WEEK 1Speak to two people in two different ways – 1) via phone or video chat and 2) through email, messenger, or phone texting. You will ask them the same set of questions and discuss the same topic – their birthday or vacation plans. You will ask them the following questions:What are you doing for your birthday or next vacation?What did you do last year?What do you want as a gift or what do you want to do while on vacation? After your interaction, answer the following questions in the Week 1 Step 1 section of your Communication Notebook.How much time did each exchange take (roughly)?How well were the questions answered via phone or video chat?How well were the questions answered via email, messenger, or phone texting?How close did you feel to the person in the phone or video chat exchange?How close did you feel to the person in email, messenger, or phone texting exchange?Which interaction was most satisfying and why?WEEK 2This week, you will choose from the options below to explore. When you have finished the write-up, add the content to your notebook and take the quiz.Week 2 Exercise Instructions (choose one option):Option 1: Violate a nonverbal cultural norm by doing one of the following: Stand in the wrong direction, face someone, or sit down in an elevator, bus or even while in line at a store.Wave to everyone as you walk down a busy street.Shake the hands of as many people as possible when you greet them in the morning.As you write about the experience, answer the following questions: What do the norms that are usually followed in the elevator, bus or line try to establish, in terms of values or beliefs?How does your experiment connect to one of the elements of nonverbal communication addressed in Bevan (e.g., haptics, proxemics, paralanguage or kinesics)?How have you been trained to obey the nonverbal communication norms you normally follow?Option 2: How gender might impact patterns of communication Read Bevan on gender and communication. Then, ask two people (one male and one female) to allow you to record your conversations with them on your phone. Here are some themes you can discuss: the weather on that day, some news event you just heard about, or something going on in your or their family. Keep the conversation to 2 to 3 minutes. Then, listen to the recordings and make note of whether you hear the more masculine or feminine styles of communication outlined in Bevan. In addition to what Bevan says, here are five features that are often found in more stereotypically “feminine” and “masculine” styles of communication:Feminine Styles: Tag questions (ending statements with phrases such as “isn’t it?” or “don’t you think?”). This is thought to undermine the speaker and demonstrate a lack of confidence.Flowery language (phrases such as absolutely or precision of color or taste)Hedging statements (mitigating assertiveness, including words such as “quite” or “at that time”)Intensifiers (words such as absolutely or incredible)Bonding (searching for common ground, agreement)Masculine Styles: Certainty (speaks as if from fact, rather than opinion)Vulgarity/profanity Sentence fragments/informalityConfrontation/argumentativeInterruptingDid you find that you or the two people you spoke with illustrated any of these patterns of more masculine or feminine styles of communication? Write a one to two-paragraph summary of your results. Include some of the expressions you heard to demonstrate your key points.Option 3: Stereotypes As we have learned in Bevan, we use perceptual schemas to make sense of the world around us. These are central to communication, as they involve perception (taking in information into our minds through observing verbal and nonverbal cues), classification (putting information into categorical boxes in our minds), and then assigning meaning to those classifications, which are typically positive or negative. In this option, you will explore a broad category of schemas called “stereotypes.” To complete the task, do the following, using and citing Bevan as much as possible: Define stereotypes, utilizing Bevan.Explain how stereotypes are useful tools we use to make sense of the world and make choices.Identify three common stereotypes and write a sentence that draws on them.Explore why each stereotypical sentence can be destructive.List some steps we can take to mitigate the negative impacts of stereotypesThe Communucation notebook which you will complete both these on are attach below.

