Jargons in the Workplace

What is a JARGON? a specialized or technical language of a trade, profession, or similar group WORKPLACE JARGON a sort of a euphemism for those pointless adages that are usually spoken periodically in the workplace. a workplace slang

analysts or biologists) to those that require little in the way of formal training and involve little risk to the public Performance Appraisal an evaluation of the performance level of employees against standards to make decisions about promotions, compensation, additional training, or firing Personal Selling face-to-face presentation and promotion of products and services plus searching out of prospects and providing follow-up service Phonemes distinct units of sound that distinguish one word from another Secondary Data already-published research information from journals, trade associations, the government, information services, libraries, and other sources Total Quality Management (TQM) satisfying customers by building in and ensuring quality from all departments in an organization Truck Jobber a small, limited-function wholesaler that delivers goods by truck to retailers Land and expand to sell a small solution to a client and then once the solution has been sold, to expand upon the same solution in the clients environment Blue sky thinking a visionary idea without always having a practical application Think outside the box means to not limit your thinking encourages creativity with regards to your job description The helicopter view an overview Get our ducks in a row order and organize everything efficiently and effectively Drink our own champagne means that a business will use the same product that they sell to their customers the champagne is an indicator of a good product End user perspective refers to what the customer thinks about a product or service an indicator of a how a client would feel after having used the product or service Pushing the envelope means to go outside of what is seen as normal corporate boundaries in order to attain a goal or secure a target

Examples of Workplace Jargons Accountability refers to the requirement that employees accept the consequences of their actions and report those actions to their immediate supervisor Achievement gap persistent differences in achievement among different types of learners as indicated by scores on standardized tests, teacher grades and other data the gaps most frequently referred to are those between rural and urban, female and male, majority and minority language learners Action research involves identifying a question or problem and then collecting and analyzing relevant data it is called as such because participants are studying an aspect of their own work and they intend to use the results themselves Apprenticeship a time when a new worker works alongside a master technician to learn the appropriate skills and procedures Arbitration the process of resolving all disputes, not only grievances, through an outside, impartial third party At-risk students learners who have a higher than average probability of dropping out or failing school Balance Sheet (s) reports the financial position of a firm at the end of a specific period of time Consists of assets, liabilities, and owners equity. Best Practice a business process with demonstrated ability to achieve superior results represent proven methodologies for consistently and effectively achieving a business objective Empowerment refers to when leaders of organizations give their workers the freedom, the incentives, and the training to be decision makers and creative contributors to the organization Equilibrium Point point at which supply and demand are equal Non-regulated occupations do not require special licensure can range from those requiring extensive education and training, such as a university degree (such computer

Workplace Environment
a hodgepodge of people with different interests, personalities, and lifestyles, who come together for a common purpose provides us with a microscopic image of the day to day lives of people who come to work, do their jobs, and live within the framework of companys rules and regulations. a key determinant of employees productivity engages employees impacts on their level of motivation to perform

Defined Processes the organization constrains the variability of how work is actually performed through documenting processes and communicating such expectations to employees the organization verifies on a regular or random basis that the work is actually performed in the way required

Workplace Incentives motivates the employees set up formal and informal structures for rewarding employees that behave in the way required rewards may consist of a mixture of internal rewards, such as challenging assignments, and external rewards, such as higher compensation and peer recognition

Workplace Factors Affecting Employee Performance

Supervisor Support supervisors act as advocates for employees, gathering and distributing the resources needed by employees in order for them to be able to do a good job and providing positive encouragement for a job well done supervisors display the interpersonal skills required to engage employees and enhance their self-confidence.

