After a decision is made, we expect everyone, including the people who argued for a different approach, to disagree and commit.
I think this is a good idea because not everyone is going to agree on every decision at work. Employees should be allowed to share their opinions, but once a decision is made, everyone needs to work together to make it successful.
We expect managers to practice context not control
In my own words, I think this means managers should give employees the information they need and trust them to make decisions instead of controlling every little thing. I think this is a good way to manage people because employees can learn more and feel like their opinions matter.
“if X wanted to leave, would I fight to keep them?”
This part stood out to me because it shows how serious Netflix is about keeping high-performing employees. I understand wanting the best people working for a company, but I think this could also create a lot of pressure. I wonder if this approach helps employees improve or mostly makes them feel stressed.
We all work hard to keep each other accountable for upholding these standards, especially our leaders, because excellence and honesty go hand in hand.
I like that Netflix expects leaders to follow the same standards as everyone else. Sometimes managers expect employees to listen to feedback but don't want to hear it themselves. I think being able to speak honestly with your manager can make a workplace better because problems can be fixed instead of ignored.
we model ourselves on a professional sports team, not a family.
I thought this was an interesting way to describe a workplace. Netflix is basically saying that being part of the company is about performance and having the right people in each position. I understand wanting employees who work hard, but I also think comparing a company to a sports team could make people feel like their jobs are never fully secure. It makes me wonder how employees feel knowing they could be replaced if someone better comes along.
We propose that managers reduce the incentives for passing (and the costs of revealing) by encouraging people to focus on achieving their goals and measuring actual results rather than hours invested.
I think this is one of the best ideas in the article because I believe employees should be judged by how well they do their jobs instead of how long they stay at work. This connects to business management because managers need to understand productivity and how to get the best performance out of their employees.
Revealing allows people the validation of being more fully known by colleagues, which is denied to the passers. However, it can have damaging career consequences
found this part interesting because you would think being honest with your employer about your personal responsibilities would be a good thing. However, the article explains that being open about these things can sometimes hurt someone's chances of getting promoted. I think this creates an unfair situation because employees are almost being punished for having a life outside of their careers. It makes me wonder how many talented employees leave companies because they don't feel supported. This is kind of how I am feeling at my job right now because I do bring a lot to the table but I do not feel respected always or appreciated.
When work is enjoyable and rewarding, an accepting strategy may be beneficial, allowing people to succeed and advance in their careers.
What I think this is saying is that some people are completely okay with putting most of their time and energy into their careers, especially when they enjoy what they do. For those people working long hours might not feel like a problem at first. However, I think there is a difference between choosing to work hard because you enjoy your career and feeling forced to work constantly because you are afraid of losing your job.
To be ideal workers, people must choose, again and again, to prioritize their jobs ahead of other parts of their lives: their role as parents (actual or anticipated), their personal needs, and even their health.
This made me think about how some people believe that working longer hours automatically means they are better employees. Before reading this, I didn't really think about how much pressure employees can feel to choose between their careers and their personal lives. I believe there needs to be a balance between their job and things outside of work that are important for each individual person.
By operating in this way, organizations pressure employees to become what sociologists have called ideal workers: people totally dedicated to their jobs and always on call.
I think this is something that happens in a lot of workplaces, especially jobs where managers expect employees to always be available. Even if someone is not scheduled to work, they might still get messages asking them to come in or do something for the company. I can relate to this because balancing work, school, soccer, and other responsibilities can already be difficult. When employers expect people to put work ahead of everything else, it can make it harder to have a life outside of work. I am a Senior BA at American Eagle which is a management posiition so I have a lot of responsibility but I feel like my job does not respect my availability that I have given them.
Measure employee engagement through surveys or assessments that gauge factors such as satisfaction, motivation, and commitment.
I think surveys are a good way for companies to find out how their employees actually feel about working there. Sometimes employees might not feel comfortable speaking up directly to their managers, so surveys give them another way to share their opinions. Companies could use the responses from theses surveys to figure out what they are doing well or need to improve on.
A people-centric approach encourages employees to think creatively, take risks, and innovate.
I think employees should feel comfortable sharing their ideas and trying new things without worrying about getting in trouble if something does not work out. Sometimes the people doing the actual work have the best ideas about how to improve a business. Even in my own work I need someone to just let me try something new and if I mess up address it, but do not let me have a new opportunity because I have less experience.
Human-Centric HR, also known as Human-Centered HR or People-Centric HR, is an approach to human resources management that prioritizes the well-being, development, and empowerment of employees. This approach recognizes that employees are not just resources to be managed but rather individuals with unique needs, aspirations, and capabilities.
I think is a very important piece of this article because employees should be treated like actual people and not individuals who are just there to work for a company and recieve a paycheck in return. Just as it says in chapter 2, everyone has different goals and personalities but at the end of the day each person is working towards one goal. I think the way employees are treated from the beginning of their employment makes a big difference in how they feel about a company as well.
The application of communication theory and research to the study of communication in various types of organizations. Explores reciprocal influence between communication and organizational structures and between communication and managerial styles. Discusses communication designs, superior/subordinate communication, conflict, information management, networks; communication vis-a-vis employee motivation, satisfaction, and productivity; and communication effectiveness in organizations.
The big picture here is obviously the class description and what we are supposed to learn at the end of the day. This class is going to help us with the application of communication theory and organization communication types.
If you do not come to class on an exam day or when a written assignment is due, you will receive a ZERO for that assignment unless an alternate due date has been previously approved and/or documentation has been provided for extreme circumstances.
I got confused about if we are having in-person exams and written essays, or are they all online.
Administrative withdrawal will take place after the full refund period, and if you are administratively withdrawn from the course, you will not be eligible for a tuition refund. If you have questions about the administrative withdrawal policy at any point during the semester, please contact me.
This reminds me of the rest of my classes and when I had to drop a class last semester because I am an athlete and it was just too much all on my plate at once.
Miller, K. (2014). Organizational communication: Approaches and processes. (7th ed.). Boston: Wadsworth. Ehrenreich, B. (2006). Bait and Switch: The (Futile) Pursuit of the American Dream. New York: Holt & Company.
I question if these books are needed to be purchased of if they are viewable from the class documents.
I do not accept late work (this includes forgetting the assignment on your printer and wanting to run it by my office after class). If you do not come to class on an exam day or when a written assignment is due, you will receive a ZERO for that assignment unless an alternate due date has been previously approved and/or documentation has been provided for extreme circumstances.
I predict this may be a problem for some students because we are all busy and sometime forget deadlines. The class will need to stay productive and make sure we are getting all of our work turned in on time.
n Communication Studies, we rely on skills such as writing and critical thinking that are developed through practice and improvement. As a result, you will be given opportunities to practice and grow without the use of AI.
I will check back on this when I am struggling to remember the purpose of this class, and why I am taking it. Also to gain modivation to not use AI.
You are expected to take responsibility for your own learning and ask questions when written materials or assignment instructions are not clear. Be proactive. Communicate!
I can see myself loving this aspect of the class, and learning very productively. I enjoy taking action of my own learning and assignments.