Help with peer responses due in 6 hours

Help with peer responses due in 6 hours

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Help with peer responses due in 6 hours 4 peer responses due in 6 hours


In your responses to at least two of your classmates, compare and contrast your respective thoughts on effective (and less than effective) communication and offer constructive criticism of the critical analysis offered by your peers. Additionally, identify any insights you have gained as a result of reading the responses of others.


What Employees Really Want

Part 1
Have you ever tried to carry on a conversation when no one was listening

I have been in situations in which I have attempted to carry a serious conversation during a meeting, and no one was listening. There have been situations even with my family that I have attempted to converse, and they are stuck on their phones rather than listening to what I had to say. I have to admit that I have also been on the other side in which someone is trying to have a conversation and my mind just wanders off as if I do not have control to re-focus.

· If so, describe the situation and the participants. What were you trying to say? Why did the others not listen? How did you know they were not listening?

I recall during my first years of being a director, I wanted to establish rules and delegate some responsibilities. I was new in the role and was not assertive. I wanted to inform the group that productivity was low, and we needed to problem-solve as a team. I had some ideas and tasks that needed to be addressed, but there was side conversation, others were on their phones and the meeting just ended up being of our personal lives and not work-related. I lost total control of that meeting and once I realized it, it was the end of the day.

· If you have not been in this type of situation, imagine the type of communication described, describes a fictional scenario, and address the questions above.

I feel not having an agenda and not leading with example was one of my main mistakes. According to Bates (2012) leaders need to have a vision, be assertive, and walk the walk as mentioned in the article. I should have set rules of no phone and having staff come prepared with a notebook and pen. I could address the side conversation and encouraged them to participate with the group. They had great ideas, that were not discussed, as Bates (2012) stated that “good leaders encourage participation”. I did not encourage participation which could have brought the focus back to the meeting.

Part 2

Address the following items based on your personal work experience, if possible. If not, cite or fictionalize an example.

· How well (or not so well) did your supervisor communicate with his/her direct subordinates?

In my organization communication is no so well. I feel there is room for growth in this area especially since corporate is in North Carolina. Normally when important information is discussed supervisors are not active listening, they are in their vehicle or busy multi-tasking. Little note-taking or acknowledgment of the meeting is considered. If information needs to be addressed next meeting, they as the informant to write and send bullet points to address in another. According to Rolle (2002) leaders need to be productive through effective communication, and if the communication is not there it tackles down to the staff. This was the issue I was confronted with above because it was the experience everyone had prior to me becoming a director. This made the first year as a director difficult as I was not aware of the situation.

· Provide examples of situations when your supervisor communicated well, resulting in positive outcomes.

When we discussed the grand opening of our new location in July, I communicated that I needed everyone in the executive team to be present and active. Prior to the meeting, I asked my supervisor to have full attention and to involve everyone in the executive team as it required findings and support from everyone. On the day of the meeting, the supervisor according to Banwarts (2020) showed persuasive communication and manage to get everyone on board. He presented an agenda, he actively listens to our needs, he was able to voice his vision to help us add to our vision. He delegated tasks for all to handle with deadlines. Overall, the ability to collaborate in a group and having the supervisor run the meeting with effective communication, made the grand opening a success.

· Provide examples of situations when your supervisor did not communicate well, and explain the problems and/or conflicts that arose within your department or organization as a result.

 When we moved to the new building at the beginning of this year, the Vice President was to make all the arrangements with the landlord regarding the move. VP did not communicate with the Chicago office to do the leg work. The VP did not only communicate with Chicago staff but also had limited conversations with the landlord. Due to the lack of communication the organization jump into a contract/lease for 5 years in a building that needs lots of fixing. Currently, we have one side that it hot due to the HVAC not working, the other side is extremely cold. The roof is leaking and due to the leaks, we are getting water damage. The landlord reports that it is not her responsibility as it was not discussed during the walkthrough which did not take place. The lack of communication has made it difficult for the organization to function properly as we have staff sweating in one office and the other in a very cold office. On the other side, the Chicago office has been able to talk directly with the landlord and walk her through all these issues. She was more open and receptive when she was able to see the struggle we are facing. The plan is for the Chicago office to obtain professionals to fix issues and she will pay half. This would have been addressed prior to the move if effective communication took place.



Banwart, M. (2020). Communication Studies: Effective Communication Leads to Effective Leadership. New Directions for Student Leadership2020(165), 87–97.

Bates Communication Inc. (2012). Are you running meetings or are meetings running you? Retrieved from (Links to an external site.)

 (Links to an external site.)

Bates Communication Inc. (2012). A c all for leaders: What employees really want. Retrieved from

 (Links to an external site.)

 Rolle, J. R. (2002). The Role of Communication in Effective Leadership.



What Employees Really Want

Hello Everyone,

Part 1

There have been times when I attempted to carry on a conversation at work and found that I did not have everyone’s undivided attention. In retrospect, I believe that this may have occurred because I failed to engage the group and did not use any particular communication strategies to keep the group interested in what I had to say. One of my duties at my organization, as a senior case worker, is to conduct training sessions and meetings in order to train staff members on certain processes. Therefore, ensuring that others are not only listening but comprehending what I am explaining to them is crucial to our success as a department and as an organization. Bates (2012) emphasizes that leadership is responsible for making sure that the meetings, where very important conversations among staff take place, are productive. Leadership is responsible for ensuring active participation where everyone’s voice is heard and leadership is also responsible for promoting active listening habits.  

One strategy that I have found to be quite effective in getting everyone’s attention, is to introduce the fact that I am going to speak. When I lead my conversations with statements such as “I have a comment to make”“I have a question for you”“I would like to add to your comment” or “ I would like to share an idea with you” it seems to pique the interest of the staff members attending the meeting. Bates (2012) discusses an overwhelming need for leaders within an organization to not only articulate their expectations but also set the example for others to follow. Essentially this means successful and effective leaders must be able to balance their verbal and non-verbal communication skills.   

Part 2

Regarding communication efforts at my workplace, I will say that one really has to speak up or their needs will not be met. Fortunately, my direct supervisor is an excellent communicator. However, she is also “by the book” which is common with most of the supervisors at my organization. Therefore, most questions I or any other employee have, is initially answered with a standard reply “what did the agency administration plan state?” This is because the employees at my agency are expected to have a working knowledge about the admin plan. Unfortunately, this does not leave much room for creativity and creative ideas in the conversation. Not all supervisors are effective communicators at my organization, and this often leads to conflict and eventually employee turnover. Some supervisors are afraid of stating something that may potentially breach our organizations policies. Rather than take this risk, they choose not to communicate. I have found that positive outcomes from conversations with leaders within my organization come from their ability to balance the information that policies and procedures outlined in our administrative plan provide, with their ability to engage in human interaction. An example might be adding a bit of humor, as Bates (2012) suggests, to what would otherwise be an all business conversation. 


Bates Communication Inc. (2012). Are you running meetings or are meetings running you? Retrieved from

 (Links to an external site.)

Bates Communication Inc. (2012). A call for leaders: What employees really want. Retrieved from

 (Links to an external site.)



In your response to at least two of your peers, offer constructive criticism and recommendations. Then, when you write and submit your final paper next week, process and take into considerations criticism of your work offered by your peers.




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