help w the homework

Initial Post Guidelines
For your intial post, you are going to make specific connections between your example
and the week 10 content. To this, you should bring in specific course concepts from the
readings and notes for the week. In your posts, you will also apply what you have
learned about your example and content to make specific recommendations for
organizations, leaders, and for all of us. For each of the prompt options, you will receive
more specific directions for content to include.
Your intial posts will be assessed based on: 1.) specific connections, 2.) descriptions of
course concepts (please cite your sources when you are paraphrasing or using direct
quotes), and 3.) clarity and relevance of your recommendations. There is not a specific
length requirement. Excellent and above average posts explain examples, explain
concepts thoroughly, and make specific/clear connections to course concepts. Average
posts explain parts of examples, parts of concepts, but there are no clear connections
between examples and concepts. On the upper right side of the discussion, you can find
the discussion grading rubric. Instructions for how to locate this in case you need
it: https://community.canvaslms.com/docs/DOC-10577-4212540120
Initial Post Prompt Options (Pick One)
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Option 1: Organizational Conversations and Media Examples
o For your response, pick one of the featured examples or an example of
your own to extend the conversation from the Interpersonal
Communication in Organizations Lesson Plan OR the Emotion and Burnout
in Organizations Lesson Plan. What can we learn from this example? How
does this connect specifically to course content? Does it fit with course
content? Or, does it challenge course content? How would you contribute
to the conversation? What do you know based on what you have learned
and your own experiences? What is next? What can be done to address
these challenges? What do leaders and organizations need to do?
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Option 2: Emotional Labor in Organizations
Come up with an occupation that you think typically engages in a high level of
emotional labor. Next, find a current article about emotional labor in this
profession. You can use online blog posts, online magazine/newspapers articles,
or possibly interviews that have been posted online. Include a link to this story in
your post. For your occupation, I want you to think about possible “emotion rules”
or “communication rules” that govern the occupation. After talking about these
rules, I want you to talk about the extent to which the emotions required in this
occupation are genuine or nongenuine. How does the expression (or repression)
of emotion lead to stress and burnout in these occupations? What can be done to
address these challenges? What do leaders and organizations need to do? Use
your textbook, outside reading, examples from Canvas, and lecture notes to
support your ideas with course concepts.
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Option 3: Revisit An Example from Previous Discussion Post
o Revisit one of your discussions from discussions 3-7. In your post, please
make sure to explain your example again and tell us how you are looking at
in a new way this week. Pick two course concepts you learned about this
week and apply those concepts to your previous discussion example. In
other words, tell us how these concepts are working specifically in your
example. Based on your example and the course concepts you chose, what
could organizations and eaders learn from your example? What could we
learn from your example? Learning could be things that are good about the
example, but learning can also be correcting mistakes or doing things
differently.
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Option 4: Connect to Podcast Project
o Is your podcast topic related to what we discussed this week? In your post,
tell us briefly about your topic. Pick two course concepts you learned
about this week and apply those concepts to your podcast
challenge/topic. In other words, tell us how these concepts
work specifically when we apply them to your podcast challenge/topic
Based on your challenge/topic and the course concepts you chose, what
could organizations and leaders learn ? What could we learn from your
example? What might be some recommendations you could make for
leaders, organizations, or all of us to address your challenge/topic in better
ways?
Guidelines for Peer Responses
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Pick two other posts to respond to for this online discussion.
You do not have to respond to people who talked about the same prompt as you.
In your responses, you will have to carefully consider the prompt, including the
examples and the concepts discussed. In your response, you should consider
addressing the following questions:
o What did you learn about the organizational conversation, example, or
challenge/topic?
o What recommendations would you make for leaders of organizations?
o What recommendations would you make for leaders of the specific
organization?
o What can we learn (good and/or bad) from this post?
o What surprised you or interested you about the conversation, example, or
challenge/topic?
o Did you see different connections to course concepts after reading the
post? If so, explain them?
o Alternatively, you might ask questions about the specific prompt. You
might offer an alternative perspective, other specific recommendations, or
other specific lessons that we might learn. What you do not want to do in
your responses is just say I agree. Use these questions to help you all have
conversations about the topics and examples. Note, you can disagree in
a respectful way. Remember, you are focusing on ideas or people. If a
response to you makes you feel defensive, pause, and take some time to
reflect before you respond.
