My cousin came down from WA last week and we took a road trip up to Sedona. The change in scenery is crazy as you go from desolate desert into towering red peaks covered in lush green trees. The town itself is pretty small and most of the shops consist of touristy knick knacks, high priced art galleries and restaurants. We wanted to camp so we headed out of town past the Slide Rock state park and landed about 11 miles outside of town at Oak Creak campground. It wasn't all that we hoped for as it was just off the side of the road, but we got a place back in the corner so we couldn't hear any traffic. There was still snow on the ground from a storm a few days before and the first night we were freezing! All I can say is there was some pretty aggressive snuggling going on...The next day we went into town and outfitted ourselves at the local Thrift Store and the second night was soooo much better.
The second day we were there we went to this old mining town, Jerome, because a few locals suggested it to us and it was pretty cool. The city is built mostly on a hill and the streets are very narrow, mostly one ways. Morgan and I toured all the watering holes and had lunch at a little Italian place overlooking the valley. We had the BEST spinach salad I have ever eaten and a few cocktails to warm our bellies. On the drive home we stopped by Safeway to get some refreshments for the evening and then proceeded to fill our gullets with easter candy. What, it was vacation! When we got back to camp we chopped wood, made an "Arlington sized" fire as Morgan puts it, and then had some yummy wine spritzers well into the night.
Morgan has all of the pics but I will update this with some photos as soon as I get them.
Cheers,
Carley
Thursday, April 21, 2011
Tuesday, April 19, 2011
Holy Bees!
On Sunday I was out in the desert with Ellis' kids, one of their friends, and my pup Stella and the strangest thing happened. We were walking along, the boys playing with their mini marshmallow shooters, and I heard a strange noise. I told the kids to be quiet and looked up only to see a HUGE swarm of bees covering the sky! My heart immediately started racing and I told the kids to run. After a few minutes of running I looked up and the bees were out of sight so we stopped. The kids were freaked, as was I, so we cautiously walked home.
This came only days after my cousin was telling me about killer bees and how they will chase and wait for a person, even if the person jumps into water, they will wait above the water for the person to come up for breath and then attack them. So yeah, I was pretty scared.
Cheers,
Carley
This came only days after my cousin was telling me about killer bees and how they will chase and wait for a person, even if the person jumps into water, they will wait above the water for the person to come up for breath and then attack them. So yeah, I was pretty scared.
Cheers,
Carley
Saturday, April 9, 2011
Media Writing - Press Release
FOR IMMEDIATE RELEASE:
Contact:
Carley Lamb, AZ Runners Weekly
425-280-7535
-OR-
Jenna Peyton, Shelby Shoes
425-258-7762
NEWTON TESTS NEW SHOE IN MESA HALF MARATHON
Mesa, AZ: November 20, 2010 – The Wells Fargo ½ marathon is well into its second hour and all five of Shelby’s willing participants have crossed the finish line smiling. Some onlookers think them overly joyful, but these five employees are the brains behind the company’s newest running shoe, the PXe, and were thrilled to test the shoe in a race setting.
Weighing less than 8 oz, the PXe is the lightest minimalist shoe for distance runners. The micro-weave toe encapsulation makes the shoe breathable while the reinforced sole allows for a solid landing. Jenna Peyton, two time Ironman contestant and part of the shoe design team, says “Shelby’s have become as much a part of my run as my legs. I couldn’t dream of going back to a traditional running shoe”. She goes on to say that the PXe was designed to make the runner feel as if they are being pushed forward, making long distance running more enjoyable.
Shelby shoes are designed for the natural running style, landing on the mid-foot or forefoot opposed to landing on the heel. This style helps to minimize injury, improve running form, and quicken recovery. The technology used in all shoes gives the runner greater energy return after landing and up to 45 percent reduced impact.
