Archive for interpersonal communication skills
Interpersonal Communication Secrets that Work Every Time
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Interpersonal communication is something most of us do on a daily basis, although we may not be aware that is what it is called.
Interpersonal communication differs from other forms of communication in various ways. It is also very important in development.
The following list outlines what interpersonal communication is and what some of the characterizes are. It also explains why we need it.
1. What is it?
Interpersonal communication involves a close group of participants. It is basically the everyday conversations you carry on and it includes speeches, general friendly exchanges, arguments and basically anytime you speak to someone.
2. How is it different than other forms of communication?
Interpersonal communication involves face to face encounters. You are talking in person not over a computer, phone or through written information. You can get immediate responses.
You are also able to benefit from body language. You hear a voice where you can pick up on different dialects and speech patterns.
3. How does interpersonal communication vary?
The variances in interpersonal communication involve the people and situations. You communicate differently with someone you know well verses a stranger. You will have different topics of conversation when talking to your preacher or your best friend.
These variations make interpersonal communication flexibility important for difference circumstances.
4. How do we use interpersonal communication?
We use interpersonal communication for a variety of reasons. You use it to learn new information, such as when asking questions. You use it to share information, such as when telling a story. You use it to define yourself, such as when giving a speech.
You also use it to fulfill the natural need for contact with other people. Interpersonal communication is how we develop from infant to adult. We learn about different cultures and languages through interpersonal communication as well. It gives you a human element, a real nature that other forms of communication can not provide.
5. Why is interpersonal communication important?
Interpersonal communication is important because you need it to develop throughout the stages of life. You get so much from interpersonal communication.
You learn, teach and get an identity through interpersonal communication. You also share with others who you are. You need interpersonal communication to learn how to pronounce words correctly, how to speak properly in certain situations and how to communicate in general.
Interpersonal communication has taken a back seat to other forms of communication in recent years. More people than ever are using the internet to exchange information and make contact with others.
We must also be sure to keep interpersonal communication in our lives. Without it babies will never learn to talk properly and we can never expand our language abilities through learning form others speech. The spoken word should never have its importance underestimated.
Peter Murphy
http://www.articlesbase.com/advice-articles/interpersonal-communication-secrets-that-work-every-time-10453.html
How to Improve your Interpersonal Communications
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Interpersonal Communications
Very few of us never have contact with the outside world or other people, and as a result, there is a relationship that is created whenever we interact with someone else. As time goes on, that relationship can remain stagnant, or as in the case of a love or dating relationship, that relationship can grow and flourish. But the real key to any meaningful relationship is effective interpersonal communications between two people. That statement is every bit as true for interpersonal relationships as it is for business relationships, and also for the marital relationship between a husband and wife.
Effective interpersonal communications cannot be stressed enough, especially in a marriage relationship. In today’s world where both husband and wife are holding down at least full time if not part time jobs, things happen during the course of a normal day. But it is only at the end of the day when two people are relaxing that effective communications can take place. It doesn’t matter how mundane, since even in mundane conversation you can learn a lot about another person, understanding what is important to them, what irritates them, and things they find enjoyable.
Suppose your partner is depressed about something, whether financial stress, job pressures, or anything else. How much time do you give to your partner to improve the mood? If your answer is “none or not much”, you are running the risk of your relationship starting to deteriorate. The breakdown of a relationship does not happen overnight, but it is all these “missed opportunities” to show care, understanding, and support that all add up over time.
Respect is a key ingredient of any relationship. If you do not feel you can trust someone, your communications with them will be brief or nonexistent. There is no real relationship there. That type of relationship may be fine for the checkout clerk at the grocery store, but how many people have that kind of relationship with their spouse? The real answer to that question will probably scare you, but you have control over that and the fate of that relationship, even your marital relationship, rests squarely in your hands.