This is our first week looking at specific organizational communication issues. Our focus
this week is looking at interpersonal communication, emotions, and burnout in
organizations. In this lesson, we will focus on looking at emotions, emotion labor, stress
and burnout and organization. Our focus is on the communication around these issues.
Part 1: Connecting Interpersonal Communication, Emotion, and Burnout in
Organizations:
While these topics may feel a bit disconnected, looking at all of these topics together
helps us not only think about how we form and maintain personal relationships at work
but also how we provide support to colleagues as well as how we take care of our own
health and wellness.
If you think way back to the classical approaches, these topics would not be of a lot of
importance. Employees would be expected to focus on production, and there would not
be a concern for how we communicate or how we are feeling. We learned from the
humanistic approaches that we need to have a concern for people. If we are not able to
form relationships, and if we are not able to take care of our own health and well-being,
we cannot be productive employees. Ignoring this hurts employees and it hurts
organizations. Similar to last week, we will use our ideas to help us think about how our
readings and ideas contribute to larger organizational communication conversations.
Part 2: Emotions and Emotional Labor in Organizations:
In part 2, we will look at both how we express emotions at work and how emotions are a
part of the work we do in many jobs (emotional labor). The outside reading for this week
is an example of a scholarly source. It is an older article, but it is helpful because it talks
about some of the rules that we have for expressing emotions in organizations. While it
is older, these rules are still very applicable to organizations now. As you walk away from
part 2, you want to ask yourself if you can think of examples of professions that do a lot
of emotional labor. What does surface acting look like? What does deep acting look like?
Readings for Part 2
Lecture Notes: Lecture Notes Part 2_Emotions and Emotional Labor in
Organizations.pptx
Link to Article: Kramer and Hess.pdf
Examples for Part 2
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Podcast Example: Emotions at Work
o Adam Grant (Work Life Podcast), Season 1-Episode: Faking Your Emotions
at Work
o Link: https://podcasts.apple.com/us/podcast/faking-your-emotions-atwork/id1346314086?i=1000408143086
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TED Talk Example: Emotional Labor
o Hidden Costs of “Service with a Smile” (Laura Hockenbury, 2017)
o Link: https://www.ted.com/talks/laura_hockenbury_hidden_costs_of_servi
ce_with_a_smile
Part 3: Stress & Burnout in Organizations:
Part 3 examines stress and burnout in organization. In part 3, we will look at
stress/stressors, burnout, and discusses the link between stress, burnout, and emotional
labor. As you walk away from this topic, you want to think about what burnout looks
like, if you have experienced burnout (I think we all have) and start to think about ways
that you think organizations can truly address burnout in employees.
Readings for Part 3
Lecture Notes: Lecture Notes Part 3_Stress & Burnout in Organizations.pptx
Examples for Part 3
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Podcast Example: Burnout
o Adam Grant (Work Life Podcast), Season 3, Episode: Burnout is Everyone’s
Problem
o Link: https://podcasts.apple.com/us/podcast/burnout-is-everyonesproblem/id1346314086?i=1000468645838
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TED Talk Example: Workplace Stress
o The cost of work stress — and how to reduce it (Rob Cooke, 2020)
o Link: https://www.ted.com/talks/rob_cooke_the_cost_of_work_stress_and
_how_to_reduce_it?language=en
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Podcast Example: Burnout
o Redesigning Wellness (Jen Arnold), Episode 207: Physician Burnout
Link: https://redesigningwellness.com/2020/09/207-physician-burnout-causes-signs-solutions-with-nisha-mehta-md/
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Organizational Conversations:
As we think about the topics for this week, we want to also think about how we see
some of these challenges with socialization happening in organizations right now. The
conversations we will examine during week 10 include:
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Organizational Conversation #1: Pandemic Impacts and Building Relationships at
Work
Organizational Conversation #2: Emotional Labor and Burnout
Organizational Conversation #3: Helping Employees Manage Emotions, Stress
and Burnout
Reading for Organizational Conversations
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Organizational Conversations for Week 10: Organizational Conversations for
Week 10