Web Lecture - Demoncracy

One concept mentioned in the web lecture was the different kinds of democracy. I believe it is important to run an organization with a democratic approach as it shows to the employees you care about their opinions. There are different kinds of democracy such as:
1.) Procedural democracy - foundations of democracy— ie voting
2.)Competitive democracy - people compete for various positions to serve the interests of the larger group
3.)Participatory democracy - people do more than vote they actively engage in cooperative activities that will help the group achieve its goals.
4.)Deliberative democracy - reasoned, impartial discussion among all participants with an equal opportunity to present and listen to arguments relevant to the topic.
5.)Dialogic democracy - democracy emphasizing participation, and dialogue in decision making

The democracy I most agree with is the participatory democracy as it allows more active participation from the employees. I also agree with dialogic democracy because its deals more with making the discussion a reality since they can make the decision to make the topic a reality.

Chapter 11 - Being Mindful

Chapter 11 discusses working with integrity, a very important concept in business' these days. One topic I found important was being mindful. The act of being mindful allows an organization to understand talk. Its being considerate of other people. It is important for a business to be considerate of the people they impact--whether it is in terms of pollution, products, service etc. To be mindful they need to think of how people affect would feel by such actions and determine if the action is in the best course of action. It is about thinking of others first before self.

Chapter 10 - Competitive Strategy

Chapter 10 discussed the organizational alignment. One important topic is competitive strategy. Competitive strategy is a statement of why customers should choose a company over its competing companies. Businesses use this strategy, even if they do not intentionally seek to have a competitive strategy. Such strategies can be like: Enterprise "We'll pick you up", State Farms "Like a good neighbor"etc. These strategies can be verbally expressed or subtly implied. Such implied approaches is reducing the price of a product compared to the competitor as though to say "look our product is better because its cheaper". There are various approaches to a competitive strategies, and every company uses one. It is a very important part of running a successful company.

Chpater 9 - Open Communication

Chapter 9 discussed the ways of being a communicative leader (hopefully thats a real "phrase" haha). One topic I felt was important was being a leader with an open communication style. I believe all managers should have an open communication style. Having an open communication with your employees allows for a trust and friendship to be built between the employee and the manager. Open communication would allow for problems (both business as well as personal) to be discussed and solved which creates a healthier, happier person. When there is an open communication built, when there is a problem with an employee and the manager needs to talk to the employee about what they are doing wrong, the employee wont fell threatened or "attacked" by a "stranger", but rather comfortable hearing the flaws coming from a "friend". I believe being open is very important.

Web Lecture - pervasive communication environment

The web lecture discussed a bit on pervasive communication environment. Pervasive communication environment is an environment in which we have multiple means of communication. We live in this environment considering we use email, telephone, texting, video conferencing and instant messaging as a way of our everyday communication. We use these methods for communication with our friends, family and co-workers. We also use video as a media of communication. Most of our cell phones consist of a camera, as result we can snap a picture, upload it to the internet or send as a text and share with others what is happening before us. Our ability to communicate with people has greatly improved in the last several decades.

Chpater 8 - Team - Based Organization

In Chapter 8 there is discussion about team-based organization. This is where members have their own individual responsibilities, but they are also apart of a group. This is an important concept because this is becoming a very common concept in organizations these days. Team work is just as important as working independently and employees need to know how to do both in order to be successful in an organization. These team-based organizations serve around interdependent decision making as a means to improve work processes, better quality and service to customers... which is basically done by the employee individually. So, be better able to work independently, need to be able to work as a team to find better functional ways to work.

Chapter 7 - Personal Brand

In Chapter 7 there is discussion about personal branding. A personal brand is giving one's self a value added commodity/title. Such tactic is being employed even by stay at home moms in such cases as "Family CEO". They have the mentality that running a family is the equivalent to running a business, so they treat the family life as if it were an enterprise.
While I can understand the mentality of such thought, I have to disagree in it. As the book stated "developing family 'mission statements' and treating the family as an enterprise.." I believe this is an inappropriate way to view a family. Yes, running a family can be hard work, I wouldn't equate it to a job, especially since people generally tend to dread their job over time (given the fact that it is rare to find someone in love in what they do for a living.) So for a child who realizes this same concept, that people don't always like their job, my mom views my family as a job, thus does that mean mommy doesn't like us....... Children as bright and very perceptive and can pick up on these little things and it wouldn't surprise me if a child, young or teen begins to feel separate from their mother because they believe their mom dislikes her "job". But that is just my opinion.

