Expectancy Violation Theory holds positive violations produce more favorable communication outcomes than conformity to expectations, while negative violations produce less favorable ones (Burgoon & Hale, 1988). Burgoon defined personal space as the “invisible, variable volume of space surrounding an individual that defines that individual’s preferred distance from others” (Griffin et al., 2015, p. 82). Multiple factors assist in deciding each person’s personal space such as culture and personal experiences and violating one’s personal space can affect communication barriers. However, Burgoon does suggest violating or breaking these rules on occasion can work in the favor of the communicator and can be “a superior strategy to conformity”
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87). Violation Valence refers to the positive or negative value placed on unforeseen conduct in spite of who does it (Griffin et al., 2015, p. 87). It is valuable to identify violation valence when communicating with others. If violations perceived as negative or on purpose, the consequences may result in an end to receipt of your message.
Also identified by Burgoon is the Communicator Reward Valence. This philosophy encompasses the thought reward potential moves from the background of our minds to the forefront if an individual infringes our expectation and there is no social consensus on the meaning or act (Griffin et al., 2015, p. 88). Burgoon also noted communicators with a high reward valence enhance their attractiveness, credibility, and persuasiveness by doing the unexpected (Griffin et al., 2015, p. 89).
In the Human Resources arena, it will to help understand Expectancy Violations Theory, especially during the interview process. If a potential candidate feels negative feedback in the process, they do not want to violate expectancies and further hurt the chances of impressing the future employer. However, if they sensed it was going positive and were feeling more confident an encouraging relationship was forming with the interviewer or interviewers, this will violate
87). Violation Valence refers to the positive or negative value placed on unforeseen conduct in spite of who does it (Griffin et al., 2015, p. 87). It is valuable to identify violation valence when communicating with others. If violations perceived as negative or on purpose, the consequences may result in an end to receipt of your message.
Also identified by Burgoon is the Communicator Reward Valence. This philosophy encompasses the thought reward potential moves from the background of our minds to the forefront if an individual infringes our expectation and there is no social consensus on the meaning or act (Griffin et al., 2015, p. 88). Burgoon also noted communicators with a high reward valence enhance their attractiveness, credibility, and persuasiveness by doing the unexpected (Griffin et al., 2015, p. 89).
In the Human Resources arena, it will to help understand Expectancy Violations Theory, especially during the interview process. If a potential candidate feels negative feedback in the process, they do not want to violate expectancies and further hurt the chances of impressing the future employer. However, if they sensed it was going positive and were feeling more confident an encouraging relationship was forming with the interviewer or interviewers, this will violate