Impression Management Techniques

feeling Management TechniquesContentsQ1. 7 Impression Management TechniquesConformityExcusesApologiesAcclaimingFlatteryFavours joiningQ2 Transactional and Transformational LeadershipTransformationalTransactionalQ3 Cross-Cultural converseThe Se manticsThe con nonation of wordsThe t bingle of the pronunciationThe variant learningQ4 5 subject Dimension spot DistanceIndividualism Vs Collectivismmaleness Vs Femininity doubtfulness AvoidanceShort-Term druthers Vs Long-Term OrientationQ5 Equity and Expectancy possible actionEquity systemExpectancy TheoryConclusionReferencesQ1. 7 Impression Management TechniquesThe management printing process intend an attempt to control and the atmosphere of the impression from different some champions. This 7 impressions atomic number 18 conformity, excuses, apologise, acclaiming, flattery, favours and association. This technique is always used in daily life or convey coiffe and new(prenominal)wise occasion.ConformityConformity heart an d soul word meaning and consider the action that appropriate in front of other tribe to turn over other to enjoy the place, environment, and the other people slightly. For example, the acer company usu eithery gather the employees to corporate with superstar a nonher to involve every(prenominal) the employees to feel put one(a)d and feeling comfort towards the other employees, the movement place and the environment around the work place.ExcusesExcuses refer to the person explanation around the event that made the person do nearthing unacceptable to give their penalisation non to severe. For example, the acer employees late to come to the meeting and made an excuses because of the traffic jam that happened. The other example is that the project is not finish because of some equipment is not delivered from the supplier.ApologiesApologies subject matter to admit the undesirable event with responsibility and liveed by to acquire the pardon from the people related to the world and for the action itself. For example, if the employees do something unnecessary and got scolded from their jitney, they always turn in to say sorry or apologies and find out to the passenger car advice.AcclaimingAcclaiming means to greet the public with proud because of the excellence of oneself about(predicate) the work they done perfectly and got praise from the gameyer(prenominal) rank person. For example, for the employees that run through a good idea and get praised from the attractor of the project and the employees leave prompt to work harder and better gauge.FlatteryFlattery means of an inordinate compliment from the other to make the person handleable and over sanction about themselves. For example, if the project of one free radical is successful the whole mathematical group ordain get a lot of praises and because of that it will catch 2 effect, first, the employees will work harder or the employees will suit superior from the other in the o ffice.FavoursFavours means to do something nice to someone to get the other acceptance and gain other people approval. For example, the director ask their employees to narrative the group sport done for the last 2 weeks because of the report the handler loss to submit and to be the official report of acer group.AssociationAssociation means to cooperate with other people to enhancing and to protecting for to each one one other about the information and the image of the people that are inside association itself. For example, the employees suck in to corporate to get the topper idea with the best quality and the opinion about the other ideas.Q2 Transactional and Transformational Leadership jibe to James, B. MacGregor,(1978), attracters is devided into 2 examples. The first type is Transformational, this type is a attractorship that headache and concern about their employees. This type of leadership is excessively bugger off the aforementioned(prenominal) goal as their e mployees because of that the leader is putting the training for the employees first to rail and develop the employees. certify is Transactional, this leadership type is a type where the leader is giving their employees the lordly or proceeds creator for what the employees done or we nookie say that this kind of leadership is a used of highschooler rank superpower to the freeze off rank. For example, praise, advance or demotion, and etc.TransformationalThis type of leader is the one that prioritise the employee knowledge and the productivities of the employees. This type leader is also provide the education. This type objective is to get a mutual good example and convert the employees into leader and made the leader experience the moral agents. The outlet of this leadership is a positively appropriate behaviour or negatively behaviour. This leadership work 6 factor, first is the leader always actuate the employee or follower to achieve the goals that beyond case-by-ca se goals or self-achievement. Second is the leader have a good vision about the changes that happened around them to have an emotional bond with the employee. ternion is the creating learning opportunities for their employees and have the employees to dissolve the problem by themselves. Fourth is the leader have the ideas that make the employees follow and accept and also to inspire and provide the resources the employees needed for their work. Fifth is rattling proactive and always have a new expectations for the employees. And the last one is the leader have to make the employees act exceed the framework by emotional effect or we can say as deputize relations. For example, the manager send one of the potential employees to get an education and become superior in their field to become the example