Chpater 7 - Second Shift

One topic discussed is Second Shift. Second shift is when women assume greater responsibility for domestic labor, even when they work as many hours outside the home as their partners.
After a long day at work, women come home, do things with the kids, cook, clean, help with homework, and then put the kids to bed, she then gets a few hours of time to herself before she starts the cycle again the next morning starting with breakfast, making sure kids/husband are up, and everyone gets off to work or school on time. All the while they are not being appreciated for working about 24 hours a day while the male counterpart can get away with coming home from work with some rest. However, in recent years and studies, if has been found that this trend of men getting to rest is no longer to be true. Men are getting more involved in the family situation and helping out around the house, this could be in part to the woman nagging for help, or could be because of modern day upbringing where the men are in a home watching their mother's run around and have become expected to contribute.

Chapter 6 - Concertive Control

In Chapter 6 there is discussion about concertive control. Concertive control "occurs when employees police themselves, developing the means for their own control." Essentially, there are no rules on the employees, the rules are created by the employees upon themselves.
I believe this is a rather good way to run a company. It shows that you have respect and trust for an employee and their actions in the workplace. Many employees are able to work efficiently without 'big brother' watching their moves, telling them when they need to work, how they need to work etc.
During my time at Kia, I had a similiar kind of relationship. My supervisor, didn't really care what I did, as long as work was done. She suspected I was being truthful to my representation of my time worked, that I achieve the sufficient amount of work done in my time there and didn't care when I left for the day, or came in for the day, so long as things were done. As result, I respected her for the freedom and desired to stay at the company longer. Had the situation been reversed, where she regulated me, I would have quit when I was first offered to extend my stay or not. To this day, I really don't like the idea of having to actually BE at work at a designated time. I dont like the idea of being supervised like I am a child that is unable to do their work. If I were to be working right now, that would be the kind of situation I would like to avoid. Understandably, some people need the supervision, or prefer to be supervised because they don't trust themself with the freedom to do what they want and still succeed at their work, but I for one, am not one of those people and can totally relate to this concept.

Lecture Notes - Workplace Surveillance

One topic that was mentioned in the online lecture notes in about workplace surveillance. I have made comments about my opinion of workplace surveillance on some people's blogs, but figured I should do a post on my blog.
Workplace Surveillance is a technique an organization uses to impress upon us (the employee) that they (organization) is dominant. As result, computers, phones, pagers, company cars, anything the company owns essentially can and prob will be monitored, not to mention the building/foot traffic can be seen from cameras. The belief is that companies are monitoring their employees to make sure they stay faithful to the company, do their job and not fool around etc. However, in many circumstances I believe this is very wrong and have to agree with the "Critical Theorists" who say that this is intrusive and causes mental and social stress.
Fortunately, I have yet to come across a controlling company that is overstepping, but unfortunately they do exist. In some atmospheres, I can understand some degree of surveillance such as the bank , the fed (if you have seen 'Mad Money', you probably know what I'm referring to) etc. Basically, companies that have something to protect. However, what about small companies, or companies who have employees that don't interact with trade secrets, finances, etc? Why should these employees be left with the feeling that 1.) Big brother is watching over them 2.) that they can't be trusted to do their job. To monitor the computer and phone of an average employee who just does data entry or whatever is intrusive and shows that you don't trust this employee. If you don't respect the employee enough to respect them and believe they will be doing their job, then they will leave. What good would that do the company then? Not to mention, that if an employee truly wanted to slack off at work and expect to get paid for it, they would do it still around the censorship the company imposes. Most companies filter their internet so as to keep their employees from playing games, or surfing the internet, chatting, basically doing anything counterproductive. Now, if you censor these things, one the slacker who knows he is a slacker will get around the censorship. Two it just shows your employees you don't trust them to do their job. My opinion is, let the employee be able to play a game of solitaire during their breaks, or when they need a moment away from focusing on the task at hand. I usually find when I take a moment of pleasure in something like backgammon, I return to my work refreshed and with a new perspective, thus more productive than I would be if I just worked without a break.
So, to sum up as I can really go on about this topic and I'm sure you don't want to read my blog all night: really, where is monitoring a person's life worthy of the consequences? Where do we draw the line? Should we restrict any and all forms of media and pleasure for the employee just to make sure they are productive? I say a little monitoring is just, occassional cameras to make sure the right people are in the building. Maybe monitor the cars to make sure they are being used for work(that i get), monitor the company email, but leave the internet, phones, pagers alone! Unless the employee handles confidential material or its relevant to the company (ie. monitoring phones for a customer service dept.) there is no reason to display the lack of trust you have in the employee. If you think your employee is going to be a slacker, don't hire them. Plain and simple. Trust your employees and make them happy, and as result, they will do their best to make the company prosper.
But this is just my opinion, please feel free if you have other opinions, I'd love to hear from someone who agrees with Surveillance....

