Week 2 Post #4- Training and Development

Throughout the text we have looked at the way organizations function and the people within them. I really like chapter 10's idea of training and development, because it symbolizes a need for continuous practice in communication in an ever evolving environment. This term is defined as "formal and informal efforts to develop employee skill" (Eisenberg 322). As someone who works in theatre, I know I benefit from workshops and training sessions that emphasize different in consumer practices. Ticket sales, normally purchased in person or via telephone, are less effective than online ticket sales. There are countless ways to evolve and grow within an organization. There are so many changing aspects of society and employees should continue learning about new and effective ways in business.

Have a great weekend! :)

Week 2 Post #3- Modesty

When I think of an effective leader in communication, I usually think of someone confident, authentic, and kind. It helps for a leader to have extensive experience, but if the audience cannot relate to the leader, or the leader seems too overconfident, communication is much less effective. An extremely important quality for a leader to inhabit is modesty. In this text modesty is described as "personal humility about one's accomplishments and a profound commitment to the good of the company" (Eisenberg 284). When I think of a modest person, I think of someone who has talents they do not boast about, and who truly cares about people and/or a cause. Leaders who have modesty can easily connect with their audience, because they are authentic in who they are.

Modest leaders are inspiring. It is influential when someone stands up for the good of an organization or group of people and puts their whole life into a particular cause. When a leader truly believes in something, I feel like everyone else is inspired to help the cause.


Have a great day! :) Enjoy the sunshine!

Week 2 Post #2- Team-Based Organizations and project teams

Chapter 8 provides us with great examples of obtaining balance in the workplace. As an individual, we are able to balance work and personal life. But in the workplace, we are also able to work independently as well as in teams. Team-based organizations are when people attend to "their individual responsibilities [and as] members of one or more working groups" (Eisenberg 235). I generally have a very positive view of team-based organizations. As the text says, this type of group "revolves around interdependent decision-making groups, not individuals" (Eisenberg 235), which definitely changes the dynamic of the group.

There are different types of teams that help the productivity of an organization. I regularly perform in and volunteer for semi-professional musical theatre companies within the community. I immediately thought of project teams, which "help coordinate the successful completion of a particular project" (Eisenberg 236"). In this environment, various individuals (costume designer, set designer, producer, director, choreographer, musical director, etc) come together and within a six to eight week period, put together and produce a show that audiences pay to watch. So much has to be done within this one project and there are many things that could possibly go wrong (i.e. lights not flattering the costumes, set pieces not wide enough to dance on). Every time member has many responsibilities that directly affect other team members.

I think that project teams are a great way to work with others. While there are difficult aspects of this type of team, there are many benefits. Some of these benefits include diversity within team members, detailed and completed sub-projects, and a wide spectrum of ideas and interactions.

Have a great rest of the week! :) :) :)

Week 2 Post #1- Authenticity

Chapter seven began with a great concept that I have been thinking about this week. Throughout the course of history we can see various trends in organizations. Organizations seemed to be less flexible and required specific requirements that people molded themselves to fit. In contemporary times, I see how important it is to be authentic both personally and professionally. Authenticity is defined as "being real and honest in how we live and work with others" (Eisenberg 200). This in itself is an amazing concept. I think it is extremely important to be authentic in the workplace. By being real and true to oneself, one is able to put their best work forward and truly express their thoughts, ideas, and skills.

However, I do agree that it can be difficult to be authentic when the media brings forth so many identities. I feel like these various identities affect me whether I know it or don't. It is difficult for me to be extremely authentic when the media presents other appealing ideas, although lacking information. I think that while being authentic brings more flexibility and balance into the workplace, not everyone's identity is welcomed in each organization. I immediately thinking of working as an actress within the semi-professional theatre realm in the Bay Area. It is clear that the homosexual community is highly welcomed in this organization, but they might not be welcomed elsewhere.