Trust is another key element of any relationship, which goes hand in hand with respect. You need to feel you can trust the person you are communicating with. If you don’t have a level of trust with that person, even your spouse, then your communications will reflect that lack of trust. You won’t elaborate on things you say, you won’t go into details, and you will subconsciously leave out information that may leave you vulnerable to a future rebuttal or even attack from the other person.
Many times, especially in a marriage relationship, the three key elements of a relationship (communication, trust and respect) slowly start to erode over time. It is typically not a conscious thing, but it can happen if both spouses are not aware that they need to keep all levels of these elements at peak values consistently. So what happens as these components start to degrade? That relationship can develop into an abusive relationship. This is particularly difficult in a marriage relationship – when the checkout clerk at the grocery store abuses you, you can report them to their management or you can just decide to shop somewhere else. But in a marriage relationship, it is not nearly as clear-cut at that, nor nearly as simple. The marriage equivalent of “shopping somewhere else” is divorce, which although being a very drastic step, is sometimes the best solution for both parties when the respect, the trust, and the interpersonal communications have degraded to the point where both parties are unwilling to put in enough time and effort that will be required to rebuild those elements.
Take care of your relationships and understand how you can improve them on a regular basis, and those relationships can grow and flourish over time, where you can gain comfort during the dark times and share your joys in the good times.
Jon Arnold
http://www.articlesbase.com/relationships-articles/how-to-improve-your-interpersonal-relationships-94793.html
Enhance Your Interpersonal Communication Skills With NLP
Posted by: | CommentsHere is an article on ways that you can enhance your interpersonal communication skills by By Joel Seah.
Our communication with others usually starts with our thoughts, resulting in words, tonality and body language. There are many ways to define “thoughts”, and one of them is how we use our senses internally.
We use our senses outwardly to perceive the world, and inwardly to represent experience to ourselves. When recalling experiences, such as a time you went to the beach, what appears in your mind first? Maybe a picture of the beach would appear. Perhaps you hear the sounds of the waves and children playing, or the feeling of how relaxed you were just sitting by the sea.
When you ask a group of students to describe their form teacher, you could get a variety of answers. One student might recall the hairstyle and dressing first, followed by the teacher’s voice, and how he or she feels about the teacher’s lessons. Another might first recall that the teacher has a very deep and powerful voice, followed by how the teacher always makes the class feel interesting, and lastly, how the teacher looks.
This method of taking in and storing information in our minds, through our five senses (Seeing, hearing, feeling, taste and smell) is known as Representational Systems in Neuro Linguistic Programming. Having different preferred representational systems is also one reason why we encounter difficulties in getting our messages across to others sometimes.
If you are a visual person whose dominant sense is seeing, you will likely speak in a manner that include many pictures and visual words. A kinesthetic person on the other hand, will speak with many feeling words. Also, they will find it easier to relate to feeling words as compared to visual words.
A point to remember is that representational systems are not mutually exclusive. It is possible to recall a scene, and include the sounds and feelings simultaneously, though it is quite rare for all to be used together all the time. Most of us tend to have one or two representation systems that we prefer when thinking.
Also, it is possible to develop and improve. For example, a person who is mostly visual might have difficulty learning music initially. However, with practice, they can also develop the audio aspect of their representational systems.
So to conclude, if you want to build rapport with others and get them to understand you easily, take responsibility for the way you communicate and use words that are suitable for their preferred representational systems.
By Joel Seah
Of course there is so much more to having great interpersonal communication skills and if you use what Joel has told you in this article you’ll be well on your way …
Top Transferable Skills Web Sites
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To be successful in the workplace, employees have to possess transferable skills. Knowing about these skills will help teens and adults prepare to be successful in the workplace. Transferable skills are a product of our talents, traits and knowledge. These skills determine how you respond to new activities, work situations or jobs.
Transferable skills are non-job specific skills that you have acquired during any activity or life experiences. Student activities and experiences include campus and community activities, class projects, and assignments, hobbies, athletic activities, internships and summer part-time jobs.
