Social Networking with the Elite December 6, 2007

MacMillan, D. (2005, November 5). Social Networking with the Elite. Retrieved December 5, 2007, from Business Week Web site: http://www.businessweek.com/innovate/content/nov2007/id20071114_257766.htm?chan=search

Today, there are many networking sites emerging that are more elite, ones for only executives, hedge fund managers, and some are even invite only. These more exclusive sites allow for acquisitions, mergers, and advertising to be done in a virtual environment. Founders of a game company were able to link with Yahoo! and get a giant deal for ad space. If you can find one that is more exclusive to what you want to specialize in or your interest it could turn out to be a fabulous find for you. If you’re going to link yourself on a networking site remember that you are projecting an image of who you are to thousands of people, how do you want to be judged?

Kelly Stillman

At the Interface of School and work December 6, 2007

    Aly Romanus

      In the the article " At the Interface of School and Work," Theodore Lewis discusses the changes he feels need to be made in order for companies to shift with the times.  He explains how the way people work is changing and going from " hands to minnds." This means that workers  brains are being more relied upon rather than their braun. The times are changing and therefore the industry is changing.  "He contends that knowledge has become the primary factor of production, superseding labour and capital, and further, that "Value is created now by productivity and innovation," both applications of knowldege to work."  With this iit is apparent that education must change as well. It is not so much about the material anymore but more so how to interpret and expand upon the material. Some teachers are good at doing this, that is truly making the students expand upon what is being presented and even question it . But sadly, tgis is not true for all some still rattle of information with no means of letting the students explore. This will no longer work, with the internet information is endless, but it is the capability of interpreting this information in to knowledge that has become invalauable. This is the skill that must be taught, this is what is important in this day in age. I feel that this way of worl and learning will be implemented over time, but large changes like this occur slowly which will be its setback.

Good Managers December 6, 2007

 Blog 5

 

 So, I figured that we’re always busy thinking about what it is to be a good worker but what is like to be a good manager? Well, why not take this advice from the richest person in the world, Bill Gates. On a the website, Business Times, he wrote the top ten things it takes to be a good manager. The first is to choose the correct field to be in. This helps you out when you are trying to choose a job that fits the kind of person you are. If you are in a job arena that you have absolutely no interest in, than you have a much higher chance of failing at that job. The second, is to hire carefully and to be willing to fire anyone who does not perform to your expectations. This is often the hardest thing to do as a manager. You may like a person and how they fit in with the people around you but if their performance is mediocre than you need to get rid of that person and replace them with a performer. The third thing to do is to create a productive environment. This is the situation in which your workers work in. If you have a very distracting work environment than workers are not going to want to work and they will not work up to their abilities. The list goes on and on; you want to define what is success to your workers and how to live up to it, you have to be a good communicator. One thing that I really liked was Gates said that you want your people to do a better job at than you can do. If you have everyone do better than you can do than that will be a major part of your success as a company. The other three things are build morale, take on projects yourself and let people know who you are trying to please. These are all excellent things to keep in mind. Of course, not every manger you have is going to be like this and maybe you wont be able to be like this but if you strive to follow these steps than you will be that much better off.

Gates, Bill. "A Good Manager Has At Least 10 Good Qualities." Business Week. 6 Dec. 2007 <http://www.btimes.co.za/97/1102/tech/tech6.htm>.

How To Be A Great Leader December 6, 2007

Blog 6

 

 The example that this author gives to a great leader is when leaders can pull through in hard times. True colors come out when leaders can take over when a company comes into hardships.  The author, James Champy, says that a leader should be able to show vulnerability and always search for the truth.  When this happens, the workers around them can see what kind of person they are working with.  The good thing about this is that workers feel comfortable working around their boss’.  However, the bad thing that can happen as a result of people showing their true colors is that sometimes those true colors can be not that colorful.  Though, when someone cares and are empathetic towards their workers they people want to work for them which creates loyalty towards that employer.  

 

Champy, James. "The Hidden Qualities of a Great Leader." Fast Company. Nov. 2003. 6 Dec. 2007 <http://www.fastcompany.com/magazine/76/jchampy.html>.