Discussion 1 There are three factors that are the start in finding one’s ideal work (pg. 66). Do you think most people follow these – why or why not? What are some obstacles to doing needed research? List two research methods you see as necessary before conducting a job search (tools, resources, steps, methods, etc.). Discussion 2 Of the various tools listed in the reading this week, from an HR perspective, which do you see as most important for a job candidate to focus on that would lead you to hire them? Explain your reasoning and give an example to support your answer. RESPONSES:  Discussion 1 Student 1(Tanya) There are three factors that are the start in finding one’s ideal work (pg. 66). Do you think most people follow these – why or why not? What are some obstacles to doing needed research? List two research methods you see as necessary before conducting a job search (tools, resources, steps, methods, etc.). The three factors that are the start in finding ideal work is gathering information to determine every available option; evaluating each option based on one's own needs, interests, and values; and making a decision to pursue the one that fits us best. This process is pretty straightforward and we may not even realize when we are calculating these steps in our mind, because for most of us it really is second nature. That being said, I believe that we inadvertently calculate each of these things when looking for ideal work. The difference for most of us is that we may not be as calculated as these steps sound. For people who know what they want to do this is a fast process, not as true for those who are unsure and need to do research to find what is right for them. Some obstacles to doing needed research is finding the time if you are already in a very busy career and are looking to change careers. Another obstacle is knowing where to look and how to find the information needed to make an informed decision. I have found that the O'Net website is essential when it comes to researching any career. It lists current trends, up and coming fields that are growing rapidly, skills and certifications needed, and current and future outlook for so many professions. Another great tool or resource is LinkedIn, provided your profile is set up correctly. LinkedIn learning is a great way to explore careers that you haven't considered but may have a hidden strength in. There is so much information online these days, that career research has become much more simple if we are motivated enough to put in the time to find what is right for us. discussion 1 Student 2(Anthony) There are three factors that are the start in finding one’s ideal work (pg. 66). Do you think most people follow these – why or why not? What are some obstacles to doing needed research? List two research methods you see as necessary before conducting a job search (tools, resources, steps, methods, etc.). The three factors used at the start of finding “one’s ideal work” are, gathering data, evaluating options, deciding on the best fit. I believe job seekers use components of all three factors, but I would imagine in an informal manner and probably not following an organized sequence. I suggest the primary reason “why” they do is that job seekers intuitively understand the importance of selecting the right job or career. The “why not” is the practicality of job searching, most people don’t start looking for a job until they need a job and that puts a lot more pressure on then to bypass the research and jump right to the job search. As far as obstacles, I’m sure there are many but the two that come to mind are “where do I start” and “who do I ask”. It has been emphasized in this text that the responsibility of managing your career lies with you but where do job/career seekers learn these Tools, Techniques, and Methods to start/restart their careers? The who do I ask is also a problem because as I said earlier if you wait until you need a job then you probably haven't identified mentors or someone to act as a career coach to help you navigate the process. Lastly, research methods, I believe that the two best tools a job seeker can have are, a good social & professional network (classmates professors, friends, family, etc.) and a strong, professional resume. Understandably, the resume is challenging for new job seekers, fresh out of university or those re-entering the job market but if you tailor your resume to the position you are applying for, you stand a greater chance of getting an interview. Discussion 2 Student 1(Tanya Of the various tools listed in the reading this week, from an HR perspective, which do you see as most important for a job candidate to focus on that would lead you to hire them? Explain your reasoning and give an example to support your answer. From an HR perspective, the resume is the most important thing for a job candidate to focus on that would lead me to hire them. References and cover letters are important, but not as important as a resume. If a person takes the time and effort to produce a great resume, I know that they are detail-oriented and motivated. Resume's are not easy to write, and is a great way to separate the wheat from the chaff so to speak. I can tell a great deal about a person with a well-written (by them and not someone else) resume: they are self-aware because they know what their strengths are and what they bring to the company; they aren't lazy and realize the importance of writing well; and whether they have the skills that the company needs to prosper and be successful. As a Leading Petty Officer, I almost always dreaded E-5 evaluation time because my Sailors accomplished so many things that it was difficult to keep up. They were some of the most motivated, accomplished, competitive people onboard (literally) whose level of performance rivaled even the E-6's onboard. I dreaded writing their evaluations because they usually handed in an evaluation draft that was poorly written and had a lot of colorful words, but no quantifiable, hard-hitting facts that demonstrated the impact of their performance at the command. Due to their inability to turn-in a good product complete with a brag sheet, we had to get their inputs well in advance so we could turn in quality evaluations to our Chief. Writing about oneself is probably one of the more difficult things for a person to do, so this is the reason why I as a hiring manager would put a greater emphasis on the resume that a potential hire turns in. Discussion 2 Student 2 (Derrick) Enabling candidates to share answers with depth and breadth about skills, knowledge and experiences gives a hiring manager much more useful information than using canned interview questions to see if the candidate can give the "right" or "best" answer. Hiring success depends heavily on the ability to assess accurately what candidates can bring to the organization. In addition, it shows how the organization can interact with its newest employees to develop underused skills and provide a level of professional satisfaction that will keep them engaged and happy to continue as productive members of the organization My reasoning for this would be. Has the potential employee done any homework concerning this company. Do they know what it entails to work for the company. Do they have the drive, even if they do not possess the skills, to work for this company. Are they a good fit? Will they be able to excel? These are the questions that an employee what not answers to in order to see if this person is right for th ejob.