Transferable skills fall into three (3) groups: Working with people, working with things, and working with data/information. These terms are defined below:
Working with people skills happen when people sell, train, advise, and negotiate.
Working with things skills occur when people repair, operate machinery, sketch, survey, or troubleshoot.
Working with data/information skills involve budgeting, researching, and analyzing.
The Secretary’s Commission on Achieving Necessary Skills (SCANS) is a model for transferable skills resources and web sites. In 1990, a commission of schools, government, unions, and corporations developed five SCAN competencies and three SCAN foundation skills. The Five Competencies are: Resources, information, interpersonal, systems, and technology.
The meanings of the competencies are:
Resources competencies describe the allocation of time, money, material resources, facility resources, and human resources.
Information competencies involve acquiring, evaluating, organizing, maintaining, interpreting, communicating and processing information.
Interpersonal competencies include team participation, teaching, customer services, leadership, negotiation, and cultural diversity.
Systems competencies work with understanding systems, performance monitoring, and systems designs.
Technology competencies involve the selection, application, maintenance, and troubleshooting of technology.
Besides competencies, there are three (3) Foundation Skills: Basic, thinking, and personal qualities. The terms are explained below.
Basic skills involve reading, writing, arithmetic, mathematics, listening, and speaking.
Thinking skills include creative thinking, decision making, problem solving, seeing things in the mind’s eye, knowing how to learn, and reasoning.
Personal qualities are responsibility, self esteem, sociability, self-management, and integrity/honesty
Universities and professional organizations, such as California State University, Rochester Institute of Technology, Carnegie Mellon University, Quintessential Careers, and the National Association of Colleges and Employers (NACE) agree these transferable skills are important. These organizations have created transferable skills surveys, exercises, and web sites.
The National Association of Colleges and Employers (NACE) is a professional association connects more than 5,200 college career services professionals at nearly 2,000 college and universities nationwide, and more than 3,000 HR/staffing professionals focused on college relations and recruiting. NACE has compiled the twenty (20) top personal qualities/skills that employers requested the most:
1. Analytical skills
2. Communication Skills
3. Computer skills
4. Creativity
5. Detail-oriented
6. Entrepreneurial skills/risk-taker
7. Flexibility/adaptability
8. Friendly/outgoing personality
9. Honesty/integrity
10. Interpersonal Skills (relates well to others)
11. Leadership and management skills
12. Motivation/initiative
13. Organizational and time management skills
14. Real Life Experiences
15. Self-confidence
16. Strong work ethic
17. Tactfulness
18. Teamwork skills (works well with others)
19. Technical Skills
20. Well-mannered/polite
Communication skills are the most popular skills listed on the web sites. Communication deals with speaking effectively, writing concisely, listening attentively, and other abilities that result in the expression, transmission and interpretation of knowledge and ideas. Communication skills help you communicate what you know. Examples of communication skills include:
Collaborating
Forecasting
Negotiating
Projecting
Publicized
Selling ideas, products or services
Speaking
Translating
Writing
Communication skills are involved in the other skills, such as organizational management, human relations, program administration, research & planning. Organization, management, leadership, and human relations skills are the ability to supervise, direct and guide individuals and groups in the completion of tasks and fulfillment of goals. Organization, management and leadership skills consist of:
Making decisions
Assuming and delegating responsibility
Organizing people and tasks
Negotiating agreements
Management and administrative skills organize and coordinate people, projects and events. As a manager, you handle multiple tasks, set priorities, and adapt to changing conditions and work assignments. As leaders, you use skills to motivate individuals and groups to assess, perform, set goals, evaluate, and follow through situations effectively.
Managers and leaders use human relations skills. Human relations, interpersonal, or people skills, develop rapport, negotiate, and help people overcome their differences.
In addition to human relations skills, managers and leaders need planning and reasoning skills. Program administration, research and planning are essential when you gather information, analyze data, present ideas, and generate solutions.
