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Office workplace analysis
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Problems
The engineers are annoyed with the skilled assembly workers at SC Co. Furthermore, the engineers are refusing to speak with the workers. These negative behaviors and attitudes are effecting production and risking quality testing of the produced product. Moreover, it seems as nothing overt is triggering these hard feelings and disagreements toward the workers. Additionally, there does not seem to be any truth to the engineers’ categorization of the workers. Moreover, industrial solvent is causing the consultant to have headaches, which is preventing dialog between the consultant and the skilled workers at this time.
Select at least three (3) concepts/theories from this week's reading to address the problem.
Macre and Bodenhusen (2002) theory addresses how individuals categorize perceived perceptions. This theory postulates three categories simplicity, predictability, and sensitivity. This theory suggests that placing people in categories helps to simplify the person rather than learning or understanding the individual. However, this theory only allows you to make some accurate perceptions about an individual.
Ajzen (2001) theory addresses the connection between attitudes and beliefs. An attitude is evaluative judgment about a person. There are two categories one containing information about the person and having an attitude evaluative judgment about the person. Next, Ajzen (2001) explains the Expectancy-Value Model, which is the formation and structure of attitudes. This model suggests how an attitude about a person results from a summary of beliefs an individual holds about the person. Beliefs, in turn, form two components the subjective value a person places on a particular attribute of a person. In addition, how stron...
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...to perform, require effort, and are under our control. The engineers are purposefully refusing to speak with the workers. In addition, Non-conscious, and automatic processes, which are, mental acts that are outside of our awareness, unintentional, effortless, and uncontrolled. This is shown by the broad scope of the behavior. This attitude and behavior is not confined to one or a few individuals it is effecting the entire workforce. This operation of these non-conscious processes on our thoughts and behavior is known as Automaticity. Such automaticity can arise from intentional processes that became more efficient with practice (e.g. the engineers constant dislike of the workers). Preconscious processing that occurs before our awareness is involved (e.g. were new engineers may perceives a negative attitude because that is how their co-workers perceive the workers).
Hogg, M.A., Abrams, D., & Martin, G.N. (2010). Social Cognition and Attitudes. In Martin, G.N., Carlson, N.R., Buskist W., (Ed.), Psychology (pp 646-677). Harlow: Pearson Education Limited.
The Australian Human Rights Commission (2011:p1) states that “Gender equality is a principal that lies at the heart of a fair and productive society”. If gender equality is the heart of a fair and productive society than the laws and regulations in place must be the key in maintaining a fair and productive society. If regulations and laws are not frequently discussed, debated and reviewed than issues such as sex discrimination in particular can be sufficiently dealt with or ignored. The Carter v Linuki Pty t/as Aussie & Anor [2005] NSWADTAP 40 (22 August 2005) will be used to demonstrate the regulations surrounding sexual discrimination. In this paper a thoroughly investigation into the recent changes in laws and regulations encompassing sexual discrimination will be conducted in relation to the case provided. By using the elements of the case the Sex Discrimination Act 1984 (Cth) (SDA) will be applied to the facts presented in order to explain the regulation surrounding this issue. Since the case involves a work related situation where the employee was discriminated on the basis of gender the SDA will be used. A Brief description on the impact of exclusion will be provided to demonstrate the causal link between exclusion and gender discrimination. Firstly, the case’s elements will now be analysed.
The absence of appropriate motivation, fairness, and communication are recognized as the root causes of the issues at the Engstrom Auto Mirror Plant. These are the real issues that added to the decrease in efficiency and product quality. Workers who are affected in an organization might be a result of de-motivation, poor communication, and personal conflict. The presence of these components is the thing that could result in a decline of workers’ productivity, since workers feel they have no control over their work and what they produce. “The success of any Analysis Organization depends on the ability of managers to provide a motivating environment for its employees” (Osabiya, p. 63).
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
o What we are concerned with is the way in which we block the development of our own minds by automatic reactions.
