Tech. Write Final Bsrem 2020

Republic of the Philippines
Lyceum of Alabang
Km. 30 National Road, Brgy. Tunasan
Muntinlupa City
FINAL TERM
MODULE TEXT # 4
LISTENING SKILLS, ACTIVE LISTENING, PROCESSES AND
TYPES OF LISTENING BARRIERS
LEARNING OUTCOMES:
At the end of this lesson, the students should be able to:
1. To have the knowledge of effective listening;
2. To learn the different steps on how to be an active listener;
3. To have the knowledge of the 6 stages of the listening process,

and the different types;
4. To have the knowledge of the different barriers of listening and

how to avoid these barriers.
COURSE CONTENTS:
Most people think that if someone speaks well he is a good

communicator. Speaking is just part of the total process of
communication and in order for a speaker to get the message across,
someone must also be listening.
Prepared by: Prof. Luchi P. Sereneo Noted & approved by: Leah
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
Listening is a difficult task. Most people do not know how to

listen effectively. Effective listening involves more than just hearing
or the reception of the sounds but also a good listener must be able
to understand and interpret sounds. Listening effectively takes a skill,
self-discipline, just and correct interpretations. Effective listening
means concentrating on what the speaker says rather than on how it
is said.
REASONS FOR EFFECTIVE LISTENING:
1. To avoid misunderstandings – can do things right and

problems are solved immediately.
2. To get along better with others – showing sincere care and
gives a speaker the sense self-realization, worth and
confidence.
3. To learn more about the world – Modern technology and
conversations with adults and peer groups help in
understanding the latest trend of globalization and its effects.
The more knowledge you gain, the more that you will enjoy
everything around you especially the latest technologies.
4. To be more successful in school and in your job – grades and
interest in school activities will improve, will also affect your
future as many jobs require good listening skills such as
telephone operators, nurses, doctors, auto mechanics,
teachers, lawyers, and callcenter agents.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
HOW TO BE AN ACTIVE LISTENER:
1. Prepare to listen – be ready to listen from the beginning which

means arriving early, getting sufficient rest, or finding out as
much about the speaker’s topic.
2. Expand vocabulary – to understand better and benefit more

from what have been heard and familiarize the vocabularies the
speaker uses and conveys message.
3. Apply the Message – look for circumstances that information

being heard could be used in different situations.
4. Pick out the central ideas – pick out the key ideas often
mentioned at the beginning and near the end of the speech,
hence pay close attention to the introduction and the
conclusion of a speech.
5. To provide feedback – always encourage the speaker by

providing feedback as in asking question or responding to
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
what have heard through smiles, frowns, laugh and nodding of

heads to show attentive listening.
6. Remember what you hear – to acquire new information.
6 STAGES OF THE LISTENING PROCESS:
1. Hearing – refers to the physical response caused by sound

waves stimulating the sensory receptors of the ears, thus
hearing is perception of sound waves.
2. Attention – this is selective perception and an important
requirement for effective listening.
3. Understanding – the listener must understand the intended
meaning and the context assumed by the sender.
4. Remembering – it means that this is not only receiving and
interpreting a message but also adding it to the mind’s storage
bank.
5. Evaluating – a stage in which an active listener participates,
weighs evidence, sorts facts from opinions, and determine the
presence or absence of bias or prejudice in a message.
6. Responding – the listener completes the process through
verbal / non-verbal feedback by which the sender may
determine the degree of success in transmitting the messages.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
TYPES OF LISTENING:
1. Informative Listening – is to understand the message. For

example, we listen to lectures or instructions from teachers.
2. Relationship Listening – to help an individual or improve the

relationships between people.
3. Appreciative Listening – includes listening to music for

enjoyment, to speakers because you like their style, to your
choices in theater, television, radio or film. For example, hard
rock music is not the source of appreciative listening for me
but I would rather listen to gospel, country, jazz, or the golden
oldies.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
4. Critical Thinking – this is not only listening for information but

evaluating whether the speaker means what he says as in
political campaign.
5. Discriminative Listening – basic type of listening where the

difference between sounds is identified. If you cannot bear
differences, then you cannot make sense of the meaning that is
expressed by such differences. We learn to discriminate
between sources within our own language early and later are
unable to discriminate between phonemes of other languages.
BARRIERS TO LISTENING:
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
The most basic and powerful way to connect to another person

