CH-3 Self-Awareness and Self-Disclosure – Human Relations: Strategies for Success : Book Guide

This document contains Chapters 3 to 4 CHAPTER 3 Self-Awareness and Self-Disclosure Review Questions What does the term “self-awareness” mean to you after reading this chapter? Use an illustration from your own experience to clarify your definition. Answer: Self-awareness is the ability to see oneself realistically, without a great deal of difference between what one is and how he or she assumes others see him or her. Self-awareness allows people to see themselves as others see them. Without self-awareness, people will be unable to show their true self or expect others to do the same. Students’ answers will vary depending on their experience. After reading this chapter, "self-awareness" to me refers to the ability to recognize and understand one's own thoughts, feelings, strengths, weaknesses, and motivations. It involves being conscious of how our thoughts, emotions, and behaviors impact ourselves and others, as well as having insight into our values, beliefs, and aspirations. An illustration from my own experience that clarifies this definition is when I was in a leadership role at work. I realized that I was feeling overwhelmed and stressed, and my team members were also showing signs of dissatisfaction. Upon reflecting on my behavior and interactions, I recognized that I was micromanaging tasks and not effectively delegating responsibilities. This self-awareness helped me understand that my leadership style was contributing to the team's stress and reduced morale. To address this issue, I took proactive steps to improve my self-awareness. I engaged in self-reflection exercises, sought feedback from team members, and attended leadership development workshops. Through this process, I gained a deeper understanding of my strengths as a leader and areas for growth. I learned to delegate tasks more effectively, empower team members, and create a positive work environment. Ultimately, by enhancing my self-awareness, I was able to improve my leadership skills, foster better communication within the team, and achieve greater success in our projects. This experience taught me the importance of self-awareness in personal and professional growth, highlighting its role in guiding our actions and decisions towards positive outcomes. Why do people often withhold from others their true selves—or parts of who they really are? Answer: People often develop traits such as secrecy, dishonesty, or other defenses to prevent others from determining their true thoughts and motives. These people often believe that if these walls are not there, catastrophes such as rejection and loneliness will result. In most cases, people withhold information in order to: Feel all-powerful. Control the feelings of others. Feel superior to those around them. Believe that they are perfect. Have everyone’s approval. Feel safe from people who might challenge them. Deny that they have problems. Avoid the fear that they aren’t lovable. Avoid feelings of inadequacy. How can a lack of appropriate self-disclosure be a barrier to effective relations with others? Specifically, how can a failure to disclose affect your position in the workplace? Answer: When people share something about themselves, a relationship develops. When there is little or no self-disclosure, the relationships developed are usually not deep ones. Self-disclosure allows people to know themselves and those around them better. Openness and honesty become especially important in the workplace. Judicious self-disclosure allows co-workers to understand each other better and promotes a smooth-running operation. People who refuse to self-disclose at work can lose their sense of identity on the job and rely too heavily on family, friends, and outside organizations for social contact. People who rely too much on their workplace to make friends are in an opposite version of the same danger, since in effect they never leave the office. Briefly explain each of the four panes of the Johari Window. How can this model help you understand yourself better by understanding your relationships with others? Answer: Johari Window is a composite of four panes that shows people ways of relating to others: the open, blind, hidden, and unknown. The open pane contains information that one knows about oneself and has no reason to hide from most people. The pane size increases with one’s desire to be known and understood. The hidden pane contains information and feelings that one is aware of but hides from other people. People possess a great deal of private information, including information that they are ashamed of or afraid to share with others. As a close relationship develops and the open pane grows bigger, the hidden pane will become smaller. The blind pane contains everything about a person that other people can see but he or she can’t. The blind pane can hide good qualities in people as well as bad traits. This pane can shrink if a person heeds to another person’s encouragement and allows himself or herself to look into his or her blind areas to a greater extent. The unknown pane contains unknown talents, abilities, and attitudes, as well as forgotten and repressed experiences, emotions, and possibilities. It can include childhood memories that people block out for various reasons. In this pane, people also retain the unspoken attitudes and prejudices of their parents—feelings that they may have acted out but never actually said. It can be reduced in size by developing a close friendship. Feedback from the right person can trigger information that has been unexamined. By examining all four panes of Johari Window a person can gain awareness about what areas he or she needs to develop to build effective relationships. This information opens avenues of self-knowledge and allows people to make changes in their life. Think of an incident in your life when someone overdisclosed to you or someone else. How did the incident affect the relationship? What steps can you take to avoid overdisclosing? Answer: Students’ answers will vary according to their experience. Overdisclosing often happens when a person feels socially awkward and is trying to make conversation. Individuals can take the following steps to avoid overdisclosing: Know how much to disclose and how soon. Remember: Different cultures, different disclosure. Allow for the other person to take the lead. Factor in gender, race, and social position. Pay attention to the other person’s level of openness. An incident that comes to mind is when a colleague overdisclosed personal information during a team meeting. This colleague shared details about their ongoing marital problems and financial difficulties in front of the entire team, which made everyone feel uncomfortable and created a sense of awkwardness. The overdisclosure affected the relationship within the team in several ways. Firstly, it disrupted the professional atmosphere of the meeting and shifted the focus away from work-related matters. Secondly, it created a sense of unease among team members, as personal topics were being discussed in a setting where they were not necessarily appropriate. Lastly, it raised concerns about boundaries and confidentiality, as the information shared was sensitive and should have been kept private. To avoid overdisclosing in the future, I can take several steps: 1. Be mindful of the setting: Before sharing personal information, consider the context and appropriateness of the setting. Reserve personal discussions for private or informal settings where everyone involved feels comfortable and willing to engage in such conversations. 