Presentation on Presentation on AudienceAudience

Presented by Presented by Shahzad AttaShahzad Atta

Noaman HameedNoaman HameedImtiaz AhmedImtiaz AhmedRao SulemanRao Suleman

Analysis of the audienceAnalysis of the audience

How must we treat our audience, the following things How must we treat our audience, the following things must be kept in mind.must be kept in mind.

Who are they?Who are they? What they know and feel?What they know and feel?

Who are they?Who are they?

Direct Listeners of the speech whether oral or writtenDirect Listeners of the speech whether oral or written

Kinds of the listenersKinds of the listeners

Three kinds of the listenersThree kinds of the listeners PrimaryPrimary audienceaudience are those who exactly receiving are those who exactly receiving

the message, visualize and name themthe message, visualize and name them SecondarySecondary audienceaudience are those who besides receiving are those who besides receiving

it name whom you will inform and approve your it name whom you will inform and approve your writing or sayingwriting or saying

Key decision makersKey decision makers are the leaders or key decision are the leaders or key decision makers in the audiencemakers in the audience

What do they know and feel?What do they know and feel?

KnowledgeKnowledge Which language would they understand?Which language would they understand? How much detail they need?How much detail they need?

AttitudeAttitude In favor, against or indifferent to the message?In favor, against or indifferent to the message? Benefiting or threaten them in any way?Benefiting or threaten them in any way?

How to motivate them?How to motivate them?Structure the message persuasively which must include Structure the message persuasively which must include

environment, the communicators and the messageenvironment, the communicators and the message

Should keep following concepts in mindShould keep following concepts in mind Punish or reward themPunish or reward them Appeal to their growth needsAppeal to their growth needs Use their need for balanceUse their need for balance Perform a cost/benefit analysisPerform a cost/benefit analysis Be sensitive to character traitsBe sensitive to character traits

Punish or reward themPunish or reward themPunishment is to charge a person for his guiltyPunishment is to charge a person for his guiltyResearcher Walter R. Nord six reason when threat does not Researcher Walter R. Nord six reason when threat does not

work wellwork well Threat will not work well when the owner is not watching Threat will not work well when the owner is not watching

his sub-ordinateshis sub-ordinates Threat may get rid of the responseThreat may get rid of the response May stop inappropriate action even then it’s appropriateMay stop inappropriate action even then it’s appropriate May produce tension making workplace unpleasant and May produce tension making workplace unpleasant and

unproductiveunproductive Tend people dislike youTend people dislike you May provoke counteraggerationMay provoke counteraggeration

RewardReward

Rewards are positive reinforcement used to shape Rewards are positive reinforcement used to shape behaviour most affectivelybehaviour most affectively

Should keep the following things while rewarding Should keep the following things while rewarding someonesomeone

Must be important to the person being rewardedMust be important to the person being rewarded Must be appropriate and sincereMust be appropriate and sincere Effective reward must be immediateEffective reward must be immediate It mustn’t be elegantIt mustn’t be elegant

One reward technique shows the best reward is to One reward technique shows the best reward is to break the projects into small segments and reward the break the projects into small segments and reward the workers on the completion of each step.workers on the completion of each step.

Appeal to personal needs growthAppeal to personal needs growth Deficiency needsDeficiency needs

they are the basic needs without which we can’t survivethey are the basic needs without which we can’t survive Growth needsGrowth needs

they enhance our living mannerthey enhance our living mannerMaslow’s needs & Herzberg’s related researchMaslow’s needs & Herzberg’s related research

Maslow’s Needs HierarchyMaslow’s Needs Hierarchy

Growth needs Growth needs Personal growthPersonal growth

Self-esteemSelf-esteem

Group affiliationGroup affiliation

Deficiency needsDeficiency needsSafety Safety

survivalsurvival

Herzberg’s researchHerzberg’s research

Growth needsGrowth needsWork itselfWork itself

advancementadvancement

Working relationshipWorking relationship

Deficiency needsDeficiency needsWorking conditionsWorking conditions

Safety Safety

Use people’s need for balanceUse people’s need for balance

People prefer a state of psychological balancePeople prefer a state of psychological balance Lose state of balance when the ideas conflict Lose state of balance when the ideas conflict

with theirs’ own while they think to be true with theirs’ own while they think to be true and feel anxiousand feel anxious

After anxiety, they attempt to restore their After anxiety, they attempt to restore their sense of balance sense of balance

Prefer a cost/benefit analysisPrefer a cost/benefit analysis

Apply an economic idea to psychologyApply an economic idea to psychology Strong benefit motivates and high cost de-motivatesStrong benefit motivates and high cost de-motivates Analyze cost and benefit both of the ideaAnalyze cost and benefit both of the idea Analyze cost and benefits for the audienceAnalyze cost and benefits for the audience Specify the benefit for the audienceSpecify the benefit for the audience

Be sensitive to character traitsBe sensitive to character traits

We should behave to our audience according to We should behave to our audience according to their thinking abilitytheir thinking ability

4 C’s model of business traits4 C’s model of business traits ComptrollerComptroller CommanderCommander CrusaderCrusader CollaboratorCollaborator

The ComptrollerThe Comptroller Likes to work alone but carefully Likes to work alone but carefully Is very consistentIs very consistent Likes facts and statisticsLikes facts and statistics Is not mover and likes no changeIs not mover and likes no change Slow to decide and hard to motivateSlow to decide and hard to motivate

How to motivate himHow to motivate him Give several examples to motivate Give several examples to motivate

The CommanderThe Commander Likes changes and resultsLikes changes and results Makes changes on the basis of resultsMakes changes on the basis of results Is decisive and efficientIs decisive and efficient Works alone but efficientlyWorks alone but efficiently

How to motivate himHow to motivate him Adopt efficient and result-oriented toneAdopt efficient and result-oriented tone Prefer short summery formatPrefer short summery format State conclusion and recommendations clearlyState conclusion and recommendations clearly Emphasize by outcome and resultsEmphasize by outcome and results

The CrusaderThe Crusader

Is enthusiastic, idealistic and cheerleaderIs enthusiastic, idealistic and cheerleader Is creative and change things on his ideasIs creative and change things on his ideas Works in a groupWorks in a group

How to motivate himHow to motivate him Use informative and enthusiastic toneUse informative and enthusiastic tone Give most of information and viewsGive most of information and views

The CollaboratorThe Collaborator

Works as a teamWorks as a team Does not like to change things and make Does not like to change things and make

decisionsdecisions Avoids conflicts and risksAvoids conflicts and risks

How to motivate himHow to motivate him Use a trusting and non threatening toneUse a trusting and non threatening tone Use various options but avoid detailUse various options but avoid detail