Essay Example on Effective Communication: Letting Emotions Guide Your Message

Introduction

Communication requires keenness to ensure the message meets the expected objectives without influence. However, human beings, at times, get carried away by emotions when conveying information. The typical examples of speech emotions include crying, laughter, sadness, anger, fear, confusion, disappointment, distress, amazement, interest, among others. I completely agree with the view that if emotions are incorporated in speech, they become the message, because emotions influence the way the audience interprets the message. Barrack Obama, a former U.S. president, was faced with a tragedy when an armed man stormed a school theatre in Newtown and killed fourteen pupils (The Daily Conversation (TDC), 2016). While addressing the sad crowd, he shed tears, an act that made the congregation feel that even the president shared their loss. However, at workplaces, emotions such as confusion and fear block communication, because a terrified employee can fail to present a report before seniors.

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DB2: Equal Employment Opportunity Commission (EEOC)

Equal Employment Opportunity Commission is a U.S. government institution mandated with the enforcement of federal laws that prohibit job discriminations based on factors such as colour, gender, religion, race, age, disability, and nationality of origin. Areas of concern under this commission are as follows:

Laws Enforced by the U.S. (EEOC)

The Equal Employment Opportunity Commission operates with well-specified and laws that protect employers and employees against discrimination. The first law is known as the Civil rights Acts of 1964 (Title VII), which prohibits any retaliation acts against a worker who complains or files a lawsuit emanating from discrimination (EEOC, 2009). Besides protecting pregnant women at work workplaces, under the pregnancy discrimination act, this law obliges employers to reasonably consider the religious practices of employees while at work to provide a conducive working environment free from discrimination. Additionally, the commission enforces the equal pay act of 1963(EPA), which forbids any scenarios of enumerating male and female employees differently for the same work performed. The age discrimination act of 1967 is another law that protects employees who are forty tears and above from any age-related discrimination. The EEOC also enforces the Americas with the disability act of 1990 (ADA), a law that requires both private and government sectors to accommodate all workers with disabilities without any form of discrimination.

The Civil Service Reform Act of 1978 (CSRA)

Equal Employment Opportunity Commission (EEOC) does not enforce the CSRA. The Civil Service Reform Act of 1978 (CSRA) is a law under Title VII of reform that provides legal protection and remedies to federal employees against the actions of government agencies (Cole, 2017). In this law, the employees safeguard their interests through collective bargaining conducted by labor unions. The federal employees negotiate with the concerned authority for the conducive working environment and contract terms. Notably, the Civil Service Reform Act of 1978 is enforced by the United States Court of Appeals for the Federal Circuit(Cole, 2017). This body oversees the arbitration process between the labor unions and the government. This process ensures that the grievances of federal employees get addressed to foster the delivery of quality public services. Although the EEOC does not enforce the (CSRA) of 1978, it also provides leadership guidance and advice to the federal agencies besides protecting employees against discrimination.

Summary of Sample Case involving the EEOC

The EEOC Memphis based office filed a lawsuit in the District Court against two companies that had violated Title VII of the rights of Act of 1964, which makes it illegal to discriminate employees on a religious basis. In this case, Versant Supply Chain Company and AT&T had enforced policies that only allowed employees to use knit caps as head coverings and excluded those who wore head coverings for religious reasons such as hijabs EEOC, 2020). Consequently, some employees were prohibited from entering the warehouse to work. The court ruled that the companies pay $150,000 as monetary relief to the victims of the discrimination (EEOC, 2020). Additionally, the two companies signed a consent decree lasting for two years in which they allow employees to wear religious attires as well as modifying the dress code policies to accommodate religious needs.

DB3: Motivation Theories and Employee Productivity

From a personal perspective, some motivational theories outweigh others in motivating workers to perform their duties with optimal zeal. This view emanates from the fact that applying different theories develops different working cultures, either detrimental or progressive. By using two notable motivation theories, the outcomes of employees' productivity differ. Expectancy motivation theory states that an individual is motivated to perform well-based expectations for success and the value that accompanies success (Coccia, 2018). This type of motivation is ineffective because lazy people with no drive for success perform poorly. However, theory Y of self-determinism results in positive results because people with given self-control and freedom at work are internally motivated to achieve their best.

