The consolidation of the American news industry with media conglomerates has led to fears the news industry will?

What does adressed mean?

Addressed means to take care of something. For example, a leader may address of give a speech to their people in order to calm fears or address particular concerns.

What is the causes of miscommunication?

a. Miscommunications occur from many different aspects. It can be because the information needed wasn't communicated at all or it was misinterpreted by the listener. Typed words are a good form of communication in which miscommunication can occur. This type of communication does not allow for immediate feedback and the receiver has to interpret what the sender is saying on words alone. b. Having a different frame of reference is another area that miscommunication occurs often. The receiver's mind creates their own ideas or insight into the matter (message) at hand. Our minds will usually think of the worse things possible before logic because they are based on our fears or insecurities of past experiences. This leads to certain assumptions because our mind is in search of the logic and truth of the message; especially in an unexplainable event.

Tips for Effective Public Speaking?

There are many people who fear public speaking. If you're one of them, know that this is completely normal. However, you should also know that there are many ways to get over your fear and deliver clear, engaging presentations. Here are some tips for organizing and giving good public speeches. If you are well organized before stepping up to the microphone, you are more likely to feel confident and deliver a good speech. This positive experience will do wonders for calming your fears related to public speaking in the future.Think about the “arc” of your speech. What points do you want to cover during your speech? Where do you want to end up at the end of it? Having a general idea of the answers to these questions will help your shape your speech into an arc (opening/introduction, main points and supporting evidence/anecdotes, conclusion/lesson) that will be engaging to your readers.Develop a strong opening. Most listeners make up their mind about the quality of a speaker within the first minute of listening to him or her. This is your chance to “wow” them and make them want to listen to the rest of what you have to say. Some public speakers find quotes from famous people or short personal anecdotes effective for drawing in listeners.Stay on point. We've all listened to speeches that seem to wander all over the place, never really getting to the point of what we thought it was going to be about. It's your job as a speaker to guide your listeners through your speech by remaining clear and keeping your evidence and anecdotes relevant to your main points.Craft a compelling conclusion. If your introduction is what draws in your listeners, your conclusion is what lingers with them long after the speech is over. Effective conclusions briefly recap what was said during the speech and end with some sort of overall observation or lesson. Many public speakers I know spend the majority of their time preparing their introductions and conclusions, since these are what tend to stick with the listeners.Consider your body language during your speech. Your movements, from the way you approach the microphone to the way you stand while you are delivering your speech, will influence the way audiences hear what you are saying. Approach the microphone confidently (even if you're nervous!), keeping your shoulders rolled back and your back straight. During your speech, look out into the crowd (don't stare at your notes the entire time). If appropriate, smile at your audience and try to connect with them as people.

How important is Public Speaking Presentation Skills for Public Relations Professionals?