Understanding Conflict
Whether we view conflict as positive or negative it is bound to happen countless times in our lives. A general understanding of what conflict is, how to confront someone, and how to use conflict management skills are all useful tools to have at for personal or professional use. This paper will focus on the following topics:
1. Why conflict occurs
2. Conflict Management
3. Personality types
4. Communication techniques
5. Forgiveness
Why conflict occurs
A conflict can be defined as two or more parties that have incompatible goals or want different outcomes in any given situation (Adler & Proctor, 2006, p. 367). Conflict occurs on many levels at varying degrees of intensity, whether a disagreement between spouses about where to go for vacation or business partners arguing over where to cut costs. Many people view conflict as always being negative and having an unfavorable outcome, but if the outcome is favorable they don’t view the disagreement as a conflict at all (Abigail & Cahn, 2011). The truth is that conflict can be productive and have a favorable (win-win) outcome for all parties or it can be destructive, with a losing outcome for at least one party.
Productive conflict, as mentioned above, occurs when there is belief that all parties can achieve their goal; both parties must show a certain amount of flexibility and neither tries to manipulate the other (Abigail & Cahn, 2011, p. 12). Keeping to the issue and those involved, letting go of negative feelings, and maintaining a peaceful atmosphere to ensure a mutually favorable outcome are also components of productive conflict. Abigail and Cahn share that this type of conflict can serve a purpose and leave all conflicted parties feeling that “they have gained as a result of the conflict” (p. 12)
The destructive view of conflict is how most people view conflict, escalated to the point where “it often becomes separated from the initial cause and takes on a life of its own” (Abigail & Cahn, 2011, p. 12). Destructive conflict occurs when the number of issues and people increase, power and manipulation are used, the original goal is lost and the relationship is harmed (p.12). One party may even bring up past wrongs or try and hurt the other party, increasing the negative feelings all around. This type of mismanaged scenario leads to unfavorable outcomes, possible even the dissolution of a relationship.
Conflict Management
The ability to manage conflict effectively can help move destructive conflict into productive conflict. The first step in conflict management is viewing conflict as a process, an ongoing cycle with stages. A constructive conflict that is successful consists of 5 stages: prelude to conflict, triggering event, initiation phase, differentiation phase, and resolution phase (Abigail & Cahn, 2011).
Destructive process cycles do not end successfully and are altered at any of the 4 stages after the prelude; prelude is the background information and experience going into the conflict (Abigail & Cahn, 2011). Two types of destructive cycles are the confrontation avoidance cycle, including the chilling effect, and the competitive cycle including the violence cycle (Abigail & Cahn, 2011, 26). Both of these cycles start with the belief that conflict is negative and a major point is that the conflict is not resolved.
It is all too easy for conflicts to turn destructive, knowing how to effectively confront others so the process stays positive is important. The confrontation process can be handled with a few simple steps: identify the problem, address the person about the problem, consider the other parties point of view, resolve the problem so it is mutually satisfying, and follow up on the solution (Abigail & Cahn, 2011). Be approachable and allow the other party to express their feelings, but assert yourself so you don’t get taken advantage of. Entering into the conflict with a positive attitude can help you keep a clear head, while always having your goal in sight.
Personality Types
Personality types can play a significant role in conflict management. An article in the Bank post (2010) claims “people are different but they are predictably different” (How well do you really know the people who are working for you?). The article goes on to state that through the use of personality profiles, organizations are able to somewhat predict how people will behave in given situations and certain people that would work best together in groups (2010). The profiles give the company valuable information that helps in the promotion process, aids in understanding what motivates employees, and leads to higher quality output. Differences are seen as “interesting rather than problematic” (2010) and allows individuals the opportunity to work through conflicts with others with the insight they have about themselves.
Personality types can play a significant role in conflict management. An article in the Bank post (2010) claims “people are different but they are predictably different” (How well do you really know the people who are working for you?). The article goes on to state that through the use of personality profiles, organizations are able to somewhat predict how people will behave in given situations and certain people that would work best together in groups (2010). The profiles give the company valuable information that helps in the promotion process, aids in understanding what motivates employees, and leads to higher quality output. Differences are seen as “interesting rather than problematic” (2010) and allows individuals the opportunity to work through conflicts with others with the insight they have about themselves.
