C02520 Analysis 2.1 Essay - 891 Words

K. Pointer CO2520 Analysis 2.1 (Week 3) Societal Influences on Communication and Perception In today’s society it would appear that we are communicating more as time passes with the addition to social media into individual lives. With applications such as Twitter, YouTube, and Face book, people are able to communicate with people around the world almost instantly as well as see the things that are being experienced in other countries. However, even though this has somehow made the world seem a bit smaller, communication has not gotten better. Miscommunication is actually now more readily noticeable because of the amount of social media that is available. We begin to see the societal and cultural factors that lead to misunderstandings†¦show more content†¦Because of having this label people begin to only listen to certain portions of the conversation because it is assumed that if you start speaking about a certain subject then you will only think a certain way because of the label that has been assigned to you. Labels and stereotypes are also derived from physical differences which also play a huge part in the perception factors that affect our abilities to communicate. Physical differences such as height, weight, sex, or race plays a huge part in people’s perception. Often times the color of a person skin will change the perception of another person based off of stereotypes. The person could be considered overweight or disabled and these physical traits often effect people’s perception of what that person can accomplish. Physical traits often play a part in perception because of the societal and cultural factors that influence people. In today’s society it is often expressed that if one doesn’t hold a position of power then there opinion doesn’t hold much importance however, many people will disagree with that statement. Although, the hierarchy in societies usually depict that those in power largely determine a society’s understanding s of its current reality. You can see the same structure in most business models. It is perceived that the higher up you are in the company the better you are treated and the more your opinions actually hold weight. You also

Petroleum Oil Corporation A Canadian Intermediate Crude...

(TOURMALINE OIL CORPORATION) INTRODUCTION: (Introduction of the org - brief history and how they got to this point) Calgary’s Tourmaline Oil Corporation is a Canadian intermediate crude oil and natural gas exploration and production company. Tourmaline commenced active operations in the fall of 2008 with t a long-term business growth objective and listed on the TSX in November 2010. During 2010, Tourmaline has generated very strong growth in all reserve categories. Due to Tourmaline Oil Corporation’s strategies such as aggressive drilling and developing land position, adopting and employing advanced drilling techniques, pursuing strategic acquisitions and exploring new pool discoveries for drilling, has grown significantly since its commencing in 2008. â€Å"Proved Developed Producing reserves grew to 38.9 mmboe (million barrels of oil equivalent) in 2010, a 126% increase over year end 2009 (65% per share year over year), Total Proved reserves grew to 93.0 mmboe in 2010, a 167% increase over 2009 (95% per share) and Proved Plus Probable reserves grew to 158.2 mmboe in 2010, a 166% increase over 2009 (94% per share)†. Through a series of strategic acquisitions include farm-ins and land acquisitions, it enables active capital exploration and development program. It has assembled an extensive undeveloped land position and operating control of important natural gas processing in three major areas; in the Alberta Deep Basin, Sunrise/Dawson NEBC Montney and the Peace River HighShow MoreRelatedEvaluating The Economic Impacts Of Pipeline Useage On The Texas10470 Words   |  42 PagesEVALUATING THE ECONOMIC IMPACTS OF PIPELINE USEAGE ON THE TEXAS OIL GAS SUPPLY CHAIN By JASHANDEEP SINGH Presented to the Faculty of the Graduate School of The University of Texas at Arlington in Partial Fulfillment Of the Requirements For the Degree of MASTER OF SCIENCE THE UNIVERSITY OF TEXAS AT ARLINGTON August 2015 Copyright  © by Jashandeep Singh 2015 All Rights Reserved Acknowledgements This thesis dissertation is a milestone of my academic career. 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Building Strong Relationships With Positive Energy

