Module Two Southern New Hampshire University WCM 510: Negotiation/Advocacy in Work 02:12:28 GMT -05:00 Watzlawick’s Iceberg Model “Paul Watzlawick formulated the iceberg model on the basis of the four-ear model in connection with Sigmund Freud’s basic idea of subconscious�...
Southern New Hampshire University
WCM 510: Negotiation/Advocacy in Work
02:12:28 GMT -05:00
, Watzlawick’s Iceberg Model
“Paul Watzlawick formulated the iceberg model on the basis of the four-ear model in
connection with Sigmund Freud’s basic idea of subconscious” (Ediger, 2019, para 14). The
characteristic of an iceberg is that a small portion of the iceberg is visual above the surface of the
iceberg while the largest part is below the surface making it invisible. Visual information such as
numbers, dates, facts, or clear statements are ten to twenty percent of the iceberg above the
surface of the water. The remaining eighty to ninety percent which are unconscious and not
communicated well are part of the iceberg under the water. “This is where the relationship level,
the appeal level or the self-barrier level fall into, so that non-verbal elements such as gestures,
facial expressions and so on also unconsciously flow in the communication” (Jost, 2022, para.
21). Watzlawick’s model shows that experiences are influenced by dynamics we do not see
easily: “the structures that form the framework within which we operate, and the beliefs we hold
about how things work” (Jost, 2022, para 21). To communicate one must be aware of nonverbal
aspects of interactions with others; one’s awareness helps to make appropriate changes that
improve communications within a team.
There are four variables in the organizational culture at Netflix:
The first one is observable artifacts such as attitudes, behaving, and beliefs. Netflix
demonstrates observable artifacts by phasing out formal performance and instead relies
on reviews done through the conversations between management and team members.
Netflix inaugurated informal three hundred- and sixty-degrees reviews, where workers
share responses on what their colleagues should or should not do.
The next variable is espoused values. These are the values and rules of behavior in an
organization. “Espoused values serve as guiding principles, representing what the
02:12:28 GMT -05:00
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