Mediated Communication

Mediated communication takes place through the use of any of various mediums. Mediums can in e-mail, texting, phone calls, etc. Through the various mediums the mediated communication will also take on characteristics of virtual or real-time communication. Virtual mediated communication can take place through e-mail, faxes, or blogs. The real-time methods of mediated communication can include texting, web chats, or phone calls. There are negative and positive considerations in this type of communication. Negatively, it is possible for misunderstandings to occur in the intent or content of the communication. Positively, mediated communication can take place more readily at any time and any place.

Unmediated communication does not use outside mediums for it to occur. Face-to-face conversations would be classified as unmediated communication because there is nothing that is used to make the communication possible. I would think it is also possible for unmediated communication to occur in non-verbal means. Physical contact (hugs, kissing) or communication (waving, smiling) between parties could also be considered forms of unmediated communication.

Real-Time Communication

Real time communication is any form of communication that occurs without a delay in response from all parties involved. Face-to-face conversations and phone calls are the most recognizable forms of real time communication but not the only or best form, depending on the situation. Many other systems have been developed that facilitate the ability for real time communication no matter where the communicating parties may be located. Through online chat programs, internet meeting services and teleconferencing services real time communication can take place with people all over the world. These systems all give the ability to participate in dialogue without having to wait for a response.

The characteristics of real time communication are represented in usefulness of the various communication systems and techniques within business communication. Business conversations and decisions which require a timely response rely on the availability of real time communication systems for their success.

What Is Virtual Communication?

I would initially say that virtual communication is any form of communication that takes places without the physical presence or real-time responsiveness of all parties. However, this would then include written letters or notes left for others. Virtual is a word that is most often associated with technology and as such written communication is not considered virtual. I would argue that written communication, morse code, and even smoke signals could be designated as forms of virtual communication.

Virtual communication may or may not include real-time responses. Forms of communication such as texting, e-mail, online networking sites, and written communication all rely on delivery of the communication through a secondary source in order for communication to take place. The communication does not go directly from one participant to another but rather from one participant via delivery system to the other participants. The communication could not occur without the use of these systems.

What Defines A Virtual Organization

A virtual organization is such because of the presence a particular aspect of the organization. An organization which does not have a physical location where all employees meet to work would be considered a virtual organization. The organization does not exist outside of the use of technology in it's operations. Another facet of this is that the employees of the organization may or may not have face-to-face contact with each other on a regular basis.

I formerly worked in an organization that was based out of North Carolina but I worked out of my house in Ohio for 6 years. The organization was made up of 13 employees and I was the only one not working out of the NC offices. I went to the offices an average of once a year and met with my supervisor two times a year at industry conventions. Outside of these three meetings all of my communication was of the e-mail or phone format.

Although the organization was not virtual in design from my perspective the organization existed only in the virtual sense. I emailed communications, entered orders through a web based system, and did product presentations through electronic communications. These characteristics defined me as a virtual worker for the organization. I was there in the technological aspect but not in the physical presence.

Innovations in Organizational Design

Recent innovations of organizational design have been in three areas. Team-based organizations, matrix organizations and virtual organizations. Team-based organization have taken the team concept a step further and instead of using teams only at certain times the organizations are completely comprised of organizational teams. This team structure allows for more interaction and support of each other within the workings of the organization while giving everyone a chance to be involved. The matrix organization design is comprised of two individual organizational structures that overlap and support each other. The first structure will include traditional organizational departments while the second structure will consist of brand, department, or project based groups that may or may not include employees from the first structure. The virtual organization design is signified by the goal of reducing costs for the organization by outsourcing the work to be done by other organizations. The organization may be producing a product in which someone else is providing key components to the manufacturing.

Although the team-based organization is most appealing to me because it gives opportunity for community support and developing of employees I find the matrix organizational design most interesting. The ability to design an organization in which different sectors of the organization are managed and developed in such a way as to support each other while also ensuring their own department is functioning presents a challenge. This delicate balancing act presents a challenge and opportunity to grow as a leader and expand my understanding of organizational discernment.

Contingency Organizational Theory

The director of a school I once attended told his students in every class that, 'all meaning is context dependent.' There is not one type of leadership style that is affective over all others. Different leadership styles can be affective in different situations and with different people. In this same way organizations need to create an organizational theory that is supportive of the type of organization, the goal of the organization and the people that make up the organization. There is not a cookie cutter formula for all organizations.

For these reasons I believe the contingency organizational theory is the most applicable and useful. Each organization has a different focus that it is trying to achieve and therefore needs to be able to develop theories that are appropriate to it's situation. Contingency theories allow leaders of organizations to develop strategies that can be of the most benefit and usefulness to the organization. Without the ability to adjust for the context of the situation it could feel like a square peg going into a round hole. The theories just don't work and no matter how much effort is put out the result may not change.

I believe the contingency theory gives me the best opportunity to use my leadership skills in developing an organization that allows it's employees to grow, develop and succeed. I can develop strategies which serve my leadership styles and support the goals of the organization while establishing a system that will support these aims.

Stealing a phrase from my former director, 'all theories are organizationally dependent.' I don't think he'd mind.

Organizational Development in Today's Society

While advances in business technology have limited some of the impact of traditional business tactics organizational psychology is still an area that requires attention for businesses to be successful. Organizational development serves several purposes within an organization. The first area in which organizational development can be useful is in business survival. When businesses are struggling to compete and stay relevant in their given market organizational development seeks to analyze and determine where changes need to be made. The next area is in affecting organizational performance. Organizational development strategies work to develop methods of affecting performance to illicit a more productive and motivated response. The last area is to address plans for organizational change. Businesses grow and develop where the use of organizational development strategies can be used in implementing and development plans for changes that need to take place.

In today's society with how unexpectedly things change the need to be able to roll with the punches is a huge asset for organizational success. The understanding and application of organizational development techniques will support organizational leaders in being able lead effectively for the personal and professional development of the organization and those who are employed by it.

New Members: Good or Bad

In regards to bringing in new members to a team it can be a benefit. In my experience if a team is closed off to new members coming in it can result in the team becoming complacent and content with where they are. New members to the team will bring in new ideas and energy that may be necessary to keep the team growing and developing.

I think a good example is churches. There are many churches who have older leaders and they are committed to their traditions and rules that they have always followed. The problem is that these same leaders do not welcome new young leaders to join the team. In time the church ends up dying off because it has become content in it's own safety and security.

Cohesiveness in a Group setting

Cohesiveness is the ability of people to work together towards a common goal. Understanding each others strengths and weaknesses along with their personal and professional motivations builds a sense of comradery that unifies a team. Cohesiveness brings a group together and develops them into a team that believes in and supports each other. People who are part of a cohesive team with have a more positive behavior at and about work. The behavior will be reflective of the fact that people will feel like they are cared about and understood because of the connections they have with their team.

The success or failure of a group is not dependent on the cohesiveness but it can be a benefit. A more cohesive group will succeed as a team with everyone contributing to the success. When the group is not as cohesive they can still succeed but there may be a sense that the success was at the expense of some of the team members. Cohesion is not necessary but is beneficial.

Groupthink, What is it & How to avoid it

Groupthink involves the members of a particular group deciding to make a group decision and avoiding any sense of conflict. This most often means that individual concerns and opinions are not shared within the group. Either those within the group do not want to make waves so they don't raise any opposing views or the members of the group do not give time and opportunity for concerns to be discussed. Groups work this way when they are under a strict timeline that has created a sense of urgency with the decision making process.

Avoiding groupthink is done by creating an environment that gives all group members an opportunity to voice concerns and opinions about the discussions within the group. Many times managers do not allow this type of interaction because of the potential for conflict and delays in the decision making process. Allowing interaction amongst group members will not only reduce the opportunity for issues of groupthink to arise but will also give members of the group an opportunity to have more ownership of the decisions the group makes. This will reduce the opportunity for members to feel like their opinion is not relevant or appreciated within the organization.

Group vs. Team

In the midst of the current NFL season lies an example of group and team differences. There is an NFL owners group which works together to make the NFL a fair and just organization that they can all participate in. Each one of those owners represents a team which has the sole purpose of winning every game they play against the other teams in the league. The owners group has a common bond but the team members have a common goal.


I believe that a team is a more unified and focused group in which all the members are working together, supporting each other in their weakness, and striving for a common goal. This is why online blogs are called discussion groups and not discussion teams. The members of the blog share a common bond of one type or another but they may not all share a common goal. Leadership teams that are designed and functioning properly consist of members that appreciate each others strengths and weakness. The leadership team also works together to understand how the members of the team can better serve each other as they strive to achieve their goal.