When Whippersnappers and Geezers December 6, 2007

Belkin, L. (2007, July, 26). When whippersnappers and geezers collide. The New York Times, Retrieved 12 3, 2007, from F:When Whippersnappers and Geezers Collide-New York Times.mht.

                                                                  Brian O’Keefe

Much of the research I have done for this class has talked about the balance between work and life. However, the article, When Whippersnappers and Geezers Collide, written by Lisa Belkin and published in the New York Times, is about the balance between generations in an organization. The article points out the fact that there are currently four different generations in the workplace, and the new Y generation in their 20’s is creating some difficulties for the others. The Y generation, explained to be spoiled by their parents. Are expecting that the organizations they work for do just as much for them, and are asking for things that the older generations feel inappropriate. The article states that generation Y is, “as single-minded in their search for balance as their parents were in their quest for success.” The article cites a Harris Interactive poll, where the biased author Belkin, looks at the findings of the study about generation Y in a disapproving way, “this group is looking for work that includes a ‘flexible work schedule’ (92 percent), ‘requires creativity’ (96 percent), and ‘allows me to have an impact on the world’ (97 percent). Belkin also speaks negatively of the finding that 90 percent of generation Y surveyed said they want to work with people, “who make work fun.” Belkin ends the article saying that when things balance and the two generations start conforming, the X generation or “me generation”, will create a pull for power against the Y generation.

 I choose this article because it was different; it talked about how organizations are meeting the demands for a work/life balance the Y generation has. But also gives an interesting perspective from older generations. The older generations may hinder work/life programs from developing because they feel differently about how the office should be structured. Belkin mentions that generation Y employees are being taught to talk politely to the older generations, and the older generations are learning to send text messages. I think that as organizations see the need to implement work/life programs in order to attract new employees, the older generations will enjoy the new structure and enjoy the benefits. A balance between old teachings and new ones will have to be balanced to keep the workplace in harmony. So the pros to work/life programs is attracting new employees and happier more motivated personnel. Cons are the frustrations the older generations have about such structural changes. Making it important to keep in mind that work/life programs must be used on an individual basis, everyone should be informed about new programs and competent communication should be used to allow the generations to know what to expect from each other.

How To Win Friends! December 6, 2007

Blog 8

 

You may
have all heard about the book, How To Win
Friends and Influence People. Well I
read this book over the course of this semester and found it to be more than
useful in everyday life. Not that I need
friends or that I don’t have them. This
book basically teaches you how to be successful in business when in social situations. There are five key things here to make people
like you more: 1.) Be genuinely interested in people 2.) Smile 3.) Remember
people’s names 4.) Be a good listener and 5.) Make others feel important.

Imagine
seeing a boss that follows these rules everyday. This would be like working in a dream job; as
long as you did your job. The thing I like
about this is that these are somewhat subtle steps; like smiling. Doesn’t it seem like people forget to smile
sometimes. Smiling is something we need
to stay conscious of because it is so infectious. For instance, when someone gets up to perform
a speech and they smile at the audience first it seems to lighten the mood up
right away. Another one I like is
remembering people’s names. When a
person has only met you once and it has been some time before you see them
again and they remember your name, it makes that person feel good. This book has gotten so much praise since the
time it has come out it seems hard to find cons about it besides the fact it is
hard to upkeep such an appearance and attitude like that for a long time.

 

Carnegie, Dale. How to Win Friends and Influence People.

New York

:
Pocket Books, 1982. 1-249.

Bad Habits November 16, 2007

Citation: Goldsmith, M.  (2007).  Which Workplace Habits Do You Need to Break to Become More Successful?.  Retrieved October 30, 2007 from Journal for Quality & Participation.  Business Source Premier.

When successful people work, they tend to focus on their achievements rather than their failures.  The author believes that there are four key beliefs about success: I have succeeded, I can succeed, I will succeed, and I choose to succeed. I don’t think the author hung out with too many unsuccessful people.  This sounds great, but what about those of us who don’t have our lives handed to us?  People who are successful often operate on the mistaken assumption that their behavior or habits helped them attain positive results when, in fact, they may be succeeding despite their behavior, or perhaps their bad habits actually are preventing them from greater accomplishments. So those of us who think that our behavior is keeping us behind are right?  The article outlines 21 annoying workplace habits ranging from adding too much value or speaking when angry to playing favorites or clinging to the past that can impede success.  I do agree that people (including myself) need to let go of grudges and play fair, but how logical is it that this will really happen?  Is all this success really obtainable?

