Organizational Communication can be defined as a process through which organizations are created and in turn create and shape events. The process can be understood as a combination of process, people, message, meaning and purpose.
Can misunderstanding of a few words literally mean the difference between life and death? They can in airlines business. A number of aviation disasters have been largely attributed to problems in communication. There are other fields also in which there are examples to illustrate how miscommunication can have deadly consequences. Good communication is essential to any group’s or organization’s effectiveness.
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Research indicates that poor communication is probably the most frequently cited source of interpersonal conflict. Because individuals spend nearly 70 percent of their working hours communicating-writing, reading, speaking, listening-it seems reasonable to conclude that one of the most inhibiting forces to successful group performance is a lack of effective communication.
No group can exist without communication: the transference of meaning among its members. It is only through transmitting meaning from one person to another that information and ideas can be conveyed. Communication, however, is more than merely imparting meaning. It must also be understood. In a group in which one member speaks only German and the others do not know German, the individual speaking German will not be fully understood. Therefore, communication must include both the transference and the understanding of meaning.
An idea, no matter how great, is useless until it is transmitted and understood by others. Perfect communication, if there were such a thing, would exist when a thought or an idea was transmitted so that the mental picture perceived by the receiver was exactly the same as that envisioned by the sender. Although elementary in theory, perfect communication is never achieved in practice, due to unavoidable reasons.
The term “communication” has been derived from the Latin word “communis” which means common. It was Aristotle who, for the first time, brought about a systematic study of the communication process. According to him, there are three essential elements in a communication system, namely, the speaker, the speech, and the audience. Communication strictly stands for sharing of ideas in common. The word “communication”, however, has many and varied meanings. Popularly speaking, it refers to the various means of transmitting information from individual to individual, individual to a group of individuals or from one place to another. It is a transmission of messages, ideas, methods, skills, and thoughts between two or more persons. It is a mutual exchange of facts, thoughts, opinions or emotions by the use of symbols, words, pictures, figures, graphs and so on.
Communication is the chain of understanding which permeates an organization from top to bottom, from bottom to top, and from side to side, and which moves the organization ahead towards its stated objectives. It is the cohesive force which holds the group together.
Vardaman and Halterman opine: “Communication is the flow of material, information, perception and understanding between various parts and members of an organization.”
In the words of Allen, “Communication is the transfer of meaning from one person to another.” Mitchell goes a step further and observes, “Communication involves more than just having the right information â€” the information should be believed, weighed correctly, reach the right decision-makers and result in the appropriate action.” Rogers and Rogers have reiterated this point of view. They opine “Communication is a process by which an idea is transferred from a source to the receiver with the intention of changing behaviour.. ..Communication is made with the intention of achieving results/change in knowledge, attitude and overt behaviour.”
Communication is a process in which senders and receivers of messages interact in a given social context. Interpersonal communication refers to the exchange of information and transmission of meaning between two people. Organizational communication is the subject that deals with the exchange of information and transmission of meaning throughout the organizational hierarchy.
Since the leader or the manager accomplishes organizational objectives through people, it is essential to communicate what the leader or the manager wants people to accomplish, how to accomplish, where to accomplish and more important, why to accomplish. To communicate the organizational philosophy, objectives, procedures, and practices to all employees is not easy, because communication is a very complex phenomenon.
In communication, the people must understand what they are trying to communicate; they must be willing and able to understand them; they must accept their communication or message or information or goals. Thus, all social phenomena are a function of communication.
Communication serves four major functions within a group or organization: Control, motivation, emotional expression and information.
Communication acts to control member behaviour in several ways. Organizations have authority hierarchies and formal guidelines that employees are required to follow. When employees, for instance are required to first communicate any job related grievance to their immediate boss, to follow their job description, or to comply with company policies, communication is performing a control function. But informal communication also controls behaviour. When work groups tease or harass a member who produces too much (and makes the rest of the group look bad), they are informally communicating with, and controlling, the member’s behaviour
Communication fosters motivation by clarifying to employees what is to be done, how well they are doing, and what can be done to improve performance if it’s supbar. The formation of specific goals, feedback on progress toward the goals, and reinforcement of desired behaviour all stimulate motivation and require communication.