Mentoring/Coaching Goal-setting goal-setting is part of measuring the productivity between the employee and the immediate supervisor each employee is actively engaged in the goal-setting process and takes ownership of the final agreed goals and measures skilled and respected people possess the necessary facilitation skills to assist employees develop and apply new sills help the employees perform better in their current role assist the employees to develop further into a future role may be internal or external

Performance Feedback refers to the information on how the employee is performing consists of both positive feedback (on what the employee is doing right), as well as negative feedback (on what requires improvement) delivered objectively and with appropriate interpersonal and conflict resolution skills

Opportunity to Apply time and material resources should be available to employees, enabling them to perform to the best of their ability individual workloads and organizational systems and processes do not hinder employees from applying established skills or from practicing newly learned skills

Job Aids the work environment is set up so that templates, guides, models, checklists and other such workplace aids are readily available to help minimize error rates and customer dissatisfaction

Role congruity role = expectations

3) The article reminds you to _______ . Effective Listening Let us listen.. Listen to the teacher as he reads Take down notes to get ready for the Q and A afterwards. You cant eat. You cant sleep, and the pain seems unbearable. How long will it last? What can you do? Well, the truth is there is no quick way to mend a broken heart. There are however, a few steps you can take to get well sooner: 1. Expect to feel bad for awhile. Facing your pain is a natural first step to moving on. Cry when you need to, but dont overdo it. Endless hours spent viewing photos of your lost love while listening to sad songs is no way to get healthy. 2. Share your feelings with people who care about you; family, friends, anyone who can offer positive support. Sometimes just having a concerned listener can make all the difference in the world. Take care of your health. Stay active and watch your diet. Often after a break-up, we neglect our physical well-being. This can only make things worse. 4. Spend time doing things you enjoy such as sports, shopping, even homework! Keeping busy will help you feel better faster. Give yourself time. Getting over a broken heart can't be rushed. Grieve, but release the hurt or anger. Stay strong and know that the pain will soon fade. Q and A Listening defined 1) The article says _______ . a) it is OK to cry. b) you should not cry. c) cry as much as you want. 2) You should not ______ . a) listen to music b) be inactive c) talk to friends Listening Listening is more than merely hearing words. Listening is an active process by which individuals receive, construct meaning from, and respond to spoken and or nonverbal messages (Emmert, 1994). As such, it forms an integral part of the communication process and should not be separated from the other language arts. Listening comprehension complements understanding. a) remember to eat b) get enough sleep c) take it easy and relax 4) Which step talks about communication? a) Step 1 b) Step 2 c) Step 3 5) Which step talks about keeping busy? a) Step 2 b) Step 3 c) Step 4 6) 'Endless hours' refers to spending _______ . a) too much time b) not enough time c) too much money Effective Listening Objectives: 1. Identify the definition of listening. 2. Enumerate the types of listening. 3. Give examples of the types of listening. 4. Enumerate suggestions for better listening. 5. Be aware of the levels of listening. 6. Listen comprehensively.

WHY WE LISTEN? To enjoy To be informed To help Dimensions of Listening ACTIVE LISTENING A process of sending back to the speaker PASSIVE LISTENING Listening without talking Powerful in communicating acceptance Listening Students can become effective listeners by making themselves aware of the different kinds of listening, the different purposes for listening, and the qualities of good listeners. Wolvin and Coakley (1992) identify four different kinds of listening: 1. Comprehensive (Informational) ListeningIndividuals listen for the content of the message. 2. Critical (Evaluative) Listening--Individuals judge the message. 3. Appreciative (Aesthetic) Listening--Individuals listen for enjoyment. 4. Therapeutic (Empathetic) Listening--Individuals listen to support others but not judge them. 1. Comprehensive (Informational) ListeningIndividuals listen for the content of the message. 2. Critical (Evaluative) Listening--Individuals judge the message. Comprehensive Listening Traditionally, schools have concentrated on the comprehensive and critical kinds of listening. In comprehensive listening, we listen for the content/information of the message. e.g. Listening to the lecture of the teacher, news over the radio, listening text Critical Listening In critical listening, we make judgments about what the other person is saying. We seek to assess the truth of what is being said. We also judge what they say against our values, assessing them as good or bad, worthy or unworthy. e.g. Critical listening is particularly pertinent when the other person is trying to persuade us, perhaps to change our behavior and maybe even to change our beliefs.