DB4: Organizational-pathways Part 1

The Article "Waging Peace in the Workplace"

Daniel Robin explores the solutions to many workplace conflicts. The author recognizes that there is a continuous increase in workforce diversity, necessitating many organizations to emphasize teamwork. People react to the work environment differently, and as they work in groups, numerous conflicts arise. Unfortunately, those people in positions to resolve the disputes tend to suppress the existence of the problems by denying and avoid the problem (Robins, 2017). The author indicates that many people are ignorant of a vital conflict resolution approach known as Alternative Dispute Resolution (ADR). Notably, ADR is a method that applies to emotional issues at workplaces as it incorporates arbitration and collaboration. The court systems are very congested and only offer legal remedies, but no solution, and therefore the parties in a conflict should be willing to compromise all those they feel must go their way, and think of other alternatives to end clashes. ADR provides beneficial conflict resolution options, hence strengthen communication and the relationships that ultimately bring peace workplaces.

The Article; "When to Engage, When Not to Engage."

In this article, the author analyses some of the ways to handle attacks from other people, particularly at workplaces. Notably, when one makes a mistake, opposite of expectations, a senior can yell and say some hurting words that can spark anger and conflicts that can even lead to fights. However, the author indicates that a person should know when to engage in responding to provocation. The first way is to set clear interpersonal boundaries so that if a person comes with a sharp tone, a person should move with the attacker's energy, for instance, by asking the primary section that needs improvement. Provoked people can also engage by gentle confrontation and assert their views on the problem (Robins, 2017). Notably, this approach will create options such as collaboration and compromise hence resolves the conflict.

DB5: Participative Decision Making in the Hospitality industry

Hospitality is a service industry with several categories that include Travel and Tourism, food and beverages, lodging, event planning, and recreation services such as parks. Given that this sector involves many stakeholders, some situations require participative decision making where every stakeholder gets a platform to give his or her ideas. For instance, if a hotel makes losses persistently despite the substantial investment, then a meeting that involves all workers with management is necessary (Dos Santos, Mexas & Meirino,2017).In such a meeting, the managers get different and unique ideas from workers from various departments, which help develop multiple solutions to the problem. However, participative decision making can turn out detrimental, particularly in times of crisis that need a quick response, for example, a murder case in lodging. In such a case collecting ideas wastes time and increase the damage. I worked in a school where a colleague died at work while waiting for the approval of the school principal to call a doctor.

References

Coccia, M. (2018). Motivation and theory of self-determination: Some management implications in organizations. Journal of Economics Bibliography, 5(4), 223-230. http://kspjournals.org/index.php/JEB/article/viewFile/1792/1787

Cole, J. P. (2017). The Civil Service Reform Act: Due Process and Misconduct-Related Adverse Actions. https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=2909&context=key_workplace

Dos Santos, R. A., Mexas, M. P., & Meirino, M. J. (2017). Sustainability and hotel business: criteria for holistic, integrated, and participative development. Journal of cleaner production, 142, 217-224. http://cursos.ufrrj.br/grad/hotelaria/files/2020/04/SANTOS-R.-A.-et-al.-Sustainability-and-hotel.pdf

Robin, D. (2020). When to engage, when not to engage | Daniel Robin & Associates -- investment | alignment | commitment. Retrieved May 3, 2020, from https://www.abetterworkplace.com/when-to-engage-when-not-to-engage/

U.S. Equal Employment Opportunity Commission (EEOC). (2009, November 21). Laws enforced by EEOC. Retrieved May 3, 2020, from https://www.eeoc.gov/statutes/laws-enforced-eeoc

U.S. Equal Employment Opportunity Commission (EEOC). (2020, April 28). Versant supply chain and AT&T to pay $150,000 to settle EEOC religious discrimination suit. Retrieved May 3, 2020, from https://www.eeoc.gov/newsroom/versant-supply-chain-and-att-pay-150000-settle-eeoc-religious-discrimination-suit/