is to listen. Just listen. Perhaps the most important thing we ever
give each other is our attention. - Dr. Rachel Naomi Remen
Listening is so important that many top employers provide

listening skills training for their employees. This is not surprising
when you consider that good listening skills can lead to: better
customer satisfaction, greater productivity with fewer mistakes,
increased sharing of information that in turn can lead to more creative
and innovative work.
Many successful leaders and entrepreneurs credit their

success to effective listening skills. Richard Branson frequently
quotes listening as one of the main factors behind the success of
Virgin Media Group.
1. Joining the conversation with predetermined attitudes and

assumptions – some people use conversations to reiterate their
own positions on issues. Instead, join a conversation with an
open mind and desire to learn something new.
2. Pre-occupied with your own thoughts – Too busy developing

own response as well as attending to several things
simultaneously that requires attention and miss what’s being
said, and not focused to the other person’s words.
3. Completing the other person’s thoughts and jumping to

conclusions – let others finish their thoughts and do not
assume you already know what they are going to say.
4. Engaging in selective listening – listening only to what we want

to hear.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
5. Feeling too tired, anxious, or angry to listen – strong feelings

and emotions affect our listening, reasoning and judgement.
6. Not paying enough attention to body language and intonation –

body language and intonation give away clues about people’s
emotion feelings, stress levels and that provide additional
information that may not be expressed in words. Be a good
observer.
7. Always in a hurry – a conversation is not a race to a finish line.
HOW TO AVOID BARRIERS TO LISTENING:
1. Prepare yourself – Open up your mind so that you are not in the
mind set of judging things.
2. Do not interrupt the speaker – make a commitment to listen and

give the speaker full time to express his thoughts.
3. Avoid unnecessary movements – this way your response will

encompass what they have to say.
4. Give the speaker undivided attention – not saying a word or

doing different task.
5. Make an eye-to-eye contact – be attentive.
6. Paraphrase what the speaker says – ensure that someone is

attentive and understands.
7. Engage in the conversation – to totally understand the point of

the other person and will help keep the mind from wandering.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
8. Focus – no dividing attention by multi-tasking and do not try to

be too complacent and make the other person stop talking
because they think you do not care.
THE INTERVIEW:
Is a formal conversation between two people (the interviewer

and interviewee) where questions are asked by the interviewer to
obtain information from the interviewee. On the business side, an
interview is a meeting between a job applicant and a representative of
the company as the company has job opening. You and the
interviewer want to find the right person to fill the job.
WHAT IS THE INTERVIEWER SEEKING?
Three main areas employers typically look at in the selection process:
1. What can you do for us? If hired, how can you contribute to the
department and /or organization differently than other interview
candidates. This can be demonstrated through your
educational background, prior experience, special skills and
knowledge.
2. Why do you want to work with us? An employer wants to make

sure that the candidate chosen has a solid understanding of
the organization, department and position. As a candidate you
need to state why you want to work in a particular industry for a
particular organization or department. Also, you need to
convey to the employer that you have a realistic picture of the
job and how this industry / position fix within your short and
long terms of goal
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
WHAT IS THE INTERVIEWEE SEEKING?
1. What can you do for me? How can the organization, department
and position grow by professional development?
2. Why do I want to work with you? How does this organization,

department and position fit into my short and long term career
goals. Do I have a good understanding of this industry and the
position expectations for me to develop my career and enjoy
my work.
STRUCTURE OF AN INTERVIEW:
1. Preparation
2. Opening the interview.
3. Closing the interview.
DIFFERENT TYPES OF INTERVIEW:
1. Screening – usually done by the Human Resource Department

to eliminate candidates who do not have the basic
requirements for the job.
2. One-on-one
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
3. Informal – interviewer knows which questions they want to ask

but can change their mind about the questions and carry on a
conversation with a candidate which can be difficult because
interviewee may spend the whole time talking out of the
questions.
4. Structured – a list of questions has been prepared based on the

job requirements.
5. Unstructured – has no prepared questions and can be very

stressful if the interviewee is not prepared.
6. Sequential – an interview with several people but only one at a

time.
7. Panel – also called a group interview which has a list of

prepared questions and will take turns asking the questions.
The purpose for this type of interview is to see how others
react since you will be working on a team and they need to see
how you respond to their questions.
8. Telephone – to reduce the cost of interviewing many