For many employees, their work group is a primary source for social interaction. The communication that takes place within the group is a fundamental mechanism by which members show their frustrations and feelings of satisfaction. Communication, therefore, provides a release for the emotional expression of feelings and for fulfillment of social needs.
The final function that communication performs relates to its role in facilitating decision making. It provides the information that individuals and groups need to make decisions by transmitting the data to identify and evaluate alternative choices.
No one of these functions should be seen as being more important than the others. For groups to perform effectively, they need to maintain some form of control over members, stimulate members to perform, provide a means for emotional expression, and make decision choices. Almost every communication interaction that takes place in a group or organization performs one or more of these four functions.
Before communication can take place, a purpose, expressed as a message to be conveyed, is needed. It passes between a source (sender) and a receiver. The message is encoded (converted to a symbolic form) and passed by way of some medium (channel) to the receiver, who retranslates (decodes) the message initiated by the sender. The result is a transference of meaning from one person to another.
The exhibit above depicts this communication process. This model is made up of seven parts: (1) the communication source, (2) encoding, (3) the message, (4) the channel, (5) decoding, (6) the receiver, and (7) feedback.
The source initiates a message by encoding a thought. The message is the actual physical product from the source encoding. When we speak, the speech is the message. When we write, the writing is the message. When we gesture, the movements of our arms and the expression on our face are the message. The channel is the medium through which the message travels. It is selected by the source, who must determine whether to use a formal or informal channel. Formal channels are established by the organization and transmit message that are related to the professional activities of the members. They traditionally follow the authority chain within the organization. Other forms of messages, such as personal or social, follow the informal channels in the organization. The receiver is the object to whom the message is directed.
But before the message can be received, the symbols in it must be translated into a form that can be understood by the receiver. This step is the decoding of the message. The final link in the communication process is a feedback loop. Feedback is the check on how successful we have been in transferring our messages as originally intended. It determines whether understanding has achieved.
Communication can flow vertically and laterally. The vertical dimension can be further divided into downward and upward directions.
Communication that flows from one level of a group or organization to a lower level is a downward communication. When we think of managers communicating with employees, the downward pattern is the one we are usually thinking of. It’s used by group leaders and managers to assign goals, provide job instructions, inform employees of policies and procedures, point out problems that need attention, and offer feedback about performance. But downward communication doesn’t have to be oral or face-to-face contact. When management sends letters to the employees’ homes to advise them of the organization’s new sick leave policy, it is using downward communication. So is an e-mail from a team leader to the members of her team, reminding them of an upcoming deadline.
Upward communication flows to a higher level in the group or organization. It’s used to provide feedback to higher-ups, inform them of progress toward goals, and relay current problems. Upward communication keeps managers aware of how employees feel about their jobs, co-workers, and the organization in general. Managers also rely on upward communication for ideas on how things can be improved.
Some organizational examples of upward communication are performance reports prepared by lower management for review by middle and top management, suggestion boxes, employee attitude surveys, grievance procedures, superior-subordinate discussions, and informal “gripe” sessions in which employees have the opportunity to identify and discuss problems with their boss or representatives of higher management. For example, FedEx prides itself on its computerized upward communication program. All its employees annually complete climate surveys and reviews of management. This program was cited as a key human resources strength by the Malcolm Baldrige National Quality Award examiners when FedEx won the honor.
When communication takes place among members of the same work group, among members of work groups at the same level, among managers at the same level, or among any horizontally equivalent personnel, we describe it as lateral communications.
