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The extent to which reflected appraisals affect the person being appraised depends upon characteristics of the appraiser and his or her appraisal. [5] Greater impact on the development of a person's self-concept is said to occur when: (1) the appraiser is perceived as a highly credible source (2) the appraiser takes a very personal interest in the person being appraised (3) the appraisal is ...
The law is, in a strict sense, only about correspondence; it does not state that communication structure is the cause of system structure, merely describes the connection. Different commentators have taken various positions on the direction of causality; that technical design causes the organization to restructure to fit, [ 10 ] that the ...
Reflected appraisals occur when a person observes how others respond to them. The process was first explained by the sociologist Charles H. Cooley in 1902 as part of his discussion of the " looking-glass self ", which describes how we see ourselves reflected in other peoples' eyes. [ 38 ]
N 2 chart example. [1] The N 2 chart or N 2 diagram (pronounced "en-two" or "en-squared") is a chart or diagram in the shape of a matrix, representing functional or physical interfaces between system elements. It is used to systematically identify, define, tabulate, design, and analyze functional and physical interfaces.
By taking into account heightened emotion, reaction to the stooge, as well as prompted questions, all these elicited factors provide a negative or positive affect. Although the study took place in 1962, it is still studied in both psychology and communication fields today as an example of appraisal theory in relation to affect and emotion.
Annotated information flow diagram. An information flow diagram (IFD) is a diagram that shows how information is communicated (or "flows") from a source to a receiver or target (e.g. A→C), through some medium. [1]: 36–39 The medium acts as a bridge, a means of transmitting the information. Examples of media include word of mouth, radio ...
360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.
A common objection is based on the fact that it is a linear transmission model: it conceptualizes communication as a one-way process going from a source to a destination. Against this approach, it is argued that communication is usually more interactive with messages and feedback going back and forth between the participants.
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