Web Poster 2 - The Effect of Gender on Verbal and Non-Verbal Communications in the Work Place

I was especially interested in this web poster because I have had experiences working with both male and female managers. Some of the current research findings were interesting such as: women interrupt and talk less. In my experience, I had found this to be the opposite. I also never realized that women talk more about personal topics - this is definitely something to keep in mind when conversing with the opposite gender. In the classic research section - it was interesting to learn that because of their communication styles, men are more likely to suffer from information overload. I think overall, this web poster indicated that both the genders communicate very differently and that their styles are opposite in nature - no surprise! The layout of the web poster clearly separated each topic and made it easy to read. There were references to a lot of sources so it definitely included a wide variety of research. I also thought the website, 6 ways to improve your nonverbal communication, was useful as well. I never knew how important nonverbal communication (such as: posture, eye contact, etc.) was in the workplace, and this web poster really highlighted how we should all be aware of our nonverbal cues.

Web Poster 1 - Cross-cultural Communication Issues in USA and India Organizations

This web poster by Kartik brings forth some really important issues in cross cultural communication between the U.S. and India.  The introduction was especially catchy as it showed a picture of a handshake and provided possible ways of interpreting a handshake.  I never thought about and I had always thought a handshake was just a handshake - but as I learned from the web poster, it can mean much more.  The discussion on the differences between individualist and collectivist cultures was especially interesting and useful.  With all the jobs that are being outsourced to India, this web poster is especially relevant to the business world today.  Kartik's web poster has increased my awareness of the differences between the American and Indian cultures.  A successful manager must be able to understand and adapt as well as manage conflict in these cultures.

I thought Kartik's web poster also provided interesting suggestions for further research.  The fact that Kartik already has experience in both cultures makes this web poster stronger.  I really enjoyed reading this poster and I learned a lot from it.

11.5 How to get to the top

The way to the top should be through hard work, talent, etc. , but this not always the case.  Sometimes I look at people at the top and wonder how they even got there.  It seems a lot of people at the top of the organizational hierarchy are there because of their connections.  Some of the most brilliant and capable people never make it to the top because they do not know the right people.  A lot of people in leader roles are not qualified and make it to the top easily because they know or are related to someone important.  This is unfortunate for organizations and does not benefit them in anyway.  I also see a lot of companies that promote on the basis of seniority.  This does nothing to motivate employees either.  Just because someone is more senior does not necessarily mean that they are more qualified for the promotion.  For this reason, companies should have and enforce clear guidelines for promoting that are based on qualifications and capabilities.

11.4 Gender differences in management styles

I have worked for both female bosses and male bosses, and I have to say so far working for a male boss has been a much better experience. Being a female myself, I hate to feel this way, but it seems to be true. I have talked to many of my friends about this and they all agree. It seems that female managers are more controlling and there's more politics involved. With the male boss, everything was little more relaxed and open. My reasoning for this is that in male dominated organizations, women sometimes feel the need to try and "show their power & authority" by micro-managing. Although I completely understand that this could just be my experience and that this doesn't apply to everyone.

11.3 Too nosy...

One of my bosses is a little nosy and wants to know everything about everyone. She always asks me personal questions such as: salary, who we voted for, who we're dating, etc. I think she's just trying to be friendly and thinks that by discussing personal information, she can get close to us. It's always an awkward situation for me because I know that she expects an answer, but at the same time I don't feel comfortable sharing this information with her. I wish I could just tell her that I don't want to share information with her sometimes, but she's also the controlling type and I know she will take it personally. So it's a difficult issue. Managers need to make sure that their actions don't make employees feel uncomfortable and that they're not overstepping their boundaries.

11.2 Motivating workers during hard times...

With the economy being so down right now, it's certainly difficult to keep employees' spirits up and to keep them motivated. We were recently told that we may not get our big bonuses and salary increases this year and that's definitely the last thing anyone wants to hear. In times like this it's important for managers to make an extra effort to keep their employees motivated. There was a recent article in the WSJ that discussed this as well. The article mentions that that managers tend to criticize employees during tough times because they are under so much pressure to perform well. However, managers should try doing the opposite. They should provide recognition and encouragement. Communication is also important in times like this. Of course, everyone is worried about their jobs and management can make an effort to communicate that everything will be ok, etc.

11.1 I hate performance reviews!

Our company has decided to do 360 reviews this year and I do not like it! The reviews are to be done online and I am required to submit a review for myself, two colleagues, and my boss. The process overview indicated that comments would be compiled and included on a report verbatim, which would then be given to our boss. Of course, if my boss can see comments verbatim then she would be able to figure out who said what. So my frustration is that I cannot give honest feedback for fear that it would be traced back to me. I also know that my feedback probably doesn't matter.

There was a recent blog on the Wall Street Journal website that discussed why performance reviews do more harm than good and I really agreed with it. Yearly performance reviews are a waste of time because they often reflect your most recent performance. Often the good things and hardwork done at the beginning of the year are forgotten and a recent mistake can hurt your review. I also think that performance reviews contradict teamwork. Shouldn't the emphasis be on how the team performed as opposed to how the individual performed? The WSJ blog suggests that bosses should get together with their employees several times over the year to discuss goals and progress - known as "performance previews."

Our 360 reviews are a series of survey-like questions and rating scale of 1 to 5. I don't think employees should be rated this way, and one set of questions and ratings may not fit every employee. Managers should sit down with their employees and provide actual verbal feedback and encourage discussion. To me, performance reviews do the opposite of what they should: lower morale and discourage communication.