If any questions are asked or comments made, it is very apparent that the supervisor is barely listening to the feedback. She has a message to send, and that is the agenda. However, the sharing of information between individuals is at minimum, and the "any questions," at the end of the meeting is greeted with silence. The way the people walk away from the meeting shows negative body language, as well: Slow moving, heads down, or "looks" at other people.
Participation:
As can be surmised by the above description, there is very little participation from those who assemble. Give-and-take between individuals is at a minimum. When a change or concern about a specific procedure is being discussed, then there is some two-way communication. However, the supervisor cuts it off after a few sentences and says for the individuals to talk about the details later. When each person is asked the status of his or her work, the answer is quick and to the point. There is no sharing of new ideas, just status quo. As noted above, when new assignments are given, the supervisor makes sure that the person has heard the request. If the person does not understand exactly what is needed, he or she waits until a later time to ask the supervisor or another individual rather than at this time.
Norms:
Since this meeting is held every week, everyone clearly knows what is expected of him or her by the supervisor: That is, to report any status change that has not already been handled and to let everyone know if there is a major change that is going to significantly impact work patterns. All people attending this meeting know that any sharing of ideas or more than cursory communication is not expected or condoned. This is a very cut-and-dry meeting, 15 minutes long, with a specific agenda to follow.
Decision-making
The supervisor has already made most of the decisions prior to the meeting. When assignments are handed out, no one is going to say that it is impossible to...
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