Communication Techniques
Many factors can lead to conflict; poor communication is one of them. Setting vague expectation, having low emotional intelligence or lack of empathy, and being overly assertive can all be seen as poor communication. Some ways to avoid poor communication include keeping your word and making clear expectations. Setting clear expectations creates a solid foundation for a group and allows for recognition of good work and make sure people aren’t judged by unclear standards (Moyer & Dunphy, 2007). Make sure to put thought in all communication, give empathy where it is deserved and be approachable to others. Make an effort to understand others, what motivates them, challenges them, and their possible frustrations.
Many factors can lead to conflict; poor communication is one of them. Setting vague expectation, having low emotional intelligence or lack of empathy, and being overly assertive can all be seen as poor communication. Some ways to avoid poor communication include keeping your word and making clear expectations. Setting clear expectations creates a solid foundation for a group and allows for recognition of good work and make sure people aren’t judged by unclear standards (Moyer & Dunphy, 2007). Make sure to put thought in all communication, give empathy where it is deserved and be approachable to others. Make an effort to understand others, what motivates them, challenges them, and their possible frustrations.
There are five common response modes when presented with a conflict: competing, collaborating, compromising, avoiding, and accommodating. Avoiding and accommodating are non-assertive behaviors that are typically chosen when one thinks of conflict as negative, and the result are lose-lose because the conflict initiator is not made aware of their actions and the conflicted can be left with feelings of regret and become withdrawn. Avoiding can be used in a group setting when identity conflicts occur (Abigail & Cahn, 2011).Competing is an aggressive behavior that usually involves force and methods that “violate socially acceptable standards” (Abigail & Cahn, 2011, p. 51). Compromising can lead to a doable outcome but not a totally satisfying outcome because the parties walk away with only some of what they set out to accomplish.
Collaborating has been shown to be the best option when it can be used. Being able to work together towards the same goal and come out with a mutually satisfying solution makes this a win-win for all. Part of collaborating is being cooperative and making sure the other parties concerns are important, making sure all needs are met to ensure a productive outcome. Being assertive and taking a relationship-centered approach by collaborating with others means being an effective listener, being able to disclose their feelings, and having good nonverbal communication.
An example of collaborating in a work setting would be two people from different backgrounds coming together to form an advertisement to sell cleaning products. Person A is a middle class Caucasian man and person B is a Hispanic woman from a wealthy family. Each has a different perspective on what could sell the product but they have the same goal in mind; how to effectively reach their target market. Through the use of collaboration they will work side by side and share ideas and strategies on how to accomplish their goal.
Forgiveness
When conflicts arise, people take things personal and their feelings get hurt. Sometimes core relational rules, rules about how we expect others to act, get broken and the relationship can be strained (Abigail & Cahn, 2011). Knowing when to ask for forgiveness and give it when asked is an important part in conflict management. Overall, the act of forgiveness allows people to let go of negative feelings and move forward, it also has benefits to our mental and physical well being.
When conflicts arise, people take things personal and their feelings get hurt. Sometimes core relational rules, rules about how we expect others to act, get broken and the relationship can be strained (Abigail & Cahn, 2011). Knowing when to ask for forgiveness and give it when asked is an important part in conflict management. Overall, the act of forgiveness allows people to let go of negative feelings and move forward, it also has benefits to our mental and physical well being.
One study has shown that forgiveness reduces stress and hostility, thus reducing cardiovascular illness and increasing overall health (Lawler et al., 2005, p. 158). Abigail & Cahn (2011) say that people who are able to forgive are able to sleep better, experience lower levels of pain, and have lower blood pressure than those who do not have the ability to forgive (p. 178.) When it comes to mental health, the ability to forgive can lead to increase in social skills which help in building and maintaining relationships. It has also been found that conflict management skills aid in trait forgiveness, making them very beneficial (Lawler et al., 2005, p. 160).
Because it is impossible to avoid all conflicts, the attitude you choose when faced with one can make an incredible difference between success and failure. Knowing that conflict can be productive and entering into one with a positive attitude can make all the difference in the world. Being able to recognize when a conflict occurs and the best way to come to a mutual understanding can increase joy in personal relationships and help to maintain a positive life.