Chapter 6 - Ideology

In chapter 6 there is discussion about ideology and how it touches every aspect of life. It is displayed in words, and actions. Ideology is a "system of ideas that serve as the basis of a political or economic theory." Ideology is essentially what founded this country into the shape that it is today. Essentially men wanted a government that ran a certain way, thus they set forth to develop a nation the way they desired it. Ideology is used in businesses as well. It is the idea/purpose the company has designed and desired to obtain prior to the establishment of the company.
Ideology is essential in the development of many things. Everything from small to large arises from ideology.

Chapter 5 - Interpretive View

In chapter 5 there is discussion about the three views of organizational culture. One view that I have to agree with is interpretive view. Interpretive view is about culture that is believed to emerge in the symbolism or discourse of everyday organizational life. This view is about focusing attention to subtle views.
While I worked at kia, a korean based automobile company thus filled with a bunch of Koreans, there was a bunch of culture seen everywhere. Such things include the way the employees interacted, walked, dressed and greetings to each other. Every Korean male did their little bow thing to the other, they are all heavy walkers!! which I found funny because they are so small (haha), and the male employees had mannerisms to females that we as Americans find to be rude and inconsiderate, however, is how their interact in their own country (Kia sends some of their employees to Korea every year, some people I worked with went and learned their culture and noticed this behavior was common, so sorry if anyone is korean and feels offended, please share perspective if possible.) One example of their interactions was a bunch of males walking down a hall by the department I worked in, and I was talking to my supervisor. These males insisted on walking 2 by 2 and disregarding the fact I was in the isle and thus essentially shoved me into the cubicles. This was common throughout the company with some of the women.
Everywhere we look, there is going to be some symbolic behavior, clothing, walking, etc that is related to a culture. As result, organizations need to be aware of these cultures they have in their company and learn how best to use them. Cultural differences can bring on different perspectives and attitudes for people which can benefit or harm the company.

Chapter 4 - Feedback

In Chapter four, there is discussion about feedback and its necessity in organizations. Feedback is necessary in every form of communication that we do. In an organization, feedback is constructive criticism in which an employee can learn and their action. Ideally, they are giving positive feedback followed by the negative, so that while they may have been successful in intent, maybe there was something wrong in the action that needed to be adjusted. The only real way to see the outcomes of something, we need to see or hear feedback. So if its in impact on consumers, ideally, we would want to receive their feedback--whether the product is good, bad or how it could be improved to be better desired or comparable to something else. This would be the only way a company would get the impression that their product sucks. In an organization, everyone needs to know what is good and what isn't. It also helps to motivate the employee. If they always work their butt off, but no one seems to recognize their accomplishments, then they will feel unappreciated and desire a new position in a company more appreciative. Feedback may be given occassionally such as during reviews or when a circumstance really calls for the attention, or more frequently after doing tasks that have an affect on others and they want to express their opinion on it. So Feedback is very essential in an organization. Without feedback, the organization may fail and be counter-productive.