Assumptions influence our perceptions because when assumptions are made, it is often the case that there is not enough information for the assumptions to be accurate. Dillard gives an example that relates to this in her essay when she says, “[We] see what [we] expect” (Dillard 20). When an assumption is formed about a person or situation, then things that agree with that assumption is what is looked for, so that is what will be perceived. This may create inaccurate impressions. Another problem with making assumptions is that it is assumed that there is consistency to others’ behavior and often the focus on negative things about others. When it is assumed that there is consistency to others’ behavior, it is assumed that after seeing them act one way once or twice, they will always act like that. (Beebe 77). These examples relate to another idea that Dillard talks about in her essay. Dillard says, “Peeping through my keyhole I see within the range of only about thirty percent of light that comes from the sun…” (21). This agrees with an idea that people tend to ignore information when making perceptions and only looking at a small portion of the big picture and make perceptions based off of that. An example that relates to all of these would be if someone expects a person to be rude, then whenever those two people interact, rude behavior will be all that is looked for and all that is given any thought. People often form perceptions off of assumptions and small pieces of the big picture which oftentimes makes those perceptions that a person might have
Teams are groups of people who work together to achieve a common goal (Learning Team Handbook, p 310). Workplace teams are increasing as businesses find the yield of team productivity and creativity exceeds individual productivity/creativity. To promulgate productive teams, businesses have had to identify common threads for successful teams. Businesses have identified the dynamics and needs of successful teams.
“Just as emotions provide valuable information to the self, emotional expressions provide information to observers, which may influence their cognitions, attitudes, and behavior” (Van Kleef, Heerdink, and Van Den Berg, p. 2, 2014). A positive feature of attitudes is that they are subject to change over time. According to Van Kleef, Heerdink, and Van Den Berg (p. 2), “We define attitudes as temporary evaluations that are constructed based on a combination of stored representations of an attitude object and information that is currently at hand. This working definition explicitly allows for changes in attitudes over time while acknowledging that certain attitudes have a relatively stable basis in a person’s memory system” (2014). This conceptual definition of attitudes and attitude change is that though attitudes can change based on new information or a different emotional reaction, they can also stay the same or relatively similar to their primary state. Overall, the information that individuals perceive through emotions can influence their attitudes, which can then alter their attitudes towards certain
Attitudes can be formed in a number of different ways. The three component model consists of Affective, Cognitive and behavioural based attitude experiences and has been a main area of focus among social psychologists. These three components are held within most attitudes, however not all attitudes are equal and different experiences can change the ...
Team Dynamics - Conflict Resolution Strategies People work in groups or teams every day, whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral and ethical beliefs, and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals while keeping the greater good of the team in mind. Conflict, as it arises, should be combated and abated through swift and thorough resolution techniques.
The fundamental attribution error is an important concept in psychology. Social psychology studies people’s behaviors, believes and attitudes. In social psychology, the fundamental attribution error or what is known as the correspondence bias or attribution effect, means the tendency for people to place an undue emphasis on internal characteristics of the person, rather than external factors, which could be in explaining the reasons behind that person 's behaviors. In other words, usually when you see somebody doing something, you usually tend to think it is more related to their personality instead of thinking about the situation the person might be in and they call that the first look. We all do that without being aware of it, sometimes you judge someone based of what he looks like, or where is he wearing and where is he standing without knowing what is the reason behind his attitude. We can be influenced by culture, books, films and other things that effect our way of seeing the others. From a general perspective, Fundamental Attribution Error explanations how the fundamental attribution error have focused on general worldviews for our behaviors, believes and attitudes.
... (2004). Contemporary Perspectives on the Psychology of Attitudes (Rev ed.). Florence, KY: Psychology Press.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
Attitudes are formed from learning. Moreover, the effects of home life, school, religious experience, and peers can help develop an individual’s attitude. An example, a child that grows up in a home where parents distrust law enforcement officials may grow up to despise police officers and other authority figures. Trustworthiness is the strongest source because just being an expert does not mean that person is truthful.
Conflict exists in every organization as a result of incompatible needs, goals, and objectives of two people while aligning to the overall business requirements. Though disagreement is linked with negative impact, the approach has healthy considerations (Leung, 2008). For instance, some conflicts create an avenue for the exchange of ideas and creativity to meet the set organizational purposes. However, damaging disagreement in organizations results in employee dissatisfaction, turnover, and poor services and reduced productivity. The paper establishes different types of interpersonal conflict and key resolution strategies used to address the problem. Human resource managers need to have the capacity to identify different levels of conflicts and the best methods to negate them.