companies now do a pre-screening by email or over the phone.
CONDUCTING THE INTERVIEW:
Now that you are well prepared, you are in a position to conduct a
productive interview. If you are uncertain of your interviewing skills,
you can always learn more by contacting your local chamber of
commerce, taking courses at the community college level, or seeking
the assistance of companies like Talent Edge Solutions.
 Introduce yourself. Greeting candidates courteously shows

respect for them and will help put them at ease. Tell them
something about yourself and the company. This is the first
impression the candidate will make of you, so present a tidy
office and turn off your cell phone.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
 Set the stage. Set the tone by telling the applicant what to
expect for the next half hour or so. Remember, you too are
being observed. Your behavior will set the tone for the
interview. If you come across as being too casual, an applicant
may take the interview less seriously. But being too serious will
likely make the candidate more nervous. In either case, you’re
unlikely to bring out the best in the individual. How you
conduct yourself during the interview must also reflect the
image and values of your business.
 Review the job. Spell out what the position involves in more
detail than was outlined in the job posting, so candidates can
make sure the job is right for them. Let them know what the
core duties and responsibilities will be, and any working
conditions that may affect them. Say whether the position is
permanent or temporary, or on contract.
 Start with generalized questions. Begin by asking a few
questions about a candidate’s background and interest in the
position. Get candidates to tell you about how they see
themselves in relation to the job and what they can contribute.
 Review the applicant’s resume. Ask candidates about specific
positions on their resume that relate to the position you are
hiring for. Ask them about job details, responsibilities, what
they accomplished, pressures they encountered. Ask about any
inconsistencies or gaps in employment or education, as there
may be a simple explanation. Ask about the candidate’s
reasons for leaving a past or current job.
 Ask some consistent questions. Use a specific set of questions
for all applicants. This will help you to compare candidates and
find the one whose skills and abilities most closely match what
you’re looking for.
 Vary your questions. It’s important that you ask questions on
skills specifically related to the duties and responsibilities of
the position. This will help you uncover candidates’ strengths
and weaknesses. Don’t forget that open-ended questions are
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
best during interviews, such as “What was the most difficult

challenge of your last job?”
 Give candidates a chance to ask questions. Confidently
answering any question thrown at you means knowing all
aspects of the position and being able to clarify your
expectations, in addition to listing the benefits of working for
your business. Applicants should be given the chance both to
answer your questions and to ask questions of their own to
determine if the job and the company are right for them. Their
questions can help you assess whether candidates have
adequately prepared for the interview and are genuinely
interested in the job. An effective strategy is the 80/20 rule: You
do 80 per cent of the listening and 20 per cent of the talking.
 Provide a timeline. Always provide an estimate of the length of
time until final selection will be made. Provide an indication as
to when candidates might expect to hear back from you
regarding the final outcome or the next step in the recruitment
process.
TOP 10 INTERVIEW QUESTIONS AND ANSWERS:
Here are the top 10 most common interview questions and examples
of the best answers. Also, be sure to review the follow-up questions
at the end of the article to prepare for some of the more challenging
interview questions asked by hiring managers.
1. Tell Me About Yourself. - Examples of the Best Answers
This is one of the first questions you are likely to be asked. Be

prepared to talk about yourself, and why you're an ideal candidate for
the job.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
What They Want to Know: The interviewer wants to know why you're

an excellent fit for the job. Try to answer questions about yourself
without giving too much, or too little, personal information.
You can start by sharing some of your personal interests and

experiences that don't relate directly to work, such as a favorite
hobby or a brief account of where you grew up, your education, and
what motivates you. You can even share some fun
facts and showcase your personality to make the interview a little
more interesting.
2. Why Do You Want This Job? - Examples of the Best Answers
Why are you a good fit for the position? What would you accomplish
if you hired? This question is an opportunity to show the interviewer
what you have to offer the company, and what you would achieve if
you got the job.
What They Want to Know: This question gives you an opportunity to

show the interviewer what you know about the job and the company,
so take time beforehand to thoroughly research the company, its
products, services, culture, and mission. Be specific about what
makes you a good fit for this role, and mention aspects of the
company and position that appeal to you most.
3. Why Should We Hire You? - Examples of the Best Answers
Make your response a confident, concise, focused sales pitch that