Why would there be a need for horizontal communications if a group or organization’s vertical communications are effective? The answer is that horizontal communications are often necessary to save time and facilitate co-ordination. In some cases, these lateral relationships are formally sanctioned. More often, they are informally created to short-circuit the vertical hierarchy and expedite action. So lateral communications can, from management’s viewpoint, be good or bad. Since strict adherence to the formal vertical structure for all communications can impede the efficient and accurate transfer of information, lateral communications can be beneficial. In such cases, they occur with the knowledge and support of superiors.
But they can create dysfunctional conflicts when the formal vertical channels are breached, when members go above or around their superiors to get things done, or when bosses find out that actions have been taken or decisions made without their knowledge.
This occurs when communication occurs between workers in a different section of the organisation and where one of the workers involved is on a higher level in the organisation. For example in a bank diagonal communication will occur when a department manager in head office converses with a cashier in a branch of the bank based on the high street.
How do group members transfer meaning between and among each other? There are three basic methods. People basically rely on oral, written and non-verbal communication.
The chief means of conveying messages is oral communication. Speeches, formal one-on-one and group discussions, and the informal mill or grapevine are popular forms of oral communication.
The advantages of oral communication are speed and feedback. A verbal message can be conveyed and a response received in a minimal amount of time. If the receiver is unsure of the message, rapid feedback allows for early detection by the sender and, hence, allows for early correction.
The major disadvantage of oral communication surfaces in organizations or whenever the message has to be passed through a number of people. The more people a message must pass through, the greater the potential distortion. For example, if you ever played the game “telephone” at a party, you know the problem. Each person interprets the message in his or her own way. The message’s content, when it reaches its destination, is very often different from that of the original. In an organization, where decisions and other communiquÃ©s are verbally passed up and down the authority hierarchy, there are considerable opportunities for messages to become distorted.
Written communications include memos, letters, electronic mail, fax transmissions, organizational periodicals, notices placed on bulletin boards, or any other device that is transmitted via written words or symbols.
Why would a sender choose to use written communications? They are tangible and verifiable. Typically, both the sender and the receiver have a record of the communication. The message can be stored for a indefinite period. If there are questions concerning the content of the message, it is physically available for later reference. This feature is particularly important for complex and lengthy communications. The marketing plan for a new product, for instance, is likely to contain a number of tasks spread out over several months. By putting it in writing, those who have to initiate the plan can readily refer to it over the life of the plan. A final benefit of written communication comes from the process itself. You are usually more careful with the written word than the oral word. You are forced to think more thoroughly about what you want to convey in a written message than in a spoken one. Thus, written communications are more likely to be well thought out, logical and clear.
Of course, written messages have their drawbacks. They are time consuming. You could convey far more information to a college instructor in a one-hour oral exam than in a one-hour written exam. In fact, you could probably say the same thing in 10 to 15 minutes that it would take you an hour to write. So, although writing may be more precise, it also consumes a great deal of time.
The other major disadvantage is feedback, or lack of it. Oral communication allows the receiver to respond rapidly to what he thinks he hears. Written communication, however, does not have a built-in feedback mechanism. The result is that the mailing of a memo is no assurance it has been received, there is no guarantee the recipient will interpret it as the sender intended. The latter point is also relevant in oral communiquÃ©s, except it is easy in such cases merely to ask the receiver to summarize what you have said. An accurate summary presents feedback evidence that the message has been received and understood.
Employees’ Handbook: As business grows in size, management often turns to the use of an employee handbook as a communication tool to inform employees on issues such as company history and products, human resource policies, employee compensation and benefits, training assistance, health services, safety, security, employee responsibilities, and work standards. Handbooks are also useful to supervisors and administrators for ensuring consistent implementation and enforcement of company policies.
These are intended to help in the induction of newcomers and to provide all the employees with a clear-cut understanding not only of the general policies of the management but also of the nature of the business, its sources of supplies, its customers, its products and the range of benefits and services available to its employees. Many organizations publish illustrated handbooks, depicting cartoons, charts and photographs.
