Measurement of Time Spent Communicating Essay Example for Free

Measurement of Time Spent Communicating Essay The amount of time we spend communicating is outstanding. There have been multiple studies to find the actual amount of our waking lives spent communicating, and the percentage of time we spend in each division of communication. The article, Measurement of Time Spent Communicating, is the result of a communication study of employees of a research and development laboratory. The study was based on two techniques: direct observation, and questionnaires. How much time do people spend communicating at work? How much time do people spend using machines at work? This useful information can help to improve the amount of work done in a certain amount of time. If people spend more time communicating to get a job done, then our communication skills possibly need improvement. The talking people do is related with their work output. The same goes for machinery; if we spend more time in person-machine interaction, improving machinery would be the main advance to improving jobs. People were observed at one instance in time in offices of one person to five people, some at supervisory levels, laboratories, hallways, and conference rooms. The observation data was divided into to groups time spent communicating, and time spent working with equipment. These categories were subdivided in different types of communication activities, including face-to-face communication, telephone communication, reading, and writing, and different types of equipment uses, including lab equipment, office machinery, and an other category. Pre-tests showed the three trained clerks could classify the behavior of the employees reliably. Sampling moments were random and unbiased, only avoiding break times and everyones lunch, and are correspondent to the entire working day. The questionnaires were placed at the desks of all the people in the sampling areas, offices, and laboratories. The questionnaires were pre-tested to make sure the wording was understood, and the ordering of questions didnt change the results. The employees were to answer seven questions all percentages that should add up to 100% of the working week. The questionnaires that were returned and did not add up to between 90% and 110% were disregarded. 4,000 questionnaires were distributed, and 2626, or 66%, were returned and usable. Overall, the common results of the observations and questionnaires were recognizable. The observation method is more accurate, and unbiased, so the main differences in the two sets of data are explained by people underestimating the time they spend communicating face-to-face, and overestimating the time they spend reading and writing. The questionnaire and observed data representing how much time is spent speaking on the telephone, working with lab equipment and office machinery, and other were relatively the same. Another observation is that the amount of time spent communicating depends on how many people are in the office. The fewer people, the more communication went on. This could be due to the fact that many one or two person offices were supervisory level, and therefore had to communicate to employees more often. All offices engaged in face-to-face communication more than in laboratories. Although, time spent working with equipment is only 13%, even though the research study population is a research and development laboratory. This leads us to the conclusion that communication with people, not equipment, is the center of activity for most professionals, administrators, clerks, secretaries and technicians.

Speed Kills :: essays research papers fc

Speed Kills The high speed limits are often causes of accidents that cause serious injuries and even death. The speed limit should be lowered so we can control accidents caused by high speed driving, pollution, and the high cost of operation and insurance. First of all it is obvious that a motorist driving over the speed limit has more chances of getting into an accident that a motorist who is traveling at the average speed. One who drives fast does not have proper and that well of a control on the vehicle as one that is moving at a safe speed or at the speed limit mark. It is true that traveling above the speed limit will save time and time is money but is it really worth it. Speed over the limit is a major factor in about two to five percent of fatalities. When driving over the limit it is hard to determine the other drivers speed, this is called the speed variance and this can cause an accident while overtaking the other vehicle or simply changing lanes because the other driver could be speeding up as well, at the same time as you are changing lanes that would result in an accident. Speed not only kills it also costs money and other problems. Cars traveling at higher speeds increase the amount of fuel usage and therefore this causes more pollution in the environment. Not only that since it uses more fuel and takes up fuel faster one has to get gas more often and this will cause the driver to spend more money. Driving fast will increase the wear and tear of your car and the predicted reliability could drop and you might have to replace the automobile faster than expected because the vehicle wont lasts you as long as it was suppose. When you speed you have chances of getting speeding tickets that are very high in cost and you have to pay for them. Speeding tickets also raise your insurance rate; just two speeding tickets can increase your insurance premiums by fifty percent. According to Federal Highway Administration (FHwA) study in which speed limits were varied at 100 locations nationwide resulted "raising posted speed limits by as much as 15mph had little effect on the motorists' speed." The data actually indicates that accident rate reduced at sites where speed limits were raised. Traveling at high speeds saves time and gets you to your destination quicker and the traffic usually travels five to ten miles faster than the posted speed limit.

