable in the degree or influence on one's life. 

1.knowledge(head):"What we know and what we learn,

2.behavior(hand):"What we do and how we behavior",

3.affect(heart)"Addressing or feelings and emotions".

Movements from negative or neutral views of others to acceptance and respect, and ulitmaely, to a view that positively values the differences of the people with whom we interact.

1.Be aware of your own cultural influences/assumptions when communicating with people of other cultures.

2.Dont buy into generalizatons

3.Be aware of judging others' behaviors/beliefs against own.

4.Monitor verbal and nonverbals

5.Identify behaviors that inhance/detract from work group readiness.

CONFLICT MANAGEMENT

What term is defined as: a disagreement between or amoung individuals, a fight, a battle, a difference of opinion or idea, a misunderstanding?

1.Disagreement is inevitable

2.Conflict can be avoided since interdependence between groups is necessary.

3.Agreement and maintaining interdependence is possible.

1.When wants and needs differ.

2.When individuals values differ.

3.Differing degrees of knowledge expectations.

4.Differences in age, race, ethnicity.

5.Assumptions/perceptions.

Intrapersonal conflict

1.Takes place inside and individual.

2.Individual built-in resentment.

3.Individual has conflicting internal needs, values, and attitudes

Interpersonal Conflict

1.Takes place within a group.

2.Parties within the group behave as to defeat each other.

3.Manifest behavior resulting in actions that are aggressive.

Intragroup Conflict

1.Takes place within a group

2.Parties within the group behave as to defeat each other.

3.Manifest behavior resulting in actions that are aggressive and argumentative.

Intergroup Conflict

1.Avoidance

2.Accommodating

3.Competing

4.Compromising

5.Collaboration

1.Deals with reality.

2.Confronts the real problem.

3.Keeps identity and role separate.

1.Negotiation- formal discussion to reach agreement about an issue.

2.Mediation- Third party assist or facilitates a settelment.

3.Alternate Dispute Resolution

4.Coaching-

5.Problem-Solving- Educate managers and supervisors as you work with them as a supportive partner and coach.

1.Identify and select the problem

2.Analyze the problem

3.List possible solutions

4.Select and plan the best solution

5.Implement the solution

6.Evaluate the solution

1.Assess the Problem

2.Plan a solution

3.Implement the solution

4.Evaluate the outcome