explains what you have to offer and why you should get the job. This
is a good time to review the qualifications and the requirements in the
job listing, so you can craft a response that aligns with what the
interviewer is looking for.
What They Want to Know: Are you the best candidate for the job? The
hiring manager wants to know whether you have all the required
qualifications. Be prepared to explain why you're the applicant who
should be hired.
4. What is Your Greatest Strength? - Examples of the Best Answers
When you're answering this question, remember to “show” rather

than “tell.” For example, rather than stating that you are an excellent
problem solver, instead tell a story that demonstrates this, ideally
drawing on an anecdote from your professional experience.
What They Want to Know: This is one of the questions that employers

almost always ask to determine how well you are qualified for the
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
position. When you are asked about your greatest strengths, it's
important to discuss the attributes that qualify you for that specific
job, and that will set you apart from other candidates.
5. What is Your Greatest Weakness? - Examples of the Best Answers
This question is an opportunity to show the hiring manager that

you're well qualified for the job. In addition to learning whether you've
got the right credentials, the hiring manager wants to know whether
you can take on challenges and learn new tasks.
What They Want to Know: Another typical question interviewer will

ask is about your weaknesses. Do your best to frame your answers
around positive aspects of your skills and abilities as an employee,
turning seeming “weaknesses” into strengths.
You can also share examples of skills you have improved, providing

specific instances of how you have recognized a weakness and taken
steps to correct it.
6. Why Do You Want to Leave (or Have Left) Your Job? - Examples of

the Best Answers
Be prepared with a response to this question. You'll need to give an

answer that’s honest and reflects your specific circumstances but
keeps it positive. Even if you quit under challenging circumstances,
now isn't the best time to share what could be construed as too much
information with the interviewer.
What They Want to Know: The interviewer wants to know why you left
your job and why you want to work for their company. When asked
about why you are moving on from your current position, stick with
the facts, be direct, and focus your answer on the future, especially if
your departure wasn't under the best circumstances.
7. What Are Your Salary Expectations? - Examples of the Best

Answers
What are you looking for in terms of salary? Questions about money
are always tricky to answer. You don't want to sell yourself short or
price yourself out of a job offer. Employers can't ask how much you
earned at previous jobs in some locations, but they can ask how
much you expect to get paid.
What They Want to Know: The hiring manager wants to know what

you expect to earn. It seems like a simple question, but your answer
can knock you out of competition for the job if you overprice yourself.
If you underprice yourself, you may get shortchanged with a lower
offer.
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
8. How Do You Handle Stress and Pressure? - Examples of the Best

Answers
Do you work well in high-stress situations? Do you thrive on

pressure, or would you prefer a more low-key job? What do you do
when something goes wrong? The best way to respond to this
question is to share an example of how you have successfully
handled stress in a previous position.
What They Want to Know: What do you do when things don’t go

smoothly at work? How do you deal with difficult situations? The
employer wants to know how you handle workplace stress.
Avoid claiming that you never, or rarely, experience stress. Rather,

formulate your answer in a way that acknowledges workplace stress
and explains how you’ve overcome it, or even used it to your
advantage.
9. Describe a Difficult Work Situation or Project and How You Handled

It. - Examples of the Best Answers
There isn't a right or wrong answer to a question about handling a

difficult situation. How you react will show the hiring manager your
work style and how you manage issues. It will help determine if you
mesh with the company, and you're a fit for the role.
What They Want to Know: The interviewer wants to know

how you respond when faced with a difficult decision. As with the
question about stress, be prepared to share an example of what you
did in a tough situation. It’s important to share details to make the
story believable and engaging.
10. What Are Your Goals for The Future? - Examples of the Best
Answers
Are you a job hopper? Or do you plan on staying with the company,
at least for a while? Do your plans for the future match the career
path for someone typically hired for this position?
What They Want to Know: This question is designed to find out if

you’re going to stick around or move on as soon as you find a better
opportunity. Keep your answer focused on the job and the company,
and reiterate to the interviewer that the position aligns with your long-
term goals.
ACTIVITY:
Digo, Phd.
Faculty
VP Acad
Lyceum of Alabang
Muntinlupa City
Roleplay - Interview:
REFERENCES:
Hutchinson T. & Waters,. A. 1987 English for Specific Purpose,