Have a great Wednesday! :)

Week 1 Post #4- Interdependence within the systems theory

Interdependence refers to "both the wholeness of the system and its environment and to the interrelationships of individuals within the system." (Eisenberg 107). Mutual dependence is sort of like a tug and pull, depending on the relationship, and can definitely influence a constantly changing environment. The interrelationships within this concept are another part or unit of the entire systems theory. If the units fail to recognize the whole picture, (or the system), things can be thrown out of whack. Our relationships with ours can directly affect the wholeness of a group or system.

Our relationships vary in degree. A teacher to student, a friend to friend, father to daughter all have varying degrees of closeness or interdependence. If we fail to see interdependence in our various environments (school, home, workplace), we are unable to see the goals of the whole group. As Eisenberg states, "In an interdependent system, no part of the system can stand alone but instead relies on the other parts to do its job effectively. Breakdowns in communication anywhere in the system run the risk of negatively impacting the whole" (Eisenberg 108). I couldn't agree more. it's important for us to try to see the bigger picture, but to also communicate clearly and in a forward direction with our relationships (or smaller units) the embody a system.

Have a great Friday! :)

Week 1 Post #3- Hidden Transcripts

Though this may be a simple concept, it is that of a mysterious and enlightening one. Hidden transcripts are "the other side of the story", that we usually do not get to read about or hear. The text defines them as "themes and arguments that are well known by members of the oppressed group but kept out of the public eye for fear of reprisal from those in power" (Eisenberg 68). In my elementary school history classes, we learned that the world was governed by powerful white men (true), and that they were civil, fair, and loyal (not always true). It wasn't until high school that we learned about Christopher Columbus and his men doing horrible things to the natives in the land the traveled to, etc. And while we know facts about Harriet Tubman, MLK Jr, and Rosa Parks, we usually do not hear many stories about members of an oppressed party in history. Even in history members of an oppressed party kept their dialogue mostly silent due to the dominant group's strength. It is interesting to think how society and communication may've been different had this concept been brought to light during the time it happened. Another term that accompanies hidden transcripts is resistance to domination. Last semester in Music 120 (Worlds of Jazz), we learned that slaves used singing as a form of inner freedom and expression during their difficult times. These musical ideas were a form of resistance to domination. They used their music to "lessen the constraints placed on them by those in power" (Eisenberg 68).

It is interesting to see patterns between organizational communication and history, especially when I think of the Holocaust and the Civil War.


Have a great night! :)

Week 1 Post #2- Strategic Ambiguity

There were many interesting concepts in this chapter, but I kept coming back to the idea of communication including strategic ambiguity. It is easy for me to believe communication deals with the transferring of information, as well as senders and receivers engaging in a type of communicative transaction. It also makes sense that communication can control the environment, whether not in a direct way. But strategic ambiguity interests me because it illustrates communication working when there are mishaps or lack of information.

Strategic ambiguity "describes the ways in which people may communicate unclearly but still accomplish their goals" (Eisenberg 32). I enjoyed the text's example that illustrates how people come to see their favorite speakers or musicians perform, and if the performer makes a mistake, it may be less noticeable because the audience enjoys the person. I really agree with this. In the example, the sender's message is still coming through due to the receiver's preconceived values and beliefs. The audience is rooting for the speaker so there is more room for ambiguity and seemingly similar effectiveness. Strategic ambiguity relies on shared meaning because many of us interpret words or actions in different ways.

One aspect of strategic ambiguity that I found interesting was that it "facilitates organizational change by allowing people the interpretive room to change their activities while appearing to keep those activities consistent" (Eisenberg 33). The other example given was that of airline companies being more likely to succeed if their businesses were defined more broadly. This makes sense because there might be more to fault if a company has a narrow definition (that might be able to be proved wrong). I think businesses use this tactic when they have new ideas lined up but still use older and reliable mottos and traits to keep their target consumers before they make a shift in their company.

Whether we like it or not, communication always occurs. It's not always direct or verbal, but there are many factors that influence it happening. Communication will always been interpreted in different ways.


Have a great day! :)