House Magazines and Newspapers: Some organizations maintain one or more employee magazines or journals. These are meant to keep employees well informed of the development in the business and to acquaint them with the personalities and activities of the organisation. It can explain the policies of the management in easily understood terms. House magazines contain news, and personal and social items. There may be references to parties, marriages, births, retirements, honours and awards.
Financial Reports: Such reports describe the essential facts concerning the conduct of business, its expenses and profits, its income and distribution of financial standing. of the organisation and create understanding between the management and its employees.
Bulletin Boards: Usually, big organizations keep a bulletin board for 50 to 100 employees in attractive colours, types and formats. These boards contain a wide range of material such as someone’s choice of cartoons from newspapers and magazines, pin-up photographs, events in the lives of present or former employees and other items of common interest.
Audio-Visual Aids: Sound films, movies, slides, tapes may be played back to the workers. Such audio-visual aids have an obvious advantage of describing a company’s range of operations and products, in illustrating how financial and other decisions are made, or in explaining work rules.
Notice Boards: Notices are often pasted o the factory walls or gates or placed in glass covered notice boards, and these are hung at appropriate places in the premises of an organisation, near the canteens or factory gates. These notices usually depict abstracts as desired under the various statutes as well as notices of the various institutions in the establishment such as the sports club.
Suggestion System: The suggestion system is designed to enlist the co-operation of subordinates in effecting improvements and in eliminating waste and to provide an avenue for a working communication with the management. Rewards are offered for suggestions which results in greater productive efficiency. In some organizations, “suggestion boxes” are located at convenient places throughout the plant.
Communication with Public and Government: Organisations educate the public about their various activities through advertising, campaigns, meetings and conferences. Organisations also establish and organize special groups to communicate with the important segments of government.
Proper communication plays an important role in a large organization, and there has to be a proper balance between the oral and written forms of communication. It need hardly be said that the choice of any method depends upon the purpose to be accomplished and the likelihood of its success. Quite often, it is better to use more than one method to convey the same information so that one can reinforce the other.
Every time we verbally give a message to someone, we also impart a nonverbal message. In some instances, the nonverbal component may stand alone. For example, in a singles bar, a glance, a stare, a frown, and a provocative body movement all convey meaning. As such, no discussion of communication would be complete without consideration of nonverbal communication-which includes body movements, the intonations or emphasis we give to words, facial expressions, and the physical distance between the sender and receiver.
It can be argued that every body movement has a meaning and no movement is accidental. For example, through body language we say, “Help me, I’m lonely”; “Take me, I’m available”; “Leave me alone, I’m depressed.” And rarely do we send our messages consciously. We act out our state of being with nonverbal body language. We lift one eyebrow for disbelief. We rub our nose for puzzlement. We clasp our arms to isolate ourselves or to protect ourselves. We shrug our shoulders for indifference, wink one eye for intimacy, tap our fingers for impatience and slap our forehead for forgetfulness.
The two most important messages that body language conveys are (1) The extent to which an individual likes another and is interested in his or her views and
(2) The relative perceived status between a sender and receiver. For instance, we are more likely to position ourselves closer to people we like and touch them more often.
Similarly, if you feel that you’re higher status than another, you’re more likely to display body movements-such as crossed legs or a slouched seating position-that reflect a casual and relaxed manner.
Body language adds to, and often complicates, verbal communication. A body position or movement does not by itself have a precise or universal meaning, but when it is linked with spoken language, it gives fuller meaning to a sender’s message.
If you read the verbatim minutes of a meeting, you wouldn’t grasp the impact of what was said in the same way you would if you had been there or saw the meeting on video. Why? There are no records of nonverbal communication. The emphasis given to words or phrases is missing.
Facial expressions also convey meaning. A snarling face says something different from a smile. Facial expressions, along with intonations, can show arrogance, aggressiveness, fear, shyness, and other characteristics that would never be communicated if you read a transcript of what had been said.