Stand Up! Speak Up! Speak Out! Spin Masters Public Speaking has great impact on PR Practitioners "Public communication skills are important for anyone who needs to share information with others. Or those who hopes to persuade others about an issue". Public Relations professionals are no exception to this. Many times we Public Relations practitioners pay little attention to the formal consideration of our communication skills, especially public speaking skills. In this increasingly information-oriented age, Public Speaking skills are becoming more and more critical. As part of our profession we need to influence people and win friends to get our work done. And most of the time that is achieved through our gift of the gab. As public relations consultant our role is to guide clients to make a success presentation to media. Some times we need to do a welcome address at the media meets. Or introduce the speakers who would address the media in the press briefings. In some case, though strange cases, we need to dub ourselves as a spokes person and address scribes on behalf of the company as the spokes person is not very comfortable with the job. We do encounter many such situations. And the best way to manage such situations is to equip ourselves with the effective oratory skills says D.Ramchandram, Director or Solus Media, the first and the oldest Public Relations Agency in Telangana and Andhra Pradesh. Ram is also actively involved in Public Speaking Training for the past ten years beside Public Relations Practice. PR professionals need to lobby the media who can turn a press note into a news item and aks them to do they have the power to do. How can you put it? You have to break the ice. Your sweet and pep talk with media concerned should gain an entry for you. Then you can work what's the news value for them. You must know what you want to achieve out of the meeting. This should probably be number one on the list. Stay focused on that. Facts are critical. They persuade. Use them effectively with your effective communication skills. When we are ill equipped in this skill, how can we, especially when first timer client address media meets guide them. In my experience spanned over 18 years I have seen and come across many of the clients failing to impress media men with their public addressing skills. Representatives, spokes persons, owners of big business enterprises, professional managers and corporate executives of many big companies such as Managing Directors, Vice Presidents miserably fail in their presentation to the media. While some of them, especially those seasoned professionals, many had to manage with unimpressive media briefing. An owner of 150 years plus old of India's biggest Jewellery Retail Chain, could not utter a single word, except one syllable answers in a media briefing. Managing Director of a large corporate house whose turnover exceeds over Rs 1000 crore, each time he addresses a press con manages to scape through but without much positive impression on the media. Equally embarrassed when a Managing Director of a large chain of very popular Homeopathy Clinic made an unimpressive presentation to the media. When clients don't make impressive presentation to the media, that doubles our role as media won't highlight it much. We need to work hard to push such news. Public Speaking is not the easy to acquire. Not all are capable of picking it up on their own. It is found in a survey "What the people fear the most?". It is found to be Public Speaking. 75 per cent of the people rated Stage Fear as the Phobia number one. People fear the public speaking most so much so that they more afraid of it than a death, nuclear disaster. Such is the fear of Public Speaking. Many have suffered with it. And have been living with the stage fright or nervousness. They are unable to conquer shyness, stuttering and stammering. As a result they won't express themselves impressively. And ruined their chances of growing up the ladder. Missed many opportunities. How can those PR professionals lack this skill pick it up. Simple. If there is a will, there is a way. It is not all fearful as what one thinks about it. Realize that you are not alone to have fear of speaking in public. Many a luminaries such as Father of the Nation Mahatma Gandhi, an author of several internationally published books, and an expert on leadership and personality development Robin Sharma and many others. Mahatma Gandhi, the greatest communicator who enjoyed the unimaginable public relations had the fear of public speaking within himself. He just could not go up to a large crowd and share his views. After being admitted to the bar in 1891, Gandhi returned to India and spent a short and unfruitful period in the practice of law. He discovered his great fear of speaking in public, even in a court of law! At age 23, Gandhi accepted a 1-year contract for legal work in South Africa. When advocate friends organized a send off party for him just before his travel to South Africa on one year contract, he could not utter a single with fear of public speaking. But, some how, particular the most toughest phase of his life, got him to overcome this problem. With many other qualities he had, he fought the mighty Britishers and he fought hard but only with his principles of truth and non-violence. As for his fear of public speaking, he not only overcame that but also went on to become the greatest orators of all time. Not because of the strength of his voice, but because of its strength in moving every one listening to him. And as Mahatma Gandhi put it, "Strength does not come from physical capacity. It