Analyzing, planning, and reasoning skills are used in the field of research. Research skills help you search for specific knowledge, determine future needs, investigate and record findings, find answers, and evaluate strategies.
Besides planning and reasoning skills, problem solving and creativity activities involve the ability to find solutions to problems using experiences, information, and available resources. Problem solving and goal setting involve assessing a situation, gathering information, identifying key issues, anticipating problems, and generating multiple solutions.
Transferable skills are also called Soft Skills. Simon Fraser University, a leader in management education, lists the ten (10) Soft Skills:
1. Adaptability
2. Communication
3. Dedication
4. Dependability
5. Energy
6. Flexibility
7. Hard-working
8. Honesty
9. Integrity
10. Leadership
There are free surveys, activities, and exercises that help identify your transferable skills. Examples of resources include:
Identify Transferable Skills Exercise
Identifying Transferable Skills in Career Planning
Identify Your Transferable Skills Survey
Transferable Skills Checklist
Transferable Skills Exercise
Transferable Skills Guidebook
Transferable Skills Survey
Resources:
Binghamton University, State University of New York, Career Development Center, LSG 500, PO Box 6000, Binghamton, New York, 13902-6000, 607-777-2400
Career Center California State University, Chico Chico, CA 95929-0700, (530) 898-5253
Career Center, Student Affairs, Carnegie Mellon University 5000 Forbes Avenue, Pittsburgh, PA 15213
Identify Transferable Skills Exercise. Career Development Services, A Division of Undergraduate Studies, Auburn University, 303 Mary Martin Hall, Auburn, Alabama 36849, (334) 844:4744
Identifying Transferable Skills in Career Planning. William E. Simon Graduate School of Business Administration, University of Rochester, Rochester, NY 14627:0107
Identify Your Transferable Skills. Career Center University of South Carolina H. WILLIAM CLOSE (BA) BLDG., 6th FL.
Job Outlook 2007, What employers want (and you need to have), National Association of Colleges and Employers, 62 Highland Avenue, Bethlehem, PA 18017-9085, 800/544-5272
Quintessential Careers, DeLand, FL 32720
Rochester Institute of Technology, Office of Cooperative Education and Career Services, 57 Lomb Memorial Drive, Rochester, NY 14623, 585.475.2301
Transferable Skills Checklist. Missouri State University, Career Center, Carrington 309, Glass 103, 901 S. National, Springfield, Missouri 65897, 877:836:JOBS
Transferable Skills Exercise. Wisconsin Job Center, 201 E. Washington Avenue, Madison WI 53702
Transferable Skills Guidebook. Simon Fraser University (SFU) BUSINESS, Career Management Centre, 2361, 8888 University Drive, Burnaby, British Columbia, Canada, V5A 1S6
Transferable Skills Survey. Career Services, University of Minnesota Duluth, 22 Solon Campus Center, 1117 University Drive, Duluth, MN 55812:3000
University of Alabama Career Center, 330 Ferguson, 205:348:5848
USC Career Planning & Placement Center, 3601 Trousdale Parkway, Student Union 110, Los Angeles, CA 90089:4897, (213) 740:9111
Mary Askew
http://www.articlesbase.com/careers-articles/top-transferable-skills-web-sites-209509.html
Four Main Types of Team Building Activities
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Quite a few corporate and retail employers enjoy looking for fun ways to bring employees together. One of those ways is to plan team building activities.Sometimes team building activities are held on the premises of an employer. However, quite often employers will provide unconventional team building opportunities off site. The following is a list of some of the most commonly planned types of team building activities:
1.Problem Solving Games
One of the most popular team building activities that involves problem solving is “murder mysteries”. This particular game involves the solving of a mystery with given clues.
