MGMT 100 - Forum 1 (Cognition and Behavior)
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School
American Public University *
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Course
100
Subject
Communications
Date
Feb 20, 2024
Type
docx
Pages
3
Uploaded by AdmiralAtomAardvark1806
a. Statement #1 – “I want to understand you better.”
Mine: This will be interesting.
Theirs: She will look confused.
Behavior: b. Statement #2 – “What do I do that irritates you?”
Mine: Am I really prepared for this? Theirs: She will be hesitant to answer. Avoids conflict.
Behavior: c. Statement #3 – “What can I do to help you?
Mine: Hopefully she doesn’t ask me to fold laundry right now!
Theirs: She will tell me to help with laundry more. :D Behavior: d. Statement #4 – “What traits about me do you most like?”
Mine: This will be interesting.
Theirs: She will speak a lot here because she likes to celebrate good news and positive things.
Behavior: I chose to do this exercise with my Wife of 15 years. This wasn’t that difficult to pull off because we have known each other since high school and basically grew up with each other. The overall interaction went well because we are open, but she likes to avoid conflicts almost to the point where if it’s too much at once then she will shut down. It was a little tough with statement two for that reason, but only about a few second delay then she basically couldn’t stop.
I think my behavior and body language helped her to realize that this was just an exercise and I
needed her to be open and honest. Additionally, I think the order of the questions affected the outcome because the initial statement eluded that I will be asking questions related to that. After the second statement, my Wife was prepared for the questioning. I think if I had started off with statement three, then that would have been confusing because while I was preparing this exercise
my Wife was folding laundry. I would still be folding towels right now rather than typing this sentence!
This look at role play is beneficial to develop someone into a manager and a leader. First,
it gives someone practice at being direct, almost confrontational. In my experience, and in my current position, I need to be confrontational. If someone is not acting right, then I have to have the courage to sit down with them and figure out the issues. The role play exercise is good for feedback. Feedback sessions between managers and employees should be similar to this exercise. You must prepare for the statements/discussions that will take place. Also, managers should prepare/anticipate their employees’ responses as much as they can. That way the employees’ behavior (if anticipated correctly) will not be that much of a surprise.
The textbook outlines cueing as correction routines. In the event we get a different outcome than anticipated, then we need to do something different (a cue) to get our desired outcome (correction). Learning is part of the feedback system, specifically when we don’t have an effective cue for the behavior received. That process involves observing or reflecting on that experience and then interpretation. Once the interpretation of the experience is made, then learning is completed through trial and error. An example of this in my current job is when I had
to conduct an analysis on one of our processes. I anticipated it the process going a certain way
because of all my research planning the inspection, but I did not account for outside environmental factors. I reflected on the experience and then reattacked the analysis two weeks later with an adverse whether plan in place. I ended up not having to need it, but I learned from the first experience the importance of having that plan in place. My analysis scenario is a mini version of how learning occurs, as discussed in Figure 2.2 in the textbook. This is an endless cycle because learning is continuous based off from prior experience and your interpretations of those events if your correction routine fails.
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