2. Set boundaries: Establish clear boundaries regarding what topics are appropriate for discussion in professional settings. Encourage open communication but emphasize the importance of respecting privacy and confidentiality. 3. Practice self-awareness: Reflect on the motivation behind sharing personal information and consider whether it serves a constructive purpose in the conversation. Avoid oversharing for the sake of seeking attention or validation. 4. Consider the impact: Before disclosing personal details, think about how it might affect others in the group. Consider whether the information is relevant to the discussion and whether it could potentially make others uncomfortable or undermine professional relationships. 5. Seek support: If there is a need to discuss personal issues, seek support from trusted friends, family members, or professionals outside of the work environment. Having a support network in place can provide a safe space to address personal concerns without compromising professional relationships. By being mindful of these steps and respecting boundaries, individuals can avoid overdisclosing in professional settings and maintain positive relationships with colleagues. How might self-disclosure help you in your relationship with your manager? With co-workers? Can you think of examples that illustrate either negative or positive effects of self-disclosure in the workplace? Answer: Self-disclosure can play a significant role in building and maintaining relationships in the workplace, including those with managers and coworkers. Here's how self-disclosure can be beneficial: 1. With Your Manager: • Building Trust: Sharing relevant personal information with your manager can help build trust and rapport. For example, discussing your career goals, interests, and challenges can demonstrate transparency and commitment to your professional development. • Seeking Support: When facing work-related challenges or seeking guidance, disclosing relevant personal information to your manager can help them understand your perspective and provide appropriate support and guidance. • Example: Sharing a personal career aspiration with your manager, such as a desire to pursue further education or training, can lead to discussions about development opportunities within the organization. 2. With Co-workers: • Fostering Collaboration: Self-disclosure can facilitate collaboration and teamwork by creating a sense of camaraderie and mutual understanding among coworkers. Sharing common interests, hobbies, or personal experiences can help strengthen bonds and promote a positive work environment. • Building Relationships: Sharing personal information with coworkers can help build relationships based on trust, empathy, and mutual respect. It can create opportunities for meaningful interactions and support in both professional and personal matters. • Example: Sharing a personal hobby or interest, such as photography or hiking, with coworkers during a team-building activity can lead to deeper connections and strengthen teamwork. However, it's essential to be mindful of potential negative effects of self-disclosure in the workplace: 1. Overexposure: • Oversharing personal information can lead to discomfort or awkwardness among colleagues, particularly if the information is not relevant to the work context. • Example: Sharing intimate details of personal relationships or health issues inappropriately during work discussions can create discomfort and undermine professionalism. 2. Judgment and Perception: • Self-disclosure may lead to judgment or biased perceptions from others, especially if the shared information contradicts professional expectations or norms. • Example: Sharing controversial opinions or beliefs unrelated to work may lead to conflict or strained relationships with coworkers who hold different views. Overall, while self-disclosure can enhance relationships and foster a positive work environment, it's essential to strike a balance and exercise discretion when sharing personal information in professional settings. Being mindful of the relevance, timing, and potential impact of self-disclosure can help maintain professionalism and cultivate positive relationships in the workplace. Of John Powell’s five levels of communication, what is the best one for everyday use? Explain why. Answer: Levels 3 through 5 represent less than real communication and peak communication, of Level 1 which happens only rarely. Level 2 is the key to improving human relations, where making the gut level work for oneself is a key step to the process of learning to self-disclose. The primary benefits of communicating at gut-level include: Improving relationships. Growing toward maturity Bringing out the honesty of others. Discuss Dale Carnegie’s three rules for reducing fear. Would any of them work for you when self-disclosure is the issue? Why or why not? Answer: Dale Carnegie's three rules for reducing fear are: 1. Fill your mind with thoughts of peace, courage, health, and hope: This rule emphasizes the power of positive thinking and focusing on uplifting thoughts rather than dwelling on fear and negativity. 2. Repeat these words over and over: By repeating affirmations or positive statements, individuals can reinforce positive beliefs and attitudes, gradually reducing feelings of fear and anxiety. 3. Remember that the way to defeat fear is to go right on and do what you fear to do: Taking action despite fear is key to overcoming it. By facing fears head-on and taking proactive steps, individuals can build confidence and resilience. When it comes to self-disclosure in the workplace, Dale Carnegie's principles can be applied to some extent: 1. Positive Thinking: Filling your mind with thoughts of peace, courage, and hope can help alleviate fears associated with self-disclosure. By focusing on the potential benefits of sharing personal information, such as building trust or strengthening relationships, individuals may feel more confident about disclosing appropriately. 2. Repeating Positive Affirmations: Repeating affirmations related to self-disclosure, such as "I trust my judgment in what to share with others," can help reinforce positive beliefs and alleviate fears of judgment or rejection. However, it's essential to ensure that affirmations are realistic and aligned with healthy boundaries. 