Solving a murder mystery is an activity that requires players to use all of his or her finest problem-solving skills. While playing this type of game, some players may be able to exercise their management skills of delegation and organization. Likewise, other players will learn more about how to work well with a close-knit employee group. Treasure Hunts are also another type of problem solving game that calls for group activity. This usually involves finding some type of valuable gift or object with just the use of location or object description hints that are given. This particular type of activity is perfect for helping a group of people learn how to follow directions and to use time wisely.
2.Driving Sport Events
Driving events are sometimes planned for employee groups. Quite often these are planned for pure enjoyment. However, one of the benefits of planning a driving sport event day is that employees learn how to get along even if they are competing against one another. Examples of driving sport events include quad racing (four wheeler racing), off road racing, buggy racing, and remote control car racing. For a very crazy (in a good way) adventure some corporate or employee teams may enjoy reverse steer car races.
The reverse steer car race may deserve a little more explanation than the other types of car racing. The cars used in this type of race involve the use of a backwards type of steering wheel.
3.Communication Exercises
Another type of activity involves playing games that require people that do not know each other well to talk to each other. These are typically called communication exercises, and are planned to help people improve interpersonal activities within the office. Sometimes employee groups who are involved in communication games will play “Twenty Questions” or “Get to Know You” games. For instance, one of the questions for the “Twenty Questions” game could be as follows:
“If you could have one new type of food in the office cafeteria what would it be?”
The type of direction involved in “Get to Know You” games could include something along the lines of the following:
“Find someone in the room who has the same hobby as you.”
Usually communication games not only require quite a bit of verbal communication, but they may also require non-verbal communication as well. For instance, most people know what “Charades” is, or “Pictionary”. Charades is a silent acting game and Pictionary is a drawing/word guessing game. Communication exercises are usually meant for resolving issues that are directly work-related. However, they may also be designed to help teach employees how to resolve personal issues between one another.
4.Social Events
Sometimes entertainment such as music, dancing, or theatre productions may be planned for a corporate event. Moreover, employee events that are organized by employers and/or third party activity coordinators may involve themed parties. Two of the most popular themed parties include the Wild West theme or the Hawaiian themed party.
John Tarr
http://www.articlesbase.com/business-articles/four-main-types-of-team-building-activities-127662.html
Making Money From the Inside Out
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It is a well-understood axiom of the business world that there are two ways to improve the bottom line of the business. Stated simply, those two ways are to make money or to cut costs. Now no business can cost cut their way to profitability. But by the same token, waste and excessive internal costs for any business can eat away any profits that business is enjoying. So to get ahead in a competitive business environment, both methods must be employed.
When a business turns its eye to cost cutting, there is a stated or unstated business objective that the business owners will discover significant bleeding of revenues that are going on within the systems of doing business. So if those systems can be improved to eliminate that waste, the business would literally make money from the inside out because the overhead of the business would drop so dramatically.
The usual progress of such a cost saving campaign by a business is to find “the low hanging fruit” first. By that we mean that in order to satisfy the demands of management, middle management will identify superficial savings in hopes of satisfying the requirement. Hence switching from disposable cups to mugs or cutting back on break room amenities often go on the chopping block first.
Sadly, while there may be some superficial savings to be found in such places, the significant introduction of efficiencies for any business lie at a deeper level and take a more in-depth process of locating problems with how things get done internally. The methodology of finding these “money pits” within a business is often called “Process Improvement.” The concept of process improvement is to diagram a particular business process from inception to completion and document the stages it goes through, the handing over of authority for the process and to pin point places where inefficient methods are causing excessive cost in executing that process en route to the final stage of process completion.
Routinely, the areas of business structure that most often identified as being candidates for a process improvement examination are…
* Excessive overhead between departments. Departments within a business are notorious for taking on the atmosphere of a fiefdom and becoming resistant if not suspicious of other departments in the same company. When that happens, department managers will introduce paperwork and unnecessary processing to cause “work” to move to his or her department from another or for completed jobs to continue along their path. This excessive overhead can be costly at the department level and bog down the business as a unit enough to actually reduce the profitability of the organization.
