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Communication Styles

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Communication  refers  to  the  process  of  enclosing  information  in  a  package  by  a sender  who  channels  it  to a  receiver through  a  medium.  This  information  is  then  decoded by  the  receiver  who  then  gives  a  feedback  to the  sender. Communication  can  either  be  verbal  or  non  verbal (Chandler  2009). 

An  expresser  in  communication  can  be  identified  easily  since  he/she  gets  easily  excited.  Such  people  are  enthusiastic ,   very  social ,  love  to  be  accepted  in  the  society  and   also  value  their  personal  prestige . Expressers  on  the  other  hand  tend  to dislike  wasting  time  with  too  many  facts  and  listening  to  unexciting  explanations (Montana  2008).  In  addition , expressers  like  only  exciting  things  and  would  therefore  dislike  to  spend  their  time  doing  routines  since  they  see  them  as  boring.  Expressers  respond  to  pressure  and  tension  by  convincing  people  to  buy  their  ideas  and  arguments (Montana  2008). 

To  handle  expressers  well  in  different  contexts , resonate  with  their  emotions. If  for  instance  they  are  excited  which  they  do  often , get   excited  with  them.  Expressers  can  best  be  measured   through  feedback, recognition  and  applause  hence  to  advance them , its   good  to  recognize  them (Wrench   2008).  Expressers  like  challenges  and  therefore  ought  to  be  allowed  to  get  ahead  quickly.   Expressers  are  mean  with  effort  and  they  therefore  depend  much  on  feelings , intuition  and  hunches  to  make  decisions. Expressers  also  love  conflicts  and  are therefore  likely  to  engage  in  spirited  discussions  involving  diverse  opinions (Wrench   2008).   To  succeed  with  such  people  in  business , since  they  love recognition , simply  recognize  them  and  inspire  them  to  procure  greater  accomplishments.  Expressers  also  love  team  work  and  therefore  in  business  they  should  be  given  team  work  that  entails  innovation  (Berio  1971). 

The  driver  on  the  other  hand  can  be  recognized  easily  since  they  love  doing  things  their  own  way , are  very  decisive  and  also  have  very  strong  viewpoints (Berio  1971).  They  are  self  opinionated  people  who  love  to  have  their  opinions  accepted  by  others  without  being  scrutinized.  They  are  also  result  oriented   and  would  therefore  hate  to  have  their  time  wasted  by  people  who  try  to  impose  their  decisions  on  them (Berio  1971). To  measure  such  a  person  therefore  simply  requires  one  to  look  at  the  results  he/she  has  produced  (Berio  1971).

Drivers  react  to  pressure  by  being  in  control  of  whichever  activity  they  are  engaged  in  and  therefore  the  best  way  to  deal   with  them  is  to  allow  them  to   be  in  control (Berko 2010).  Its  prudent  to  allow  drivers  get  into  competitive  situations  since  they stop  at  nothing  to  procure  success.  Drivers  also  love  to  save  time  by  being  efficient  and  avoiding  procrastination (Bamlund   2008).  To  succeed  with  such  people  in  business , one  should  allow  them  do  things  their  own  way  since  they  focus  on  results ,  are  efficient  and  hate  wasting  time.

The  relater  is  considerate ,  sympathetic , focused  on  people  and  values  interpersonal  relationships.  Such  people  are  cooperative , easy  to  work  with  and  are  therefore  very  good  team  players.   Such  people  are  also  very  helpful  to  others  and  have  very  good  listening  skills (Muiruri  2009).  They  however  tend  to  be  overly  sympathetic  with  others, focus  too  much  on  making  others  happy  and  this  can  interfere  with  business  production(Bamlund   2008).  Relaters  hate  conflict  and  channel  a lot  of  effort  towards  arbitrating  people.   Conversely , they  respond  too  slowly  to  changes  since  changes  upset  relationships  and  work  routine (Muiruri  2009).

In  business , the  boss  should  deal  with  such  people  by  taking  time  to  establish  rapport  with  them  in  order  to  share  with  them  their  personal  experiences (Montana  2008).  The  boss  should  avoid  being  aggressive  on  them  and  should  also  not  force  them  into  anything.  The  boss  should  also  cushion  them  against  changes  which  affect  interpersonal  relationships.  In  the  event  of  an  inevitable  change , the  boss  should  help  the  person  respond  to  it  without  being  adversely  affected  by  it (Mutua   2009).

The  analytical  can  easily  be  recognized  by  their passion  for  asking  too  many  questions , seeking  too  much  data  and  their  methodical  and  systematic  behavior  (Mutua   2009).  Such people  like  asking  technical  questions  and  dislike  making  errors  or  doing  things  spontaneously  without  good  preparation.  When  faced  with  much  pressure , such  people  get  a  way  out  by  seeking  more  data  and  information (Mutua  2009).   This  shows  that  the  best  way  to   deal  with  them  is  to  provide them  with  a lot  of  data  and  information.  Such  people  like  being  judged  by  their  degree  of  busyness  or  activity  load  that  leads   to   the  desired results (Berio  1971). They  like  saving  their  image  by   avoiding  making  errors  or  being  fixed  for  lacking  adequate  information. To  deal  with  such  people  in  different  contexts  including  in  business , one  should  allow  them  make  decisions  at their  own  pace  as  opposed  to  pushing  or  putting  too much  pressure  on  them (Berio  1971). 

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