Month: October 2021

This past month, the recent Korean drama, “Squid Game” has been trending ever since it was released on Netflix. The captivating, yet gruesome show, has viewers hooked as the next season is up for speculation. The show is based in Korea and is focused on the protagonist, Gi-hun, who has a severe sports gambling addiction. Constantly losing money on bets, Gi-hun finds himself in a difficult situation. His mother becomes severely ill and needs very expensive medical care in order to stay alive. In addition, with Gi-hun needing money for his mother’s medical procedures, he is in a lot of debt with sports bookies The first episode, Gi-hun is getting chased down throughout the city by sports bookies, getting in fights. If he does not pay them he will get killed. After meeting a man, he is offered to participate in a game. A game where he can win millions of dollars and would be able to pay his debt. This is not a typical sports or board game however, this game tests his life as well as others. He agrees but is unsure of what the game entails. When he gets taken to the place where the games are held, he and hundreds of others are faced with a rude awakening. They must beat multiple “childhood” games in order to survive. If they lose, however, they will be murdered.

Gi-hun’s character can be an example of the Cognitive Dissonance Theory at work. Former Stanford University social psychologist, Leon Festinger, explains cognitive dissonance as, “the distressing mental state that people feel when they find themselves doing things that don’t fit with what they know or having opinions that do not fit with other opinions they hold” (194). This explains how sometimes we do things that we have to do, even though it may not feel right unless we shift our attitudes. We tend to avoid dissonance because we easily become distressed when things become inconsistent. When we make a decision on a whim, we may still be hesitant or unsure, creating more tension. This concept can be seen in the second hypothesis of the Cognitive Dissonance Theory, as postdecision dissonance. Festinger defines postdecision dissonance as, “Strong doubts experienced after making an important, close-call decision that is difficult to reverse” (197). This can be felt when going through a break-up, making a big purchase, etc. We often gain anxiety over these big decisions because we are unsure of the outcome. The last hypothesis in the Cognitive Dissonance Theory is the, minimal justification hypothesis. Festinger explains this concept as, “A claim that the best way to stimulate an attitude change in others is to offer just enough incentive to elicit counterattitudinal behavior” (198). Just like a cause and effect sequence, this concept is based off using behavior and attitude.

Festinger’s Cognitive Dissonance Theory can be seen in many of the concepts displayed in “Squid Games.” Gi-hun’s character is not particularly a violent character, he is deemed as a nice man despite his gambling issues. When agreeing to do the game, we can see the Cognitive Dissonance Theory at work. It is something he would not do ordinarily. He had to make this decision because his life would be hell if he decided to remain in public, as people would continue to mug him. Also, his mother’s life is at stake if he does not possess a large amount of money in a short time span. So he decided to make this decision not knowing that it involved murder. Once he sees how violent the game is, he begins to experience postdecision dissonance. He has doubts that he will not win this game and may never see his mother or family again. He begins to regret this decision. He leaves the game for a short time until the sum of money largely increases, and he is trapped to continue pursuing the game. The leaders of the game use the minimal justification hypothesis in order to keep the players in. They use money and survival as a ply to get people to continue. Incentives almost naturally make us follow through with a decision, and with the tough circumstances Gi-hun is facing, he is ultimately led to follow through. Although this show is quite gory and disturbing in instances, it can teach us a lesson about money and guilt. Gi-hun did not necessarily want to make these decisions, the stakes were high and he wanted to survive. This is a clear example of this theory at work and how our attitude may shift if survival is at stake.

Every fall, millions of high school seniors begin the process of applying to schools. However, there are thousands of options of universities that they can choose to apply to. State schools, private schools, or community colleges, there are so many different options to chose from when deciding to continue their educations. Baylor University sets itself apart by the own culture the university has cultivated. Baylor wants to emphasize to prospective students their culture of being a Christian university with top-tier academics. Like many universities, Baylor shares its values and mission on its website.  To emphasize Baylor’s Christian culture they have a list of core convictions provided on their website. Baylor’s culture is unique to the school, as every Baylor student or employee has a shared sense of understanding of lingo and values within the community.

With every organization or company, there is a culture that is naturally created over time. This can be seen in the Cultural Approach to Organizations theory, written by Clifford Geertz and Michael Pacanowsky. Geertz defines the concept of culture as, “webs of significance; systems of shared meaning” (238). Culture is not just dependent on where someone may be geographically located. Culture can be found within workplaces, institutions, etc. However, culture in a workplace is commonly cultivated through work performance displayed through current and former employees. Geertz refers to this concept as cultural performance, which is, “Actions by which members constitute and reveal their culture to themselves and others; an ensemble of texts” (238).  In an organization, it is easy to tell how things are run and handled based on the beliefs of the organization itself. In every organization, there are metaphors or jargon that is only understood by the people a part of it. Pacanowsky says in his understanding of this theory, that the use of metaphors, “Clarifies what is unknown or confusing by equating it with an image that’s more familiar or vivid” (240).  These can be used to have shared meanings within an organization.

The way Baylor University values its commitment to being a place with a Christian community can be a prime example to considering the Cultural Approach to Organizations theory at work. Even since Baylor was created over a 100 years ago, the original founders of Baylor envisioned the university would be committed to the faith. That standard or culture has been embedded into Baylor’s values ever since. As Baylor has practiced those values, it has brought a number of employees and students to Baylor who prioritize their faith as well. This is a large shared understanding amongst people in the Baylor community. Like every university, Baylor has a number of metaphors that are unique to the school as well. If you hear the term “ring by spring” at Baylor, everyone in the community knows what that means. That a student hopes to get engaged by their last, or spring semester at Baylor. The weekly “Dr Pepper Hour” at Baylor is also a unique metaphor to the school, however, the metaphor is almost implied in the name. “Dr Pepper Hour” is the weekly event where Baylor gives everyone on campus the opportunity to get a free Dr Pepper float. These traditions and values are part of the things that make Baylor special. Baylor has created its own culture, like a majority of organizations do, which makes it unique and desirable to its community.