* Communication problems. A business process moves through the organization as each department or entity adds value to the process through to the completion of the job. However if communications between departments or people along the process chain are flawed, a process can grind to a halt and wait for hours if not days before the missed communication is discovered and the work is put into the cycle to be completed. This slow down or break down in communications can be a tremendous drain on the company. To correct the problem, modern tools of communication should be reviewed so each significant person along the chain is quickly made aware of work that needs to be done and can signal to the next agent that their step is complete and that the process is moving to the next stage.
* An inefficient IT infrastructure. Out of date computer programs that are not integrated with each other cause needless work to be done to take data from one system and moving it into the next computer program only to be entered again at the next stop along the chain. Standardization and integration of data and systems will introduce huge efficiencies to the process.
By streamlining the process of moving a business requirement from inception to conclusion, we can remove much of the inefficiency and waste that has become inherent to that process. We can introduce up to date integration designs both at the IT and process level to quickly move the process from one department to the next upon completion. The outcome is a streamlined organization that is no longer “bleeding money” due to inefficiencies and as such is making money “from the inside out”.
Pompy
http://www.articlesbase.com/business-opportunities-articles/making-money-from-the-inside-out-719654.html
Employee Selection – are you Gambling at Work???
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Employee Retention begins with Employee Selection.
Gambling is alive and well in the modern work environment! It’s amazing how many organizations gamble at work by not using advanced hiring techniques that could save resources and future headaches.
Employee Selection is a key strategy that can save organizations tremendous resources, time, and energy. Proper Employee Selection is the foundation to an effective Employee Retention strategy.
Few organizations are tapping the potential of effective Employee Selection. Why? Because today’s typical Employee Selection process is a gamble at best. The good new is it doesn’t need to be. There are powerful tools to help you optimize your employee selection and hiring processes.
Several years ago, I was in Dallas attending a trade show and noticed all the beautiful sports and luxury cars and shared that observation with a friend. My friend said, “There are a lot of $30,000 millionaires.” A lot of people have everything they have tied up into that fancy automobile. Thinking that a car is demonstrative of that particular person’s overall success is an incorrect assumption at best.
What situations that you face are similar to this example? It is sometimes said that a particular person is “all hat and no cattle” when they look the part – being more image than reality. How many of your hiring candidates look the part, but deep down inside, aren’t a fit for the position but you won’t know it for 90-120 days – long after they have become an emotional part of your team?
How often are people and situations what we think they are? Perception isn’t always reality. That perception can be enormously expensive.
Analogously, in your employee selection, inspiring, and maximization of your team and organization, how often do you run into situations where things aren’t what they seem?
Making a poor to bad employee selection decision is costly to say the least. Depending upon the industry, the cost of turnover can be anywhere from 30 percent of the annual salary and benefits to over 150 percent. Numbers don’t speak to what can’t be measured. The wrong hires destroy employee morale and hurt your Customer Experience.
Consider… Through traditional hiring practices, what are the “odds” you will hire the right person? How many candidates look great initially and then when they are on your “bus” they don’t work out? Your “odds” of hiring the right person are a LOT LOWER than you think unless you are using advanced hiring techniques. Consider the following statistics (various sources)…
14 percent – Traditional hiring techniques
38 percent – Behavioral Profile
54 percent – Abilities Testing
75 percent – Job Match Testing
By the way… Your odds at winning a hand at Blackjack are in the upper 40 percent range. Yes… You have better odds at winning a hand of Blackjack than you do in hiring the right person.
Our thought process is “trust but verify.” The candidate wouldn’t be applying if they didn’t want the job. Therefore, they are going to do everything possible to get it through the resume’ that is customized to your job description. No, we don’t believe people are trying to be devious. Quite the contrary. It’s best to assume the goodness in others.
