This reflection covers material from chapter 14: Relationships in the WorkplaceWrite approximately one page, double spaced about the following:Think about the most skilled supervisor you have had in a workplace/job.• Which aspects of this supervisor’s communication make them so competent?o Is it openness? Their ability to explain things? Is it because they foster a supportiveclimate? If so, how?o Support your answers with specific examples and at least one quotation fromchapter 14.
Chapter 14 Relationships in the Workplace Chapter 14 Relationships in the Workplace Agenda Chapter 14 The Nature of Workplace Relationships A workplace relationship is any affiliation you have with a professional peer, supervisor, subordinate, or mentor. Involvements differ along three dimensions: status, intimacy, and choice 3 The Culture of the Workplace Organizational culture: Distinct set of beliefs existing within an organization “You are socialized into [an organization’s] culture through formal and informal encounters with established coworkers” (p.385, 5e). The Culture of the Workplace Organizational culture Shaped by: Workplace values Workplace norms Workplace artifacts Networks in the Workplace (1 of 3) Organizational networks: Systems of communication linkages within the workplace Networks in the Workplace (2 of 3) Organizational networks are defined by nature of information flowing through them Media or channels May be virtual networks (telecommuting) Network density Frequency and number of connections Workplace cliques can emerge. Networks in the Workplace (3 of 3) Remember: The private is public in the workplace. Organizational networks can determine the opportunities—and obstacles—you encounter. Organizational Climates Organizational climate: The overarching emotional quality of a workplace Defensive climate Supportive climate Most climates fall somewhere in between. Technology in the Workplace: Benefits Benefits of technology Allows input from multiple employees Avoids time and geographic constraints Connects workers Not in the book: Allows flexibility for parents, caregivers, etc. Technology in the Workplace: Drawbacks Drawbacks of technology The book talks about Cyberslacking Lost productivity Not in the book: Arguably, a more pressing problem not in the book is that it is impossible for many workers to be “off the clock” due to technology Bosses often expect responses to email, texts, etc at 9pm, or on the weekends. As this article in The Atlantic says, “the internet makes every hour of the day a potential working hour.” Technology in the Workplace: Note on “Cyberslacking” Not in the book: It’s worth noting that as more people have shifted to remote work during the COVID-19 crisis, current data suggests that productivity has either remained steady or increased This is notable because workers who are now at home have more opportunity to be on social media and engage in other (non-work related) online activities during working hours Yet productivity has not significantly decreased Technology in the Workplace: Reminder Remember: Everything you do on a company computer is considered company property. 13 Peer Relationships Professional peers: People holding similar positions of organizational status and power Most meaningful workplace relationships 14 Types of Peer Relationships (1 of 2) Information peers: Workers with whom communication is solely work-related Collegial peers: Coworkers we consider friends Special peers: Our best friends in the workplace Types of Peer Relationships (2 of 2) Evolution of professional peer relationships: The transition from information peer to collegial peer is most significant. Virtual peers often become virtual friends. The transition from collegial peer to special peer is often spurred by negative events. Maintaining Peer Relationships Positivity Openness Providing assurances Discussing personal topics 17 Mixed-Status Relationships Mixed-status relationships: Relationships between coworkers of different organizational status Supervisory relationships less likely than peer relationships to evolve into friendships Managing Up (1 of 2) Upward communication: Communication from subordinates to superiors Requires advocacy Advocacy might be for yourself (like asking for a raise) or for a change in workplace culture You might even advocate for broader change (like changing a workplace policy) that doesn’t obviously/directly affect you because you think it will better your workplace culture as a whole, and that improves things for everyone Managing Up (2 of 2) Six principles of advocacy Plan before you pitch. Know why your advisor should agree. Tailor your message to your supervisor. Know your supervisor’s knowledge. Create coalitions before communicating. Competently articulate your message. 20 Communicating with Subordinates (1 of 3) Downward communication: Messages you use when interacting with subordinates Communicating with Subordinates (2 of 3) Principles of downward communication Emphasize importance of communication. Listen empathically. Frame wants/needs as polite requests. Be sensitive to subordinates’ feelings. Share relevant information when possible. Communicating with Subordinates (3 of 3) Challenges of downward communication Effectively praising subordinates Best presented privately Constructively criticizing subordinates Requires several communication skills Maintaining Mixed-Status Relationships Two maintenance strategies Develop and follow communication rules. Communicate in consistent and reliable ways. Challenges to Workplace Relationships Workplace bullying Romantic relationships with coworkers Sexual harassment Note: the book calls these “challenges” but numbers 1 and 3 are perhaps more accurately described as “toxic and abusive cowokers.” Sometimes, depending on the circumstances and severity, 1 and 3 might be better described as “crimes.” Workplace Bullying (1of 2) Workplace bullying: The repeated unethical and unfavorable treatment of one or more persons by others in the workplace Cyberbullying is a problem. Bullying causes health problems. Companies pay a high price. Workplace Bullying (2 of 2) Confronting abusers is most effective. But workplaces have a culture That means it takes many people to create a culture, and many people to change it Confronting a bully isn’t the sole responsibility of the person being bullied Consider if you might be able to safely intervene—even if you aren’t the one being bullied. Workplace Romances Despite challenges, the workplace is a natural venue for romance. The book’s advice: Communicate in a professional fashion. Send electronic messages judiciously. My advice: Remember that yes, it is a natural place for flirtations, but working environments add difficulties and usually you should just let people work while they are at work. Ask yourself: if you flirt with or ask a co-worker out, can they say no to you or tell you to stop without repercussions to their job? Consider that very carefully. Sexual Harassment Sexual harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal/physical conduct of a sexual nature Quid pro quo harassment Hostile climate harassment Dealing with Sexual Harassment as an Employee (1 of 2) In a 2018 survey, 38% of women and 13% of men reported experiencing sexual harassment in the workplace This survey (discussed in the New York Times article linked above) was conducted by one of the organizations also cited in our textbook as a resource you might turn to if you experience sexual harassment. I have linked to their website below Stop Street Harassment Dealing with Sexual Harassment as an Employee (2 of 2) Each company’s policy on sexual harassment is different (some companies don’t have a policy at all). But the EEOC is a resource regardless of your company’s policy. Here is a link to the US Equal Employment Opportunity Commission’s webpage on how to file a charge of employment discrimination Note that the EEOC deals with sexual harassment, racial discrimination, and other forms of discrimination as well. Find more information here: https://www.eeoc.gov/how-file-charge-employment-discrimination Strategies for Employers to Address Sexual Harassment This article offers a set of best practices for employers on how to deal with sexual harassment and suggestions for policies that should be in place That’s all folks! That’s it for the textbook folks! Congrats, you did it!