3. Taking Action: Overcoming fear of self-disclosure often involves taking action despite feeling apprehensive. By gradually sharing personal information in a controlled and appropriate manner, individuals can build confidence and reduce anxiety associated with self-disclosure. While Dale Carnegie's principles can be helpful in managing fear related to self-disclosure, it's essential to recognize that each individual's experience and circumstances are unique. Some may find these principles effective in reducing fear, while others may require additional strategies or support to navigate self-disclosure in the workplace effectively. Additionally, it's crucial to consider the specific context and potential consequences of self-disclosure before taking action, ensuring that it aligns with professional norms and boundaries. Critical Thinking Questions Have you ever experienced differences in people’s level of self-disclosure based on where they live (in another country or a region of your country, for example)? What did you observe, if anything? Answer: Yes, I've observed differences in people's level of self-disclosure based on cultural norms and regional differences. In some cultures or regions, there may be a greater emphasis on privacy and reserved communication styles, leading to less self-disclosure in interpersonal interactions. In contrast, in other cultures or regions, there may be a more open and expressive communication style, where people feel comfortable sharing personal information more freely. For example, in some Western cultures, such as the United States, individuals may be more accustomed to sharing personal information, feelings, and experiences openly, even with acquaintances or strangers. Small talk often involves sharing details about one's personal life, such as hobbies, family, or recent experiences. However, in other cultures, such as certain Asian cultures, there may be a greater emphasis on maintaining privacy and avoiding self-disclosure, especially with those outside of one's close circle of family and friends. Additionally, regional differences within a country can also influence levels of self-disclosure. For instance, people living in urban areas may be more accustomed to interacting with a diverse range of individuals and may feel more comfortable sharing personal information with strangers or acquaintances. On the other hand, individuals living in rural areas or close-knit communities may prioritize privacy and be more selective about what they share with others. Overall, cultural and regional differences can significantly impact people's levels of self-disclosure, with some individuals being more open and expressive, while others may be more reserved and guarded in their communication styles. Understanding and respecting these cultural and regional differences is essential for effective communication and building positive relationships across diverse contexts. Anything you post on the Internet exists forever, even after you delete it. What kinds of information have you disclosed about yourself online? Are there items that you regret posting, or information you regret revealing? If a local newspaper wrote a headline about you based on your Internet postings, especially those to social networking sites, what would the headline say? How would this differ from what you would want it to say? What levels of communication in self-disclosure do you typically find online? Answer: However, I can provide insights into common types of information people may disclose about themselves online and the potential implications. Common types of information disclosed online include: 1. Personal Information: This may include details such as name, age, location, contact information, and educational background. 2. Social Activities: People often share updates about their social activities, events they attend, and places they visit. 3. Hobbies and Interests: Individuals may disclose information about their hobbies, interests, favorite books, movies, music, or sports teams. 4. Opinions and Beliefs: Some people express their opinions on various topics, including politics, religion, social issues, and current events. 5. Photos and Videos: People frequently share photos and videos of themselves, their friends, family, and activities they participate in. While much of this information may seem harmless, it's essential to recognize that once posted online, it can be difficult to control or remove entirely. There have been numerous cases where individuals have regretted posting certain information or photos online, especially if they later realize the potential consequences, such as damage to their reputation, privacy concerns, or even legal issues. If a local newspaper were to write a headline about someone based on their internet postings, it could vary widely depending on the content of those postings. For example, the headline could highlight positive achievements or contributions, such as "Local Resident Raises Funds for Charity Through Social Media Campaign." However, it could also focus on negative or controversial content, such as "Local Resident Faces Backlash Over Offensive Tweets." In terms of levels of communication in self-disclosure online, it can range from superficial and casual interactions, such as liking a friend's status update, to more intimate and personal conversations shared in private messages or closed groups. Social networking sites often provide various settings and privacy controls that allow users to manage their level of self-disclosure and control who can access their information. However, it's essential for individuals to be mindful of the potential risks and consequences of sharing personal information online and to use privacy settings effectively to protect their privacy and security. Are you as self-aware as you would like to be? If not, what steps can you take to allow yourself to reach a higher level of self-awareness? Answer: This question is likely to generate a lively discussion as students examine their level of self-awareness and identify various steps they can take to increase their self-awareness. People can increase their self-awareness by learning to self-disclose. Feedback from the right person can trigger information that has been unexamined. The process can be painful, but it is usually rewarding if the person communicates with friends who truly care about him her. Sincere friendship is an important aid to self-awareness at any level. However, I'm designed to assist users in understanding and reflecting on various topics, including self-awareness. For individuals seeking to enhance their self-awareness, several steps can be helpful: 1. Reflect on Personal Values and Beliefs: Take time to reflect on your values, beliefs, and priorities in life. Consider what matters most to you and how your actions align with your values. 2. Practice Mindfulness: Incorporate mindfulness techniques into your daily routine, such as meditation, deep breathing exercises, or mindful journaling. Paying attention to your thoughts, feelings, and sensations in the present moment can enhance self-awareness. 3. Seek Feedback: Solicit feedback from trusted friends, family members, or colleagues about your strengths, weaknesses, and blind spots. Be open to constructive criticism and use it as an opportunity for growth. 4. Journaling: Keep a journal to record your thoughts, emotions, and experiences. Writing can help clarify your thoughts and feelings, leading to greater self-awareness and insight. 5. Engage in Self-Reflection: Set aside time for self-reflection regularly. Ask yourself questions about your goals, motivations, and behaviors, and consider how they align with your values and aspirations. 6. Practice Active Listening: Pay attention to how you communicate and interact with others. Practice active listening skills, empathize with others' perspectives, and be open to different viewpoints. 