Transformational Leadership

At an organization I once worked at I had a manager who understood and fulfilled what it meant to be a transformational leader. He told all his staff that the sign that he was a good manager was to train others below him to be better equipped for the job than he was. He never felt threatened by any of his staff that if they learned more than him that his job might be in jeopardy but rather embraced the idea that he could develop new managers. He trained us, mentored us, and released us to do the work.

Transformational leaders see the big picture and the needs of the organization. They are not concerned with personal glory and recognition but want to see the team succeed above all else. There is a sense that although they know the next step to take they are more interested in others finding the right path also. Everything they do is about making everyone around them better, not just themselves.

I think of the Dr. House character on the House TV show. Although he seems to know the next step to be done he is always engaging his staff and encouraging them to determine the response for themselves.

Methods for Coping with Stress

Effectively coping with stress will help to create an environment full of well rested and focused employees. To assist in coping with stress organizational psychologists have several tools at their disposal. Stress management techniques that encourage productive and positive stress reduction are essential to coping with stress. Fitness and gym membership programs will give employees an outlet on to release stress and increase their wellness at the same time. Stress can also be monitored and reduced through staff mentoring programs, open-door policies, and peer reviews. The ability of employees to feel comfortable that they can discuss stresses they have, both personal and professional, without fear of repercussion will go a long ways towards reducing the opportunity for stress to become a factor in the day-to-day work environment.

Organizational psychologists also have the opportunity to affect stress through the development of practices and policies that contribute to a healthy and stress free work environment. Doing theis behind the scenes work is critical to the success of the organization and happiness of the employees.

Affect of Wellness on Performance Excellence

Achieving performance excellence requires employees to be focused on and physically able to perform. The wellness of an employee is a factor in this performance in both the physical well being and psychological well being. It is not enough for someone to be physically able to perform they must also be mentally free of distractions and focused on the task at hand. Wellness is essential for the success of an organization. Many organizations have gone to changing out vending machines with more health conscious food with the intention of affecting the wellness of their employees. In the same context organizations have developed fitness programs that they encourage their staff to participate in for their physical well being. The psychological aspect of the organization is monitored through peer evaluations and counseling services.

One of the best examples of this balance is with athletes. You can have the most physically gifted athlete but if their mind is not clear they will not be achieve to achieve the excellence they seek. Distractions such as family issues, injury concerns, and external factors can all be facets of psychological wellness that may affect performance excellence.

Organizational Psychologists Working w/ Employees

Organizational psychologists can work with employees to assist them in developing their own path to success. Developing a path that gives employees a way to analyze and develop their professional and personal skills will create an environment in which employees will grow to understand their potential for success. This potential will work as a motivator for reaching for success.

Organizational psychologists can use tools such as personality and gifts testing to inform employees of where their strengths lie and which areas need to be developed for success. The self-understanding of an individuals personality and gifts can be freeing to allow employees and employers to put people into positions that are the most appropriate for them.

Another aspect that OP's can contribute to is to in working with managers to develop incentive programs that reward employees for success. Success can be measured by training levels, achievement of goals, and productivity. Incentive programs can be great motivators as long as they are managed in such a way as to not pit one employee against another but rather to encourage the success of everyone.

Satisfying Internal & External Customers

External customers want to work with organizations that are changing and developing new products / services. Organizations need to stay on top of trends so that they can keep customers apprised of and current with modernizations. If an organization does not continue to develop new services and grow with modern changes customers will go to organizations that will. Customers look for the best return on investment and if an organization is not modernizing with the changes in culture the return on investment could be very low.

Just as important are the internal customers. The employees, the stockholders, and the owners are all internal customers of the organization that look for the organization to keep growing, developing, and producing procedures that ensure future success and growth of the organization. If the internal customers are not satisfied with the organization then it will be difficult for the external customers to be satisfied either.

Modern organizations face challenges of new and challenging methods of motivation, encouragement, and rewards. Understanding the modern culture of business and what internal and external customers expect is critical so ensuring proper customer satisfaction.

Motivation from Organizational Psychologists

Workers need to be challenged to be constantly learning how to do their job better. Organizational psychologists can develop reward programs that encourage workers to further their educations, through both internal and external educational opportunities. Further seeking to understand the professional and personal goals of the employees will help organizations relate to and support their employee development. With education programs in place that increase employees abilities there will be an increased level of flexibility in adjusting to changes in cultural and economical fluctuations.

Motivation can come in many different forms. With everything from financial bonuses to community perks employees can be motivated to excel and push themselves to new heights. The challenge in motivation employees to stay current in the modern organization is to show them that learning and keeping up with modern changes in business will keep themselves relevant and modern also. Flexibility requires people to be willing and able to change. Organizational psychologists should seek to understand and develop systems for changes that limit the negative aspects for employees and encourage growth and promotion.

Practicing vs. Research Organizational Psychologists

Although the roles of practicing and research organizational psychologists vary as to what aspects of the organization they directly affect they are both in it for the long-term success and growth of the organization. The day to day organizational functions that include recommendations to management on personnel issues, hiring strategies and staff productivity are handled by the practicing organizational psychologist. In contrast, those aspects of the organization that pertain to future strategies and recommended procedures for future growth and staying competitive and relevant to their customers are tasks done by research organizational psychologists.

Expectations of Organizational Psychologists

As a manager of an organization that is directly involved in the day to day operations of the organization there are certain aspects of the staff chemistry, personnel policies and leadership effectiveness that it would be tough to measure while being directly involved. The goal of bringing in an organizational psychologist is to receive feedback on the personality differences within the staff and how best to utilize the differences for the overall success of the organization. The organizational psychologist can also interview staff and observe staff to measure the effectiveness and adherence to personnel policies. Most importantly, as a manager, the psychologist can give direct feedback to myself and other leadership staff on our effectiveness with dealing with and handling the personnel challenges we face.

While the benefits of an organizational psychologist are great the cost can also be high. To measure the need of an organizational psychologist strictly off of the financial feasibility is to miss the point of their worth. Organizational psychologists are not typically staff personnel but rather contract personnel that are brought in when needed. Because of the role of organizational psychologists to keep them on staff, while financially unfeasible, is also not a benefit to their functionality in the organization because if they are involved in the daily operations of the organization they will be at a disadvantage to analyze the organization in an unbiased manner.

"Don't Know" Responses in Research

When researchers encounter 'don't know' responses they need to have a system for handling them. A don't know response can be because of a couple different things. If a researcher responds don't know they may truly have no response or idea on how to answer the question. The other thing could be that they do not understand the question. Either scenario could have negative affects on the research results. If they subject truly doesn't know the answer then the best course of action is to not include the response in the results. If the subject does not understand the question then the question can be restated to be clearer. If the question is restated then it may be best to return to the question later in the survey rather than directly following the initial ask.

Another possibility with 'don't know' responses is that the subject may be unwilling or uncomfortable answering the question. This is where it is critical to explain the contents of the survey ahead of time and also to word the questions in such a way as to not make the subjects any more uncomfortable than necessary. Also, designing the questions as to illicit the appropriate response will include wording to avoid 'don't know' response.

To Church or not to Church

I have struggled for the past year and a half on the issue of attending church. It is not a question of whether it is important or not but rather the questions of where, why and what.

Where should I attend? My wife and I attended Vineyard churches from 1995 until 2006. During this time I came to a deeper understanding of the function and purpose of church. I attending school through the Vineyard and became a Pastor. All of this lead to us joining a church that was joining the Vineyard Association and we felt called to partner with them in the process. 2 years later we leave the church, amongst disagreements with the leadership, and it still was not a Vineyard (in name or function). This was in January of 08 and I have yet to go back to church. There have been several occurrences (that we'll save for another blog) that lead to me feeling rejected by the church as a whole. Where do I go now? The other Vineyards in the area are lead by men I have great respect for but there is no need for my services there and / or calling for me to go. I can't bring myself to go to a church of another denomination because of how rigid and programmatic they tend to be. Not sure what to do.

Why go to church? I don't believe in attending church just to be able to say you went. I don't believe in compromising my understanding and beliefs of what church should be so that I can feel comfortable attending. I can't attend somewhere that I could not see myself serving in some capacity. So why attend? I want to attend because I feel a calling to the vision, mission and ministry of the church. I want to feel like I could, if needed, step up and serve in the ministry of the church. I want to attend where I am proud to be part of the body and not hesitant about telling others of it. There are many good reasons to go to church but I want to be part of church, contribute to church and be a representative of the church. Why go to church when we are the church? I want to be part of a community that concerns itself more with being the church rather than going to church.

