Argumentation vs Rational Persuasion
forming arguments for some purpose
vs
appeal to reason in persuading, successful influence on another persons mental state where they have freedom to make decisions
Key take aways from Argumentation as Rational Persuasion
- Argumentation is not the same as rational persuasion
- Argumentation can occur without rational persuasion
- Use of arguments in argumentative communication to persuade consists of rational persuasion and it is rational because you are trying to change ones opinion on the a subject with arguments that are based on rational grounds
The Price of Incivility Article Takeaways
- Rudeness at work is on the rise (98% of employees claim to have experienced it)
- Nearly everyone who experiences incivility responds in a negative way
- There are different forms of incivility at work, from direct disrespectful language,
to acts of thoughtlessness rather then malice - Examples include not paying attention when other employees are talking; taking
credit for work that is not your own, teasing work of others etc.
Cost of Rudeness from The Price of Incivility Article
- Creativity Suffers
- Performance and Team Spirit Deteriorate
- Customers Turn away
- Managing incidents is expensive (13% of manager’s work time is spent resolving issues)
The Price of Incivility Article, what can managers do ?
- Model good behavior
- Ask for Feedback – see what your employees see as rude
- Pay attention to your progress
- Hire for civility- hire people that inclined to be warm and civil
- Preach Civility: people are often clueless to their non civil actions
The article talks about how videotaping people can make them aware of their rude
actions - Create positive group norms
- Reward civility in the workplace – Zappos has created a Wow system which
when recognized for civil behavior, $0.50 cash bonus is received - Penalize negative behavior
- Conduct interviews awhile after an employee has left the organization will giveinsight into why they truly left
Hofstedes Dimensions of Culture:
- Power distance
- Individualism and collectivism
- Masculinity vs. feminity
- Uncertainty avoidance
- Long term vs. short term orientation
- Indulgence vs. restraint
Element of effective argumentation:
Persuasion Positions
Appeal to reason (logos)
Appeal to emotion (pathos)
Appeal to Personal credibility (ethos) Appeal to narrative (mythos)
Aspects of Argumentation?
Conclusion: position being argued for
Premise: relevant reasons to accept conclusion
Counter-position: the acknowledgement of the other side of the argument
Alan H Monroe’s Motivation Sequence:
Attention
Need (describe the problem and need for change)
Satisfaction (present solution)
Visualization (what does the end solution look like)
Action (request immediate action)
What are Cialdini’s 6 principles of persuasion
- Reciprocity
- Scarcity
- Authority
- Consistency
- Liking
- Consensus
What’s fair? Public and private delivery of project
feedback. Article take aways
When employees feel that the actions of their supervisors are fair, it leads to other positive organizational outcomes like sportsmanship, altruism, courtesy and lower turnover
- Feedback should be delivered privately regardless of whether it is positive or negatively
3 different types of organizational justice
- Distributive: perceptions of justice dealing with rewards such as pay, promotion
etc. - Interactional: deals with justice in terms of interpersonal treatment
 - Procedural: deals with the methods in which rewards are rewarded
When procedural justice and interactional justice are deemed to be high, then distributive justice does not really matter
From the What’s fair? Public and private delivery of project
feedback. Article , what are 2 potential factors that could lead to perceptions of procedural and interactional justice?
message valence and privacy vs. publicity
“Dissent expression as an indicator of work engagement and intention to leave” Article take aways
This article deals with the relationship between employee’s dissent expression (disagreement) and work engagement and intention to leave
Dissent can occur instantaneously but often it is a calculated move
Employee dissent entails the expression of disagreement about policies within the organization. Employees often express dissent upwards in the organization when they are more committed and satisfied with their work as well as when there is a strong subordinate superior relationship.
Poor subordinate superior relationship leads to lateral dissent (complaining to coworkers) This also occurs when employees experience burnout, and hold a belief that workplace stifles freedom of speech.
Makeups of work engagement?
- Energy
- Involvement
- Efficacy
What is the strongest correlating variable to employee turnover?
Intent to leave
What are 3 functions of feedback
- Appreciation
- Coaching
- Evaluation
Findings of study in “Dissent expression as an indicator of work engagement and intention to leave” Article
Findings:
- Dissent directed away from supervisors, such as towards coworkers or friends or
family is an indicator of employee turnover (intent to leave)
- Expression of upward dissent and avoidance of lateral dissent signals work
engagement
- Upward dissent is linked to employee satisfaction, organizational commitment
and employee identification
- Work engagement for managers entails the avoidance of dissent, flaw is that it is a
missed opportunity for feedback
3 triggers that can block feedback
- Truth Triggers: this feedback is not truthful, wrong
- Causes feelings of anger, wronged - Relationship Triggers: the trigger focuses on the relationship with the person - Causes questioning of person’s motive, credibility
- Identity Triggers: trigger causes one to question self-perception
- Causes feelings of questioning one’s credibility, path, competence
- Causes feelings of being overwhelmed and threatened
Gibbs Reflective Cycle
Description Feelings and thoughts Evaluations analysis conclusion action plan
When delivering a negative message one should be
- Precise and clear, stating facts, use appropriate wording, not negative but not overly positive
- Refer to policy, give reasons
- Include goodwill, be respectful
- Be wary of legal liability