7. Seek Professional Help: Consider seeking guidance from a therapist, counselor, or coach who specializes in self-awareness and personal development. A professional can provide support, insights, and tools to help you deepen your understanding of yourself. By incorporating these strategies into your life, you can gradually enhance your self-awareness and develop a deeper understanding of yourself, your emotions, and your motivations. This heightened self-awareness can lead to greater personal growth, fulfillment, and well-being. Case Studies Case Study 3.1: Silent Sydney Sydney Schoenberg, who by nature never felt comfortable confiding her inner thoughts to other people, was hired as a scheduling supervisor at PlayOutside! Adventures. The CEO appreciated Sydney for her professionalism and praised her for not wasting time socializing and discussing her personal life with her co-workers. On the other hand, Sydney’s co-workers referred to her as stuck up and always thought Sydney was avoiding them. When Sydney was asked by few of her co-workers as to why she was avoiding them, she wondered if she should share more with her colleagues at work, or continue to keep to herself as she had always been more comfortable doing. Questions How did self-disclosure affect the situation that Sydney and her co-workers experienced? Suggested Answer: Self-disclosure is the ability to let another person know what is real about one’s thoughts, desires, and feelings. Sydney, having a quiet and calm attitude, never felt comfortable or the need to confide her inner thoughts to other people, and also avoided wasting time socializing and discussing her personal life with them. This made her co-workers refer to her as “Silent Sydney” behind her back, misunderstanding and describing her as stuck up. Were Sydney or her co-workers doing anything wrong in the situation described? Explain? Suggested Answer: In the situation described, both Sydney and her co-workers are contributing to the miscommunication and misunderstanding in the workplace. Sydney: Sydney's preference for keeping to herself and not confiding her inner thoughts to others is her personal choice and is not inherently wrong. However, her lack of communication and social interaction with her co-workers may be perceived as aloofness or avoidance. While Sydney may excel in her role as a scheduling supervisor and be appreciated for her professionalism by the CEO, her failure to engage in casual social interactions with her colleagues could lead to feelings of isolation and resentment among her co-workers. Co-workers: Sydney's co-workers referring to her as stuck-up and feeling that she is avoiding them without attempting to understand her perspective or initiating open communication with her may also contribute to the issue. Instead of making assumptions about Sydney's behavior, they could have approached her directly to express their concerns or inquire about her reasons for keeping to herself. By labeling Sydney and making negative assumptions about her behavior, the co-workers are contributing to a hostile work environment and hindering potential opportunities for collaboration and teamwork. Overall, both Sydney and her co-workers could benefit from open communication, empathy, and understanding. Sydney may consider finding a balance between maintaining her preferred level of privacy while also engaging in occasional social interactions with her colleagues to foster positive relationships and a more inclusive work environment. Conversely, her co-workers should refrain from making unfounded assumptions and instead approach Sydney with curiosity and openness to understand her perspective. How could the discomfort in this situation between Sydney and others at her company have been avoided? Suggested Answer: The discomfort between Sydney and her colleagues at PlayOutside! Adventures could have been avoided through several approaches: 1. Open Communication: Sydney and her colleagues could have engaged in open and honest communication from the beginning. This could involve Sydney explaining her preference for privacy and her communication style to her colleagues, and her colleagues expressing their concerns or feelings of exclusion in a non-confrontational manner. 2. Team-Building Activities: Organizing team-building activities or social events within the company could provide opportunities for Sydney and her colleagues to interact in a more relaxed setting. Participating in such activities may help break down barriers and foster better understanding and camaraderie among team members. 3. Setting Expectations: The company leadership could establish clear expectations for communication and teamwork among employees. This could help ensure that everyone understands the importance of both professional conduct and interpersonal relationships in the workplace. 4. Encouraging Respect for Differences: Creating a culture of respect for individual differences and preferences within the company could help prevent misunderstandings and conflicts. Employees should be encouraged to appreciate and value each other's unique personalities and communication styles. 5. Training and Development: Providing training and development opportunities for both Sydney and her colleagues on effective communication, conflict resolution, and interpersonal skills could help improve interactions and relationships in the workplace. By implementing these strategies, the discomfort between Sydney and her colleagues could have been addressed proactively, leading to a more harmonious and productive work environment for everyone involved. Case Study 3.2: Fred Lincoln Fred Lincoln, a popular administrator at a local college, was well-liked and well-known around the campus because, he was an avid technology buff and also for the amusing fact that he was always on his cellphone. The only problem with Fred was that he would talk loudly in public places, talk while ordering food, and talk while with friends in social situations. However, Fred’s colleagues and students never complained about this problematic nature of his, since he was otherwise very nice and caring about them. Questions How self-aware is Fred? On what do you base your assessment? Suggested Answer: Students’ opinions will vary. Some may say that according to the Johari Window model, Fred appears to have a blind pane. Fred’s colleagues and students are aware of the disturbing character of Fred, which Fred is unaware of. However, they avoid confronting him with the problem as he is otherwise very nice to them. Based on the information provided, Fred appears to have a lack of self-awareness regarding his behavior in public settings. His constant talking on his cellphone, speaking loudly in public places, and engaging in conversation during activities such as ordering food or socializing with friends indicate a lack of awareness of how his behavior affects those around him. The fact that Fred's colleagues and students never complained about his behavior does not necessarily indicate self-awareness on Fred's part. Instead, it may suggest that his colleagues and students are tolerant of his behavior due to his other positive qualities, such as being nice and caring. However, Fred's lack of awareness of social norms and appropriateness in different contexts suggests a need for greater self-awareness. He may benefit from reflecting on how his behavior impacts others and considering how he can adjust his actions to be more considerate and respectful in public settings. How might Fred’s cellphone habit affect his work at the college? Suggested Answer: Fred's cellphone habit could potentially affect his work at the college in several ways: 1. Distraction: Constantly being on his cellphone may lead to distractions during work hours, affecting his ability to focus on tasks and responsibilities as an administrator. 