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COM 597, Summer 2015 – Reading Guide Questions for 
June 16

For Lutgen-Sandvik and Tracy (2012):


1. Explain this macro, meso, micro decision in your own words. (p. 4)

2. What makes organizational communication such a fruitful perspective from which to studying workplace bullying. (pp. 7 -9)

3. What's the difference between "small-d discourse" and Big-D Discourse?  Which one was Kusztal's article about? (p. 9)

4. How do they account for bullying at the macro level?  Do you agree?  (p. 15)

5. Have you seen serial bullying in the workplace?  Why would terminating the targets be seen as a solution? (p. 16)

6. How does the muting of organization members operate at the meso level?  Do you agree with their analysis of multiple parties' responsibility for bullying?  Why or why not? (p. 16)

7. What's the argument they make about the forms v. features with regard to bullying?  And what's they're argument about how parties "talk workplace bullying into being?"  Do you agree?  (p. 17)

8. How do they say Big-D Discourses affect how people make sense of workplace bullying?  Do you agree?  (pp. 17-18)

9. Why do organizations fail to take responsibility for bullying or blame the target?  Have you seen this?  (p. 19)

10. What are resistance and identity work?  How do they operate for targets of bullying? (p. 19)

11. How do identity goals and Big-D Discourses result in harm to targets?  Do you agree?  (pp. 20-21)

12. What are the harms they attribute to bullying at the organizational level?  Do you agree?  Would you add anything to the list? (pp. 20-21)

13. What are the individual harms they associate with bullying?  Would you add anything to this list?  What's their argument for how communication is uniquely positioned to study how bullying affects individuals?  (pp. 21-22)

14. How do Big-D Discourses get in the way when victims of bullying seek sympathy from the public at large?  How does the notion of discursive closure help account for this? (pp. 23-25)

15. How do they say organizational organizational practices impeded attempts to stop bullying? Do you agree?   Would you add anything to their list?  (pp. 25-26)

16. What are the practices by individuals that they say sustain workplace bullying?  Do you agree?  Would you add anything to their list?  (pp. 26-28)

Whew!  After all those problems, it's time to start talking about solutions.....

17. What do they suggest organizational communication scholars have done and should do to make people more aware that workplace bullying is a real problem?  Do you agree with their proposals?  What would you add to the list?  (pp. 28-29)

18. What do they suggest organizations do to address bullying?  Do you agree with their proposals?  What would you add to the list? (pp. 30-32)

19. What's their suggestion for an addition to the school and college curriculum?  Do you agree?  Would you modify this suggestion at all? (p. 32)

20.  What do they suggest individuals do?  Do you agree?  What additions, modifications, or deletions would you make to their suggestions?  (pp. 32-34)

21. Which of their suggestions for future research looks appealing to you? (pp. 34-38)

22. What are the big takeaways of this article for you?


For Jameson (2001):

Before you read the article please read Footnote 1 on pages 189-190 to see how she defines terms.

1. p. 164: One more time: What’s the distinction among interest-, rights-, and power-based approaches to managing conflict?

2. p. 164: What do Ury, Brett and Goldberg advocate?  Why?

3. top p. 165: What does previous research say about who the most likely third parties are and their likelihood to mediate?  True where you work?

4. next paragraph: What’s the unique purpose she articulates for this study?

5. pp. 166-167: What distinguishes the various strategies she identifies as interest-based from one another?  Why might some people object to treating negotiation as exclusively interest-based?  Do you?

6. Are the research findings about managerial interventions she discusses in the paragraph that starts on the very bottom of p. 167 consistent with your experience?

7. pp. 168-169: What distinguishes the various strategies she identifies as rights-based from one another? (It may be helpful to also use the table on p. 174 to answer this question).  What does she note about the frequency of use of these strategies?  How does she distinguish these from power-based strategies?

8. pp. 169-170: What distinguishes the various strategies she identifies as power-based from one another?  Again, the chart on p. 174 may be helpful.

9. mid p. 170: What’s her complaint about previous research on workplace conflict management?

10. pp. 170-172: What are her research questions?  Who was her sample?  Does this sample satisfy her objections to prior research?

11. p. 173: How was the study done?

12. pp. 176-181: For each of the four research questions: What did she find?  Were her findings consistent with prior research?  For which strategies were there significant differences between managers and non-managers?  Are her findings consistent with your experience?

13. p. 183: So why is it that managers are more likely to see negotiation as available than do employees?  Mediation?

14. p. 185: She notes that only 31% reported that their organization has a conflict management policy in place.  Does yours?  If so, what is it?

15. pp. 185-186: What are the advantages to communication training she identifies?  Do you agree? (Save these for when you’re on the job market.)

16.  p. 187: What are the barriers to seeking third party intervention?  How can they be overcome?

17. What are the big takeaways of this article for you?

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