Hidden Body Language in the Workplace - Essay Example

Hidden Body Language in the Workplace BY YOU YOUR SCHOOL INFO HERE HERE Hidden Body Language in the Workplace Because my position is one of authority and influence, I am often responsible for a series of ongoing interventions between subordinate workers and other management personnel. The business requires formal meetings in which important business strategies and objectives are discussed, thus requiring routine feedback from managerial staff members in human resources, accounting, and senior-level executive leadership.

These interventions often discuss uncomfortable scenarios regarding change practices as well as the financial integrity of the organization that leads to many psychological responses that are negative related to what is being received during discussion. New accounting procedures that are regulated by GAAP are often difficult to manage and impact the quality of ledger production as well as managing the activities of the accounting group. In recent discussions about compliance, many managers in these meetings become defensive without having to speak a single word.

They illustrate posturing that shows defiance such as crossing their arms or keeping their eyes toward the floor rather than showing attentiveness and respect for the speaker. Less obvious body language cues often received between subordinates and leadership include body stance, especially when discussing performance reviews. Many workers in this particular culture find these reviews to be too critical and they communicate their dissatisfaction with constructive criticism by leaning away from the speaker and shifting their weight to one side of their chair.

This illustrates boredom and defiance about what is being discussed that makes it difficult to recognize whether the criticism about performance is being understood effectively. Managers also use non-verbal strategies in another form when they are dissatisfied with the content of a particular meeting. I have found that when interventions are necessary to discuss better methodologies for dealing with partners, peer managers will show their defiance by changing their style of dress on these particular meeting days.

At this business, there is a dress policy that includes formalized attire as part of the corporate image. Many of these managers will come dressed in simple khaki pants and T-shirts when new change policies regarding partner-based policies are being discussed. Without having to say a word, their non-verbal communication shows their defiance and anger about new change procedures. There are also some managers who do not have the skills necessary to be effective leaders in the organization. They continue to show their favoritism toward others through touch.

Though this is only personal observation, I have noticed one particular manager that stays out of the intimate zone of others (approximately 18 inches in theory) when they want to maintain strict authoritarian posturing. However, favorite subordinates are always touched by this leader in the form of back-patting or friendly touches on the shoulder. I am unsure of whether other managers or workers in the business recognize this form of non-verbal favoritism, however being skilled in theories associated with psychology and body language makes it easy for me to recognize who this manager appreciates more than others in the business environment.

It is usually when change procedures are being implemented that most negative body language cues are generated. This culture is not very inter-dependent and each has their own specialized business function and skill set. When they are forced to work together or collaborate, dissatisfaction is always noticeable with certain key players in the organization. Non-verbal communication becomes a regular part of the business environment in a centralized company like the one in which I am employed.