Trust Issues November 16, 2007

Lowe, G.  (2006).  Best Workplaces 2006: Trust is Tops- Building a Better Workplace Culture. Retrieved October 30, 2007 from Canadian Business Online.  Website: http://www.canadianbusiness.com/managing/employees/article.jsp?content=20060410_76260_76260

This article talks about communication and working with other people as the main basis for making a business and a workplace be the best.  An employee has to trust their boss and their employees to get their work done completely and on time in order to do their own work best.  It would be nice.  If everyone did what they were supposed to and what they said they were going to do.  Since my first group project, my mother told me that the boy who didn’t do his share was just like every other guy I was going to work with one day.  There will always be that one person or few people who will not pull their own weight, and everyone else will be forced to take on more work than was originally assigned.  Sadly, I see this as true.  I am in my last year of college, and there are still people around me who slack off and expect everyone else to carry them through.  The best I can hope for is that the supervisor or teacher notices and punishes them for this behavior, but I also know that in real life you can’t trust everyone to do their part.  You have to trust that there will be someone untrustworthy in the group and be ready to compensate for them.

Angry Instructors November 16, 2007

Robyn Widener

Remember that angry teacher in the past or present that did not encourage debate? "Aggressive communication, defined as an individual’s use of physical or symbolic force to attack another person’s body, possessions, self-concept, position on a given communication topic, or behavior" (Myers, 496).  I remember being publicly embarrassed in a classroom by a teacher and I remember never asking questions or answering questions from then on.  "Argumentativeness refers to a predisposition to defend one’s position on controversial issues while simultaneously attempting to refute another person’s position, with the focus of attack centered on an individual’s position on a given communication topic" (Myers, 496).  This is used to inflict psychological pain on the person’s self-concept.  This relates to spirit with the university setting because the spirit needs to flow in order to do good work on a campus.  If a teacher is particularly aggressive it creates an atmosphere that is not conducive to learning and reduces the amount of interaction by students.  Also if a teacher is aggressive and argumentative it reduces their credibility in the eyes of the students.  By creating a campus and college full of teachers are open to debate it creates a open forum of ideas and lets the spirit of students flow. 

Myers, S., Edwards, C., Wahl, S., & Martin, M. (2007, October). The Relationship Between Perceived Instructor Aggressive Communication and College Student Involvement. Communication Education, 56(4), 495-508. Retrieved November 5, 2007, from Communication & Mass Media Complete database.

Group Work November 16, 2007

Melymuka, K (2004).How to pick a project team. Computerworld. 38,

 

 

Over the last few weeks we have been talking a lot about spirit and good work in group work. I found this journal article that talks about how to achieve good spirit and create good work when working in a group setting. The first thing the article talks about is if you pick a group that is all very technology smart, you might have problems when it comes to creativity. The statement I found to be most interesting is that groups should be composed of only four or five members at the most. “After the fifth member, a project team’s effectiveness is inversely proportional to its mass” (Melymuka 2004, 38). The other main points this article makes is that you should choose a group of people who you know will work hard and have the same ideals as you do. Finally, the article talks about the benefits of having a diverse group of people because different people bring different spirits that can help the group achieve good work. In this article, their idea of good work is picking the right group and from there everything will fall into place. I agree with what this article suggests when it comes to picking the right group. When you can pick a group that you know well and they know you, you have respect for one another and would not what to do anything that could hinder the team. The con to this approach is that we do not always have the luxury of working with someone who we know and trust. Sometimes you might be the odd man out. So picking the right group when you’re the odd man out would be hard because everyone else would want to work with the people they knew and you could get stuck in a group where good work is never done. When implementing this approach to good work and a healthy spirit we need to keep in mind that it does work sometimes and other times it will not work at all. We also need to keep in mind the individual needs of all persons involved. For me on a personal level, I do achieve good work when I can work with people who I know will respect me and my ideas which helps my spirit. In addition when working with people I know, I do better work because I would not want to let down my friends on a group project.

 

Posted By: Sara F.