The way individuals space themselves in terms of physical distance also has meaning. What is considered proper spacing is largely dependent on cultural norms. For example, what is considered a businesslike distance in some European countries would be viewed as intimate in many parts of North America. If someone stands closer to you than is considered appropriate, it may indicate aggressiveness or sexual interest; if farther away than usual, it may mean disinterest or displeasure with what is being said.
It’s important for the receiver to be alert to these nonverbal aspects of communication. You should look for nonverbal cues as well as listen to the literal meaning of sender’s words. You should particularly be aware of contradictions between the messages. Your boss may say she is free to talk to you about a pressing budget problem, but you may see nonverbal signals suggesting that the is not the time to discuss the subject regardless of what is being said, an individual who frequently glances at her wristwatch is giving the massage that she would prefer to terminate the conversation. We misinform others when we express one message verbally, such as trust, but nonverbally communicate a contradictory message that reads, “I don’t have confidence in you.”
This is communication that takes place within (or across) an organization. In addition to the usual face to face, telephone, fax or mail; modern organizations may use technology to communicate internally. Technology may be used for e-mails or a linked internal communication system such as the intranet which is an internet system designed solely for use by those working for the organization.
Conversely external communication is communication between the organization and those outside the organization. Modern organizations may design technological systems so that they can communicate with customers and undertake e-Commerce. Alternatively they communicate with other businesses through the internet or similar systems and undertake e-Business.
Technology has rapidly expanded the types of internal and external communication available to organizations. The diagram illustrates the vast array of internal and external communication available. Combined together internal and external types of communications allow various sectors of the local, national and international community to interact, liaise and conduct business.
Communication is not an end in itself. There is no use of communicating just for the sake of communicating. It is a means and a very effective means for the solution of managerial problems and for attainment of managerial objectives. Since managers work through others, all their acts, policies, rules, orders and procedures must pass through some sort of communication channel. The purposes of communication are:
The purpose of communication is to establish asocial environment that supports effective interaction and to ensure that the workforce has the skills to share information and co-ordinate their achievements efficiently
Organizations cannot exist without communication. If there is no communication, employees cannot know what their respective associates are doing, management cannot receive information on inputs, and management cannot give instructions. Co-ordination of work is impossible, and the organisation will collapse for lack of it. Co-operation also becomes impossible, because people cannot communicate their needs and feelings to others. Every act of communication influences the organisation in some way or the other.
As such effective communication tends to encourage better performance, improves job satisfaction, creates proper understanding, and develops feeling of involvement among the people.
Chester Bernard (1938) has considered communication to be the “very first function” of a manager and has viewed it as the shaping force which links people and purposes together in any co-operative system. In the practice of management, Peter Drucker (1954) has observed that the manager’s main instrument for operating his affairs is information. The management process has widely been discussed as one which embraces the functions of planning, organizing, leading and controlling, which are intimately involved with and dependant on, communication. Organisational structure is definitely tied to the communication systems. Communication is the key to effective teamwork, for both are based on the common fundamentals of information, understanding, consultation and participation. Communication is an essential skill at every level of organisational functioning and for organisations of all types, whether social, governmental, or commercial.
According to Miner and Miner’ there Ware four basic types of communication network: (a) the regulative network ensures security, conformity to plans and the achievement of productivity through the communication of policy statements, procedures, and rules; (b) the innovative network is concerned with problem-solving and change through such techniques as suggestion systems and meetings; (c) the integrative network is directly related to consideration of employee morale and organisational maintenance; and (d) the informative network relates to employee’s effectiveness and productivity through a direct dissemination of information and training programmes.
A few basic rules should be followed in planning for and carrying out communications of all kinds, written and oral, regardless of form or format.
During any major change programme, internal communication in an organisation is extremely. Important. It must be borne in mind in this context that communication is more than a dialogue. It builds on trust and openness among colleagues, and results in common understanding of the organisational issues that have a long-term bearing on the future of the organisation.