As the United States is still fighting the spread of COVID-19, more measures are being produced in order to ensure the safety of our citizens. With the evolution of several COVID vaccines, we are seeing a higher influx in the availability and quality of vaccines. With that, comes booster shots and even more steps to ensure safety. However, the vaccine is one of the most highly debated topics in this country. Some believe it is the best way to stop the spread of COVID, but others believe it is an infringement of freedom, or that the long-term effects are not widely researched enough. Some workplaces, especially hospitals, are requiring all employees to be vaccinated. In a recent article by the Michigan Health blog, it answers misconceptions about the vaccine and privacy issues. Some believe that showing proof of vaccine should not be a requirement, however, in order to enroll in school or certain jobs, you must present a series of vaccinations, this article points out. This makes privacy one of the most debated issues within the vaccine.

In a majority of the time in communication, we have the ability to present want information we want to be known. This is a part of the concepts within the Communication Privacy Management Theory. The Communication Privacy Management Theory (CPM) describes the three parts of a privacy management system, and how to handle what you want to be disclosed in certain relationships. Everyone posses their own thoughts that they may not want to be shared, which is focused in the first part of CPM, privacy ownership. Petronio defines privacy ownership as, “Our privacy boundaries that encompass information we have but others don’t know” (145). The human mind is so complex, there is no way to ever know everything that a person knows or thinks. However, we are capable to share personal information with whom we choose. Privacy control is the next part in the CPM system. Petronio states that privacy control, “involves our decision to share private information with another person” (145). When sharing a private thought, you must build boundaries and trust with the person you are sharing information with. When things do not go as planned when sharing information it can lead to privacy turbulence, the last part that can occur in the CPM system. In order to not create turbulence, you must be careful to all the points leading up to interaction. Petronio says, “The decisions you make in the aftermath of the breach are directed at reducing turbulence” (146). Being aware of sharing information is important, however, sometimes you may be required to share information you may not be comfortable with.

We are blessed to live in a country where we are able to have the freedom to express our own thoughts. This comes along with certain political beliefs or medical decisions. However, some are facing privacy turbulence as they choose to get vaccinated or not. With the misconceptions presented in social media, a lot of people are unsure what the right thing to do is regarding the COVID-19 pandemic. The technology of the vaccine is constantly developing, as more variants are being found. So with the virus constantly evolving, so are the protocols. In interpersonal communication with others, oftentimes we are able to choose what information we want to share within ties. When it comes to medical records, often time we do not have the decision to chose what we want to share. A lot of things require vaccine records, like enrolling in school or going on an exotic vacation, vaccinations for several things are often required. With misinformation on the internet, the vaccine debate is very divided, and unfortunately political. I think people are hesitant to tell people whether their vaccinated or not is because it is something private they have to share that may lead to assumptions about beliefs to others. I think this can be compared to the CPM model because oftentimes we are hesitant to share information with others like medical records to common people. However, I think people are stuck in the turbulence phase because they have no control of private information shared, like the vaccine.

My whole life I knew that I wanted to go through sorority recruitment at whatever college that I decided to attend. I was born in the deep south, so it was a major deal to my family and friends. My mom, aunts, cousins, etc. were all in sororities, so it was just expected for me to join one. So as the months got closer to recruitment, I began to prepare. I started to get to know people from specific sororities by spending time with them, some of them being acquaintances that I knew from high school. I prepped resumé packets to be sent out to sorority legacies seeking out recommendations, got outfits prepared, and then I was ready to start recruitment. I went in with an open mind, however, I had weak ties connecting me individually to each one.

As I began to connect ties with current and former members of sororities, I was able to better understand the standards greek life entailed. The proximity of ties within relationships can be displayed through the Media Multiplexity theory. Mead defines media multiplexity as, “Strongly tied pairs use more media to sustain their relationships than do weakly tied pairs” (161). My mom, for example, is a strong tie. Within communication, Mead states that a strong tie is, “A relationship involving a large investment of time and emotional energy” (159). I am indeed very close with my mother, as she is my best friend. However, she was also in greek life, so it allowed me to gain more relationships within the community with weak ties or acquaintances. Connecting the relationships with strong ties to weak ties can be considered as bridging ties. Mead says bridging ties can be considered as, “Weak tie relationships that enable information and resources to pass between groups of people” (160). There are many reasons we may bridge ties for our benefit, in my example, for sorority recruitment.

The Media Multipexlity theory was reflected widely throughout my freshman year. As spring recruitment approached I had to prepare. Although my mom was a member of Delta Gamma, which is not at Baylor, she was still able to introduce me to members of other Panhellenic sororities seen on campus. I joined groups in town and asked for recommendations on social media, like Facebook. Teachers and friends, some of whom I barely knew, still recommended me because they knew some of my friends and acquaintances. It was one of the ways I saw how communication was able to “bridge ties” for me. For the strong ties I had for particular organizations as well, allowed me a better chance at becoming a member of one of them. Both ties interacted in order for me to successfully join the organization I am currently a part of today, the Zeta Tau Alpha fraternity. This theory is clearly seen in this process for a lot of young women going through sorority recruitment. It shows how important strong ties are, as you have closer and more personal relationships with others, as well as the importance of weak ties, and maintaining them because someday either might benefit you.