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Assignment Ge 2

The document provides guidelines for effective nonverbal communication and developing cohesive groups. It discusses how nonverbal cues like facial expressions, body language, and gestures can have different meanings depending on cultural and contextual factors. It also outlines stages of relationship development from initial interactions to deep commitment. The document concludes with tips for eliciting group cohesiveness such as establishing a clear mission, utilizing members' diverse strengths, practicing good communication and feedback, and celebrating successes.

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Jean Tronco
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58 views

Assignment Ge 2

The document provides guidelines for effective nonverbal communication and developing cohesive groups. It discusses how nonverbal cues like facial expressions, body language, and gestures can have different meanings depending on cultural and contextual factors. It also outlines stages of relationship development from initial interactions to deep commitment. The document concludes with tips for eliciting group cohesiveness such as establishing a clear mission, utilizing members' diverse strengths, practicing good communication and feedback, and celebrating successes.

Uploaded by

Jean Tronco
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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JEAN-YVES L.

TRONCO GE 2-01604 JULY 8, 2019

RULES GOVERNING THE NATURE OF NONVERBAL COMMUNICATION (NVC)

1. Culture, age, gender and geographic location are critical. Gestures may mean very

different things in different regions. Cultural and family norms also affect the way we

react to nonverbal cues.

2. Put things into context. If someone has their arms crossed it may just mean they are

chilly. Before jumping to conclusions, put the conversation and the individual into the
context of the topic, timing and other external influences.

3. Look for a combination of signals. It is extremely difficult for our entire body to lie.

People are capable of hiding their true intentions, but the real meaning often leaks

through multiple channels.

4. Incongruence can mean many things. When words and nonverbal cues don’t align, our

natural instincts kick in. Psychological discomfort may indicate that you are the recipient

of untruths, but that uneasy feeling may mean other things, as well. Refining one’s ability

to become more attuned to nonverbal cues can increase one’s ability to be more in tune

with your own instincts.

5. Trust your intuition. Intuition is the unconscious processing of information manifested

as physical feelings. Authenticity is key since people easily pick up on unauthentic and

insincere communication. The more one’s awareness of the spoken and the unspoken, the

more one’s own instincts are heightened.


NON LINGUISTIC NATURE OF NONVERBAL COMMUNICATION (NVC)

1. Facial Expression
-The facial expressions you use during communication affect how the listener

interprets your meaning. Extreme facial expressions, such as those that indicate

anger or happiness, indicate that you have obvious feelings about your subject

matter. Less obvious facial expressions, such as raising one eyebrow slightly or

scrunching your face, may impart a variety of meanings, depending on context.

2. Body Posture
- How and where you stand is an important element of nonverbal

communication. For example, leaning toward a speaker indicates intense

interest. Frequently looking away from the speaker indicates disinterest or

impatience. The meaning of different body stances and positions varies among

cultures.
3. Gestures
- Every culture has hand movements and gestures that convey specific

meanings. Some hand movements are innocuous in one culture but aggressive

or insulting in another.

4. Paralanguage
- Paralanguage is the culture-specific stylistic element that people use while

speaking. It is divided into three groups the vocal characterizers, vocal

qualifiers and vocal segregates. Vocal characterizers include things like

yawning, laughing, crying and moaning. Vocal qualifiers include such elements

as tone, tempo, rhythm, pitch and volume. Vocal segregates include such

sounds as “uh-uh” or “mmmm,” noises which convey messages about internal

feelings, such as dissent or pleasure.


BARRIERS TO BRIDGING DIFFERENCES AND ADAPTING TO OTHERS

1. Assuming Superiority
-Ethnocentrism the attitude that our own cultural approaches are superior to those

other culture.

2. Assuming Similarities
- Just because they appear to be like you, doesn’t mean they behave the same way

as you. When we meet people we sort out how we are alike and how we are

unique such as on our appearance, clothing, and occupation. In order for us to

understand other people we must explore and discover their backgrounds and

cultural values.

3. Assuming Differences
- Automatically assuming that the other person will be different from you. People

differ in culture, gender, personality, age, sexual orientation, innate talents, and

many more. Despite of these differences we still do share common experiences &

characteristics.

4. Stereotype & Prejudice


- Closely related to ethnocentrism. Stereotyping is when place a person or group

of people into an inflexible, all encompassing category. Prejudice is a judgement

of someone based on assumptions that you already know about the background of

the person.
STAGES OF RELATIONSHIP DEVELOPMENT

1. Initiation
- The initial period of meeting and getting to know one another. Here it focuses on

meeting and making a positive impression.

2. Experimentation
- stage where people are taking time to get to know each other in order to see if

they should move forward in their relationship.

3. Intensifying
- described as the beginning of relational and emotional investment. Here you

begin sharing more personal information with each other like details about their

family issues and past mistakes.

4. Integration
- During this stage of integration, the couple has reached a deep level of

commitment and emotional investment.


GUIDELINES TO ELICITING GROUP COHESIVENESS

1. Establish a mission. The most important factor to determine before selecting


members is your team’s mission. Decide the goals of the group and how you will
accomplish those goals. Then select team members who will contribute best to the
mission.

2. Look for diversity. The most successful teams require diversity. Diverse teams
have access to many people with varying skills and experiences. A diverse group
will be able to pull from all these experiences in order to achieve the mission.

3. Practice teamwork. Team-building exercises are the best way to see how
individual members will work together to accomplish a goal. Before your team
has to work on important tasks, see how they handle something simple like an ice
breaker. Who took the lead? Who worked well together? Use what you observe
and apply it to the real mission. Plus, your team members will bond with each
other in the process.

4. Utilize individual strengths. Determine the strengths of each team member and
assign them to specific tasks based on their strengths. Delegating based on
strengths is the best way for the group to accomplish its goals. Be clear about
what each member is responsible for and hold them accountable.

5. Communicate effectively. A team cannot be cohesive if communication is


ineffective. Make sure to methods of communication are consistent. Clearly
explain the team’s instructions and goals. Make sure all messages are constructed
for the benefit of the team.

6. Give feedback. Throughout a project and after a project is complete, you need to
give your team feedback. This should be a combination of individual feedback
and for the team as a whole. Explain what worked well, what didn’t, and the
results of their project. Constructive feedback will make for a more cohesive team
during the next project.

7. Ask for feedback. Not only should you give your team feedback, but also you
should ask them to give it to you. Ask what they thought worked well and not so
well. Multiple opinions can really shine a light on flaws in the process. Plus, your
team members will feel like their opinion matters when you take it in to account
for next time.

8. Celebrate success. When your team successfully accomplishes the mission you
established at the beginning, it’s important to recognize them for it. Make sure the
group knows you appreciate their work and thank them.

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