comes from an indomitable will." Robin Sharma, similarly too had some problem in effective presentation. Then he had to take some professional help. Now each year, he travels more than 100,000 miles for speaking engagements. Robin Sharma is a sought-after professional speaker who shares insights on leadership, change, personal effectiveness, and life management. When Amitabh Bachchan was just trying to get a break in movies he was told to soften his 'deep' voice. However it was soon realized that his deep rich voice was excellent for narration. He has provided narrations for several films. He was rejected for the job of an announcer in All India Radio because his voice was considered too heavy for radio. The actor faced immense criticism for his looks, especially his height, many said, "So tall and thin, and a heavy voice- doesn't really work in Bollywood." But Mr. Bachchan went on to become a legend in Bollywood, showered with titles like shahenshah, Big B and many more. He is among the highest paid actors in Bollywood and some say that his reign might never end. "Bees saal pehle main Mumbai aya tha, sirf 5 rupay the mere jeb mein. Aur aaj mai 500 crore ka malik hoon." (I came to Mumbai twenty years ago, with Rs. 5 in my pocket. Today, I own Rs. 500 crore of property.), he declared once. Harrison Ford, a well known Hollywood actor has appeared in countless movies and has received the Life Achievement Award of the American Film Institute. But even so, he is afraid to give a speech or talk in front of a group of people. According to Harrison Ford, public speaking is, "a mixed bag of terror and anxiety." Even when the character he is playing must make a speech, he experiences the same feelings. Famous people who have suffered a fear of public speaking include: Donny Osmond, an American Singer had stage fright and experienced a panic attack during a performance in 1994. The panic attacks prevented him from singing and made him believe he was going to black out. Donny was scared of shopping centres as he thought people might gather around to ridicule him. Donny sought assistance from a psychologist and engaged in cognitive behavioral therapy. He wrote a book about his life and his performance anxiety. Barbara Streisand, another American Singer and actress had a social phobia prevented her from singing in public for twenty seven years. Whilst giving a concert in New York in 1967, she forgot the words to several songs. From then on, Streisand was worried that she might make embarrassing mistakes again if she performed in public and therefore totally avoided such engagements. But, she later learnt to cope with her stage fright and gave a comeback tour in 1994. She slow and steadily tried with a smaller warm up shows, then a national tour and in front of a large television audience. Sir Laurence Olivier an actor too suffered for about five years. Susie O'Neill, a Commonwealth gold medalist, Queensland swimmer, Susie O'Neill has had to overcome anxiety in order to fulfil her potential as an athlete. In an interview she confessed how her anxiety had impacted upon her ability to perform as a swimmer. In the early days she dreaded ever winning in case it meant she had to stand on the dais and be the center of attention. Then she'd pray she wouldn't be chosen for a team event because she was terrified of trying to talk to people she didn't know. Kim Basinger, an American, Oscar winning actor, reported to suffer from panic. When she accepted her Oscar, she terribly failed to speak despite of her practice. She later related her problem back to school days where as child her worst fear was being asked to read aloud to the class. Even after hosting The Tonight Show for years, Johnny Carson would get nervous. In his book Self-Help Stuff That Works, Adam Kahn explains that, since Johnny had a history of heart problems, doctors were continually monitoring his heart rate. Right before he went on stage to do the opening monologue, Carson's heart rate went from 80 beats per minute to 150! The lesson to be learned here, according to Kahn? Realize there's nothing wrong with you if you're suffering from public speaking anxiety. While these suffer with stage fright and anxity some celebrities like world famous Boxing Champion Muhammad Ali, former American President Ronald Reagan suffered from fear of flying which is called aviophobia. Tennis Star Andre Agassi has a fear of spiders(Arachnophobia), Napoleon Bonaparte, the emperor of France, suffered from a fear of cats(ailurophobia). A website lists out about 500plus fears or phobias which people are suffering from. Some of them are as funny as fear of money, fear of women, fear of 13 number etc. It is quite common to have phobias. It is estimated that on an average one out of 20 Indians suffer with some or the other phobia. About three per cent of people are said to have some phobias at any given point of time. Nearly 95 per cent people, without exception whether Western or Indian seem to be suffering with fear of public speaking which is also called Glassophobia. Approximately 40 per cent of phobias, especially social phobias. These said to have occured prior to the age of ten years. And nearly 90 to 95 per cent before the age of 20 to 25 years. Fear of public speaking is a social phobia (an anxiety disorder where the sufferer fears being negatively judged or evaluated by others and therefore they are afraid of doing something to embarrass or humiliate themselves in public). This can incorporate physical symptoms of anxiety such as sweating, blushing, dizziness, heart palpitations, tense muscles, trembling and nausea.