What is church supposed to be? A building, a program, a social club, a closed in group, a ministry of politics or a cultural status measurement. I look forward to the church that proclaims and lives out resisting all these things. The church needs to be relevant to the culture it serves in such ways that it doesn't define itself by the building or programs it runs. The church needs to resist temptation to close its doors to outsiders so that it keeps its members safe. The church is not a tool for developing good cultural images or a social club that doesn't produce fruit. The church needs to prohibit leadership or influence through political maneuvering that is of no benefit to the mission of the church.

I may have unrealistic expectations of what to expect out of church but I have seen what church should and could be and will accept nothing less any more. I will not compromise my understanding of church just to attend church. To church or not to church is not the question. The question, for churches, is "To be The Church or not be The Church?"

Environmental Factors in Interviews

Environmental factors can make or break an interview. When interviewees are made to feel welcome and comfortable they will be more likely to respond with honest and complete answer to questions. One of the main goals of an interview is to get the interviewee to talk over and above the context of the questions being asked. Asking simple open-ended questions will eliminate the ability for yes/no responses thus requiring the answers be more elaborate.

There is value in the setting of the room where the interview is taking place in that it needs to be free of distractions and interruptions. Within the setting of the room those conducting the interview must present themselves in a position of authority and respect. This can be done in such a way that it does not cause discomfort to the subject of the interview but still elicit a level of response that will indicate how the subject responds to and respects authority.

Overcoming the environmental factors can be done through the setting of a comfortable and welcoming yet respectful interview location. During the interview the asking of questions that elicit responses other than strictly yes or no will give the interviewer a better understanding of the subject.

Research Styles - Compare & Contrast

Exploratory research vs Formal study -

Exploratory research and formal study rely on each other to be effective. Exploratory research is designed to determine what actions need to be taken depending on what questions need to be asked. Once the question(s) have been asked a formal study then looks for an eventual solution to those questions. Exploratory research is a free form that changes for the circumstances whereas in a formal study there is a hypotheses to test that relies on a set structure.

Experimental vs Ex Post Facto research -

In experimental research the variables of the research are modified whereas in ex post facto the variables stay the same. The goal of experimental research is to determine how changing the variables affects the results of the research. Ex post facto research seeks to analyze the results of the study not how the individual variables affect the outcome.

Descriptive vs Casual -

Descriptive and casual studies seek to describe the situation by asking questions with the only difference being what questions are asked. In descriptive studies the questions are who, what, when, where and how much. The missing question of why is what is asked in the casual study. A descriptive study looks to determine the results of the set variables while the casual study looks at why the variables have the affect they do.

Ethical Considerations in Business Research

Business research must be conducted in a manner that results in quality results to assist in making productive decisions. In order for the research to be of good quality there are some ethical considerations that must be taken into consideration.

The rights of the participant or subject must be protected so that, during the course of the research, no one suffers any physical harm or embarrassment. There also must be a level of safety for the researcher, sponsor and participants to know that any sensitive information is guaranteed to be kept safe and the right to personal privacy will be upheld. After the research is complete psychological evaluations must be done to ensure there are no long-term negative affects from the research.

Sponsors of the research must receive ethically conducted and reported research. Adhering to this consideration will reduce the opportunity for participants to form biased opinions and answers. As part of this effort the research design needs to be appropriate for the questions asked in order to maximize the value of the resources being used. The final piece to be considered in making sure that the research is conducted in an ethical manner is to ensure that all parties involved adhere to a level of personal integrity for the purpose of instilling confidence in the results of the research.

Imagination & Creativity in Business

I do believe that some level of imagination and creativity are necessary for an organization to grow. Without these things organizations could grow stagnant or content with where they are and see no reason to change anything they are doing. I think it relates to the concept of stupidity. Stupidity is doing the same thing over and over again and expecting different results. Within an organization if you continue to run the business in the same way that it has always been done and cannot understand why it is not growing any more there is a lack of imagination and/or creativity in trying to come up with new concepts or programs for the organization.

An organization that seeks to foster an environment of imagination and creativity will reap the benefits of that. Knowing that there is support and encouragement to be creative and imaginative at work will accomplish a couple of things for the organization. First off, employees will feel more of a sense of value and ownership in the organization because they have some level of input into the programs or concepts which move the organization forward. Secondly, the organization will free its' employees to add another level of conceptualizing to the leadership of the organization and increase the breadth of the perspectives which go into the business decisions being made.

Intuitive Decision Making

I think intuitive decision making has a place in business but not in the day to day decisions that must be made. Intuitive decisions must be made in situations where a new concept or product is being introduced to the market place. If businesses are going to push the envelope of what they do there will come a point where, even with thorough research, intuition is going to be necessary in the decision making process.

I used to work for a record label and we were always introducing new concepts to our customers through advertising campaigns and new artists we were developing. There was a limit to how much we could research and plan for a new release because until people actually hear the music you can't be sure of the response it will get. To this point we had to develop a relationship with our accounts to the point where we could contact them and recommend products based on how we felt they were going to do. Sometimes we were right and sometimes we were wrong but without the opportunity to take the risk you don't how it is going to play out. You may lose or you may win but based on an evaluation of the risk involved you sometimes have to go with your gut and make a decision.

One of my favorite lines from a movie is, 'It's never been done before.' reply, 'That's why it is going to work.'

What is Business Research?

Business research is a system of inquiry that is used with the intent of providing valuable information for managerial and/or leadership decisions. The process involves several steps; acquiring, analyzing and dispensing data in order to provide relevant and qualified information that will spur the organization to take appropriate actions for maximizing business performance. In order to make informed and appropriate decisions research must be done to support the decision. In simplest terms, business research is the process of gathering information in order to make good business decisions.

For organizations to be successfull and continue to grow business research must be a tool that the leadership of the organization uses to make the most appropriate and opportune decisions. Without the use of research there is little to no basis for justification of the decisions that are made in an organization. One of the challenges for organizations to understand about business research is that there is a positive and negative aspect of any research. Research may result in positive support for the plans of the organization but it could also come as a negative result. A negative result in business research does not mean the decision should not be made but simply that the process or reasons behind the decision may need to be re-evaluated.

Extensive and thorough business research will result in decisions being made which have a positive impact on an organization with limited negative impact.

Respect for Individual Ethics

An individuals personal code of ethics is an important part of who they are and defines themselves to others. It represents their belief systems, their relationships with others and what they want out of life. When fellow employees respect and appreciate the individuals code of ethics it makes the work environment that much easier to be in. This acceptance is a benefit to not only the individuals but also the organization they serve.

When fellow employees do not respect an individuals code of ethics it can create tensions in the workplace and lead to a lack of performance overall. This can end up being a negative for the organization if their employees cannot work together for the good of the organization.

Ethical Leadership

When working for any organization there are a certain set of rules and expectations that you work under. Outside of the stated rules many work off the basis whatever they see or hear the leaders in the organization doing. They are following the example that is set for them. When this happens the hope is that the leadership of the organization is acting in an ethical fashion. When they are not it gives the impression that the organization itself is not ethical. Unethical leaders can also give mixed signals to the staff they lead because while they may not be ethical themselves they may expect their staff to be.

Having ethical leadership in an organization gives a great example for employees to follow.

Proper Leadership - Workplace Dilemmas

Proper leadership can help in diffusing potential volatile issues of miscommunication. With email communication in the workplace it can be very easy for something to come across wrong when sent between co-workers. Even within verbal communication there is the possibility of employee mis-understandings to occur. Proper leadership will help in working through this dilemma in leading by example. Leaders who have an open door and regularly communicate with their staff at their level demonstrate the importance of open and honest communication and the necessity to address any miscommunications as soon as they come up.

Another area that proper leadership can address is in workplace motivation. Depending on the work environment it can be difficult for employees to get and stay motivated about the job they are doing. Proper leaders will seek to understand and motivate their staff within the context of the situation they are in. Motivating through encouragement and challenge in a way that does not degrade or de-value the employee will help to address the issue of a lack of motivation at work.

Church Marketing

In my experience I would venture that others have not taken the initiative to develop similar strategies because at their core they do not agree. They may profess to and their vision/mission may say they agree but at their core they truly don't want everyone to feel welcome. Having others come into their church or ministry who are not like them threatens the safety and security of the group for them and their families. Too many churches also feel that it is not necessary for them to market themselves to people because if people want to be there they will come.

