Lumbergh Knows What He's Doing

Working in any profession you know that the potential for night and weekend work is always a possibility. For some, such as myself, it has become an enduring reality. What I did not know, was that a theory had been developed which applied to my condition. This theory, consistent-commitment theory, proposes that people who have fulfilled a minor request if asked again, will likely and willingly participate in a second, larger demand. (Vaidyanathan & Aggarwal, 2005). If the concept is perpetuated, as it is in my case, the line between polite request and obligation begins to blur. Weekend work is no longer seen as an isolated occurrence but an anticipated behavior. Why do I keep doing this? According to the article, I maintain this behavior because people innately desire to conduct themselves in a consistent manner. (Vaidyanthan &Aggarwal, 2005) I agree with this synopsis. The thought of not providing this service causes more anxiety than performing the demanded task.

One who is persuasive has the ability to make others view or at least concede a different perspective on an idea or argument. These individuals do not necessarily cause you to completely alter your line of thinking, rather they cause you to re-evaluate your original point-of-view. To be a leader today and in the future, an individual needs to have global context. You can no longer be successful by maintaining an insularly, narrowed vision. With this constricted view, one would fail to make a persuasive argument to different regions of the country and of course to the world at large.

What do u think?

Vaidyanathan, R. & Aggarwal, P. (2005). Using commitments to drive consistency: Enhancing the effectiveness of cause-related marketing communications. Journal of Marketing Communications, 11(4), 231-246.

Lost in Translation?

I had a difficult time applying this article to my present position. I work in a small organization where your value or lack of value is abundantly obvious. Inherently all organizations apply "The Carrot and Stick Approach" as defined by Jeremy Bentham (Shah & Shah, 2007). We are all doing our job for the financial rewards otherwise it would be volunteer work. Though I do not have any statistical data to back this claim, Douglas McGregor's "Theory X and Theory Y " makes a poor assumption. It states that there are only two types of employees X and Y. X doesn't want to work and will do so only by threat of punishment. (Shah & Shah, 2007, part 4 ). Y on the other hand, suggests that work "is as natural as rest or play." (Shah & Shah, 2007). What about type Z, employees who work autonomously enough and avoid enough mistakes but are not interested in contributing to the advancement of their organization. Of the theories presented, my company is Participative as defined by Rensis Likert. (Shah & Shah, 2007) We are encouraged to carefully evaluate and challenge ideas, either those presented by team members or managers. Often we have elongated discussions which end with "Let's try it and see." Failure is carefully controlled but it is not an unacceptable outcome. Failure provides an opportunity to examine what did not work and how we should change a process for the future.

To me, motivation is a verb not a noun. I would define it as a person or group who actively participates in an action without regard for its success or failure. Though the article provided a general overview of several existing motivational theories I felt that some were not explored or even properly discussed. One in particular, Rensis Likert's theories, were bullet points with no explanation. I also felt that Shah & Shah's summation and recommendations were simplistic. Did they really need to examine the history of behavioral studies to determine that you should "Treat staff well" or "Set realistic goals" to manage a successful team? Did I miss something? What do U think?

Shah, K. & Shah, P. (n.d.) Motivation. Retrieved July 10, 2007, from http://www.laynetworks.com/Motivation.html.

I am changed man! Or at least a new employee.

Typically I consider myself to be the ideal employee. I am punctual. I go out to lunch once a week. I complete projects early. According to this week's assignment I am not a good listener. My wife tells me this all the time. I fidget, I answer questions I didn't listen to, and I ask her the same question multiple times. The same behavior that I exhibit with her is carried into the office. During staff meetings, I swivel back and forth in my chair, I doodle on handouts and I interrupt others who are presenting. I was shocked that the author itemized each behavior I exhibit throughout the day. The author’s list included “inappropriate body language, failure to sustain attention, interrupting, and uncontrolled emotional response” just to name a few. I guess knowing and accepting that you have a problem is the first step toward recovery.

Lu, J. (2005). The listening style inventory (LSI) as an instrument for improving listening skill. Sino-US English Teaching, 2 (5), 45-50.

Turnage, A. K. (2008). Email Flaming Behaviors and Organizational Conflict. Journal of Computer-Mediated Communication, (13), 43-59.

The Persuasiveness of a Message

I am a bit troubled by the recent exchanges between our Professor and Bill. Is this the type of response we should anticipate if we disagree or express frustration with an ill defined requirement? Would this argument have gone "nuclear" if the discussion was face-to-face? At the heart of the matter, I am mostly disappointed by the souring of my previously elated attitude toward my next class. I hope that we as a group, both Professor and class alike, can move past this soiling experience unprejudiced and ready to work. What do U think?



I look forward to seeing everyone Tuesday night.

My Introduction

I first have to say that I was a bit intimidated by this requirement. This was mainly because it required conveying myself through writing. In communicating anything, I find I am much more articulate through speaking. Having said this, I lack a singular, definitive topic for this week's post. I have several interests which include skiing, running, watching movies and TV, politics and reading. Though I enjoy each of these things, I lack a breadth of knowledge to discuss any of them exhaustively here. I blame this on my ADHD. Due to this, my site will probably lack any coherent structure other than the requirements dictated in our syllabus. Strangely, I look forward to this opportunity to apply my self-reflection through the written word. Just on a side note, did anyone else feel like Doogie Howser M.D. (i.e. Barney on the show "How I Met Your Mother") while writing this initial post. Just me? OK.