Cambridge University Press
Jaime G. Ang ,Ph.D. English 102 Writing Across Disciplines: A

Module Text for the World Class Filipino College Students
Jaime G. Ang, Ph.D .Speech & Oral Communication for the 21 st

Century Filipino Student
Evelyn L. Sebastian/Erlinda A. Cayao English Communication 2
Dincay,Turgay,2010. Designing A Learner-Centered ESP Course for

Adult based on Evidence from a Questionaire and Incorporating the
Learner’sAims into a Situation -Based Syllabus.Available at
http://dergiler .ankara.edu.tr/dergiler /27/1677/17881.pdf
https://beddebah-haterulez.blogspot.comm/20/410
(https://www.thebalancecareers.com/top-interview-questions-and-
best-answers-2061225)
Methods of Research: A Primer by: Estela G. Adanza et. al.
Digo, Phd.
Faculty
VP Acad

Tech. Write Final Bsrem 2020

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Tech. Write Final Bsrem 2020

Uploaded by

Copyright:

Available Formats

Republic of the Philippines

At the end of this lesson, the students should be able to:

1. To have the knowledge of effective listening;

2. To learn the different steps on how to be an active listener;

3. To have the knowledge of the 6 stages of the listening process,

4. To have the knowledge of the different barriers of listening and

Most people think that if someone speaks well he is a good

Listening is a difficult task. Most people do not know how to

REASONS FOR EFFECTIVE LISTENING:

1. To avoid misunderstandings – can do things right and

HOW TO BE AN ACTIVE LISTENER:

1. Prepare to listen – be ready to listen from the beginning which

2. Expand vocabulary – to understand better and benefit more

3. Apply the Message – look for circumstances that information

5. To provide feedback – always encourage the speaker by

what have heard through smiles, frowns, laugh and nodding of

6. Remember what you hear – to acquire new information.

6 STAGES OF THE LISTENING PROCESS:

1. Hearing – refers to the physical response caused by sound

1. Informative Listening – is to understand the message. For

2. Relationship Listening – to help an individual or improve the

3. Appreciative Listening – includes listening to music for

4. Critical Thinking – this is not only listening for information but

5. Discriminative Listening – basic type of listening where the

The most basic and powerful way to connect to another person

Listening is so important that many top employers provide

Many successful leaders and entrepreneurs credit their

1. Joining the conversation with predetermined attitudes and

2. Pre-occupied with your own thoughts – Too busy developing

3. Completing the other person’s thoughts and jumping to

4. Engaging in selective listening – listening only to what we want

5. Feeling too tired, anxious, or angry to listen – strong feelings

6. Not paying enough attention to body language and intonation –

7. Always in a hurry – a conversation is not a race to a finish line.

HOW TO AVOID BARRIERS TO LISTENING:

2. Do not interrupt the speaker – make a commitment to listen and

3. Avoid unnecessary movements – this way your response will

4. Give the speaker undivided attention – not saying a word or

5. Make an eye-to-eye contact – be attentive.

6. Paraphrase what the speaker says – ensure that someone is

7. Engage in the conversation – to totally understand the point of

8. Focus – no dividing attention by multi-tasking and do not try to

Is a formal conversation between two people (the interviewer

WHAT IS THE INTERVIEWER SEEKING?

Three main areas employers typically look at in the selection process:

2. Why do you want to work with us? An employer wants to make

WHAT IS THE INTERVIEWEE SEEKING?

2. Why do I want to work with you? How does this organization,

2. Opening the interview.

3. Closing the interview.

DIFFERENT TYPES OF INTERVIEW:

1. Screening – usually done by the Human Resource Department

3. Informal – interviewer knows which questions they want to ask

4. Structured – a list of questions has been prepared based on the

5. Unstructured – has no prepared questions and can be very

6. Sequential – an interview with several people but only one at a

7. Panel – also called a group interview which has a list of

8. Telephone – to reduce the cost of interviewing many

CONDUCTING THE INTERVIEW:

 Introduce yourself. Greeting candidates courteously shows

best during interviews, such as “What was the most difficult

TOP 10 INTERVIEW QUESTIONS AND ANSWERS:

1. Tell Me About Yourself. - Examples of the Best Answers