I commend the church in those videos for not only taking the initiative to develop and follow through on a marketing strategy but for stepping out in an area that pushes the boundaries of what is acceptable and recommended within church leadership strategies.

Outward Focus = Inward Growth

I have spoken at churches and organization meetings about the need for an outward focus in ministry. Too many organizations fall into the trap of believing that they will be more outward focused after they get everything on the inside taken care of. This unfortunate decision leads to a lot of frustration as getting it completely together on the inside rarely happens in a timely manner. The better course of action is to be outward focused from the beginning and in doing so the inside will fall in to place and often take care of itself.

The opportunity for growth and personal treasure is in giving of yourself for the benefit of others.

Conformity of American Children

I guess it's a matter of perspective. Comparing American children to those in other cultures I can see that we would be seen as less conforming but as I try to raise my children to excel and be as successful as possible I see a culture raising their children to conform rather than succeed.

I am referring to the expectations to conform as put on children through peer pressure, parental expectations and a lack of competitive standards.

Peer pressure pushes children to conform to the expectations of the group or be cast out. Having individuality is seen as dangerous and to an extent unacceptable.

Parental expectations encourage children to play it safe and follow the rules, not seeking to make waves or dream too big. Parents want their children to be safe, secure and successful.

The lack of competitive standards has crept into our education and athletic arenas in taking away the ability for children to excel over others. Children are not recognized for excelling or winning but rather just for participating. Children who could excel are brought down to the level of those around them so as to not make them feel less worthy. Conformity by lowering our standards rather than raising our expectations.

Commonality over Differences

Looking for commonalities over differences gives us a basis to work from in understanding ours and other's beliefs. Finding those things which you can agree upon will give a sense of comradery to the relationship and therefore establish groundwork for understanding, or at least accepting, the differences.

As a pastor I am often frustrated that churches seem to be competing with each other and dividing themselves along the lines of their differences. I have often challenged other pastors and congregations to worry less about what divides us and instead focus on what we have in common. This same philosophy can apply in school and in work. In the end we will get a lot more done and hopefully grow in our ethical understandings.

Why Are Ethics Changing?

The ethics we use to relate to each other has changed as the methods of communication have changed. The evolution of communication from writing a letter to email to texting has caused an evolution of the way in which we address others and show them respect. Writing a letter you would at least include a name of who you were writing to (Mr. Jones, Mrs. Burns, etc.), with email you might include their name in the body of the email but most of the time it may only show in the address bar and with texting there is no name at all just a phone number. This progression has caused a change in how we address other and the ethics around respect for others. Before email and texting you would never consider contacting your teacher and addressing them by first name only or only sending a message to their phone number.

Ethics Development Through Life Experience

Through my life experiences and background I have been exposed to many environments and circumstances that have played a part in shaping my personal ethics standards. I grew up in a family where my parents seemed to get along just fine and had no significant problems only to realize (after I had left home for college) that there were major issues which ultimately led to divorce. This divorce occurred one month prior to my wedding. Three years into my marriage when struggles arose my wife and I did not know where to turn and although deep down we didn't believe in divorce having seen my parents go that route now made it seem like a viable option. Had I not had the experience of seeing my parents go through this I don't think I would have considered it an option.

On and off over the next two years my wife and I both filed divorce papers only to cancel them at the last minute. We ultimately decided this was not what we wanted out of our lives and made the choice to work it out. We have been happily married since and are better for it. We now have a deeper appreciation for the struggles and pressures on marriage and have welcomed opportunities to share our experience if it will help someone else.

Ethics - Learning to Conform?

More often than not the actions of an individual at home, school or in social settings are representative of conformity to social expectations. Too many times people act or say things a certain way because that is what they believe society expects from them, not because it is what their ethics tells them to do. Many people will not openly stand up for or express their ethical beliefs because they are concerned about personal and/or professional retribution.

In the U.S. culture there are expectations of conformity placed on us from an early age. Telling us how to act, how to speak and to an extent even what career path to choose. The downfall of this is that there may come a time when people say 'enough is enough' and stop trying to conform but rather stand firm in their ethics no matter the cost.

Personal & Professional - Working From Home

Having worked from home from 2001 until 2008 I can say that the personal and professional lines can get blurred. When you work outside the home you act in way that is representative of the culture in which you work. Working at home is much the same way except that your 'co-workers' are your family. The way I interacted with my family was not the same as how I would interact with co-workers outside of my home. There is an expectation, when you work from home, that you don't have to be as rigid in your attire, schedule and communication. This can be a tough balance because in the midst of all this you still have a job to do.

I actually found working from home to be very frustrating at times. Working at home you never leave the office (you can't really call in sick), you don't have interaction with other staff and I actually worked longer hours than if I worked outside the home. When I did it I had an office that was just for work so that I could leave my job at the end of the day and close the door behind me. Didn't always work that way but when I needed it to it was there.

Questioning Religion

As a pastor I am very open to discussing religious beliefs because it helps me to develop a deeper understanding and appreciation for the uniqueness of each of us as individuals. An open discussion that gives differing sides an opportunity to share and discuss is a great benefit to furthering the understanding and appreciation of different religions, cultures and races. For many people who claim to have an open mind and then proceed to defame and disgrace their beliefs through their actions are the few who give religion a bad name.

A mentor of mine always said, 'Anyone who claims to have all the answers won't let you ask all the questions.' I verify anything I question of what others have told me and expect others to do the same of what I say.

Curriculum & Teaching Styles

I cannot speak to the curriculum that the schools and teachers are currently using on how it will prepare children to survive in the 21st century. As far as the curriculum, teaching styles and teachers being outdated I am sure there are some schools where that is the situation and schools have not been pro-active about planning for the future of their students. With the student groups that I work with at our local schools there seems to be a disconnect between the individual students and the teachers / administrators at the school. In my opinion that is where our public schools are missing the mark in relating to students and preparing them for their future.

I know for my family we have been homeschooling since 1995 and during that time we have tried our best to stay up to date on curriculum and educational resources available to us. We have tailored our curriculum to the interest and educational level of our children on an individual level. Through our homeschooling we do whatever we can to make the lessons interactive and as hands on as possible. The combination of these decisions provides our children with an environment which fosters individual growth and success.

Personal & Professional Values

An individuals values at the professional level should be a reflection of the values at a personal level but not an exact replica. Personal values are what is best for the individual, their family and the cultural context they are in. Professional values need to take a broader stance as they have to take into account what is best for the organization, for the customers and for the stakeholders of the organization (both internal and external).

As a homeschool parent I feel it is my duty to raise my children and teach them myself. In this context I have a specific set of values that take into account the importance of a good education, the necessity of community involvement / interaction with others and the flexibility to custom fit educational studies to the personal needs and interests of my children. Through my work with the YMCA I work with several programs for high school, jr. high and elementary students in the local schools. Through these programs my values include the importance of a good education, the importance of a support system for children to be able to work through daily struggles (at school and at home) and the value of the students as individuals.

Some of my values are the same personally and professionally but many are different. I see the importance in both situations and understand that there is a need and purpose for both. My values in both areas are consistent with staying true to who I am and what my beliefs are.

Conflicting Value Systems

Living under multiple value systems involves an understanding and commitment to a system of checks and balances. Depending on the situation or circumstances in which a decision may be made one value system may be more appropriate than another in relationship to the decision. Individuals need to have the conviction to stick to and follow their own convictions but have the foresight to see when the values of others may be better suited for the situation.

Having worked at the management level in several organizations I can understand the reasons behind certain policies even though personally I would handle the situations differently. At my current employer of the YMCA we have certain policies on payments for programs, guests visiting our facilities and various other areas. At this same employer our CEO has another set of values that impact how we handle all these areas. Bring into the individual values of those who work there and there is a melting pot of values all trying to work together. The balance is in following the policies of the facility, while honoring the values of the CEO and staying true to your individual beliefs.

Individual & Group Ethics - Differences

Within the setting of group ethics the dynamic is much more challenging than individual ethics. Group ethics require guidelines to be in place that take into account the individual ethics of everyone in the group. An individual's ethics are made up of past experiences, family influences and cultural influences. When you bring a group of people together the group ethics are made up of multiple past experiences, various family influences and numerous cultural influences.