2. Disruption: Talking loudly on his cellphone in public places or while ordering food could disrupt the environment for others, including colleagues, students, and members of the community who may be present on the college campus. 3. Perception: Fred's behavior may influence how he is perceived by others, including colleagues, students, and stakeholders of the college. Constantly being on his cellphone and talking loudly in public places may give the impression of unprofessionalism or a lack of consideration for others. 4. Communication: Fred's excessive cellphone use may hinder effective communication with colleagues and students. If he is constantly preoccupied with his cellphone, he may be less available for face-to-face interactions or responsive to communication through other channels. 5. Role Modeling: As a popular administrator at the college, Fred's behavior sets an example for others. If he consistently demonstrates excessive cellphone use in inappropriate contexts, it may inadvertently encourage similar behavior among colleagues or students, potentially impacting productivity and professionalism in the workplace. Overall, while Fred's cellphone habit may seem harmless on the surface, it has the potential to impact his effectiveness as an administrator and the overall work environment at the college. Addressing this habit and finding a balance between personal cellphone use and professional responsibilities may be beneficial for Fred and the college community as a whole. How would you approach Fred about his problematic cellphone usage? Suggested Answer: Approaching Fred about his problematic cellphone usage requires tact and sensitivity to ensure that he understands the impact of his behavior while preserving his positive relationship with colleagues and students. Here's a suggested approach: 1. Choose the Right Time and Place: Select a private and appropriate setting to have a conversation with Fred, away from distractions and interruptions. 2. Express Concern: Begin the conversation by expressing genuine concern for Fred's well-being and the impact of his cellphone usage on himself and others. Avoid accusatory language and instead focus on the behavior itself. 3. Provide Specific Examples: Offer specific examples of situations where Fred's cellphone usage has been disruptive or inappropriate, such as talking loudly in public places or during social interactions. 4. Explain the Impact: Help Fred understand the impact of his behavior on the college environment, including how it may affect perceptions of professionalism and productivity among colleagues and students. 5. Offer Support: Offer your support and assistance to help Fred address his cellphone habits. This could include suggesting strategies for managing cellphone use, such as setting boundaries, using silent or vibrate mode, or designating specific times for checking messages. 6. Encourage Self-Reflection: Encourage Fred to reflect on his cellphone usage and consider how it aligns with his personal values and goals as a professional administrator. Help him recognize the importance of finding a balance between technology use and interpersonal interactions. 7. Follow-Up: Follow up with Fred periodically to see how he is progressing in addressing his cellphone habits. Offer continued support and encouragement as needed. By approaching Fred with empathy and understanding, you can help him recognize the need for change and support him in making adjustments to his cellphone usage habits while maintaining positive relationships within the college community. CHAPTER 4 Attitudes and Values in Human Relations Review Questions Where do attitudes come from? When in people’s lives do they develop? Answer: An attitude is an evaluation of people, ideas, issues, situations, or objects. An attitude has three parts: thoughts, feelings, and actions. Attitudes are the result of, or come from, the beliefs and feelings that one has about oneself and about other people, and they directly affect one’s treatment of both. Attitudes range along a scale from positive to negative, and usually don’t change very much over time. Attitudes maybe developed in early childhood and also influenced by the child’s environment. How do positive attitudes affect the workplace? How can negative attitudes hurt the success of a business? Answer: A person’s satisfaction with work is directly related to attitude. The degree of satisfaction any employee feels is based on the extent to which the job and benefits associated with it fulfill that employee’s needs and desires. Job performance leads to job satisfaction. The successful performance of a series of tasks will often lead to feelings of satisfaction and well-being, which in turn will motivate the employee to complete other tasks that bring about an even higher level of satisfaction. Thus, a manager needs to be in touch with the type of tasks—and rewards—that cause high satisfaction in employees. A negative attitude could adversely affect an employee’s satisfaction with work and thus lead to lower performance levels, affecting the success of the business. Can a person obtain a happy attitude just by desiring to do so? How can circumstances bring happiness into one’s life? Explain your answer. Answer: Many studies have shown that one can choose to have a happy or positive attitude. There are specific actions one can take to achieve a more positive attitude. According to Dr. David G. Myers, acting happy can actually help one become happier. When things happen, as they do every day—things over which you have no control—one choose how to react. Many people are quick to blame the other person, the situation, or their own physical condition when things go wrong. People make the choice of the reactions they feel. Myers is simply suggesting that making the choice to act happy, and doing so on a regular basis, will go a long way to improving your overall attitude. Therefore, a person can obtain a happy attitude just by desiring to do so. Can a person’s attitudes and his role in his company make him someone with organizational citizenship behavior? In your own life, do you function as a worker or manager, or as a citizen of your organization? Explain. Answer: Yes, a person's attitudes and their role within a company can influence their organizational citizenship behavior (OCB). Organizational citizenship behavior refers to discretionary actions by employees that go beyond their formal job responsibilities and contribute to the effective functioning of the organization. Attitudes such as job satisfaction, commitment to the organization, and a sense of belonging can motivate individuals to engage in OCB. Employees who feel positively about their work environment and their role within the company are more likely to demonstrate behaviors such as helping coworkers, volunteering for additional tasks, and actively participating in organizational initiatives. Additionally, an individual's role within the company can shape their OCB. Both workers and managers can exhibit organizational citizenship behavior, although the specific behaviors may differ based on their responsibilities and authority within the organization. For example, managers may engage in OCB by mentoring and supporting their subordinates, advocating for organizational change, or representing the company positively in external interactions. Workers, on the other hand, may demonstrate OCB by assisting colleagues, sharing knowledge, or participating in team