References:
Abigail, R.A., & Cahn, D.D., (2011). Managing Conflict Through Communication, Fourth Edition. Boston: Allyn & Bacon
Adler, R., & Proctor, R., (2006). Looking Out/Looking In, Twelfth Edition. Boston: Wadsworth.
Kathleen A. Lawler, Jarred W. Younger, Rachel L. Piferi, Rebecca L. Jobe, Kimberley A. Edmondson, & Warren H. Jones. (2005). The Unique Effects of Forgiveness on Health: An Exploration of Pathways. Journal of Behavioral Medicine, 28(2), 157-67. Retrieved September 13, 2010, from Research Library. (Document ID: 977020011).
Matt Moyer, & Mike Dunphy. (2007, March). Conflict management. Pharmaceutical Representative, 37(3), 34. Retrieved September 13, 2010, from Career and Technical Education. (Document ID: 1259651381).
HOW WELL DO YOU REALLY KNOW THE PEOPLE WHO ARE WORKING FOR YOU? (2010, May 15). The Bangkok Post. Retrieved September 13, 2010, from ProQuest Newsstand. (Document ID: 2035986551).
A Reflection of Organizational Communication
Being good at anything takes time and practice, communication is no exception. Through reading and reflecting on past work experiences over the last 5 weeks, I have learned that in order to be successful at organizational communication it takes good interpersonal skills, knowledge about ethics, and sensitivity to cultural differences. In the following pages I will explain what I have learned and show how I have become a more competent communicator.
As I started my Organizational Communication class I didn’t know exactly what to expect. I was born and raised in Western Washington in a predominantly white area and my work experience hasn’t been with any large organizations, which is what I thought the textbook focused on. I have life experience with cultural diversity outside of work but when it comes to workplace experience and the people I interact with on a professional level, they have mostly been white and lacking in cultural diversity. I found it difficult to relate to some of the topics in the book until I started looking at things on a more basic level. I get my perception of communication from my life experiences, personal and professional, and so does everyone else, so trying to exclude my personal life experiences would be impossible and would limit me in terms of understanding others.
In chapter 1, Shockley-Zalabak defines Organization as a “Result of the process of organizing; dynamic system in which individuals engage in collective efforts for goal accomplishment” (p. 15). America is full of individuals from all over the world with differing beliefs and points of view, making America very diverse culturally and not at all organized. America is also an Individualistic culture, with a high value on the self rather than the group, versus a Collectivist culture, one that has high group values, such as Asia (Adler & Proctor, 2006, p. 56). This being said, compared to the definition that was given, America is neither organized nor collective so it can take a sufficient amount of effort on the part of a native American to be a competent communicator.
This is part of what makes America so amazing. Regardless of where we were born, raised, or currently reside, all we have to do is go into the city, turn on the TV, or go online to experience a different culture. In my life I am on a Hawaiian outrigger canoe team, in WA State of all places, and am one of three white people in the group. Although these Hawaiians are Americans, their culture is quite different. Growing up on the mainland, I am much more explicit and inquisitive about people’s personal life, whereas they keep their personal happenings to themselves and I have yet to hear any of them gossip. There is also a difference between the older generation and the younger generation; the older isn’t as active and they live a very laid back “island” type lifestyle while the younger ones are very active and are always on the go. The younger generation also highly values education while the older generation has gotten by doing more labor intensive jobs.
My experience with this organization of people has been very eye opening. They are always positive and friendly, and always accepting of others. As soon as they meet someone that person is part of the “Ohana” or family. Shockley-Zalabak states “Diverse people bring different intrapersonal attitudes, experiences, expectations, and competencies to organizations. These differences can contribute to organizational effectiveness when those with different styles and values work together in interpersonal relationships characterized by mutual understanding and satisfaction” (p 163). I have formed strong interpersonal relationships with this specific group of people and have found that to be a large part of the satisfaction part.
Building positive interpersonal relationships is a key factor in affective communication. Interpersonal relationships are relationships between dyads, two people, such as a supervisor and subordinate or two people in the same department. Supervisor-subordinate relationships can be hard for some people to get accustomed to as subordinates often have communication apprehension, a level of fear or anxiety related to communication with others (Shockley-Zalabak, 2006, p. 156).