Through my work I oversee a division of our organizations before and after school care programs. I work with local school administrators, teachers and parents to develop programs that are beneficial and supportive of the educational development of the children. The group ethics involved in working with these programs have to take into account the needs of each group that is involved with and affected by the actions of the group. This dynamic is much different than my individual ethics in that my wife and I homeschool our children. It is not that we feel it is wrong for children to attend public school it is just that we feel it is our calling to homeschool our family. My individual ethics are similar in many areas but the tools we use to facilitate those ethics are very different.

Personal & Professional Assumptions

It is a difficult line to draw between personal and professional assumptions but to understand the value of each can be beneficial in the long run. I knew some people through events I have organized and they attended these events. They were not the most polite or clean looking people. If you saw them on the street you would probably try to avoid them but when I needed help with fundraising for a community project or helping a family to fix up their house they were some of the first ones there and some of the last to leave.

Although the cover of the book may be worn and tattered what the pages hold may be rich and beautiful.

Technology: Good or Bad?

I don't believe it is a win or lose situation. There are so many positive and productive things technology has enabled us to do it would not be fair to label it a losing situation. I would, however, classify it a difficult balancing act. How do we, as a culture and individuals, enjoy the convenience of technology without losing our identity to it. How did we ever communicate before Facebook and Twitter. My children have never known life without email, cell phones or video games. How does that shape their world to be different than mine? And ultimately, where do we draw the line? When is it too much? Will there come a day when we will say enough is enough and get rid of technology?

Like so many things it is tough, if not impossible, to go back once a threshold has been crossed. The challenge becomes one of balance instead of resistance. We can no longer ignore the necessities of technology so we must learn to balance our dependence on it.

Prisoners of Technology?

I believe in a sense we are prisoners of our own ingenuity. The development of new technologies for the purpose of 'convenience' has created a culture of necessity. Through the creation of technology we have the ability to manufacture products at a much more efficient and quality level than ever before but what else have we created. Our advancements have also created a culture that can no longer survive without the technology. As we progress further and further into the future our dependency on technology will only increase and as such will our submission to it.

Technology: Productivity, Intelligence, Hectic?

Technology has made us more productive but at what cost? When I first went to college right out of high school in 1990 I was going for an education degree to teach high school math. I enjoy math and the mental exercise it gives you. At that time the big thing was graphing calculators and every math class required the use of the calculator. Schooling, for me, up to this point had restricted the use of calculators for math so to have them required was not what I expected. Also, looking forward to being a math teacher I wanted to be able to teach the information without the use of the calculator. I had nothing against the calculator and what it could do but I felt it best to learn it first without the calculator. I searched and found the only math class on campus that was taught without the calculator as a requirement. You still used it at times but the majority of class was done with pencil and paper. This was the last time this class was offered.

I don't have anything against technology and the abilities it gives us but when it replaces the need for us to think logically and make a decision I would rather do without. I use technology every day but I could do all the same things without the technology. It may take me longer but I could get it done. The use of gadgets has made us a more hectic and busy society. We now feel that we can get so much more done because of technology that we don't even realize all that we are missing and how busy we really are.

Misuse of Language in Marketing

The use of language in advertising is done in such a way as to create a sense of need and a sense of urgency in those the advertising targets. Language is used as a means of reaching people in a way that gets them to respond in a specific way. The ability to create a vision in peoples minds of what a product or service will do through the use of language is a powerful tool that can be used to inform or persuade. More often than not many marketing/advertising mediums are filled with misleading or incorrect information about a product or service. Many times it is also the fact that the advertising portrays an idea that through logical thought processes makes no sense.

TV service providers are very strategic about their advertising to do it in such a way that makes sense in the context of the advertising but otherwise would be a waste of money. When you have a basic package you are able to add on movie or premium packages to get more channels. When the TV companies promote these packages to their customers it is presented under the idea of 'the more you spend the more you save.' When you add on more than one package the price for the individual packages goes down but overall you are spending more. Very misleading advertising strategy that in most situations would not make sense.

Critical Thinking - Globally

Critical thinking skills aide us in analyzing, troubleshooting and recognizing the best way to approach and handle situations. Within the global marketplace this would seem to be a benefit in understanding and relating to those in other regions of the world. I do not have specific experience within the global market but I do have experience working with diverse groups of people and / or organizations representing different cultures, socio-economic classes and races.

With any level of diversity there are difficulties in communication or relationships that need to be overcome. Having the skills to critically analyze, interpret and develop plans for relating to others is beneficial in any environment. During one of my previous classes I was on a team with 4 other people, one of which had a much different understandings of teamwork and leadership. During introductions we all share some of our background but I did not expect or understand how those backgrounds would factor in to our abilities to work as a team. We had some difficult and challenging moments in our team that almost cost the team our final project in the class. Had we taken the time initially to think about our cultural difference and how those might factor into our communication we could have possibly avoided lots of frustration.

"House" Ethics - 1

I do think many people live vicariously through House but there is one thing he has that many of us do not. He is very confident in himself and his abilities. Many of us do not have this same level of confidence in our beliefs or ethical standards in our place of work. Or we are so concerned with what others may think or how it will affect our job that we don't speak out. Too many times I have not spoken up about one issue or another and in turn caused more problems because of it. His actions may come across as arrogant and unethical but he ultimately is doing what is in the best interest of the patient.

I also think the show feeds into the philosophy that the easy answer is not always the best answer. So many times the other doctors on the show see the patients symptoms and automatically think they know what is wrong but they have not looked deep enough. This is where I believe Dr. House follows his ethical beliefs further and in turn comes across as rude or arrogant. He does not want to misdiagnose or not look deep enough so he has to ethically search for the core of the problem not just the surface symptom.

Constructive Ethics - Positive Work Environment

Ethical practices which are positive, encouraging, affirming and consistent will entice performance at a high level because the team will feel challenged, appreciated, comfortable and excited about the organization.

I have worked in several different retail environments and been successful at developing into management at most of them. Two organizations in particular had quite different ethical standards and as such different levels of performance.

In one environment there was no encouraging, team building going on. There was only ridicule and personal attacks for not reaching goal or making a sale. There was no opportunity for advancement because the organization believed in hiring those with experience rather than developing someone into a leader. This environment contributed to a very uncomfortable and unproductive work setting because everyone was a competitor to each other for sales and the manager knew none of us would move up to his job so he didn't care.

The other organization was as opposite as it could be. From day one with the company you were told about all the possibilities for advancement, you were rewarded with in-store recognition for doing your job well and treated with respect as a fellow co-worker. The General Manager once told me that his and the organizations intention was for managers to train up new leaders in the organization to be better at the job than they were. Everyone gave 110% because they were appreciated and we all knew we were working towards the some goals.

Out Of Work - Compromise Ethics for Work?

I have thought through this dilemma many times and how to best address it. I cannot speak for everyone but I can relate my personal experience with this decision and why I feel the way I do.

I have been our of full time work since May of 08 with no success in finding a new job. There have been possibilities presented to me that I knew would not be a good fit for me ethically. I am in desperate need of a decent full time job but my past experience has shown me to be careful how much you compromise for the sake of making a buck.

Many years ago I was offered a job which I knew I could do and would easily support my family. The only catch I had was that the organization would not hire me unless I would agree to work on Sundays. It was a retail sales environment and weekends were their busiest times. Sunday was our family day for church and family time but the organization did not care about my personal beliefs or my family. They just cared about numbers on a paper. But I needed the job and so agreed to make this sacrifice. Within six months of working there I had lost most of my personal relationships along with the connection with my spouse. My wife and I ended up separating and almost divorcing during this time until I was able to find other employment which allowed me the flexibility to get back into the relationships I had lost.

The compromise for the benefit of the job were not worth it in the long run and during all this the organization's management was unwilling to work with me on adjusting my schedule. I had the job with the pay but almost lost everything else.

Personal & Professional Ethics

When there is a good fit between organization and employee the relation between personal and professional ethics should be consistent and identical. The personal ethics of an individual are the motivations and basis for how they interact with and relate to others on a daily basis. When an individual works within a team or organization they look for like minded people of whom they have a connection and can work with on a daily basis. To work in an organization of which the business ethics are not in line with personal ethics is a challenging and sometimes overwhelming task that can lead to poor work habits and lower productivity.

I currently work in an organization of which the ethics of the organization are directly in line with my personal ethics. This makes for a pleasant and productive work environment, if not for one minor detail...other people work there too. Although the organizations ethics are in line with mine that is not the case for all the management of the organization and in turn the organizations ethics are not reflected in the leadership of the organization. An organization can have the best business ethics and intentions but we, as individuals, join these organizations and taint or alter the ethics of the organization.

