Managerial Communication

Chapter 6

Case 6

Question 1

Mobile phone usage is only limited during working hours. The company should limit the usage mobile phones during working hours. Targeted messages should also be sent during breaks and early before work begins. This will retain the technology while eliminating issues with OSHA and company policies. The use of mobile phones works for this bakery. It should therefore be maximized while staying within the confines of the law

Case 6.1—A Fly on the Wall, a Text Message, and a Runaway Rumor!

Case 6.1 Questions:

Question 2

The company communication is failing the company. Frank gets access to information that should otherwise not be available to him. Moreover, the information is distributed among supervisors at a point when they should not have access to it. This calls for two things. First, there is a need to find a way to encrypt calls that are supposed to be confidential or company secrets. Second, the company should work on a culture of ensuring that workers do not use their mobile phones during working hours.

Question 3

Writing a memo to employees would be the most appropriate method.

Question 4

The rumor is that regular workers are earning as much as their supervisors. Providing regular payments to the entire company will quash the rumor. However, it is necessary to avoid being deceptive and informing employees that performers will be compensated better wages according to their performance.

Question 5

The use of better technology will prevent the access to private information. Instant messaging is one method that can be used without fear of being compromised. If the two had used an instant messaging platform, their information would have been safer. Alternatively, a face to face conversation would have reduced the risk.

Chapter 7: Effective Presentation Skills

End-of-Chapter Discussion Questions

Question 6

An informative speech will be much easier and more effective than a persuasive one. This is because the situation just involves a need to provide information to the employees on what is required of them. Also, an informative speech will exert less pressure in the delivery process. Preparing for the speech will lower the chances of forgetting and raise his chances of delivering the speech effectively.

Question 7

The most effective would be a multimedia presentation. This will provide a variety of features including sound, video and hyperlinks. They would therefore contribute to better delivery. The least effective would be handouts. While these may carry a lot of information, most people may not use them.

Question 8

A metaphor creates associations. When a metaphor is used, people associate the information presented with what they already know. A metaphor about other companies have gone in a similar trend before closing will work effectively in this case.

A clincher: The company’s existence is in our hands. We can recreate it or crush it.

Chapter 8: Impression Management

End-of-Chapter Discussion Questions

Question 9

In such cultures, eye contact is considered disrespectful. To help them, therefore, it is important to accommodate them in the tea,m as they are. People are more likely to get jobs in such cultures if they look down and avoid eye contact.

Question 10

Tattoos should be concealed whenever possible. People seeking jobs should dress in such a way that their dressing does not expose their tattoos to the interviewer. Often, the tattoo may affect the impression of the candidate to the interviewer. If the tattoo cannot be concealed, the interviewee should stay ready with a reasonable explanation for the tattoo.

Question 11

The treatment the student received at the office was important in this perception. It is therefore clear that Professor Johnson, along with his attitude were responsible for the impression that was made on the student. While the truth may have contributed to the impression, it was least likely.

Chapter 9: Employment Communication

End-of-Chapter Discussion Questions

Question 12

Mark has violated laws that prevent discrimination against older people in employment. He should therefore be required to do diligent research into each individual rather than just assuming that old age makes them incapable of performing. There is also need for federal officers to interrogate if the practice is prevalent in the company.

Question 13

A letter of accepting an employee is necessary in making clarifications and inviting a person into the company culture. This letter is legally binding in the end. For an employee who does not get the position, the letter may serve to increase the reputation of the company.

Question 14

Communication should be fair in this case. The employee should be approached together with the rest of his department to ensure that he does not feel discriminated against. The action that will be taken if any of the employees comes late should then be made public and followed as they are.

Case 9.2— Using Communication to Resolve a Staffer’s Feelings of Inequity

A frustrated 48-year-old female staff accountant, working for a regional office of a chain of 200 small fashion boutiques, located in metropolitan malls in eight states, has come to you with a complaint about another staff account who she believes is not putting out the same level of effort during the peak Christmas season for processing customers’ approved in-store loan applications and other paperwork. You are the director of accounting. The employee mentions that she makes much less pay than another employee; she mentions she knows this information because according to her, “he bragged about what he makes last year to everybody.” And, she exclaims further, “This is crap! It’s just not fair!” Amidst her complaints, you are able to hear one piece of information that could result in a serious matter: her filing a formal grievance with the Human Resources Department. She mentions that the other staff accountant, who is a 28 year-old father of three, is permitted to work a regular 8:00 a.m. to 5:00 p.m. shift, and he is never asked to stay until midnight as are several of the other staff members. This 48-year-old staff accountant adds, “I might be old, but I have children too!”

Case 9.2 Questions

Question 15

The age discrimination in employment act and the equal pay act are probably being violated. There is a probability that people in this company are not being treated equally.

Question 16

Equity motivation theory

Question 17

There is a need to ensure that there is equity in the allocation of roles and compensation. Employees should be notified about employees who cannot deliver as well as others and any reasons for unequal treatment. Employees should also be compensated according to their performance. Promotions and demotions should also be effected according to the performance of individuals.

Question 18

Communication can be used to foster a sense of fairness in the company. It is important to inform employees that all aspects of their tenure are closely assessed and compensated fairly. This should happen with working hours and promotions as well.

Chapter 11: Crisis Communication

End-of-Chapter Discussion Questions

Question 19

One important factor here is time. There is a need to research the allegations and cancel the contract if the allegations are true. The company should not associate with a company that is unethical and which could risk the health of consumers.

Question 20

In this case, the company should present evidence to the public regarding the lack of integrity in the issues being presented in the media. The employee should also be investigated to determine if he is indeed careless in his driving and if he is, action be taken against him. If the allegations are untrue, the company should sue the media company offering untrue information for slander.

Place your order
(550 words)

Approximate price: $22

Calculate the price of your order

550 words
We'll send you the first draft for approval by September 11, 2018 at 10:52 AM
Total price:
$26
The price is based on these factors:
Academic level
Number of pages
Urgency
Basic features
  • Free title page and bibliography
  • Unlimited revisions
  • Plagiarism-free guarantee
  • Money-back guarantee
  • 24/7 support
On-demand options
  • Writer’s samples
  • Part-by-part delivery
  • Overnight delivery
  • Copies of used sources
  • Expert Proofreading
Paper format
  • 275 words per page
  • 12 pt Arial/Times New Roman
  • Double line spacing
  • Any citation style (APA, MLA, Chicago/Turabian, Harvard)

Our guarantees

Delivering a high-quality product at a reasonable price is not enough anymore.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.

Money-back guarantee

You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.

Read more

Zero-plagiarism guarantee

Each paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.

Read more

Free-revision policy

Thanks to our free revisions, there is no way for you to be unsatisfied. We will work on your paper until you are completely happy with the result.

Read more

Privacy policy

Your email is safe, as we store it according to international data protection rules. Your bank details are secure, as we use only reliable payment systems.

Read more

Fair-cooperation guarantee

By sending us your money, you buy the service we provide. Check out our terms and conditions if you prefer business talks to be laid out in official language.

Read more