However… If you don’t use a comprehensive Job Match personality profile during your employee selection and hiring process to ensure your candidate is a good job match, you are taking unnecessary risk.
Remember that college course you absolutely despised? For me, it was accounting. I took a lot of it and couldn’t stand it. I can’t tell you how many times I have seen people who went to college for a particular degree field and then came out into the real world and hated it. Ever notice how many people are in careers that are completely different from their major field of study in college? You’ve been there…
You know what is scary? With recent college graduates, unless you are Job Match Testing, you get to pay for figuring out someone doesn’t like the degree field they are going into.
Keep in mind… If you aren’t going to the highest level of understanding your new hire candidate through Job Match Testing, you won’t…
Hire the best candidates.
Reduce employee turnover.
Prevent conflict.
Maximize your training dollar effectiveness.
Know with certainty who to hire based on future leadership abilities unrecognized now.
There are several significant reasons to Job Match Test your candidates…
Employee Selection – Job fit – How well do their behaviors, values, personal attributes fit the job?
Inspiration – How do you know what “buttons” to push and which to stay away from if you don’t know their behavior profile? Remember – people leave people, not jobs. Is the way you are talking to your new hire de-motivating them?
Coaching – How do you know what skills the new team member needs to maximize their performance? Why not coach immediately rather than the normal 2-3 months process – after you are beginning to “know” the new team member? With the Trimetrix Behavior Profile system, you will know immediately – rather than having to wait for the “honeymoon” to be over.
Interpersonal Effectiveness – How do you help the team member acclimate to the rest of the team effectively if they don’t know how to effectively communicate with them? How do you help the rest of the team acclimate to the new hire candidate?
Employee Retention – If the team member doesn’t fit the job, they won’t stay. When you match the job to the candidate, morale is enhanced as well as productivity
.
Succession Planning – How do you know who will scientifically be the best candidate for potential future promotions. How do you choose the best future leader between two good, equally qualified candidates?
Training and Leadership Development – Where do you allocate scarce training resources? When you use an effective Job Match Testing program, you can identify key areas that candidate will
Without at least behavior profiling, you can’t possibly know what the full potential of the new hire candidate is. And you can’t tap what you don’t know.
Please keep in mind… It isn’t ethical to base your entire hiring decision on Job Match Testing of any type. Our recommendation is that it be no more than 20-25 percent of your hiring decision. These tools are most powerful when used in combination with your existing hiring program – not by themselves.
Chris Young
http://www.articlesbase.com/online-gambling-articles/employee-selection-are-you-gambling-at-work-99179.html
does anybody know of interpersonal conflict monologues or dialogues?
Posted by: | Commentsneed it for speech class and I cant find one anywhere! thanks!
try opening a play, almost all of plays are interpersonal conflict mono or dialogs.That’s what they are about, both serious and comic ones.
I’m really shy and have been dreading the general requirement of oral communication. What course would be best? The courses I’m thinking about taking are either small group communication or interpersonal communication. Advice is appreciated! Thanks!
It really depends on where you are. Since I don’t know what school your registered at, I can’t suggest any specific class. However, here is how to find out.
Check your school catalog, the book/brochure that lists all courses and their description. Look at the classes under "communication", or any related major. Then, talk to either the instructors whose class description looks like a fit for you. Or call the department office and ask the secretary. She shall be able to direct you to someone that can help you.
Good luck.
What’s the difference/relation between Interpersonal Communication and Mass Media ?
Posted by: | CommentsI’m a mass comm. student. I’m supposed to write a paper making a comparison between interpersonal comm. and mass media.., so just give me and over view and tell me the points I’m supposed to illustrate.
Without doing your homework for you, Mass media is obviously communication on a large-scale basis and interpersonal communications on a one-on-one or small groups such as small businesses or even larger corporations. Mass media could be viewed as a firehose spraying a large area as opposed to a squirt-gun in spraying interpersonal communication. :>)