Assessment1-BSBCMM511
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School
Javeriana University *
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Course
20
Subject
Communications
Date
Nov 24, 2024
Type
docx
Pages
6
Uploaded by GrandElectron9711
Assessment 1
1. Because they must be determined in accordance with the
communication, the tone used for a family audience is different from
that used for a professional audience, the tone, style, and structure
always go hand in hand with communication. These must always be
described in light of the communication goals.
These have an effect on the audience as well. For instance, the tone,
which is related to volume and, along with prosody or melody,
determines the emotional state of the listeners: speed and liveliness
indicate greater joy and motivation, whereas slowness indicates
melancholy, indifference, and unwillingness.
Any one of the following communication styles will cause the
audience to shift how they react or respond to the communication:
passive, aggressive, passive-aggressive, and assertive.
Some examples are: Using a more friendly and humorous tone with
families and using a more professional and leadership tone with
professionals or company staff.
For example, if you want to obtain the support of the audience, you
can implement an assertive communication style.
2.
Companies that fail to adequately maintain the confidentiality of
information within the business may be subject to legal,
commercial, administrative, and even criminal penalties for
violations of confidentiality laws.
It is crucial to note that, in the majority of cases, information leaks
are caused by a lack of clear procedures that specify how particular
sensitive information should be handled.
Information that must be kept confidential:
Private customer information.
Staff personal information.
Confidential company information.
3.
Implementing information security and confidentiality policies, these
policies must ensure that they describe processes that ensure that
the information is correctly used and stored.
Complying with the privacy legislation and regulations established
by the Australian government.
Acquiring software or tools that allow them to better manage
confidential information and provide more security to this
information.
4. Commitment
It is necessary for both sides to be persuaded that they want to
begin working together, keep working together, or turn a profit.
Balance
Even if gaining an edge must be the ultimate goal of any
negotiation, we must be mindful that it will never exactly match our
first proposal.
Strategy
Being unprepared for a negotiation is like going into a fight
unarmed. Know what you want, who your opponent is, and what you
can offer him in exchange for it.
5.
Phase 1: Mediation preparation before beginning.
Phase 2: Event presentation and regulations.
Phase 3: Information gathering.
Phase 4: Identify the issue.
Phase 5: Offer remedies.
Phase 6: Come to an agreement.
Voluntary principle.
Conciliation and mediation are voluntary processes, thus no one
may be forced to participate.
Neutrality guiding principle.
The conflict's parties cannot form an alliance with the mediators or
conciliators.
The confidentiality principle.
Only with the agreement of all parties concerned should what took
place during the mediation or conciliation processes be publicized.
6. Negotiation
Only the parties involved in the disagreement can participate in
negotiation as a form of conflict resolution with the goal of coming
to an agreement that will satisfy both sides.
Arbitration
Giving a third party (either an entity or an individual) the authority
to choose the best course of action for the issue is what this
strategy entails. In most cases, before a confrontation, both sides
lay out their arguments or justifications, and the arbitrator chooses
the best way to settle the dispute before requiring both parties to
agree to follow his decision.
Conciliation
This method likewise involves a third party, but the answer is
suggested rather than mandated. The conciliator's job is to offer
advice and direction to the parties involved in a dispute so that they
can come to a resolution. In contrast to arbitration, the parties
concerned make the final decision.
7.
Identify the problem you need to solve.
Brainstorm several solutions.
Define what the solution will be.
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Implement the solution
8.
Be compassionate and impartial.
Don't criticize or minimize the distressing person's sentiments.
Whether or whether you agree with the person's feelings, keep in
mind that they exist. Respect their emotions while taking into
consideration that whatever they're going through can be the most
crucial thing in their lives right now.
Keep Personal Space in Mind
When dealing with a person who is in distress, pay attention to your
posture, attitude, and closeness. Respecting others' personal space
is a way to stay safe, and it also tends to make people feel less
anxious. If you need to enter someone's private area to offer care,
be sure to explain what you've been doing so that the person
doesn't become alarmed or confused.
Make use of nonaggressive nonverbals
When someone is under distress, they hear less of what you say and
respond more to you nonverbal cues. Be aware of your actions, tone
of voice, and face and body language. It will help to diffuse a crisis if
your voice and nonverbal cues remain neutral.
9.
Avoid using idioms, regional terms, or colloquial language.
Speak slowly.
Use straightforward, plain vocabulary.
Think about many approaches to brainstorm ideas.
Utilize written evidence.
Learn to utilize words that sound the same yet mean completely
different things.
Watch out for terms with similar sounds but different meanings.
10.
Establish the participant count.
Dial a number.
Select an appropriate day and hour.
Make a list of the meeting's goals.
Decide who will chair the meeting.
A location for the meeting should be selected.
Identify the ideal settings for your conference.
Set a good example and arrive on time.
11.
Write up a thorough meeting agenda and distribute it to
everyone at least 24 hours beforehand.
List the issues on the agenda as questions rather than as general
themes, and exhort participants to arrive prepared.
Be picky about who you invite to meetings.
It becomes more difficult for everybody to participate the larger the
crowd. Invitees should use the agenda to determine whether they
are required to attend this meeting.
Allocate adequate time to complete the agenda's items.
To imply equal value, use comparable seating.
Be sure to welcome everyone.
Describe the format of the meeting.
Review the meeting responsibilities and agenda, clear up any
misunderstandings, identify who is in responsibility of the each
meeting schedule, identify the facilitator, and describe the
meeting's objectives.
12.
Organizational policies and procedures stipulate how the
processes should be with respect to certain situations or internal
procedures in the organization, in this way, the organization says
how the steps should be carried out to carry out a presentation,
meeting, etc. For example, in terms of presentation, it stipulates the
times, software and formats that must be used, as well as the type
of letter and other requirements. Confidentiality and information
management policies are also created, as well as information
storage, etc. The same happens with the meetings, it is also
stipulated how these should be carried out, what steps should be
followed for the negotiations, etc.
13.
Industry Tourism and hospitality Media
and
government
organisations
Social Media
Austrade
and
Investment
commission Events Destination Australia 2022 Australian Tourism Exchange
2022
Communication channels Email Website
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