Having a strong identity or sense of self and high value of communication competency makes it easier for people to adapt to new interpersonal relationships with a supervisor or peer. Dewine and Frank have found that “perceived organizational communication relationships are considered to be the most important contributor to job satisfaction as an organizational outcome” (Shockley-Zalabak, 2006, p. 158). I have had both good and bad relationship with my supervisors and peers and I can relate to that statement.
I worked at an espresso stand back in High School with a boss that none of the workers could stand. Everyone would gossip behind her back, myself included, but that sort of jargon united the girls and we all felt like we had each other’s back. I didn’t see the boss on a daily basis so my relationship with her had little effect on my job fulfillment. The interpersonal relationships I formed with my peers were strong enough and gave me enough workplace satisfaction that I stayed at that job all through High School.
The last job I had I worked for my friends father, whom I had know for 10+ years. We had a long standing interpersonal relationship that sometimes got in the way of business. I knew more about his personal life than anyone else at the workplace and I would sometimes find myself disclosing too much information about him to others when he was being stubborn or rude to me. I would vent to admins’ at other locations about him, because they had worked with him before and knew how temperamental he could be, but that does not excuse my actions. In the Johari
Values and ethics can play a large role on job place satisfaction too. If you are always put in ethical dilemmas and having to make tough decisions, you might not be able to focus on your work and start resenting people you work with. Shockley-Zalabak describes ethics as “Moral principles that guide judgments about good and bad, right and wrong, not just effectiveness or efficiency” (p. 118). So the ethical choice and the choice that is most beneficial for the organization aren’t always the same. For example, a marketing manager at a large corporation wants to take off the warning label on a food product so they can make more room for a catchy display. You notice this change and say that the warning label needs to be displayed on the product or the company could be fined by the FDA, a consumer could get sick, or a consumer could sue the organization for improper labeling. The manager is thinking about how much more product he can sell and how much money the catchy display could bring the company but you know ethically, if you were the consumer, you would want all of the facts on the product you are purchasing. Full disclosure on the organizations part is needed for you to feel morally right being a part of the decision making.
I have not been faced with many ethical dilemmas in my work experience but one that I can think of did cost my last company quite a bit of money. I used to do the record keeping for safety logs and welding certifications. Workers needed to have taken certain safety classes in order to enter tanks, to have breathing respirators, and to enter facilities and I made the spreadsheets for my area. My boss was bidding a job and asked if I could fudge the records and send them to a Facility Manager in order for our guys to enter the tank farm. I noticed that the guys were not in compliance and had not taken the proper classes to perform the work needed and I told my boss that I would not lie and potentially put people’s lives in danger. We ended up not getting the job but I felt that I did what was morally right.
I always treat others as I want to be treated, that is something that I value highly, but others don’t always see my point of view. Having a set code of ethics in the workplace makes it easier for people to decipher what is right and wrong without having to be put in a situation that puts your interpersonal relationships at risk. Karl Wallace developed a general set of guidelines that when applied to an organizational climate and ethical decision making among groups “when they thoughtfully analyze problems and issues, are open to diverse types and sources of information, conduct their deliberations openly without hidden agendas, and not only respect different viewpoints but also encourage disagreement and dissent to produce superior ideas and solutions” (Shockley-Zalabak, 2006, p. 122). Being open and honest, not withholding any relevant information, and not having any hidden agenda allow ethical decisions to be made.
I have found that organizational communication can refer to any group that shares a common goal, not just a career or job. I am currently unemployed so I have been able to see other organizations that I am part of and am thankful for the new understanding I have. On page 5, Shockley-Zalabak (2006) defines communication competency as “composed of knowledge, sensitivity, skills, and values. Competence arises from interaction of theory, practice, and analysis”. The knowledge on ethical communication that I gained, the sensitivity to cultural differences that I now know, the skills that I have practiced through class work and the values that I hold toward interpersonal relationships will help me in my future organizations and overall satisfaction of life.
Shockley-Zalabak, P.S. (2006). Fundamentals of Organizational Communication, Sixth Edition. Boston: Pearson.