Personal and profession ethics feed off each other and can lead to a positive or negative alteration of those ethics.

Personal / Professional Ethics Changes

I think it is a two-way street. An organization's ethics can change personal ethics and vice versa.

Having over 15 years of sales experience I know that salespeople are not always seen as the most ethical people. I made it a point to work for organizations that saw the value in the customers they serve to do the job with high ethical standards. I recently had a job interview for a sales and marketing position. I was told this interview was with an organization that valued customer relationships and had the goal of servicing their customer with integrity. I went for a second interview which involved riding along with and shadowing a current rep in the organization. At the first stop I watched this rep walk into an account and lie to person working there to get information from them about the business. This was the case at several businesses we visited. This rep then proceeded to inform me that the three things the organization valued was Character, Honesty and Integrity. None of which had this guy shown in the time I had spent with him.

I would hope that he had a personal understanding of the meaning of these values but he seemed to have lost sight of that in his time with this particular organization. I did not continue my interview because I saw the possibility of the organizations ethical standards having a negative affect on me and my family.

American Culture - Priority of Marriage

I agree that while the perception is that Americans give up on marriage and turn to divorce rather easily the idea that they do not put their children first is misguided. I have not known anyone getting a divorce, no matter what the reason, who has not been concerned with how it will affect their children. Many couples stay married because they don't want to negatively affect the children and in turn they end up making changes in their relationship that keeps them from getting divorced.

There are very few things which I believe are justifiable reasons for divorce of which abuse and adultery would be the most significant. Unfortunately, I believe that most of the time the reason a marriage ends in divorce is because one or both of the people in the relationship have given up on trying to make it work. The excuse of irreconcilable differences is a cop out for people to get out of the relationship. Marriage is not always easy but no one ever said it would be. Nothing worthwhile is ever easy.

Cultural Apprehension to Diversity

I think the biggest issue for cultures is to see diversity and change as an opportunity for growth. In the US we have a lot of diversity but we do not always see it as a positive influence for change. For many countries around the world they may not have as much diversity from people moving there from other countries but they still have the influences of other cultures through any number of media outlets and mediums. With all the opportunities for information to spread in a moments notice there is little chance of a culture to exist unaffected by other cultures.

Whereas the United States has been more open to change and diversity Asian cultures may be more resistant to change because of cultural traditions that do not allow for diversity to impact the culture. Changes in diversity would disrupt cultural traditions that are the foundation of the culture and define who they are. The US needs to be careful not to be so open to change that they lose their identity and Asian cultures need to be careful not to allow cultural traditions to limit growth of the culture.

Cultural Challenges for Business Success

Across cultural lines there are many challenges, some of which will be harder to overcome than others. Although I think the language differences could be factors in competition and business success there are so many tools and resources available to get past that today I think the language difficulties will be minimal if at all. I think of greater concern will be the differences in business ethics and personel practices. From one culture to another the way employees are treated and compensated can vary greatly and this can in turn cause major challenges for organizations seeking to compete globally. For any organization wanting to compete there needs to be a concerted effort in making sure the organization is treating it's employees respectfully and when that causes costs to be higher companies need to be creative on how to limit the effect on providing cost competitive products/services to it's customers.

Cultural Fluency / Diversity Consciousness

As we continue to learn about other cultures and develop a better understanding of how to relate to them does that lessen the effects of the diversity? If we know our own cultural tendencies and adjust so we can communicate better with other cultures, as the other cultures are doing the same, does that cause more diversity issues? Not that I don't believe we should do everything we can to be conscious of how other cultures and diversities work with our own but also know what others are expecting from our culture.

Cultural fluency and diversity consciousness seems to be a lot like knowing how to use a computer. You may know how to use the software from today but next month when the new programs come out you have to relearn. In understanding and appreciating other cultures we need to be constantly learning and not become content where we are.

Preventing Sexual Harassment

Organizations need to have strategies for educating their employees about what is and is not considered sexual harassment. This education needs to include topics on respect for others, appropriate contact and appropriate communication. When an organization has couples working together this can be difficult but should still be enforced so as not to devalue the importance of the situation.

One of the more prevalent issues with sexual harassment is when managers brush it off as a misunderstanding or something that the employee brought on themselves. By not stopping the behavior as soon as it starts the manager of the organization condone the behavior.

Educate the staff and immediately address any instances of inappropriate behavior to limit the occurence and proliferation of sexual harassment.

Americans w/ Disabilities Act - Workplace Impact

Workplace environments have changed due to the implementation of the ADA. Most of the changes have been positive but as with any rule there can be effects that end up being used as negative influences.

The positive effects of the ADA is the people who are disabled are being given equal opportunity to contribute in the workplace. Whether physically or mentally disabled everyone should be given equal opportunity to attain a job. The concern is that what happens when there are definite restrictions that prohibit a particular disability from being able to perform a job.

The issue for organizations is that if a disability makes it impossible for someone to perform a particular job they are not able to make a decision based off that but more often than not they are expected to do whatever is necessary to make it possible. What is the line that is crossed when it is no longer about trying to accommodate a disability but rather compromising the position? This same scenario can occur with any type of diversity if the person working in a position is given it because of the goal of diversity and not because they are the most qualified.

Respect is Earned

I am amazed when I see people who hold a certain position or wear a certain uniform who don't understand they have to earn respect. It is not enough to just have a title or wear a uniform you have conduct yourself in such a way that exhibits a demeanor which deserves respect. This is a constant struggle for anyone who is part of cultural group and represents that group in their community and lives.

Whether it is a police officer, military personnel, religious leaders or team leaders in an organization the respect for the position is not the same as respect for the person who holds the position. The individual who holds the position has the earn the respect that comes with the position and if not they will find it difficult to lead their organization effectively to achieve their goals.

Affirmative Action - Positive or Negative

I think Affirmative Action can be guilty as just as much discrimination as what it is trying to prevent. I am all for everyone getting a fair shot at a job that they are qualified for but if and when it comes to the point that someone is put into a position that is not qualified for that position we have problems with the system.

I don't see where affirmative action should replace the process of interviewing and selecting the right candidate unless there are known issues with candidates being overlooked because of discrimination.

Proxemics

Proxemics is the cultural, behavioral, and sociological aspects of spatial distances between individuals.

I am reminded of position I once had in a retail business. We trained all our sales staff that they were to greet any customer who came within 10 feet of them. This was a tool we used to make sure that our sales staff was engaging the customers but also served the purpose of making sure our customers did not leave feeling ignored and disrespected.

Across cultural lines the distance between people when the are talking, the act of greeting someone when the get within a certain distance and whether to shake hands, hug or bow are all factors of proxemics that can cause communication challenges if not understood and addressed appropriately.

Cultural Perceptions of Time

Monochromic time is characterized by schedules and strategic planning. There is a sense of order and purpose to every decision.

Polychromic time is characterized by many events happening at one time. Time is seen as a collection of moments rather than a period of time.

Across cultural lines these two systems of understanding can cause great confusion and frustration. For someone who is from a culture that works in the monochromic style to participate in polychromic cultural event would seem like chaos and confusion. In contrast someone from the polychromic culture could feel controlled and restricted if immersed in the monochromic culture. As with other cultural differences it is critical to understand how your own culture is perceived by others and how others may differ from your own.

Diversity - Physical Factors

Physical factors of diversity can include everything from hair color to height. Hair color is difficult to judge anymore because of how much people change their color on a somewhat regular basis but blondes are still treated as less intelligent while redheads are expected to have a fiery personality. If hair color was not such a factor there would be no need for hair dyes so that people could change there "personality" type or get rid of the gray.

Weight issues also lead to issues of diversity. Look at how many shows on TV are focused on healthy eating and exercise. There was enough the new "Bachelor" on TV this summer with what would be considered an overweight man and overweight women as the contestants. The promotions for the series labeled them as "normal" contestants this time around. So does that mean the other bachelors were exceptional. The cultural representation of normal affects how we perceive and relate to one another.

Personal Responsibility - Marriage

I think the American viewpoint on personal responsibility absolutely factors into the marriage and divorce rates in our culture. There is a sense in the American culture that if a marriage is not working out it must be someone else's fault because I did all I could to make it work. There is no responsibility taken for our actions and how they affect things but rather our actions are justified because of the other person. Personal responsibility is not a value that is expected or taught any more. From the highest levels in government, organizations, school and even families there is no responsibility taken for ones actions but rather a plan for justification because of someone else's actions.