How can managers add value

How managers can add value to the organization Managers can add value to their organization in many different ways. First, they can like other employees, add value by simply doing their job well. Managers are performing the leading and motivating function, and a lot more depends on their successful work than on the work performed by other employees. Disruptions in managerial functions are bound to disorganize the work of other members of the organization as managers are supposed to add coherence to the organization’s activities. Thus, efficient and coherent leadership is the most important way in which managers can contribute to the success of their company. To carry out this challenging task, managers need to present a consistent policy to the rank-and-file employees so that managerial decisions do not conflict with each other. In fact, a discrepancy in the guidelines established by different members of the managing team can be most detrimental to the progress of business, and thus is one thing managers should most definitely refrain from. A person in a managerial position is certain to interact with other people including those who are their subordinates and can therefore be more easily influenced by managers. Consequently, a manager can promote the organization by influencing these people developing their understanding of business, skills and expertise, as well as supporting the ethical code of the organization. Of course, the manager is not always able to improve the potential of the workforce drastically in one sweep, but they can strive and work to achieve this purpose by raising their requirements to employees’ level of knowledge, skills and expertise. Managers can influence employees by setting a positive example themselves. The preservation and realization of the moral and ethical norms in an organization is dependent in the first place on the styles and practices at the top. Yet another way in which managers can make a contribution is choosing experienced, motivated personnel that can successfully achieve the goals set by the organization. The management usually makes staff decisions, and their correctness is of crucial importance for the benefit of the cause. The people are the primary value of any organization, and the ability to find able workforce and use it effectively for the benefit of the organization is the chief strength of any manager. Managers also add value by pursuing the interests of the organization in the external environment, for example, by advertising, crafting the public relations policy, promoting the image of the organization to the public. Various promotional events and participation in the life of the community can be of help here. It is also important that managers put the interests of the organization they serve above their own pursuits. The temptation to use a position of power to capitalize on it for the achievement of one’s won enrichment or attainment of some other, for example, political goals. A manager needs to avoid that if he or she is determined to enhance the value of the organization. Thus, managers as people who are holding in their hands the levers to the control of the organization can add value to it in a number of different ways. They can offer their subordinates a consistent, coherent and effective policy, contribute to the evolution and development of the workforce, make wise decisions on the recruitment of the personnel, further the interests of the organization in the external environment, and uphold ethical standards within the organization. It is perhaps easier to say in which ways they cannot assist the organization: they cannot change the situation in the external environment, such as modify the external environment to a significant extent. The latter statement, however, is not absolute truth, since any organization influences its environment promoting new ways of competition, giving new ideas to the public, prompting new moves of regulating authorities. Therefore, the potential for managers to contribute to the development of their company is virtually unlimited and only restricted by their abilities and expertise. Â  

Positive Group Dynamics Essay - 1271 Words

Positive group dynamics can make a mundane job enjoyable; by contrast, negative group dynamics can make a dream job miserable. Unfortunately I am stuck in the latter situation. I work as a 1:1 special education aide in a classroom with children with severe disabilities. It is a job with a population that I enjoy very much; in fact, it is a job that I thought I would be happy with for a while. At the start of this current school year I was in a different class with children of a higher cognitive ability and while it was okay, I missed my severely involved kids. A few months into the school year I was offered a chance to return to the classroom I enjoyed the previous year and quickly agreed. The teacher was the same, but the other†¦show more content†¦Basically, if J didn’t think of it, it was no good. Even P, who had taught all these kids the previous year, can’t offer a suggestion without being interrupted with a â€Å"better idea†. His response to J’s behavior is to think of any reason possible to leave the room. Berko, Wolvin, Wolvin and Aitken (2016) describe aggressive behavior as behavior in which the goal is to dominate and get your own way. J’s statements about her way as being â€Å"they way we do it now† is in line with Berko et. al.’s description of direct aggression (pg.195). She is overly direct and forceful with her opinions in such a way that makes it hard to disagree or even discuss the issue, to the point of her walking out of the room after she states her opinion’s, leaving others with no way to discuss anything. When I first arrived in the classroom, recognizing that I had been out of the room for five months I deferred to J and A’s schedule and routines. I reminded myself that no one like the â€Å"new person† to come in and make changes right away. What I was met with in return was a negative response to everything that had been in place for the prior two years I had worked with these same children. I was told that everything h ad to be changed, and it was â€Å"all better† now that J was in charge. The leader of the group, P, had been new to this particular group of kids the year before, but by the end of the year had a good system in place and was very active in the classroom. This year, he isShow MoreRelatedQuestions On Group And Team Terminology And Concepts From A Theoretical Perspective1516 Words   |  7 Pages1. Questions Related to Group Dynamics Introduction This assignment asks you to respond to a number of questions that address the more. Be sure to include citations in proper APA citation format and a reference list following the conclusion of the essay. This assignment is worth 15 percent of your final course grade. 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