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Chapter 9
1. Name one advantage and one disadvantage for communicating through social media for
a large corporation.
Advantage:
Social media offers an excellent avenue for communication to a broad audience and quickly get
feedback from those targeted by the message.
Disadvantage:
Too much exposure to the organization's information online can lead to information leaking and
cyberbullying.
2. Choose your medium channel (i.e., email, face-to-face, phone, teleconference, etc.) for
each of the following scenarios with consideration for media richness and social
acceptability. 1. Routine communication to co-workers. 2. A very sad and emotional
news to your employee (example: they are being let go). 3. Advising a customer that
their sensitive claim is being rejected.
1. Email- it has unlimited rapidity and allows the spreading of information to different
groups at the same time.
2. Face-to-face- it is used for work consultation as it requires physical presence.
3. Teleconferencing- it allows for instant direct interaction.
3. Describe one reason why it is important to understand cultural differences and keeping
a "global perspective" in your communication.
Keep the global perspective and understand cultural differences helps to avoid ethnocentric
judgment and engage the audience in an open, sensitive, tolerant, respectful, and effective
manner as it provides the communicator with implicit knowledge of how the audience might
interpret every situation.

Chapter 11

1. Is conflict in organizations good or bad? Explain your answer.

Conflict in an organization has both good and bad impacts. The good impact is that it creates
change and lead to more job satisfaction. The occurrence of conflicts means that people do not
agree on the existing policies and operations. In response to such situations, the organization may
modify the policies or conduct a complete overhaul of its leadership team. The bad impact is that
it's time-wasting and destroys the cohesion between the team members. There is no teamwork,
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and much of the time that would have been used for constructive purposes is spent trying to
resolve the conflicts.

2. Video Case Study Time!

http://canmedia.mheducation.ca/college/olcsupport/_ManagerHotSeatVideos/VidPlayer.php?
vid=hsleader
Watch the video using the link on the following slide. While watching the video and using
the content we learned in class for chapter 11, think about:

1. Drawing on your knowledge from our chapter 11 lecture, what is the source of
conflict the group is having in the video?

Differentiation- The members have different beliefs about keeping the clients. Some do not
agree that modernizing the website will help in retaining the clients.

2. What conflict handling style the leader is using as he manages the meeting?

Forcing (win-lose orientation).

The leader clearly states that he is in charge of the meeting and should run everything. He
does not listen to other members' views as they have no other option but to improve on the
website to keep clients.

3. How you would recommend the leader resolves this conflict?

I would recommend the problem solving (win-win orientation). All members should be given
a chance to give their viewpoints. The group can then discuss the different ideas presented
and come up with a constructive conclusion that everyone is satisfied with.

Chapter 12
Cast Study Instructions
1. Read the case study that is on the following slides
2. Answer the 3 case study questions that come after the case study slides
1. What problems are being encountered from the perspective of the employees?
1. They are not involved when making decisions that affect their working conditions, such
as a change in working hours.
2. Their senior leaders don't come to the bottom line to listen to them.
3. Their leaders do not appreciate their contributions.
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2. What problems are being encountered by Sally, and what could the organization have
done to address her problems?
1. Indifferences and hostility from the subordinates- Sally feels that she doesn't have the
support of the subordinates.
2. Lack of support from senior management.
3. She is stressed that her leadership style is regarded as poor.
The organization should adopt a two-way approach to solve the conflict. They can bring the
two parties together and change the perspective that Sally is not a poor leader. Since Sally
has been able to increase productivity by 20%, she should only be informed to introduce a
policy that involves the employees in decision making rather than threatening to move her
elsewhere in the organization.
3. What could Sally do to improve her leadership style?
1. Sally should change her people-oriented behaviors and listen to employees before
integrating decisions that may affect their conditions of work.
2. Sally should adopt the path-goal leadership and be more participative, which would mean
walking to the baseline and talking to the employees to understand their concerns. This
would foster a relationship with the workforce.
3. Sally should encourage employees to question current practices.

Chapter 14
The culture at Yahoo!
Watch the video on the next slide and then answer the questions on the following slides,
after you watch the video.
http://canmedia.mheducation.ca/college/olcsupport/mcshane/10ce/videos/VidPlayer.php
?vid=McShane9ce_YahooOrganizationalCulture
1. Describe how the socialization of employees is conducted at Yahoo!, and explain
why the company pays so much attention to these processes.
The employees are introduced to the different systems and team members working for the
company. They are taken to various departments so that they can learn and fit in the different
dynamics at Yahoo. The organization has also set aside some time where employees can share
conversations and share some time, which is a way of fostering relationships within the
company. They have fun, cultural, and reward functions that everyone participates in. Yahoo
pays so much attention to these processes to ensure that every employee feels contented and is
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ready to deliver results. The company is concerned with elevating ways through which all
employees can work as a team and be oriented towards one goal.
2. What stood out to you most about Yahoo's culture? Based on the video you saw,
would you want to work there? Why or why not?
Yahoo adopts an outcome-oriented organizational culture profile. I would work at Yahoo
because the reward is based on output and results. The employees have an equal obligation with
the managers to bring success. In this culture profile, the interests of the employees are well
considered as opposed to a seniority approach. The team members are also very close, which
encourages the free flow of information.

3. What artifacts of organizational culture did you draw upon to make your
conclusions about the culture at Yahoo?
I drew upon the observable symbols and signs of culture in which the employees told stories and
legends about their experiences while working for the company. The employees stated that they
are willing to do their responsibilities out of passion because they feel appreciated. That way, the
company will gauge the importance of the employees by the results they produce.