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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).
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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).
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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).
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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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