User:Kali Moumblow/sandbox

Hi Kali, Just checking to see if this is the correct space for our collaboration on our topic! Talk soon! - Collin

Just checking that this is the sandbox you are using for Superior-Subordinate communication? JButlerModaff (talk) 00:46, 12 October 2017 (UTC)

Yes everyone, this is the correct space for our collaboration on Superior-Subordinate communication. Looking at our article, I think we need to do a lot of grammatical editing. Even in the first sentence there are some missing commas. I also think we could add to each section, as there is not a whole lot of information. Just a thought, maybe we could add a section about horizontal communication? Maybe touching on what we learned in class about the Scanlon plan?Kali Moumblow (talk) 16:34, 13 October 2017 (UTC)

For our assigned article, I found that there seemed to be some room for adding additional information in each section. I thought that each section seemed very broad with not a whole lot of explanation of some of the concepts or ideas that they were referencing. I think there should also be a section that is about some misinterpretations or some common miscommunication problems between superior-subordinate. TylerAlexander ( talk ) 17:26, 13 October 2017 (UTC)

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I agree to all things stated this far. I think we should aim to work on possibly three things at a time so we don't get overwhelmed or miss things; Things such as grammar, structure, and pursuing new information? ( User talk:heyercoltalk )

I think editing the grammar is a must so that the article looks polished, I believe once we get sources we'll be able to add more information for this article. - Diante Vance - Jewett

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10/19

Source: Collin

http://libweb.uwlax.edu:2130/ehost/detail/detail?vid=5&sid=f449b62b-e8d3-45f7-8034-244fd3acd4cb%40sessionmgr4009&bdata=JkF1dGhUeXBlPWlwLHVpZCZzaXRlPWVob3N0LWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#AN=121840996&db=asn

Khan A., Quratulain S., Crawshaw J. (2017). Double Jeopardy: Subordinates' Worldviews and Poor Performance as Predictors of Abusive Supervision. Journal Of Business & Psychology, 32(2),      165-178. doi:10.1007/s10869-016-9442-0

http://libweb.uwlax.edu:2130/ehost/detail/detail?vid=8&sid=f449b62b-e8d3-45f7-8034-244fd3acd4cb%40sessionmgr4009&bdata=JkF1dGhUeXBlPWlwLHVpZCZzaXRlPWVob3N0LWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#AN=97671184&db=asn

Stromme, H. (2014). A Bad and a Better Supervision Process; Actualized Relational Scenarios in Trainees: A Longitudinal Study of Nondisclosure in Psychodynamic Supervision. Psychoanalytic Inquiry, 34(6), 584-605. doi:10.1080/07351690.2014.924372

Source: Kali

http://marketinghrdpresentation.com/apps25/2010/07/30/increasing-productivity-with-scanlon-plan/ (Scanlon Plan)

Admin. "Increasing Productivity With Scanlon Plan." HR and Marketing Ideas. Accessed October 20, 2017. http://marketinghrdpresentation.com/apps25/2010/07/30/increasing-productivity-with-scanlon-plan/.

Scanlon Plan It has been proposed that those who perform specific tasks at work on a daily basis are more effective at determining how to improve things in an organization than upper-level management who rarely deals with daily tasks at the company. Everyone in the organization benefits from the Scanlon Plan via profit sharing methods. This plan allows for all employees to be more open-minded about decisions being proposed within an organization by giving them a say in how things are run.

http://smallbusiness.chron.com/improve-openness-work-31800.html (Open Communication)

Harbour, S. (n.d.). How to Improve the Openness at Work. Retrieved October 20, 2017, from http://smallbusiness.chron.com/improve-openness-work-31800.html

Open Communication Open communication between superior and subordinate organizational members is an effective way to establish trust within the company. The most effective way to implement open communication for management to engage in regular face-to-face conversations with employees in order to express their level of care for the work being done. It is important for management to ensure that each employee is being praised for his/ her individual contributions to the organization and to receive ample feedback on things he/ she is doing well and things he/ she can improve upon. This line of open communication will make employees feel more comfortable disclosing any personal issues they are experiencing within the organization. (Harbour, S. (n.d.). How to Improve the Openness at Work. Retrieved October 20, 2017.)

Source: Diante

Grimsley, S. (n.d.). Online Support Groups, Advantages and Disadvantages of. Encyclopedia of Health Communication. doi:10.4135/9781483346427.n385 http://study.com/academy/lesson/downward-communication-definition-advantages-disadvantages.html

Canary, D. J., & Yum, Y. (2015, June 18). Relationship Maintenance Strategies. Retrieved October 26, 2017, from http://onlinelibrary.wiley.com/doi/10.1002/9781118540190.wbeic248/pdf KingDiante22 (talk) 13:27, 26 October 2017 (UTC)

Downward Communication Downward communication between a superior and a subordinate is crucial to keeping the organization aligned. There are five general purposes for downward communication to occur in the organization, which were defined by the professor of Arizona State, Robert McPhee. The five purposes are as follows:

1. Implementation of goals, strategies, and objectives This type of communication involves trasmitting new information that will keep subordinates on the same page and mindset of their superiors, as well as the organization. This helps provide a direction for subordinates to take to help achieve organizational goals and targets. 2. Job instructions and rationale The first purpose is to provide subordinates with what the organization would like to achieve or reach, while this second purpose is to help give subordinates a successful way to accomplish the tasks. Coordinating both the individual goals and department goals, helps individuals understand their company's aspirations. 3. Procedures and practices This type of communication includes the most basic conception of downward communication. Superiors communicate the company's prewritten policies, procedures, restrictions, and compensation packages. The overall purpose is to create a sense of expectations and requirements in the subordinate's mind. 4. Performance feedback In order for the procedures and practices to help formulate uniformity along organizational boundaries; progress reports for both individuals/departments and appraisals help communicate subordinates overall performance with the organizations standards. 5. Socialization The last purpose of downward communication is to communicate a sense of belonging to subordinates to promote them to become a part of the organization's culture. This may include motivating subordinates to attend special events that are sponsored by the organization.