I think it also comes down to the attitude in America that you must always look out for yourself because no one else will. So, following that logic, if a marriage is not working for you then do what you need to do to make yourself happy.

Cultural Value of Communication Styles

Parables can be used in a very effective way in cross-cultural communication. Parables are the method of telling stories to illustrate an idea or objective. The challenge that can turn parables into a negative in telling a story that is not relevant or appropriate for the other culture. Using parables and not telling them in a context that is relatable can create even more confusion in the conversation.

Argot is a secret or minimally understood language using real words from a language but changing the understanding and/or meaning of the words for the purpose of conversing. This method of communication is used throughout crime networks to work with the members of a network without exposing their intentions to outsiders. This communication method can be a difficult barrier to overcome if you are not closely affiliated with those already speaking it.

Kinesics in Intercultural Communication

I do not have a lot of intercultural experience throughout my work experiences but I think I can relate. One of the things that has stuck out to me over the years is different cultures and their respect for the local police officers. I grew up in a relatively small town with my dad working as in the local police department. It always impressed me that there were so many people around town who knew and respected my dad because he did his job. I am convinced that my dad knew more people around town because he had arrested them or got them home safely from a wrong night out.

This trend did not continue when I moved to a large metropolitan area. The police in this community was seen as the enemy and people went out of there way to avoid contact or communication with them. The reaction to those in law enforcement differs from culture to culture depending on how the law is perceived and enforced in those cultures. Realizing this difference did cause some difficulties because I found it uncomfortable to tell people what my dad did as a career due to their lack of respect for law enforcement.

Culture as Computer Software

Culture is the characteristics and behaviors that define a specific group based on ethnicity, age, social demographic, etc. The relation of culture to computer software can be illustrated through the exploration of compatibility issues. With computer software there are programs that work with certain operating systems better than others. A program may work well with MacOS but not with Windows. It may work optimally with WindowsXP but not with Windows98. There are compatibility concerns with word processor documents also because a document created in one program may not look the same when opened in a different program. The programs are not compatible with each other.

With cultures we can run into the same issues. One culture may be compatible with another because of similarities in their beliefs but not with another that has differences in their work ethics. Every culture has little differences that can cause compatibility issues and the task for us is to address these differences and work out the bugs in our software.

Managing Gender Roles

I think there is a major difference between a man thinking his wife "should" stay at home and a man "supporting" his wife in her desire to be a mom. These are two very different viewpoints to look at this from. If the man is believing this to the point that it becomes a controlling issue then there could definitely be issues with him working in an organization where his supervisor was female. He would have a difficult time having respect for and submitting to the authority of someone who he felt did not deserve the job.

On the other hand if the man was of the belief that he would support his wife in staying at home and being a mom, like myself, then he would not have a problem working for a female supervisor. Having the respect for his wife to support her in her decision will also help him to respect other women and their choices. I have no problem working for a female supervisor as long as she does her job and deserves the position.

In the workplace you could run into either one of these scenarios so there needs to be a policy in place to address the respect for authority. No matter the gender, race or age if the person is in a position of authority they must have employees working for them who are submissive to their leadership. If their support staff does not submit because of an issue of diversity they should be reprimanded accordingly.

Media Stereotypes Affect Diversity Consciousness

I think that for the most part the portrayal of stereotypes in the media are detracting from the cause of diversity. I don't believe that stereotyping is ever a positive thing. From news stories to sit-coms the media representation of stereotypes is typically done in a negative manner. As is typical for news stories the majority of reports are done from a negative perspective and when they involve individuals of various races the media paints the individuals as a representative of their race and puts them is a box of expectations. There are certain news items that are expected to be done by or including specific races which leads to dangerous assumptions on the ethnicity.

On a national level the promotion of diversity in the workplace is tough to judge because it depends on the field of media. Within national news organizations the diversity is severely lacking but when you look at national sports news organizations their are high levels of diversity represented. I think that there is much more promotion of diversity in the workplace at the regional and local levels. Depending on the demographic of the audience there is a more conscious effort to promote the diversity.

Diversity Decisions and Their Lasting Impact

The Roe v. Wade case of the early 1970's has led to over 25 years of controversy and discussions. No matter which side of this issue you come down on there are numerous arguement's for and against the right of a woman to have an abortion. With organizations from Planned Parenthood to Right to Life the supporters of both sides are passionate about their views. Although this decision has had a direct impact on the topic of abortion what has it affected outside of this area?

This decision has done more than just affect the abortion question. This case from 1973 has led to other discussion and eventual rulings on the rights of individuals to make medical decisions for themselves. Just one example of this is the assisted suicide law in Oregon that gives doctors the ability to help an individual end their life if they choose to do so. Without the decision of Roe v. Wade would this future ruling have been as acceptable. It again comes down to an individuals right to choose. The direct or indirect impact of Roe v. Wade has had and will continue to have an impact on the rulings made in our country.

Orientation to Time

The factor of time can be difficult to manage. It is possible that you may not realize what challenges time management will pose until you are in the midst of a project that is time sensitive. Managing this cultural factor comes down to a manager knowing their employees and delegating responsibility appropriately. Having staff that comes from different sides on time management can make any project difficult to finish in a timely manner. If you know you have team members who are not as motivated to get done with a project it may be necessary to assign them pieces of the project that are not time sensitive and/or do not factor into other pieces getting done.

I think the other way to look at this is not how fast or motivated are they to get the project done but are they completing the project on time and to sufficient standards. To say that the US culture is busy and rushing from one thing to another is an understatement. If the project is still getting done on schedule then the time management and work ethic of those working on it may not be of as much concern.

Culture is Learned

It can be very difficult, if not impossible, to change someone's habits that they have learned from family. You have to be careful when trying to change cultural tendencies learned from family because it can be seen as a slight against an individuals family. There is a balance between learning new ideas of respect while still respecting the teaching and authority of an individuals heritage.

Within the workplace it may be easier to teach someone about respect from the standpoint of a company value rather than changing a family value. As the individual learns what respect in the workplace looks like they may find ways to apply this in their personal life as well. Approaching the topic of respect this way will help it to come across as a positive learning experience rather than a negative towards the learning they have had up to this point.

Benefits of Diversity

I believe that one of the greatest assets of diversity is that it helps us to understand that there is more than one response for any situation. It is comfortable for us to rely on our experiences or cultural traditions and think that there is not another way to handle a situation. For many of us we get into our comfort zone and don't take the time to look for other options to the situation.

Experiencing diversity helps us to learn about other ways to respond to situations and analyze from another point of view. As we learn to see situations from other points of view we will develop our personal and professional understanding of working with and within other cultures. This will allow us to have a more thorough and respected response to any situation we come up against.

Cultural Diversities - Consistencies & Challenges

One of the things that seems to be consistent across cultures is the importance of and respect for family. This is actually something that the american culture could learn to have more appreciation for. There needs to be more respect given to family and the role it plays or should play in our day to day. In most cultures the support and respect for family is such that through times of negative or positive experiences the family is involved and supportive. Having this connection across cultures is conducive to a development of understanding and appreciation for other cultures.

Within the workplace there can be challenges faced when various cultures are working together. From one culture to another the work habits and business ethics can be much different. This is not only evident from culture to culture but also from generation to generation. While one culture or generation may have the work habits that are self-motivated and require little management oversight another group may have much different habits. For business ethics there may be one group who works on the whatever it takes to get it done philosophy while another may be more aware of how their decisions are affecting those in the organization.

Building Diversity Consciousness

Building our diversity consciousness can be done by putting people in situations where they have the opportunity to learn about and experience the diversity around them. Within my organization there is not a lot of cultural diversity but there is a wide range of diverse personalities. We have had many situations where these personalities clashed and caused a ripple effect within the organization. Last summer we sought out a coach to take our leadership through a day of analization of and education on the various personalities represented in our organization. Doing this gave our leadership several tools to work with. First off they had a better understanding of their own personality. They also were aware of what the other team members personalities were. Lastly they knew how their personality was compatible or incompatible with the others.

This same process can work for diversity consciousness. We first need to realize what things we do that are cultural tendencies. These may be things we don't even think about but others see as representative of our diversity. If we can learn to recognize these things in ourselves it will be easier to identify and understand them in others. Which leads us to the next step of realizing the diversity of those around us. The last step in the process is to learn and appreciate how the diversity of ourselves and others affects the situations we are in. This will help us to understand work habits, family priorities, religious practices and cultural communication differences that we may or may not have ourselves.