Technical Writing Example - Proposal
To: Ashford University Administration
From: Carley Lamb
Date: 11/01/2010
Subject: Proposal to make Interpersonal Communications a mandatory class for
all Ashford University students
Dear Ashford University administration:
Thank you for considering ways to improve Ashford University and requesting ideas from students who are currently enrolled and have firsthand experience. Upon review of possible changes that would benefit Ashford, I found an idea that would also benefit students.
Introduction
When a spot opens in today’s job market, tens to hundreds of people are applying for a singular position. This leaves employers scanning a large quantity of resumes and applications for certain qualifications that set some people out from the rest. If one is lucky enough to get an interview, good communication skills can make the difference of being hired or passed over.
I recently interviewed Joanne Carncross, an Employment Recruiter for one of Snohomish Counties leading employment firms; she stressed the point that employers are increasingly looking for candidates with good communication skills. Joanne states “Entry level positions are easy to fill and people with college educations are looked over because they are overqualified. Managerial positions and positions that require interaction with others are given to people who know how to communicate effectively”. Joanne interviews applicants daily as part of her job; she looks for good nonverbal skills as well as people who know how to change communication tones when speaking with different audiences (J. Carncross, personal communication, October 28, 2010).
Marty Blalock, a professor for Wisconsin Business School, says in her article Why Good Communication is Good Business, says “People who cannot write and communicate clearly will not be hired, and if already working, are unlikely to last long enough to be considered for promotion”, and that “in business, communication is everything” (2005). She mentions that businesses are made up of people and to get jobs done they must communicate with others, making communication skills critical to get core tasks accomplished.
Problem
Of all the classes that are taught in grade school and high school, communication is the most used but the least focused on, which in turn creates men and women who are not properly equipped for today’s competitive job market. This leaves students who are obtaining a higher education lacking important skills that will make them employable.
While online Universities such as Ashford offer courses in communication, students are not able to participate in face-to-face communication that is part of traditional brick and mortar Universities. This may leave the students lacking interpersonal communication skills necessary to have an edge over other candidates in the job market.
Proposed Plan
It is proposed that Ashford make it mandatory for all students to complete Interpersonal Communication – COM 200, in order to give all students a better understanding of communicating in the workplace. By making COM 200 a mandatory class, graduates of Ashford will have an edge over other online University graduates and many brick and mortar graduates as well.
Course Outline:
- Students would be heavily involved in group discussions with class members
- Instead of weekly assignments, students would complete exercises at the end of chapters and share finding online
- Real time discussion forums with the instructor present would allow students to ask questions and get immediate feedback
- Instructor feedback should be directly related to course material
- All information, readings, exercises, etc. would be directly out of the course textbook so the student always has a reference point
Limitations
Due to the fact that Ashford has a mandatory first class set in place already, PSY 202, it might be difficult to make another class mandatory. In light of this, I would suggest revising the PSY 202 textbook that is made specifically for Ashford to include a chapter on Interpersonal Communication. I would also recommend that more classes be offered where students can log on and chat in real time with their professors to get instant feedback. Any amount of interpersonal communication that the students are subject to will be helpful in their future.
Thank you again for considering this proposal, any suggestions to modify this plan would be greatly appreciated.
References
Blalock, M., (2005). Why Communication is Good Business. Retrieved from: http://www.bus.wisc.edu/update/winter05/business_communication.asp 10/30/2010
J. Carncross, personal communication, October 28, 2010.
Elements that Create a Visually Appealing Blog
For a first time blogger, creating a visually appealing blog can be a daunting task. Catching the audience’s attention is essential to communicate the purpose of the blog, and without an appealing blog all effort can be wasted. As with all written communication, researching the topic and reviewing similar works help to get an idea of where to begin. I had the opportunity to view and evaluate three of my classmate’s blogs and in the following pages I will focus on the components and elements that are necessary to create an appealing blog and use those criteria to critique my classmate’s blogs.
There are four main components that need to be addressed when creating a blog, they are: purpose, audience, content, and design. Some blogs are created to inform buyers about products for sale while others are simply an online journal written to entertain followers of things happening in one’s life, but every blog has a purpose. Starting a blog with a clear purpose in mind gives the blogger a sense of what she wants to accomplish with the blog and helps her identify who her target audience is.