Appreciative Listening In appreciative listening, we seek certain information which we will appreciate, one which helps meet our needs and goals. For example, listening to literature read, listening to radio plays, and watching films develop appreciation. Therapeutic Listening The listener has a purpose of not only empathizing with the speaker but also to use this deep connection in order to help the speaker understand, change or develop in some way. This not only happens when you go to see a therapist but also in many social situations, where friends and family seek to both diagnose problems from listening and also to help the speaker cure themselves, perhaps by some cathartic process. This also happens in work situations, where managers, HR people, trainers and coaches seek to help employees learn and develop. Listening To be effective listeners, however, students need a more specific focus than just attending to what is said. BARRIERS TO EFFECTIVE LISTENING 1. Hostile attitude towards the speaker 2. Self-interest and motives 3. You deliberately refuse to listen because you feel threatened. 4. You feel that the speakers objectives might be a disadvantage to you. 5. Day dreaming 6. If you let the stature and reputation of the speaker impress you more than the value of his speech. 7. Prejudging that results to wrong interpretation of the message. 8. Your own background may serve as an obstruction to effective listening. LISTENING MORE EFFECTIVELY: Listening is a learned skill just like the other communication skills contrary to the popular belief; you can improve your listening skill with diligent practice and guidance.

Seven Basics for Better Listening (Zacharis & Senders) 1. Set your mind to Listening. Do not let obstructions impair concentration. 2. Establish motivation or a desire to learn. 3. Establish empathy for the speakers position. 4. Establish certain questions in your mind about the nature of the subject. 5. Do not let your background and your personal biases cloud your point of view about the content of the speakers says. 6. Develop if necessary a note-taking system. 7. Read between the lines. Borman & Bormann have additional suggestions on how to listen more effectively: 1. Keep your attention to the message. 2. Focus on the structure of the message. Practice listening for the main outline or structure for better understanding. 3. Control your responses to the language. Excitement under control makes you function better. 4. Listen to a communication with an aim of understanding so that you comprehend the message. 5. Evaluate the message critically especially those ideas reflecting rumor, propaganda and persuasion. LEVELS OF LISTENING Here are seven levels of listening, starting with basic discrimination of sounds and ending in deep communication. 1. Discriminative Listening Discriminative listening is the most basic type of listening, whereby the difference between difference sounds is identified. If you cannot hear differences, then you cannot make sense of the meaning that is expressed by such differences. We learn to discriminate between sounds within our own language early, and later are unable to discriminate between the phonemes of other languages. This is one reason why a person from one country finds it difficult to speak another language perfectly, as they are unable distinguish the subtle sounds that are required in that language. Likewise, a person who cannot hear the subtleties of emotional variation in another person's voice will be less likely to be able to discern the emotions the other person is experiencing. 2. Biased listening Biased listening happens when the person hears only what they want to hear, typically misinterpreting what the other person says based on the stereotypes and other biases that they have. Such biased listening is often very evaluative in nature. 3. Sympathetic listening In sympathetic listening we care about the other person and show this concern in the way we pay close attention and express our sorrow for their ills and happiness at their joys. 4. Empathetic listening When we listen empathetically, we go beyond sympathy to seek a truer understand how others are feeling. This requires excellent discrimination and close attention to the nuances of emotional signals. When we are being truly empathetic, we actually feel what they are feeling. In order to get others to expose these deep parts of themselves to us, we also need to demonstrate our empathy in our demeanor towards them, asking sensitively and in a way that encourages selfdisclosure. 5. Therapeutic listening In therapeutic listening, the listener has a purpose of not only empathizing with the speaker but also to use this deep connection in order to help the speaker understand, change or develop in some way. This not only happens when you go to see a therapist but also in many social situations, where friends and family seek to both diagnose problems from listening and also to help the speaker cure themselves, perhaps by some cathartic process. This also happens in work situations, where managers, HR people, trainers and coaches seek to help employees learn and develop. 6. Dialogic listening The word 'dialogue' stems from the Greek words 'dia', meaning 'through' and 'logos' meaning 'words'. Thus, dialogic listening mean learning through conversation and an engaged interchange of ideas and information in which we actively seek to learn more about the person and how they think. Dialogic listening is sometimes known as 'relational listening'. 7. Relationship listening Sometimes the most important factor in listening is to develop or sustain a relationship. This is why lovers talk for hours and attend closely to what each other has to say when the same words from someone else would seem to be rather boring. Relationship listening is also important in areas such as negotiation and sales, where it is helpful if the other person likes you and trusts you.