Respect for Cultural Diversities

The ability to relate to and appreciate others and their diversities is key to our personal growth. One of the challenges I think we face when it comes to diversity is what exactly the term relates to. More often than not when diversity is discussed it is in the realm of racial or ethnic backgrounds. To limit the discussion on diversity to only this topic is to miss the bigger picture of all the cultural differences that can separate one from another.

No matter where I have lived or worked there is always something that creates diversity within the group. I grew up in a family that at times could be very discriminating on basis of race but would bend over backwards to help someone who lost their job or had a medical emergency. I worked in an organization that one person was ridiculed and ignored because they were gay yet one of the most respected and liked people was disabled. I live in a community that goes out of their way to help single parents but when a couple decide that the mom wants to not work to raise their kids they are seen as irresponsible.

Any group of people will have some level of diversity in it. Our responsibility is to have a level of respect for the diversity even if we can't or don't understand it. Relating to and attempting to understand those who are different from ourselves will give us the opportunity to grow and learn about other cultures, communities, families, businesses, etc. We will all be better for it.

The Priority of Open Communication

I agree that open communication should be a requirement not a goal for effective organizational management. When a manager puts forth the idea of open communication as a goal there may be other motives for it. Managers make communication a goal to give their staff a sense of opportunity for having their voice heard. The problem is that although the manager may allow others to share their opinions they have no intention of letting those voices be a factor in their decision. In this situation communication is not used as a tool but rather as a "carrot" to keep the staff engaged and feeling like they are part of the process.

If communication is not an organizational priority then it should be. If you aren't communicating then you aren't growing, learning or collaborating. How is an organization to continue to develop without those things?

Selective Application of Decisions

If the decision of management cannot be consistently implemented and enforced then the decision shouldn't have been made. When a manager makes a decision and then selectively implements it they undermine and discredit the validity of the decision. As a manager you need to have enough confidence in your decision to apply it consistently.

The other detriment to selectively applying your decision to employees is the sense of playing favorites and everyone not working under the same rules. This will ultimately undermine the managers authority and discredit any future decisions they may make, no matte how good.

Everyone Buys In To A Bad Decision

This IBM story could be indicative of several influences that affect bad decisions being made. The buy-in for IBM was necessary for them to make such a monumental decision and move forward. I think the same influences are affecting decisions being made about bailouts in our government today.

There are several possible influences. First off is the sense of needing to do something. For IBM, they were on the verge of major changes coming in the computer industry and the pressure to be first with the new technology had to be incredible. The same with the bailouts. When everything seems to be falling apart and people are looking to the government for answers the pressure is overbearing. Next is the feeling, for both companies, that doing nothing is not an option. Even if what they do ends up not working the choice of doing nothing will not work because their stakeholders will not accept it. Lastly, the excitement of the situation can cause a decision to be made without fully researching and analyzing the decision.

Is Micro-Managing Ever Necessary?

I don't know that I would say micro-managing is necessary in some environments but I do believe there are some situations that call for it. Micro-managing, as a tool, is more often than not a negative way of managing. When you manage in this way you take away the opportunity for those you are managing to grow into their abilities and you may also miss out on an opportunity to learn from someone else. In this sense I think there are a couple situations where micro-managing can be useful. Micro-management can be used as an instructional tool to teach others how to perform their duties to a higher level of competency. This can also be a useful in training new employees on the ins and outs of the organization.

The responsibility of the manager is to know when enough is enough and the micro-management can stop. If you step back to quickly you risk letting some step out on their own who is not ready. In contrast, if you hold on too long you may frustrate those who feel they can do it without someone always looking over their shoulder. Balance of styles and effective use is the key.

Different Decision Styles - Same Answer

Different decision making styles coming to the same conclusion would be expected if it is the correct conclusion. The differences will lie in the tools and resources used to get to the decision not in the outcome. Each style may take different durations to achieve the goal and more or less people may be part of the decision but the outcome can definitely be the same.

Without the ability for differing styles to reach the same goal it would be very difficult to work together with those who don't think the same as we do. There would be no agreement on the decision that needed to be made unless all those deciding were using the same style. Not very likely and also not an environment that encourages growth and diversity. Variety in the process leads to growth in the understanding of the process.

Do Nothing - The Best Option

I do believe that doing nothing is always an option and sometimes the best option. Doing nothing is not always what it seems. When you choose to do nothing you still have to continue doing what you were already. Considering the current economic situation doing nothing was an, and may have been the best, option. When there is a situation that needs to be acted upon the decision making process must include, as the first step, the decision on whether any action should be taken at all. Doing nothing does not mean you are not concerned but you may have determined that the best action is not act.

My wife is currently 4 months pregnant and she enjoys watching shows on TV about pregnancies and the complications that can arise. During a show she was watching last week a woman was given birth at home without any assistance other than here husband. The baby was ready to deliver but there was a complication. The baby was coming breach, with the feet coming first, which is very dangerous for the baby. If there had been a doctor present or she had been in the hospital at this point they would have done an emergency delivery to get the baby out. As it was she had researched what to do if complications arose and new that if this happened the best course was to resist the urge to push and just let the baby work itself out. She did this and the baby delivered without any harm to it or the mother. A situation where doing nothing was the best course of action.

Habitual Decision Making

Going outside of our habitual way of decision making has a couple of benefits to us.

First off it allows us an opportunity to grow by looking at how others think and make decisions. Although we may always feel right and come to a decision that is successful that does not mean that our decision is the only option. The easiest way to get from point A to point B may be a straight line but it may not be the only way.

Another benefit of breaking habit is the opportunity to see things we may have missed. How many of us drive the same path to work everyday? After so much time of doing this there are things we don't even notice anymore because we just assume they are the same. It is not until we take a different path that we realized things that have changed or see something we didn't see before. The same applies in decision making. Until we look at different ways of making decision there are things we may miss along the way.

We still get a successful result when breaking habits of thinking but no telling what else may happen on the way. They say that stupidity is doing the same thing over and over again expecting a different result. If our decision making is not working maybe it is the habits we have developed in our decision making not the decision itself.

Collecting Unbiased Data

Collecting the proper data can be on of the most difficult parts of making an objective decision. When someone is collecting data they have an objective that they are trying to accomplish so the data they collect needs to support that objective. Our subconscious does the same for us as some survey takers do consciously. When looking at results of surveys the question is who did the research. When you find out who did the research it can become clear as to why the results of the surveys came out s they did. I think the same can be said about our decision making. If you look at who made the decision you will see evidence of the intentions and/or objective of them.

The challenge for us is to remove ourselves from the process as much as possible so as to limit the influence of our biases or objectives on the decision. Easier said than done but the goal none the less.

Reflective Thinking

Reflective thinking is like a recap process. What worked, what didn't and what needs to be adjusted for next time. Within my organization there are many times of trial and error in starting new programs. Reflecting thinking gives us the tools to look back over the decision making process and analyze what went into the decision. You can get a better grasp of what data was relevant and what didn't need to be used. Who to consider as important contributors to the process and who didn't add to the process.

Reflective thinking not only gives you the tools to analyze your decision making process but also the decisions of others. Reflecting on the decision of others and how they processed the situation can give you a deeper insight as to their thinking style and decision making tools used thus making it easier to know how to relate to them during the next decision that needs to be made.

Does Every Decision Have Consequences?

I do think that every decision has consequences. The challenge is to not think of consequences as only being negative. Every decision has consequences it is just a matter of whether they are positive or negative in nature. Too many times when decisions are made there is no big picture thinking going on. When the big picture is not taken into consideration there is no thought given to the future impact, residual impact or external impact of the decision. Decisions have an impact that are more widespread than they are given credit for. The critical thinking process gives a basis for looking at the information that is relevant to the decision but we need to make sure we are anticipating and evaluating the consequences of the decision also.

Critical Thinking = Perfect Thinking?

Critical thinking does not equal perfect thinking. No matter how careful and precise you are in the critical thinking process there is no guarantee that the decision made will be the right one. Many things can factor into this not least of all is the fact that the information gathered could be invalid. If the information is not validated and unbiased then whatever decision is made from that information is suspect to being flawed.

Another factor that more often than not comes into play is that people make mistakes. Whether it is a misinterpretation of data, compilation of the wrong data or a misunderstanding of the objective of the decision there is a chance for error throughout the process. Any of these can lead to a flawed decision being made and negative results coming from the decision.