One goal of the blogger is to create a page that is visited by certain people, the target audience. Identifying the target audience allows the blogger to write content that is relatable or interesting to the audience which helps the blogger accomplish their intended purpose. A blog that is directed at gun owners would not benefit from content about the best way to get clear skin and vice versa.
Now that the purpose is established, the audience has been identified and the direction of the content is clear, designing the page is the next step. Always keep the audience in mind, what would look good from their standpoint and how would the layout best suit their needs. Some design elements that should be addressed are: structure, balance, color, small details, clarity & emphasis, remarkability, and functionality (Martin, 2008).
Structure refers to the layout of the blog page and how it is organized. Having a layout that has distinctly separate areas and is easy to navigate for the first time user is paramount for a blog to be successful. Balance is achieved when there is equal weight distributed around the page so that the eye is not continually drawn to one section over another. As Michael Martin (2008) puts it “The weight of a specific element is affected by its size, but also by its color, its position, and even with the detail within in” (¶9).
Choosing a color scheme can be difficult for some but a good standard is to choose a few colors that complement each other and stay within those color families throughout the page. Be careful not to use too many bold colors as it makes the page look haphazard and amateurish. Small details show the level of effort one puts into their blog and helps create the overall effect (Martin, 2008). Visuals added to enhance the text, type and color of text, and using the same size and type of font throughout the page are examples of small details.
Clarity and emphasis allow the audience to distinguish different areas, highlight important topics with bold headers, and give breaks in text with the use of white space. Remarkability refers to creating a blog that is unique and stands out above other blogs. That doesn’t mean going overboard with graphics or bold colors, it means creating a page that sticks in an audiences mind and makes them want to return to the blog. Last, but certainly not least is functionality. Creating a page that is functional and easy for the customer to interact with may be one of the most important elements for bloggers trying to sell something.
Now that I have explained the components and elements required to develop and design a visually appealing blog, I will use those criteria to critique the following student’s blogs: Robert Brown, Caron Carus, and Katherine Esparza.
Robert Brown (Robert’s Page, 2011) did a decent job with his page. He played it a little safe with the title, layout and color choice so the remarkability factor isn’t there, but his use of visuals that enhance the text make up for where he is lacking. His choice of colors clash slightly and he would benefit by making the post background color lighter so that the text stands out more. Most of the fonts are different in every post which makes the page stand out for the wrong reasons. If Robert invested a little more time researching the blogger website and fine tuning the design aspects of his page, his page could easily go from average to noteworthy.
Caron Carus’ (Who Knew?, 2011) choice of font in her header really stands out and makes an excellent attention grabbing opening to her page. Her color choices are simple but not boring and she has added lots of small details with her personal pictures and links to sites she likes; this also adds to the functionality of the page. She gives an enormous amount of examples for the audience to see her writing style which is good given the purpose is to show her mastery of communication studies. The structure of the page is simple and easy to navigate, but the weight is very uneven. It would be nice to see the space on the outsides of the page to be even, it is favoring the left side now, and to see some gadgets that are in the footer higher up on the page.
Katherine Esparza’s (Katherine, 2011) blog lacks in remarkability
After learning about key design elements and reviewing my classmate’s blogs, I will first make sure that my own blog stands up to the criteria I mentioned in my critiques. Having a blog that is appealing at first glance means creating one that has a pleasant layout, is evenly balanced, highlights different sections, and is easy to navigate. Fine tuning the small details will help make my blog more functional for the audience and bring up the remarkability factor.
References
Brown, R. (2011). Robert’s Blog. Retrieved March 30, 2011 from:
Carus, C. (2011). Who Knew? Retrieved March 30, 2011 from:
Esparza, K. (2011). Katherine. Retrieved March 30, 2011 from:
Martin, M. (2008, June 26). 7 Elements to Make Your Blog Look Great. Retrieved April 2, 2011 from: http://www.problogdesign.com/design/7-elements-to-make-your-blog-look-great/#comments
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