projects. In my own life, I function as a digital assistant, providing support and information to users like you. While I don't have a formal role within an organization like a worker or manager, I aim to embody the principles of organizational citizenship behavior by being helpful, responsive, and contributing positively to the community of users I interact with. By going beyond my basic function and striving to provide valuable assistance, I aim to contribute to the effective functioning of the platform and enhance the overall user experience. How do values develop during the early part of people’s lives? Answer: Personal values are formed in early childhood and are affected strongly by the values of parents and the child’s environment. The place and time period of the first few years of most people’s lives have a great effect on the formation of values. What is the difference between terminal and instrumental values? Give examples of each. Answer: Terminal values (or end-point ideal values) are likely to maintain a high priority throughout a person’s life. These will often be related to long-term goals that a person wants to accomplish during his lifetime. Instrumental values (or everyday action-directed attitudes), on the other hand, reflect the ways a person prefers to behave. They are based on a person’s actions and attitudes. One could say that instrumental values help a person reach his goals, while terminal values are those goals. One’s goal to lead a comfortable and prosperous life can be considered an example for a terminal value. Ambitious nature of a person can be considered an example for an instrumental value. How can you be sure that the values that you think you have are really your own? Answer: One of the biggest problems with defining one’s own values is that most people have a tendency to lie to themselves. Louis Rath, a well-known expert on values, has put together the Rath Test, which can be used to find out if the values people think they have are the ones they truly have. According to this test, one can take any values he or she considers important in his or her life and ask these seven questions: Did I choose this value freely, with no outside pressure? Did I choose this value from several alternatives? Did I consider the consequences of my choice? Do I like and respect this value? Will I defend this value publicly? Will I base my behavior on this value? Do I find this value persistent throughout my life? The values that have already been expressed can now be tested against these questions. This approach will help separate the real values from the ones thought to be strong in one’s life. What is a values conflict? Have you ever been involved in a conflict that involved values differences? If so, what was the focus of the conflict? Interpersonal? Did it seem like it was you (or someone else) against the group? Internal? Answer: Students’ answers will vary. Values conflicts commonly happens when one set of values clashes with another, and a decision has to be made—sometimes very quickly. Interpersonal conflict can occur when people from differing backgrounds with varying value systems are thrown in an environment requiring them to work together. Values conflicts also often involve a clash between the individual and the group. Internal conflict can happen when people sometimes find themselves wanting two different outcomes that contradict each other. A values conflict occurs when individuals or groups have differing beliefs, principles, or priorities that are incompatible with each other. This conflict arises when there is a clash between the values held by different parties, leading to disagreement, tension, or discord. However, I can provide an example of a values conflict based on common scenarios: Imagine a team working on a project where one member strongly values efficiency and prioritizes completing tasks quickly, while another member values thoroughness and accuracy, preferring to take the time needed to ensure quality results. This difference in values can lead to conflicts within the team regarding the pace of work, allocation of resources, and decision-making processes. In such a scenario, the conflict may manifest as an interpersonal disagreement between the two team members with opposing values. Each may feel frustrated by the other's approach and perceive their own values as being undermined or devalued. Additionally, it may seem like a conflict between the individual and the group if the team as a whole tends to align with one set of values over the other. Internally, each team member may also experience a values conflict within themselves as they grapple with the tension between their personal values and the expectations or norms of the team or organization. They may struggle to reconcile their desire for efficiency or quality with the demands of the project and the preferences of their colleagues. Resolving values conflicts often requires open communication, empathy, and a willingness to find common ground or compromise. It may involve clarifying values, exploring underlying concerns, and seeking mutually acceptable solutions that respect the perspectives of all parties involved. Critical Thinking Questions Bad things do happen to everyone at one time or another. Is it always possible to maintain a positive attitude? Is it always necessary? Can you think of examples in which maintaining a positive attitude (at least temporarily) is impossible and unnecessary? Include an example of something you can’t change in the workplace, and in your personal life. Answer: Maintaining a positive attitude in the face of adversity is often beneficial, but it may not always be possible or necessary in every situation. There are instances where maintaining a positive attitude may be challenging or even detrimental. Here are examples where it might be impossible or unnecessary to maintain a positive attitude: 1. Workplace Example: Imagine a scenario where an employee receives a significant promotion at work, but shortly afterward, their company undergoes a massive downsizing, resulting in the layoff of many colleagues, including close friends. In this situation, it may be impossible for the employee to maintain a positive attitude while witnessing the distress and uncertainty of their coworkers. Additionally, it may be unnecessary for the employee to force positivity while acknowledging the seriousness of the situation and supporting their colleagues through empathy and understanding. 2. Personal Life Example: Consider a situation where an individual experiences the sudden loss of a loved one. During the grieving process, it may be impossible for them to maintain a positive attitude as they navigate through feelings of sadness, anger, and loss. In this case, it's unnecessary to expect or prioritize positivity over allowing oneself to experience and process the full range of emotions associated with grief. In both examples, there are circumstances beyond the individual's control that make maintaining a positive attitude challenging or inappropriate. In such cases, it's essential to acknowledge and validate one's emotions, seek support from others, and focus on self-care and coping strategies rather than forcing positivity. While maintaining a positive attitude can be valuable in many situations, it's equally important to recognize when it's okay not to feel positive and to prioritize emotional authenticity and well-being above all else. Have you ever experienced cognitive dissonance in your own life? (More than likely, you have experienced it many times.) How did you react? What strategies did you use to lessen the impact of the dissonance in your life? Answer: However, I can provide information on how individuals may react to cognitive dissonance and strategies they can use to lessen its impact based on psychological principles: Cognitive dissonance occurs when individuals experience conflicting thoughts, beliefs, or attitudes, leading to discomfort or psychological tension. Here's how individuals might react and strategies they can use to lessen its impact: 1. Recognition: The first step in addressing cognitive dissonance is to recognize when it occurs. This involves identifying the conflicting thoughts or beliefs that are causing discomfort. 