3 Dyadic Interview and Appellations of Concepts - Essay Example

3 Dyadic Interview and Appellations of Concepts The First Interviewee, DJ In the interviews I conducted, I focused on issues of leadership, teamwork and communication and the people I interviewed had the initials DJ, ES, JO as a way of spreading the IPC concepts. After gathering all the information from the interviewees, I realized that personal traits greatly differ and cannot be matched by someone’s first impression. I asked DJ about her perception on teamwork and how to approach problem in teamwork. These were going to give me the person’s feelings and reaction to the situation. The first person I interviewed was cool and collected individual. DJ told me how good she is and the fact that DJ is very impatient with arrogant and people who do not respect others. DJ’s self-assessment portrayed what I really know her to be. DJ proved very wise and was open for the interview. I asked her about her perception when it comes to teamwork and her problem solving abilities in a group. She was open and listened to my questions attentively before responding. DJ admitted that availability of a range of diverse minds that continually challenge one another result into detailed and thoughtful choices that help in making irrefutable decisions that are essential in the competitive world. DJ clearly explained her view on the impact of conflicts in the organization. DJ said that she is gifted in making distinction between personal differences and opinion peculiarity and maintaining the spirit of working as a team. According to her fun, openness and productivity with no or less politicking and posturing is the only way of working hard in a team. DJ said that when a problem arises between her and others, she democratically handles them with a clear distinction between substantive and personal issues. She would prepare herself with information that is more detailed and multiple alternatives to enhance the quality of their debate. Availability of more data, which are objective based, compel her to focus on issues rather than personal matters or useless arguments rooted in ignorance. DJ believes that reliance on facts reduces involvement on personal issues thus reducing interpersonal conflicts. In addition, said that she loves humor and a shared common goal in debates while maintaining a balanced power structure. DJ further said that she is normally deeply involved in creating different options that plummet disagreement amongst decision-making participants which in turn promotes teamwork. Individual commitment in decision-making is achieved when joint effort is put in creating a number of alternatives. By creating common goals in the teamwork, she believes that she can outline her strategic options as collaborative rather than competitive. Common goal does not imply uniform thinking but rather require everyone to have a clear vision towards a particular goal. Lack of common goal make some members of the team think that they are in competition thus framing decisions as reactions to threat. The interviewee said that using humor in decision making releases tension among the team and uphold collaborative spirit by making things funny. The excitement while in decision making process reduces stress and brutal competition. Interpersonal conflicts are greatly reduced by using humor as a tool to avoid hostile and stressful environment. Humor acts as a defensive mechanism by decreasing the team temperatures and blunting the threatening edge of negative information. DJ argued that humor has very positive effect on her mood and may allow communication of difficult information in a more tactful manner and less threatening way. Furthermore, humor may make people more optimistic and forgiving thus reducing defensive barriers thus enhancing effective decision-making process. Interestingly, she did not even use any sense of humor during the interview. The Second Interviewee, ES I asked ES’s attitude towards teamwork and whether he likes socializing. I further asked him how he would solve any challenge that arises in a group or a team. ES was an interviewee who admitted having challenges in time management and does not like interacting or socializing with many people in a team. ES said that he is hot tempered and very much impatient and therefore interacting with individuals may make him expose his anger very fast. Convincing ES to accept teamwork or to do something is very hard because he is stubborn. He however said that he is very flexible person who pays attention to objectives of a task to be accomplished. Interestingly, ES is always jovial in class and he can always make some jokes here and there. It is very hard to see him frowning or even showing anger. I was really surprised during the interview because whatever ES told me about him was very different from what I knew him to be. ES communicated to me in a very nice way and arrived for the interview on time as I had earlier informed him. He seemed very intelligent from the way he handled every question I asked him. ES believes that he is a straight talking individual who sums up situations in few words and applies his human intelligence to solve the company’s problems. When asked about how to solve challenges he said that he believes in identifying the risks and eliminating not just reducing them. Additionally, he says that he does not fear failure as this may lead to new ideas that are more satisfying to the group. ES does not allow bureaucracy in her procedures and he always works outside his scope and does everything that benefits the group. ES asserts that he is encouraged to create solutions to everyone always try to develop experimentation culture that does not condemn failure provided that it results in new lessons. It was very hard to connect what ES said during the interview and what he appears to be. Self-concept may at times not give the reality of an individual’s threat. It made me not to trust my first impression. In interpersonal communication, I am a good listener especially to every detail that I presume unique to the interviewee. However my perception is at times misdirected by the behavior of the interviewees. ES looks very affectionate while interviewing him yet he claims not to like socializing with people and that he does it because everyone considers it as a way of living a good life and relating with others. The conversation made me to discover more about other people’s traits and what they really are. The third interviewee, JO JO is a soft-spoken person who loves taking part in several events in the school. He actively participates in events he involves himself into. JO loves advising people where they go wrong in a soft but stern manner. Interestingly, despite his soft spoken nature, he can always shout at anyone who tries to cross his path. I asked him about his strengths in participating in a group or teamwork and the way he would handle any problem that arises within the team. JO says that planning the work, implementing the decision made and solving technical challenges in a group is critical. He said that he is a participative individual with the ability of promoting and making possible the involvement of others in making crucial decisions. JO said that he is an inspirational person who can empower people and instill perception that they can achieve a lot. He said that in everything he participates into he has a great influence on the outcome of the decision made. He counted on some of the potential benefits of his abilities such as higher decision quality and overwhelming approval by the participants that eventually reduces conflicts in groups. The participants are normally satisfied with the decision making process as well as having a good opportunity for developing decision making skills. He says his participative abilities lead to contribution and sharing of knowledge. Members of the organizations may have vital knowledge, talent or skills in solving the issue at hand which the leader may not have thus improving the quality of decision made. His style of group participation usually emphasize on avoidance of issues that bring conflict amongst members by either improving on the issues or eliminating them. Additionally, participative decision making process help him in developing problem solving and decision making skills. Participation in complex decision making process greatly boosts skills such as diagnosing, evaluation and making the right choice as well as implementing the solution provided. He believes in distribution of knowledge amongst participants and goal equivalence. The diversity of knowledge involved in decision making process provides variety of better success options that a group can apply. JO further believes that peace and harmony within a group thus creating a better room for improvement. The interview with JO was a realization of new concept of managing group discussions and letting everyone like you in a group. It really gave me an insight on how easy it is to let people involve or participate in certain things. JO is a very passionate fellow who considers everyone’s contribution because he believes in equality. It is easy to tell, from his expression that he is a wise individual because he talks less but means a lot in his words. He kept calm throughout the interview and showed a lot of interest in revealing a lot regarding himself. I really enjoyed the interview and felt like it should continue for the whole day. Read More