and the leader to naturalize the other employees to be able to do the educated employees method.TransactionalThis type of leader is where the leader know how worth the causa is and a ware which reward the manager will ground to the employees. The reward that manager can give to the employees are reward power or coercive power or in other word is punishment. This transactional have 5 factor. First, the leader knows and aware of the cogitate between the effort and the reward, its obvious because this type used coercive power and reward power. Second is response to every present issues. Third is the leader control the follower trough reward and punishment. Fourth is the leader give the reward for the goals that setting by the leader to achieve and get the result manager desired, and the last one is leader is depends on the power they have over the employees to make the employees get the successful completion of the bargain. For example, the manager give a punishment to one of the employee because he did not give the report in the due date of the submission and because of that particular employees get reduced in his stimulus or his salary or he can be demoted or terminated, commonly the consequences is put inside the involve that employees sign before joining the company.Q3 Cross-Cultural CommunicationThe cross-cultural discourse is one of a lot of difficulty for some culture to top with each other. This cross-cultural communication have 4 specific categories. The quad specific categories are caused by semantics, the connotation of the words, the tone different of nomenclature is different from other and the different of perception from one unmarrieds with another.The SemanticsThe barriers is caused by the eminence of the body actors line around every country and its not limited to only body language provided also on the whole form of communication. This make for some people to confused with the people from other culture to make an association and to understand each other. For example, the acer is from touch oned States of America, and they hired a lot of their employees is from other country and they usually see with some cul ture that Americans have, because of that some of the employees feel uncomfortable to conference and tie in with other people.The connotation of wordsThe barriers is caused by the same word with other language but have different meaning from one language to another and some of the word is untranslatable to another language. This also let in verbal and inverbal communication. For example, some of the word in English and mainland Chinaese is untranslatable to each other and some of the word is hard to describe to each other.The tone of the pronunciationThe barriers is caused by the different of the way how to say things in every culture in the world such as the mess of tone at syndicate, office, informal conversation, or formal conversation is different in some culture. For example, the tone of English speaker is usually lower that other language and the tone of Chinese usually not consistence in some pitch of the volume and if the tone its not in the right pitch the meaning usua lly change.The different perceptionThe barriers is caused by the differentiation of the people perspective from one culture with others. This part a lot of opinion of one single matter with one culture and the other culture is also made the people in one culture discriminate other culture. For example, the perspective of Indonesian and occidentalize is different, such as, drinking alcohol in public for westernise is usual and its not disturb the norm in their culture but if we ferment that attitude to Indonesia, you violated a lot of norm of theology and some of the laws.Q4 5 National Dimension gibe to Hatch, Mary Jo (1997), National Dimension means the unified understanding of organisational culture comes from the idea that are manifested the entire of one cultural system. This dimension is divided into 5 categories power outer space, individualism vs collectivism, maleness vs femininity, uncertainty scheme and the short-term orientation vs long-term orientation. This natio nal dimension is different for one culture and other culture.Power DistanceEverybody in this world is unique and implies that every single individual in this world is incommensurate because of some reason and accept the unequal rights that occur in the area. And one of the reason is the power one individual have over other individuals. This power distance is also have some factor for example power, wealth and prestige of one individual have in one country or area. Power distance is the name of this first of 5 national dimension. For example, the power distance for Taiwan is high, because of that the employees cannot have an informal event to ask their boss to and they have to have words formal and give their leader a lot of respect, but its different from united states that have low power distance. Because of that the Americans boss usually mix with their employees to have a party or even talk in informal form of language.Individualism Vs CollectivismThis second spot is one indiv idualism is prefer to work together or alone. nearly culture in this world usually do better in group and some if they work alone. This also influence the productivity of the factory or the office one individuals of one culture. For example Taiwan that have low individualism point, they usually prefer to work within a group to finish one project, in contradiction for United States of America, they have high points for individualism because of that the people in America prefer to work alone for their work.Masculinity Vs FemininityAccording to Hatch, Mary Jo, (1997), this point is where in one culture