Jori window model in interpersonal awareness?

johari window four regionswhat is known by the person about him/herself and is also known by others - open area, open self, free area, free self, or 'the arena'what is unknown by the person about him/herself but which others know - blind area, blind self, or 'blindspot'what the person knows about him/herself that others do not know - hidden area, hidden self, avoided area, avoided self or 'facade'what is unknown by the person about him/herself and is also unknown by others - unknown area or unknown selfjohari quadrant 1 - 'open self/area' or 'free area' or 'public area', or 'arena'Johari region 1 is also known as the 'area of free activity'. This is the information about the person - behaviour, attitude, feelings, emotion, knowledge, experience, skills, views, etc - known by the person ('the self') and known by the group ('others'). The aim in any group should always be to develop the 'open area' for every person, because when we work in this area with others we are at our most effective and productive, and the group is at its most productive too. The open free area, or 'the arena', can be seen as the space where good communications and cooperation occur, free from distractions, mistrust, confusion, conflict and misunderstanding.Established team members logically tend to have larger open areas than new team members. New team members start with relatively small open areas because relatively little knowledge about the new team member is shared. The size of the open area can be expanded horizontally into the blind space, by seeking and actively listening to feedback from other group members. This process is known as 'feedback solicitation'. Also, other group members can help a team member expand their open area by offering feedback, sensitively of course. The size of the open area can also be expanded vertically downwards into the hidden or avoided space by the person's disclosure of information, feelings, etc about him/herself to the group and group members. Also, group members can help a person expand their open area into the hidden area by asking the person about him/herself. Managers and team leaders can play an important role in facilitating feedback and disclosure among group members, and in directly giving feedback to individuals about their own blind areas. Leaders also have a big responsibility to promote a culture and expectation for open, honest, positive, helpful, constructive, sensitive communications, and the sharing of knowledge throughout their organization. Top performing groups, departments, companies and organizations always tend to have a culture of open positive communication, so encouraging the positive development of the 'open area' or 'open self' for everyone is a simple yet fundamental aspect of effective leadership.johari quadrant 2 - 'blind self' or 'blind area' or 'blindspot'Johari region 2 is what is known about a person by others in the group, but is unknown by the person him/herself. By seeking or soliciting feedback from others, the aim should be to reduce this area and thereby to increase the open area (see the Johari Window diagram below), ie, to increase self-awareness. This blind area is not an effective or productive space for individuals or groups. This blind area could also be referred to as ignorance about oneself, or issues in which one is deluded. A blind area could also include issues that others are deliberately withholding from a person. We all know how difficult it is to work well when kept in the dark. No-one works well when subject to 'mushroom management'. People who are 'thick-skinned' tend to have a large 'blind area'. Group members and managers can take some responsibility for helping an individual to reduce their blind area - in turn increasing the open area - by giving sensitive feedback and encouraging disclosure. Managers should promote a climate of non-judgemental feedback, and group response to individual disclosure, which reduces fear and therefore encourages both processes to happen. The extent to which an individual seeks feedback, and the issues on which feedback is sought, must always be at the individual's own discretion. Some people are more resilient than others - care needs to be taken to avoid causing emotional upset. The process of soliciting serious and deep feedback relates to the process of 'self-actualization' described in Maslow's Hierarchy of Needs development and motivation model.johari quadrant 3 - 'hidden self' or 'hidden area' or 'avoided self/area' or 'facade'Johari region 3 is what is known to ourselves but kept hidden from, and therefore unknown, to others. This hidden or avoided self represents information, feelings, etc, anything that a person knows about him/self, but which is not revealed or is kept hidden from others. The hidden area could also include sensitivities, fears, hidden agendas, manipulative intentions, secrets - anything that a person knows but does not reveal, for whatever reason. It's natural for very personal and private information and feelings to remain hidden, indeed, certain information, feelings and experiences have no bearing on work, and so can and should remain hidden. However, typically, a lot of hidden information is not very personal, it is work- or performance-related, and so is better positioned in the open area. Relevant hidden information and feelings, etc, should be moved into the open area through the process of 'disclosure'. The aim should be to disclose and expose relevant information and feelings - hence the Johari Window terminology 'self-disclosure' and 'exposure process', thereby increasing the open area. By telling others how we feel and other