Basically, the two most important media of communication in an organisation are formal and informal communications. Formal communications are those that are “official”, that are a part of the recognized communication system of the organisation. A formal communication can be from a superior to a subordinate, from a subordinate to a superior, intra-administrative, or external. These communications may be oral or written. Informal communication is those that are “outside” the formal, recognized communication system. Informal communication originates spontaneously outside the formal channels and is the natural responses to the need for social interaction.
Within the organisation, whatever its style or form, cohesive informal groups develop. Extensive research has shown that these informal work groups have tremendous power in shaping attitudes, behaviour, and consequently, production. They share a set of beliefs, values, and socially acceptable behaviours. In other words, group members come to think and act in similar ways, and this encourages feelings of closeness among them.
In industry, at every level of organisational life, employees are bound together in informal groups and develop a common set of norms. It is important to remember that these groups are not established by the management. They are generally beyond the control of the management, and they do not appear on the organisation charts. The influence of informal work groups is pervasive, and they are vital parts of the total organisational environment. They can work for or against the management, by encouraging cooperation and increasing production or by sabotaging management and slowing production. A major finding of Hawthorne studies was the revelation of the ways in which these groups operate.
One of the characteristics of informal work groups is leadership. There are many opportunities for conflict between the needs and goals of the informal work group and the needs and goals of the organisation. If management is to deal effectively with the informal groups, it must recognize their existence and try to understand them. The informal group serves many needs of the workers. It can serve the needs of the organisation as well, or it can defeat them. Often, the ideals and standards of these groups conflict with those of the formal organisation. New employees who do not conform to the group norms may be ostracized.
The information actually transmitted through the informal channels may be inaccurate, distorted, a half-truth, a rumour, a gossip, or a private interpretation. It spreads with an amazing speed like a wild fire. Davis observes: “It (grapevine) cannot e abolished, rubbed out, hidden under the basket, chopped down, tied up, or stopped.
If we suppress it at one place, it will pop up in another If we cut off one of its sources, it merely moves to another one â€” quite similar to the way we change from one channel to another on a television set….In a sense, the grapevine is man’s birthright, because wherever men congregate into groups, the grapevine is sure to develop. It may use smoke signals, jungle toms, taps on the prison wall, or ordinary conversation, or some other method, but it will always be there.” No management can ‘fire’ it because it does not hire it. It is simply there.
Though the grapevine thrives on rumours, it does serve some useful purpose. A manager can utilize the grapevine as a positive aid, for a grapevine may turn out to be a barometer for the management as to what is ailing the employees and what ought to be done about it. It may be utilized to clarify and spread messages which the management wishes to convey to its employees and to counter rumours and half- truths by feeding them the real facts. Though they serve many useful functions, at times, they become detrimental to the organisation.
Formal organization networks can be very complicated. They can, for instance, include hundreds of people and half-dozen or more hierarchical levels. To simplify our discussion, we’ve condensed these networks into three common small groups of five people each (as shown in the exhibit below). These three networks are the chain, wheel and all-channel. Although these three networks have been extremely simplified, they do not allow us to describe the unique qualities of each.
The chain rigidly follows the formal chain of command. This network approximates the communication channels you might find in a rigid three-level organization. The wheel relies on a central figure to act as the conduit for the entire group’s communication. It stimulates the communication network you would find on a team with a strong leader. The all-channel network permits all group members to actively communicate with each other. The all channel network is most often characterized in practice by self-managed teams, in which all group members are free to contribute and no one person takes on a leadership role.
As the exhibit below demonstrates, the effectiveness of each network depends on the dependent variable you’re concerned about. For instance, the structure of the wheel facilitates the emergence of a leader, the all-channel network is best if you are concerned with having high member satisfaction, and the chain is best if accuracy is most important. The exhibit below leads us to the conclusion that no single network will be best for all occasions.