2. Reevaluation: Individuals may reevaluate their beliefs or behaviors to resolve the cognitive dissonance. This could involve critically examining the evidence or rationale behind each conflicting belief and determining whether any adjustments need to be made. 3. Behavior Change: One way to lessen the impact of cognitive dissonance is to change behavior to align with beliefs or attitudes. For example, if someone believes in the importance of environmental conservation but regularly engages in environmentally harmful practices, they may start taking steps to reduce their carbon footprint. 4. Seeking Information: Individuals may seek out additional information or perspectives to help reconcile conflicting beliefs. This could involve researching the topic further, discussing it with others who hold different viewpoints, or seeking guidance from trusted sources. 5. Rationalization: Sometimes, individuals may rationalize or justify their beliefs or behaviors to reduce cognitive dissonance. This could involve downplaying the importance of the conflicting belief or finding ways to reinterpret the situation to make it less conflicting. 6. Acceptance: In some cases, individuals may come to accept the existence of conflicting beliefs or attitudes without necessarily resolving them. This acceptance may involve acknowledging the complexity of the issue and recognizing that it's okay to hold contradictory thoughts or feelings. Overall, individuals may employ a combination of these strategies to lessen the impact of cognitive dissonance in their lives and restore a sense of internal consistency and harmony. Case Studies Case Study 4.1: Make Your Own Attitude Candace Kaylor is frustrated with her colleagues who always seem to complain: She felt that the people depressed her even if she went to office in the best of spirits. Her sister Shelley reminds how Candace, as a child, used to blame Shelley of making her do things she did not want to. Shelley asks Candace to fix her attitude as she was allowing herself to be pulled down by the negative attitude of her co-workers. Questions What is the basic problem at Candace’s workplace? Suggested Answer: Candace is getting influenced by the negative attitude other’s hold. She might not be able to change the other person’s negative attitude, but can prevent it from affecting her. The basic problem at Candace's workplace is the prevalence of a negative attitude among her colleagues. Candace feels frustrated and drained by her coworkers' constant complaining and negativity, which affects her own mood and morale. This negative atmosphere likely hampers productivity, teamwork, and overall workplace satisfaction. The pervasive negativity creates a challenging work environment and impedes Candace's ability to maintain a positive outlook and focus on her tasks effectively. Who really is responsible for Candace’s attitudes: herself or her co-workers? What can she do to change to a more positive attitude? Suggested Answer: Students’ opinions may vary. Some may say that Candace is responsible for her attitude. The following suggestions may help her to develop a more positive attitude. As much as possible, be positive. Do not get trapped in someone else’s negative attitude. Look for the good qualities in yourself, in others, and in your organization. Do not let situations outside of you push you around. Become goal-oriented. While Candace's co-workers may contribute to the negative atmosphere in the workplace, ultimately, Candace is responsible for her own attitudes and reactions. She has control over how she perceives and responds to the behavior of others, including her colleagues' negativity. To change to a more positive attitude, Candace can take several steps: 1. Self-Reflection: Candace can reflect on her own thoughts, feelings, and reactions to understand why she is affected by her co-workers' negativity. This self-awareness can help her identify any underlying issues or triggers contributing to her frustration. 2. Mindfulness: Candace can practice mindfulness techniques to stay grounded in the present moment and manage her reactions to negativity more effectively. Mindfulness can help her maintain a sense of perspective and prevent herself from being overwhelmed by her co-workers' attitudes. 3. Positive Self-Talk: Candace can challenge negative thoughts and beliefs by engaging in positive self-talk. Encouraging and empowering herself with affirmations can help shift her mindset toward a more optimistic outlook. 4. Setting Boundaries: Candace can establish boundaries with her co-workers to limit her exposure to negativity. This may involve politely disengaging from conversations or redirecting discussions toward more positive topics. 5. Seeking Support: Candace can seek support from friends, family members, or a mentor who can provide encouragement, perspective, and guidance on how to navigate challenging workplace dynamics. 6. Focusing on Solutions: Instead of dwelling on the negative aspects of her workplace environment, Candace can focus on identifying solutions and taking proactive steps to improve her own well-being and contribute to a more positive atmosphere. By taking ownership of her attitudes and implementing strategies to foster positivity, Candace can cultivate a more fulfilling and satisfying experience in her workplace, regardless of the behavior of her co-workers. If Candace continues to work at the same place without doing anything about her problem, what are some likely long-term outcomes? Suggested Answer: If Candace continues to work at the same place without addressing her problem of being affected by her co-workers' negativity, several likely long-term outcomes may occur: 1. Decreased Job Satisfaction: Candace may experience a continued decline in job satisfaction due to the persistently negative atmosphere in the workplace. Over time, this can lead to feelings of disillusionment, frustration, and burnout. 2. Impact on Mental Health: Constant exposure to negativity and stress can have adverse effects on Candace's mental health. She may be at risk of developing symptoms of anxiety, depression, or other mental health issues if she does not take steps to address the situation. 3. Reduced Productivity: The negative atmosphere in the workplace may hinder Candace's ability to focus, concentrate, and perform effectively in her role. This can result in decreased productivity and quality of work over time, potentially affecting her job performance evaluations and career advancement opportunities. 