Chapter 3 - Hierarchy of Needs

Maslow's Hierarchy of Needs is about fulling the needs of ourselves which includes, but is not limited to, shelter, food, clothing or other belongings, and anything to boast our self-esteem. This theory believes that we must meet these needs before we can begin to fulfill our full human potentials.
I have to agree with this theory. I believe if we do not look out for number one first, how can we be able to look our for others. We sure couldn't tend to our children, which would be one thing we would have to do to fulfill our human potential. We need to be happy with ourself to help others be happy. My belief is you first need to be happy with your surroundings --have shelter, adequate food, clothing that makes you feel good and not just stuff to cover yourself. Once we have this, the rest can come a bit more natural. When we are happy with her surroundings our self -esteem rises which of course can result in better job opportunities, which of course have affect on our food/shelter/clothing etc. So each are connected to the other. But for better, we need to start with a solid foundation and then that creates a better life.

Chapter 1 - Outsourcing

This chapter mentions about outsourcing. This day in age, many companies are opting to outsource some part of their company in attempts to reduce the amount of salary expenses. However, this doesn't necessarily help out our economy. Some argue that by outsourcing some part of the company, the company (in terms of product companies) can reduce the price of the product, which in turn results in more people wanting the product thus spending more and helping the economy. However, my counterargument is, by outsourcing, we are taking jobs away from the people to provide to other people. Thus, we have more people unable to make money to spend the money on the goods that are being offered to us at the lower cost! My mom has worked in companies, major one being Samsung, where the department is starting to outsource. She has lost jobs because of outsourcing, and when that happens, she can't make ends meet, so how can she go out and buy the new dvd player from samsung that is cheaper because they outsourced a department? My opinion is, outsourcing doesn't help our economy. Just helps the companies get away with cheap labor and turning in greater profits.

Chapter 3 - Hawthorne Effect

Hawthorne Effect claims that an increase in managerial attention to employees leads to an increase in productivity. With that explanation, I would have to agree with this theory. In any employment situation, when management is near, or theres the expectation of management to come by, the employee works their butt of more than normal. As result, management generally sees a hard working employee which results in chances of better reviews thus creating better wages or positions.
I have first hand experience with this. My supervisor at Kia US Headquarters, when she was around, my "extra" windows would disappear. Yes I admit, I use Yahoo IM during work and email my mom or surf the web. But I'm good at my job, so my slacking is hard to believe. So while my supervisor KNEW i was doing other stuff besides my work, she never saw it. Then whenever the top guys from Korea were in Irvine to check on things and see the new building (we relocated to a brand new building that was amazing in design), suddenly everyone worked. All departments, you would see people looking at their computers, minimal standing around and chatting. Everyone looked like they were working.
It is common to want to impress your manager. Not to mention, if the manager sees that you are slacking then suddenly there is fear of job insecurity. So, since no one really wants to loose their job, of course productivity will increase. Its essentially common sense.

About me

I am 22, Junior/Senior (I think I'm like a unit short of Senior). I transferred to San Jose State in January. I received my Associates in Business Administration from Saddleback College in Mission Viejo, CA (Orange County). I am studying Business Management as well as Communications. Once I graduate from San Jose which hopefully will be Spring 09 if not then Fall 09, I intend to go to Law School, have yet to decide where I am applying to. I am starting to think of applying to schools in the Seattle area. I moved to San Jose because I didn't like Orange County. The people there were snobbish and not my kind of people, plus the weather was way too boring and the scenery was blah. I do have to admit though, I miss not being within 10-15 minutes of the beach, the only perk to O.C. in my opinion. I like the area here and the weather is a little more spiced up compared to So. Cal. However, I haven't liked the weak job market that is very much existent here, and the businesses here are just too blah---something about going to a grocery store and finding the store managers slacking off is just so much a drag. So, since I don't want to go back to O.C., I think I will give the Washington area a chance.
In this course, I am hoping to learn to better effectively communicate and be able to use what I learn, as a lawyer.
Ok, well that's enough on Me. Hope everyone does well in this quick session, and will be able to enjoy the rest of your