McPhee, R. (2011). Communication and organizational knowledge: contemporary issues for theory and practice. London: Routledge.

11/9: Just wanted to make a quick note: After Class today I thought we should conclude with how these relationships are beneficial to an organization. Also this page is literally just a compare and contrast of Upward and Downward Communication.

Collin -

Downward Communication

This type of Communication is more often than not the experience of the superior communicator such as management.

Upward Communication

This type of Communication is more often than not the experience of the subordinate communicator such as an employee.

Maintenance -- In an organization, communication occurs between members of different hierarchical positions. Superior-subordinate communication refers to the interactions between organizational leaders and their subordinates and how they work together to achieve personal and organizational goals.[1] Satisfactory upward and downward communication is essential for a successful organization because it closes the gap between superiors and their subordinates by increasing the levels of trust, support, and the frequency of their interactions.

Downward Communication In a workplace environment, orders being given from superiors to subordinates is the most basic form of downward communication. These are usually done via manuals and handbooks, oral communication, and/or written orders. Two other forms of downward communication are when a customer gives orders to a supplier and when shareholders instruct management to do certain things.[2]

In a study conducted by John Anderson and Dale Level, the following were cited to be benefits of effective downward communication:

Better coordination

Improved individual performance through the development of intelligent participation

Improved morale

Improved consumer relations

Improved industrial relations.[3]

Downward communication is effective if superiors are respectful and concise when giving orders, as well as ensuring subordinates clearly understand instructions they are given.

Upward Communication Upward communication is the process of transmitting information from the bottom levels of an organization, to the top levels. It includes judgments, estimations, propositions, complaints, grievance, appeals, reports, etc. from subordinates to superiors. It serves as the response on the success of downward communication. Management comes to know how well its policies, plans, strategies and objectives are adopted by those working at lower levels of the organization.[4] Upward information flow can be beneficial for an organization, especially when it is encouraged by the management. When a manager is open to upward communication, they help foster cooperation, gain support, and reduce frustration.

The channel of communication is a very significant variable in the upward communication process. Channel refers to the means of which messages are transported. It can be face-to-face, over the telephone, written, etc. Communication channel affects subordinate's overall satisfaction with upward communication. Certain channels are easily ignored, which can leave subordinates less satisfied with upward communication. A subordinate who is satisfied with his/her upward communication will be less apprehensive about communicating upward than a subordinate who is unsatisfied with his/her upward communication.[5]

Scanlon Plan It has been proposed that those who perform specific tasks at work on a daily basis are more effective at determining how to improve things in an organization than upper-level management who rarely deals with daily tasks at the company. Everyone in the organization benefits from the Scanlon Plan via profit sharing methods. This plan allows for all employees to be more open-minded about decisions being proposed within an organization by giving them a say in how things are run.

Openness in Communication[edit source] Open communication between superior and subordinate organizational members is an effective way to establish trust within a company. The most effective way to implement open communication for management to engage in regular face-to-face conversations with employees in order to express their level of care for the work being done. It is important for management to ensure that each employee is being praised for his/ her individual contributions to the organization and receives ample feedback on things he/ she is doing well and things he/ she can improve upon. This line of open communication makes employees feel more comfortable disclosing any personal issues they are experiencing within the organization. Employees who have an open communication with their superiors have been found to be more satisfied with their jobs than those who do not have this. Openness in communication requires openness in both message sending and receiving between superiors and subordinates.[1] Achieving openness in message sending requires complete honesty whether the news is good or bad. Certain types of messages facilitate open communication more effectively. Supervisory messages are preferable for both superiors and subordinates when they are encouraging or reciprocating, rather than responses that are either neutral or negative. Openness in message receiving requires a willingness to listen to the message without jumping to conclusions even when the message is not what you wanted to hear. An open communication relationship differs from a closed by the reactions and types of feedback given, not the message itself.[1] Subordinates in a closed communication relationship with their superior are more likely to respond negatively to the superior's feedback than those who have more open communication with their superior.

Relationship Maintenance[edit source] Maintaining the relationship between superior and subordinate will differ greatly, depending on the expectations of the individual parties. Some will settle for nothing less than a close friendship with their superior, others may be just focused on maintaining a professional relationship, while those may not get along with their superiors may be focused on just maintaining a civil relationship. The unusual relationship between superior and subordinates requires specific maintenance strategies since some typical ones, like avoidance, are unacceptable.[6] There are four common types of relationship maintenance strategies for this variation of relationship. First there are informal interactions, such as joking and non-work related conversations that emphasize creating a friendship. There are also formal interactions, such as politeness and respect for the superior's authority, that help to create a professional superior-subordinate relationship. There are also tactics to appear impressive to the superior, such as a hesitancy to deliver bad news or being enthusiastic. The final relationship maintenance strategy includes open discussion about the relationship with the superior, including explicitly telling them how they want to be treated in the workplace [6]

Feedback allows for growth in a variety of areas for both Superior and Subordinates. Using feedback as a relational tool allows for a variety of things to occur.

Subordinate - Feedback and Appraisal Advantages (Will expand on these topics and avoid jargon) Superior -
 * Promotion
 * Development
 * Communication
 * Motivation
 * Self Identification with Organization
 * To review and retain employee selection process, training, process overall
 * Look at employees potential benefit to an Organization
 * Influencing employee work habits