information about ourselves we reduce the hidden area, and increase the open area, which enables better understanding, cooperation, trust, team-working effectiveness and productivity. Reducing hidden areas also reduces the potential for confusion, misunderstanding, poor communication, etc, which all distract from and undermine team effectiveness.Organizational culture and working atmosphere have a major influence on group members' preparedness to disclose their hidden selves. Most people fear judgment or vulnerability and therefore hold back hidden information and feelings, etc, that if moved into the open area, ie known by the group as well, would enhance mutual understanding, and thereby improve group awareness, enabling better individual performance and group effectiveness.The extent to which an individual discloses personal feelings and information, and the issues which are disclosed, and to whom, must always be at the individual's own discretion. Some people are more keen and able than others to disclose. People should disclose at a pace and depth that they find personally comfortable. As with feedback, some people are more resilient than others - care needs to be taken to avoid causing emotional upset. Also as with soliciting feedback, the process of serious disclosure relates to the process of 'self-actualization' described in Maslow's Hierarchy of Needs development and motivation model.johari quadrant 4 - 'unknown self' or 'area of unknown activity' or 'unknown area'Johari region 4 contains information, feelings, latent abilities, aptitudes, experiences etc, that are unknown to the person him/herself and unknown to others in the group. These unknown issues take a variety of forms: they can be feelings, behaviours, attitudes, capabilities, aptitudes, which can be quite close to the surface, and which can be positive and useful, or they can be deeper aspects of a person's personality, influencing his/her behaviour to various degrees. Large unknown areas would typically be expected in younger people, and people who lack experience or self-belief. Examples of unknown factors are as follows, and the first example is particularly relevant and common, especially in typical organizations and teams:an ability that is under-estimated or un-tried through lack of opportunity, encouragement, confidence or traininga natural ability or aptitude that a person doesn't realise they possessa fear or aversion that a person does not know they havean unknown illnessrepressed or subconscious feelingsconditioned behaviour or attitudes from childhoodThe processes by which this information and knowledge can be uncovered are various, and can be prompted through self-discovery or observation by others, or in certain situations through collective or mutual discovery, of the sort of discovery experienced on outward bound courses or other deep or intensive group work. Counselling can also uncover unknown issues, but this would then be known to the person and by one other, rather than by a group.Whether unknown 'discovered' knowledge moves into the hidden, blind or open area depends on who discovers it and what they do with the knowledge, notably whether it is then given as feedback, or disclosed. As with the processes of soliciting feedback and disclosure, striving to discover information and feelings in the unknown is relates to the process of 'self-actualization' described in Maslow's Hierarchy of Needs development and motivation model.Again as with disclosure and soliciting feedback, the process of self discovery is a sensitive one. The extent and depth to which an individual is able to seek out discover their unknown feelings must always be at the individual's own discretion. Some people are more keen and able than others to do this.Uncovering 'hidden talents' - that is unknown aptitudes and skills, not to be confused with developing the Johari 'hidden area' - is another aspect of developing the unknown area, and is not so sensitive as unknown feelings. Providing people with the opportunity to try new things, with no great pressure to succeed, is often a useful way to discover unknown abilities, and thereby reduce the unknown area.Managers and leaders can help by creating an environment that encourages self-discovery, and to promote the processes of self discovery, constructive observation and feedback among team members. It is a widely accepted industrial fact that the majority of staff in any organization are at any time working well within their potential. Creating a culture, climate and expectation for self-discovery helps people to fulfil more of their potential and thereby to achieve more, and to contribute more to organizational performance.

The consolidation of the American news industry with media conglomerates has led to fears the news industry will?

Add your answer:

What does adressed mean?

What is the causes of miscommunication?

Tips for Effective Public Speaking?

How important is Public Speaking Presentation Skills for Public Relations Professionals?

Jori window model in interpersonal awareness?

The consolidation of the American news industry with media conglomerates has led to fears that the news industry will .?

The consolidation of the American news industry with media conglomerates has led to fears that the news industry will?

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Why russia fear the Americans atomic bomb?

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What are Irrational fears called?

What prominent European event during Washington's and Adams' administrations raised American's fears about foreigners?

What are 3 fears Obama experienced?

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