of the competitive competitor to be able to accept the gender issues and the gender roles in society. This gender issues mean the speciality of the man race to be superior to woman. For example, Taiwan have low masculinity points, woman it is not limited to only become house married woman but can become a high rank manager in one company but for America that have high masculinity point s, the women in America is prefer to stay at home and become a house wife and take care of the children.Uncertainty AvoidanceThis point is where one culture is accept and to gamble the aftermath without the plan that detailed and specific and risk it to get the objective of oneself or the group. If the uncertainty avoidance level is high than the people do not want to risk it and the people have to follow every tone of voice carefully and vice versa. For example, America have low points for uncertainty avoidance so Americans confidence to take the risk and brave to risk all to gain something, in contrast the Taiwan people that have high uncertainty avoidance, so the people always have to follow the prescript and have to follow every step their leader gave them one at a time.Short-Term Orientation Vs Long-Term OrientationThis point means the relationship of oneself to other with some maintaining relationship. It also maintaining the good thing from the past times to get the bright er light in the future of the work condition. For example, for Taiwan that have a high points in long-term orientation like to get their reward for their work in the future and to maintain some link with their former colleagues, in contrast, Americans that have low long-term orientation points, they like to get their reward as soon as their work done, they do not care about the future and they usually did not hit their former colleagues.Q5 Equity and Expectancy TheoryThis question we are going to discuss about the equity possibility and expectancy theory. The expectancy theories is found on the employees behaviour and to get the maximum outcome and likely to get reward for the return. The equity theory is based on the equality of the employees and how the employees hardened in the office environment to meet the goals and motivated them more.Equity TheoryFirst we are going to talk about the equity theory. According to Stone, Raymond J (2005) that this theory states, all the employ ees of the company need to be toughened equally and fairly and they have to receive the suitable outcome for them and their input according to the effort they make to make the company running. It also make the employees to be motivated and the outcome have to be equal with the efforts they had spent. This theory have 4 main factors that have to be fulfil. First, the one that have the equity or inequity is perceived. Second, comparison with others, means that the person have to know the effort they have to do and know the input is for them. Third, the effort the person used to fulfil the hypothesize to be achieved because the person bring their characteristic and this can decide how is the work going to fulfil. For example, the important job is given by the manager of acer to the most sufficient role player and give the easy task to the normal employees.Expectancy TheoryAccording to Ivancevich, John M. (2008), the expectancy theory means to give an equal reward because of their su ccessful effort and result but also it motivate them to work harder than before. This theory is also have 4 important factors. First is first-level and second-level outcomes. The outcomes of first-level is that the employees will going to work harder and it increases the company productivity, reduced the absenteeism, turnover and increase the quality of the product itself. Second-level outcomes is where the first-level is fulfilled, what is the reward or the outcome for the employees going to get, such as, promotion or termination, reduced salary or more salary, or else. Second, instrumentality, means the perception of one individual have about the performance or the first-level are related to second-level or the outcome. Valence is the third, is the outcomes that have been predict by the individuals. And last factor is expectancy, means that the employees belief that the probability of the outcome of one particular behaviour is parallel. For example, the manager give more payment t o the group that have the most brilliant ideas to give and give the prototype for the presentation in the due date.ConclusionThe conclusion of this assignment it is that first, the management impression is an attempt to control and the atmosphere of the impression from other individuals. Second, the leadership its can choosing to rule with behaviour or reward and coercive system to motivate the employees. Third that with some of the communication in this world between one cultures to another, always have a barrier that make the communication to become misunderstand. Fourth, the norm of one cultures have is sometime different from others. And last that to maximise the outcome of the productivity the company can motivate their employees by a reward and coercive power or by become the adviser to give an advice to reach the peak of the company productivityReferencesIvancevich, John, M., Konopaske, R., Michael, Matterson T. 2008.Organisational Behaviour and Management. eighth Ed. McGr aw-Hill/Irwin.James, B. MacGregor. 1978. Leadership. New York. Harper and Raw.Mary, Lahey N, 1987. Academy Of Management Review. 1st Ed. Georgia, Athena Ausburn UniversityStone, Raymond J, 2005. gay Resource Management. 5th Ed. Australia John Wiley and Sons Australia.Hatch, Mary J, 1997. Organisational Theory. 1st Ed. 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