Question: The reflective journal provides you with the opportunity to reflect on your learning in this subject and its applicability to you as a manager and/or leader. In addition, it allows you to think about and comment on your learning in relation to the concepts, theories and practices presented and discussed in the course. Answer: Introduction Fostering the development of positive relationship within the workplace has been identified as a topic that is the focus of a number of researchers. Individuals in the setting of the society or the work place can be identified as negative energizers or positive energizers. The differences in these categories of energizers are known to be having extremely relevant implications on the settings they exist. Positive energizers contribute in creating and supporting vitality within the others in the settings (Domjan, 2009). They boost and uplift individuals. Interaction with positive energizers seems to be leaving the elevation and motivation in the feelings of others. Positive form of energizers have been identified for being optimistic, unselfish, trustworthy, and heedful. Interaction with them helps in building energy in individuals and in an experience of inspiration. Networks of Positive Energy Positive reinforcement is referred to as the practice to praise good efforts within the work place rather than, or along with it to criticize bad efforts. This has been identified as the tool of managers that can be used for the motivation of the employees for working in a well manner and fulfilling the expectations of the managers. Positive energy in the workplace are advantageous for the organizations not only by the performance being better but also helps to enable others for the performance in a better way (Harter, 2012). For an instance, studying the maps of network in the organizations that compare the position of people in the networks of information, influencing the networks, and positivity in the networks of energy. This contributes in revealing that a position of people within the network of energy seems to be highly predictive related to the success of the organization in comparison with his or her position in influencing the networks or the information. Maintaining a positive energy made people far better for succeeding in comparison with the center of influence network or the information. In addition to this, this success contributes in conveying towards the interaction with the ones creating the energies. Positive energy helps in making others better creators of energy (Iwata, 2007). As a matter of fact, it has been found that organizations with high performance have three times better positive energies in comparison with the average ones. Strong Interpersonal Relationships in the Organizations Leaders and managers influence interrelationships in the work place by the facilitation of positivity in energy, by both positive energy being modelled and to diagnose and build networks of positive energy amongst the others in the organization. As interaction with positive energy seems to be attractive in nature, more frequently, there is formation of positive relationships. Leaders may not only be radiating positive energy by themselves, but the identification of the ones presenting positive energies with whom work is being done, and recognizing, rewarding and supporting them. As sources of positive energy influence the activities being performed by the others, there can be placement of positive energies within the roles and tasks that assist others for interacting with the others (Mondadori, 2009). For an instance, this will result in the enhancement of performance related to widened segments, sections and fields of the employees and the work place. These sources of positive energ y can be referred to for coaching or mentoring the others, and the selection of these can be done for leading the initiatives of change in the organizations. Creation of Positive Strong Relations in the Workplace The first step in the development of positive and strong relationship in the work place is by providing supporting, honest, and direct feedback with respect to the negative attitudes and behaviors being presented and the influences these have over the business organization. Majority of the individuals are known for responding to the authentic feedback that is referred to as being helpful for the employees as well as the organization (Poling Normand, 2009). The second step that can be adopted by leaders of the organization is by the promotion of positive relationship focused on the reinforcement of organizational and individual strengths. By building and identifying the strengths of people can contribute in the production of higher benefits in comparison with correcting and finding their weak points. The relevance to enable positive relationships with the organizations is not a recent topic, but the influence of these types of relationships on a number of factors, have not yet been recognized in an appropriate manner in context with several researches (Skinner, 2008). These various factors include the physiological and emotional health of people, expectancy of life, and performance deviant in a positive manner within organizations and the relevant teams. Positive Reinforcement Positive reinforcement is referred to as the practice to praise good efforts within the work place rather than, or along with it to criticize bad efforts. This has been identified as the tool of managers that can be used for the motivation of the employees for working in a well manner and fulfilling the expectations of the managers. An entire system of rewards can be created by the managers of an organization favorable for the employees. It is not necessary that positive reinforcement can always be initiated on a large scale, a step in simple forms and gestures help in the formation of positive reinforcement anyways (Turner Zacharatos, 2012). Positive reinforcement is important and can be used for addressing an issue related to the organization as well. In consideration with positive reinforcement, it can be stated that the managers of the organizations must be avoiding favoritism. Focus must be created on rewarding the entire team rather than specific individuals. Conclusion Positive energizers contribute in creating and supporting vitality within the others in the settings. They boost and uplift individuals. Interaction with positive energizers seems to be leaving the elevation and motivation in the feelings of others. The relevance to enable positive relationships with the organizations is not a recent topic, but the influence of these types of relationships on a number of factors, have not yet been recognized in an appropriate manner in context with several researches (Zeiler, 2007). These sources of positive energy can be referred to for coaching or mentoring the others, and the selection of these can be done for leading the initiatives of change in the organizations. References Domjan, W. (2009). Aversive control: Avoidance and punishment, In: The Principles of Learning and Behavior. CA: Thompson Learning. pp. 302. Harter, J.K. (2012). Well-Being in the Workplace and its Relationship to Business Outcomes: A Review of the Gallup Studies, In C.L. Keyes J. Haidt (Eds.), Flourishing: The Positive Person and the Good Life, pp. 205-224. Washington D.C.: American Psychological Association. Iwata, B.A. (2007). Negative reinforcement in applied behavior analysis: an emerging technology. Journal of Applied Behavior Analysis, 20, pp. 36178. Mondadori, C. (2009). Time-dependent effects of post-trial reinforcement, punishment or ECS on passive avoidance learning. Physiol Behav, 18, pp. 11039. Poling, A. Normand, M. (2009). Noncontingent reinforcement: an inappropriate description of time-based schedules that reduce behavior. Journal of Applied Behavior Analysis, 32, pp. 2378. Skinner, B.F. (2008). The behavior of organisms, New York: Appleton-Century-Crofts. Turner, N. Zacharatos, A. (2012). Positive psychology at work, In C. R. Snyder S. J. Lopez (Eds.), Handbook of positive psychology, pp. 715728. New York: Oxford University Press. Zeiler, M.D. (2007). Fixed-interval behavior: effects of percentage reinforcement. Journal of the Experimental Analysis of Behavior, 17(2), pp. 17789.