The grapevine is used by nearly everyone in an organisation at one time or another. It can convey accurate messages with amazing speed. It can also distort and filter messages beyond recognition. Rumours as well as facts are carried by the grapevine. Good managers pay attention to grapevine. Even though the grapevine’s reliability can never be determined with complete certainty, it does serve some useful functions:
Grapevine thrives on information, not openly or generally available to an employee, either because of its confidential or secret nature or because of the defective or inadequate formal communication lines. Grapevine is inevitable but at the same time, valuable and an intelligent manager uses this form of communication by feeding accurate information at the right places and thus gains very quick communication around the establishment. Grapevine properly used is a great help. Neglecting grapevine is likely to lead to serious consequences in an establishment.
The best way to dispel grapevine is to give people the facts. If there is no truth to a rumour or no information concerning it that should be said? Above all workers should be asked to never repeat a rumour. Supervisors must show their people that they intend to do everything possible to keep them fully informed.
A communication style may be defined as a specialized set of interpersonal behaviours which are used in a given situation. Since communication is at the heart of effective managerial functioning, it is imperative to identify and to analyze the styles of communication which are used in an organisation. Four basic communication styles may be characterized in the organisational situation in terms of the communicator’s concern for self and concern for others.
Supervisory Communication is an important dimension of management communication for proper functioning of an organisation. It is mainly the supervisor who is constantly in touch with the workers and, therefore, it is necessary for him to acquaint himself with the importance of communication and the principles to be followed for effective communication. “Talking it over” is very important to an employee. Employees have asserted that where communication is lacking, frustration and misunderstanding exist, and that this condition not only reduces their productivity, but also has an adverse effect on the total working of the establishment. Supervisors, therefore, should always: (a) discuss problems immediately with the subordinates; (b) keep the discussion frank and open; (c) choose a proper place; (d) be fair and impartial; and (e) develop good attitudes and maintain good relations.
Four aspects of interpersonal relationships influence communication in organisations:
The key to effective communication is reception of messages. It then implies that the transmission of message sent and received does not presuppose that communication has occurred. Only on receiving the intended message that one can conclude that communication has occurred. The touchstone of effective communication is hearing of the meaning “intended” and to carry out the message. It then appears that communication to be effective not only needs the skill of self-expression but also the skill of effective listening. Listening is more intricate and complicated than the physical process of hearing. Effective listening habits prevent misunderstanding and rumours. –
There are four factors affecting reception of messages:
Attention refers to situations when individuals become voluntarily interested in the message. Once attention has been drawn to the message, the perception of the same begins. It means that the messages must be recognised in an unbiased manner. Comprehension is to understand the message received. Acceptance of message results in effective communication.
An effective communication serves several purposes, and benefits an organisation in many ways. First, it acts as a basic foundation for management. Since communication provides the key to facilitate the exchange of ideas, information as well as meeting of minds, it can aptly be described as the “ears and eyes” of the management.
Second, it plays a vital role in planning. The making of a plan requires facts and figures which can only be made available through effective communication. Third, it integrates the formal organisation structure and is responsible for holding together the members of a primary social group. Fourth, it also plays a pivotal role in national decision-making, organisational control, as well as building and maintaining employee morale.
The transformation of an organisation is conditional on the employees’ involvement with commitment, common goals and shared purpose and vision. Communication as a continuous process ensures this. The climate of communication in an organisation, therefore, needs constant nurturing by a well- meaning and transparent management that has the manifest image that it cares for its stakeholders.
In many organizations, communication occupies a central place because the structure, extensiveness, and scope of the organisation are almost entirely determined by communication techniques. It is said that communication gives life-blood to an organisation. If organisation fail to provide careful attention to communication, a defensive climate prevails.
Experts have laid down several guidelines to improve communication. They are:
There are four fundamental rules of communicating which can help anyone to get across messages more accurately:
Other techniques for improving communication include transaction analysis and active listening. Transactional Analysis (TA) is a technique aimed at helping interpersonal transactions or communication between superior and subordinate. It assumes that there are three ego states â€” adult, parent, and child – and that the way a person communicates depends on the state he or she is in. TA helps to identify one’s own state and the state of the person with whom he or she is talking to and helps to improve communication between the two. Active listening is another technique that can help to improve interpersonal communication.
