1. Many people speak loudly to deaf people, blind people, and to those who speak another native tongue. Based on the information presented in this world, what mistakes are these people making? Give examples how you would communicate and have a greater appreciation for cultural differences with any of these groups. APA Guidelines and 225 words
2. Imagine yourself as a human resources professional who wants to alert top-level management to the importance of a policy against sexual harassment. What interpretations could you make of Table 8.1 to help you emphasize the importance of such a policy? What would your policy include? APA Guidelines 225 words
Speaking loudly to deaf people, blind people, and to those who speak another native language is not effective. If a person is deaf, he cannot hear and speaking loudly is not logical. A person wishing to communicate with a deaf person must use sign language. One need not be an expert in sign language but deaf people can very quickly understand even rudimentary signs. Blind people have very sharp ears. Speaking loudly to them is not necessary. They can clearly understand every whisper. Speaking normally is adequate for communicating with blind. The blind react positively to touch. For example, if a person speaks normally with the blind and touches his hand lightly the blind will respond that he has understood what has been told to him. We are conditioned to look at a person's eyes and make out from the expression that the person has understood what we have told them. In case of blind a light touch will ...
This solution explains communication strategies and prevention of sexual harassment. The sources used are also included in the solution.
Human Relations: Interpersonal Job Oriented Skills
A personality clash refers to the fact that sometimes people:
-basically dislike each other.
-are violent on the job.
-have different goals.
-are too much alike.
An example of a cultural blooper would be for an American to:
- pressure an Asian job applicant to brag about personal accomplishments.
- deemphasize organizational rank when conducting business in Scandinavia.
-upon first contact, address a French executive by title and last name.
-give a small gift to a Japanese business associate.
Linda Yang, a labor relations specialist, wants each side to leave the negotiating table well satisfied. Yang is best advised to use which style of conflict management?
In quid pro quo sexual harassment, the harassed person:
-is intimidated with sexually-toned language.
-loses out because of refusal to grant a sexual favor.
-receives favorable treatment because of refusal to grant a sexual favor.
-gets even with harasser by harassing him or her.
The method of identifying the true source of conflict and resolving it systematically is called:
-framing the outcome in positive terms.
-disarming the opposition.
-confrontation and problem solving.
-beginning with a plausible offer, but allow room for negotiation.
Sam and Muriel argue over who gets to use the new wireless laptop computer. Their conflict is best classified as:
-differences in goals.
-competition over limited resources.
-conflict-prone job duties.
A manager who says to a group member, "Are you going to be stupid for the rest of your life?" is most likely engaging in:
-competition over limited resources.
-win-win conflict resolution.
A person with high cultural sensitivity is likely to:
-regard people from different cultures as pretty much the same.
-be too sensitive to criticism from people from different cultures.
-recognize nuances in customs among cultures.
-overlook nuances in customs among cultures.
People with high cultural intelligence are able to:
-learn foreign languages quickly.
-observe subtle cues about how to act in another culture.
-quickly pick up facts about a different culture.
-get through airport customs inspection without arousing suspicion.
The diversity umbrella is supposed to include:
-men as well as women.
-everybody in an organization.
-all members of the work force except top management.
-members of all groups who have been discriminated against in the past.