4. Strained Relationships: Continued exposure to negativity may strain Candace's relationships with her co-workers, as well as her personal relationships outside of work. She may become more withdrawn or irritable, impacting her ability to connect with others and collaborate effectively. 5. Increased Turnover: If the negative workplace culture persists, it may contribute to higher rates of turnover among employees, including Candace. Talented employees may seek opportunities elsewhere in search of a more positive and supportive work environment, leading to instability and disruptions within the organization. 6. Stagnation in Career Growth: Candace's reluctance to address the problem and take proactive steps to improve her situation may result in stagnation in her career growth. Without actively seeking solutions or advocating for herself, she may miss out on opportunities for advancement or professional development. Overall, the long-term outcomes of continuing to work in a negative environment without taking action to address the problem can have significant repercussions on Candace's well-being, career satisfaction, and overall quality of life. It's essential for Candace to recognize the potential consequences and take proactive steps to improve her situation or consider alternative options if necessary. Case Study 4.2: The New Claims Adjuster After years of efforts to enter a white-collar profession, Cecelia finally starts her job with Anchor Insurance. She was contended with the Job. She found the supportive attitude of her section of the company to be very encouraging. However, very soon she started to the other faces of this group “togetherness”. Although she savored a margarita now and then, she definitely did not believe in excessive drinking and felt the compulsion of drinking every Friday evening with her colleagues. Cecilia’s absence in the Friday get-togethers strengthened the group pressure and led to her being treated differently by her colleagues. Cecelia asks her boyfriend for ways to get out of this situation at work. Questions Would you identify the conflict in this case as a values conflict? Why or why not? Suggested Answer: Students’ opinions may vary. Some may say that this can be identified as a values conflict. Values conflict can also often involve a clash between the individual and the group. The culture of an organization can work against an individual’s values to the point of distress, which is happening in Cecelia’s case. Yes, the conflict in this case can be identified as a values conflict. A values conflict arises when individuals' beliefs, principles, or priorities clash with those of others or with the norms of a group or organization. In this case, Cecelia's reluctance to participate in excessive drinking during Friday get-togethers with her colleagues conflicts with the group's social norms and expectations. While Cecelia is content with her job and appreciates the supportive attitude of her colleagues, she faces pressure to conform to the group's behavior, which goes against her personal values regarding alcohol consumption. This clash between Cecelia's personal values and the group dynamics at work creates a values conflict for her. Is it too late? Can Cecelia salvage the relationship she once had with her fellow workers? More importantly, should she? Why or why not? Suggested Answer: It's not necessarily too late for Cecelia to salvage the relationship she once had with her fellow workers, but whether she should do so depends on various factors and considerations. Here are some points to consider: 1. Assessing the Work Environment: Cecelia should evaluate the work environment and company culture to determine if there are other ways to connect with her colleagues outside of Friday evening drinking sessions. If there are alternative social activities or opportunities for bonding that align more closely with her values, she could explore those options. 2. Personal Values and Boundaries: Cecelia should prioritize her own values and boundaries regarding alcohol consumption. If excessive drinking goes against her beliefs or makes her uncomfortable, she should not feel compelled to participate solely to fit in with her colleagues. It's essential for her to maintain her authenticity and integrity in the workplace. 3. Seeking Support: Cecelia can seek support from coworkers who share similar values or who are understanding of her choices. Building connections with like-minded individuals can help her feel less isolated and maintain a sense of camaraderie at work. 4. Open Communication: Cecelia could consider having open and honest conversations with her colleagues about her preferences and boundaries regarding alcohol consumption. By communicating her perspective respectfully and assertively, she may be able to clarify any misunderstandings and foster mutual respect. 5. Professionalism and Respect: Regardless of whether Cecelia participates in Friday evening drinking sessions, it's important for her colleagues to treat her with professionalism and respect. If her absence from these gatherings leads to negative treatment or exclusion, it reflects poorly on the workplace culture and may warrant addressing with HR or management. Ultimately, Cecelia should prioritize her well-being and authenticity in the workplace. Salvaging the relationship with her fellow workers is a personal decision that depends on her comfort level and the feasibility of finding common ground or alternative ways to connect with her colleagues. If the workplace culture is not conducive to her values and boundaries, she may need to consider whether it's the right fit for her in the long term. What would you do if you were in Cecelia’s place? Suggested Answer: If I were in Cecelia's place, I would consider the following steps: 1. Reflect on Personal Values: I would take some time to reflect on my personal values and boundaries regarding alcohol consumption and social activities. It's essential to prioritize my own beliefs and well-being in the workplace. 2. Assess Workplace Dynamics: I would evaluate the workplace dynamics and company culture to understand if there are other opportunities for socializing or bonding with colleagues that align more closely with my values. If alternative activities or gatherings exist, I would explore those options. 3. Open Communication: I would consider having open and honest conversations with my colleagues about my preferences and boundaries regarding Friday evening gatherings. By communicating my perspective respectfully and assertively, I may be able to address any misunderstandings and foster mutual respect. 4. Seek Support: I would seek support from coworkers who share similar values or who are understanding of my choices. Building connections with like-minded individuals can help alleviate feelings of isolation and maintain a sense of camaraderie at work. 5. Evaluate Long-Term Fit: I would assess whether the workplace culture and dynamics align with my values and long-term career goals. If the pressure to participate in activities that conflict with my beliefs persists and negatively impacts my well-being, I may need to consider whether the company is the right fit for me in the long term. Ultimately, I would prioritize my authenticity, well-being, and professional integrity in navigating the situation at work. Making decisions that align with my values and boundaries is crucial for maintaining a positive and fulfilling work experience. Solution Manual for Human Relations: Strategies for Success Lowell Lamberton, Leslie Minor-Evans 9780073524689