Chapter Four Journal

1. Answer each of the following questions using complete sentences.
2. Be sure to answer each question completely and work to incorporate material from the text, course exercises, and discussions.
3. Answers must integrate course terminology and personal experience.
4. All journals must be submitted on Canvas.
5. Please use the following format to type your responses following each question.  Review the Chapter Journal Grading Rubric.

Journal Guidelines

Part One:

Your text presents several Influences on Perception (Access to Information, Physiological, Cultural Differences, & Social Roles). Explain each influence and include an example of when you have observed those influences in your perception.

Part Two:

Enhance your cognitive complexity by applying the “pillow method’ in a significant disagreement. Explain how your expanded view of this situation might affect your communication with the other(s) involved.

Instructions

1)   Select one disagreement or other issue that is now affecting an interpersonal relationship.

a)    This might be as issue such as “I think our children should go to private school; my spouse want them to go to private school”

b)   Or, a more public disagreement such as “I think voting for a third party helps democracy in our country; my friend thinks it undermines democracy by drawing votes away from the two major parties.”

2)   Record enough background information for an outsider to understand your stance on the issue. Who is involved? What are the basic issues involved?

3)   Describe the issue from each of the four positions listed below.

a)    Position 1: “I’m right and you’re wrong.” Explain how you are right and the other person is wrong. (

b)   Position 2: “You’re right and I’m wrong.” Explain how the other person’s position is correct, or at least understandable.

c)    Position 3: “We’re both right and we’re both wrong.” Show that there are both correct (or understandable) and mistaken (or unreasonable) parts of both positions.

d)   Position 4: “The issue may be less important than it seems; some other thinks may be more important.” Describe at least two ways in which the elements developed in position 1-3 might affect your relationship. Describe at least one way in which the issue might be seen as more important than it was originally.

4)   Reflection:

a)    Explain how there is some truth in each of the preceding positions.

b)   Explain how viewing the issue from each of the proceeding positions might change your perception of the issue and how it might change your behavior in the future.

c)    Explain how this issue and your understanding of it affect your relationship.

Part Three:

Your text describes a “perception checking statement.” Identify and explain each of the parts of a perception checking statement.

Part Four:

Describe at least three situations that you have experienced when you think using perception-checking statements could have been useful.

Part Five:

Write a perception checking statement for one of the situations listed above.

https://books.google.com/books?id=PnlTCwAAQBAJ&pg=PA34&lpg=PA34&dq=how+do+you+think+your+relationships+are+affected+when+you+use+mediated+communication+rather+than+face-to-face+communication?&source=bl&ots=o8h_03gOul&sig=4zMhwqY3VRph5jADFRuEURrE8hk&hl=en&sa=X&ved=0ahUKEwjN1Jen-qjXAhVT0GMKHbl4AFEQ6AEIXzAI#v=onepage&q=how%20do%20you%20think%20your%20relationships%20are%20affected%20when%20you%20use%20mediated%20communication%20rather%20than%20face-to-face%20communication%3F&f=false

Review the article “Terminating the Employee-Employer Relationship: Ethical and Legal Challenges,” located in the Business Source Complete database of the CSU Online Library by clicking the link below: Van Bogaert, D., & Gross-Schaefer, A. (2005). Terminating the employee-employer relationship: Ethical and legal challenges. Employee Relations LawJournal, 31(1), 49–66. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=17091666&site=ehost-live&scope=site This article discusses how terminating the employer-employee relationship can be one of the riskiest tasks for an employer due to the many possible impacts of the termination as well as numerous potential legal hurdles. After reading the article, briefly summarize the purpose for the article and answer the following questions: What is the authors’ main point, and what evidence is used to support it? How does the termination of the employer-employee relationship create risk and legal issues? How do exceptions to the employment at-will doctrine factor into termination decisions? Begin with an introduction that defines the subject of your critique and your point of view. Identify if your point of view conflicts or agrees with the ideas and point of view of the article’s author. You should then defend your point of view by raising specific issues or aspects of the argument. Offer your own opinion. Explain what you think about the argument. Describe several points from the article with which you agree or disagree. What evidence from the article, your textbook, or additional sources supports your opinion? Conclude your critique by summarizing your argument and re-emphasizing your opinion

Terminating the Employee-Employer Relationship: Ethical and Legal Challenges.Authors:Van Bogaert, Dan1 dvanboga@/lmu.eduGross-Schaefer, Arthur1 ource:Employee Relations Law Journal. Summer2005, Vol. 31 Issue 1, p49-66. 18p.Document Type:ArticleSubject Terms:*Dismissal of employees*Nonprofit organizations*Employment at will*Personnel changes*Industrial relationsNAICS/Industry Codes:813319 Other Social Advocacy OrganizationsAbstract:On late Wednesday afternoon, the day before Thanksgiving, the Director of Development for a small community non-profit organization is called to the Executive Director’s office. The Director of Development has been in her position for two years, and while she has not yet been able to raise large sums of money, she has worked hard and all of her performance reviews have been positive. Upon entering the office, she is surprised that there is another member of the senior staff present, and she can feel a tenseness that is highly unusual for this non-profit which prides itself on its warm, caring, family environment. She is quickly informed that she is being terminated and, in lieu of notice, she is being given a generous two-week severance payment. When she requests the reason for this sudden termination, the Executive Director slides a legal document entitled Waiver and Confidentiality Agreement over to her. When she refuses to sign the Agreement, the Executive Director tells her that he cannot discuss anything related to the termination. He then tells her that the other senior staff member will accompany her to her office, and that she has 20 minutes to remove all of her personal items. The Executive Director instructs her to not touch her computer, make any phone calls, or take any items belonging to the organization. Moreover, she is not to talk to any of the staff members. The other senior staff member walks with her to her office and stands watching carefully as she quickly gathers her personal items. He then escorts her out of the premises to her car. [ABSTRACT FROM AUTHOR] Copyright of Employee Relations Law Journal is the property of Aspen Publishers Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder’s express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)Author Affiliations:1Department of Marketing & Business Law at Loyola Marymount University, Los AngelesISSN:0098-8898Accession Number:17091666