Experience shows there are many ways managers can improve internal communication. Here are some tips for them:
Listening can be described as a combination of:
Hearing is with ears, but listening is with the mind. Effective listening helps receiver to take the exact intended message. Good listeners save time because they learn more within a given period of time and they learn about the person talking, as well as what the person is saying. Good listening is also good manners; people think more of us when we listen to them attentively.
The Bureau of National Affairs has developed a “laundry list” of the important concepts related to effective listening:
The following guidelines are suggested in respect of listening:
Even if you win, you lose.
One must develop the art of listening. The higher you go up in the organisational set-up, the more successful you are likely to be if you listen to others. Some of the listening gains are:
Frequent interaction with employees tells them they’re important. The way you communicate with your employees demonstrates you care about them as people â€” not just as employees. Sometimes you have to go out of your way to interact with your employees, but they always will notice how much effort you put forth to communicate with them.
Are you making the most of your opportunities to communicate with your employees? Answer the questions below in YES or NO to see how well you’re doing.
For any questions that you answered “no,” list below things you can do to increase your interaction with your employees.
Communication in today’s organizations is enhanced and enriched by computer-aided technologies. These include electronic mail, for instance, has dramatically reduced the number of memos, letters, and phone calls that employees historically used to communicate among themselves and with suppliers, customers, or other outside stakeholders.
Electronic mail (or e-mail) uses the Internet to transmit and receive computer-generated text and documents. Its growth has been spectacular. Most white-collar employees now regularly use e-mail. In fact, a recent study found that the average U.S. employee receives 31 e-mail messages a day. And organizations are recognizing the value of e-mail for all workers. Ford Motor Company, for instance, recently made a computer, modem, printer and email account available for $5 a month to all of its more than 3,00,000 employees worldwide.
As a communication tool, e-mail ahs a long list of benefits. E-mail messages can be quickly written, edited and stored. They can be distributed to one person or thousands with a click of a mouse. They can be read, in their entirety, at the convenience of the recipient. And the cost of sending formal e-mail to employees is a fraction of what it would cost to print, duplicate and distribute comparable letter or brochure.
E-mail, of course, is not without its drawbacks. At the top of the list is information overload .Its not unusual for employees to get a hundred or more e-mails a day. Reading, absorbing and responding to such an inflow can literally consume an employee’s entire day.
In essence e-mail’s is of use has become its biggest negative. Employees are finding it increasingly difficult to distinguish important e-mails from junk mails and irrelevant messages. Another drawback of e-mail is that the lack emotional content. The nonverbal quest in a face to face message or the tone of voice from a phone call convey important information that come across an e-mail, although efforts have been made to create emotional icons. Finally e-mails tend to be cold and impersonal. As such it’s the ideal means to convey information like lay-offs, plant closings or other messages that might evoke emotional responses or social support.
Intranets are private. Organization worldwide information networks that look and act like a web-site, but to which only people in an organization have access. Intranets are rapidly becoming the proffered means for employees within the companies to communicate with each other. IBM recently bought together 52 thousand of its employees online for what it called Worldjam.Using companies intranet IBMers must everywhere swapped ideas on everything from how to retain employees to how to work faster without undermining quality.
In addition organisations are creating extra net links that connect internal employees with selected suppliers, customers and strategic partners. For instance an extranet allows GM employees to send electronic messages and documents to its steel and rubber supplier as well as to communicate with its dealers. Similarly all Wall Mart vendors are linked into its extranet system, allowing Wall Mart buyers to easily communicate with its suppliers and for suppliers to monitor the inventory status of its product at Wall Mart stores.
Videoconferencing is an extension of intranet or extranet system. It permits employees in an organization to have meetings with people at different locations. Live audio and video images of members allow them to see, hear and talk with each other. Videoconferencing in effect allows employees to conduct interactive meetings without the necessity of all physically being in the same location.
In the late 1990s videoconferencing was basically conducted from special rooms equipped with television cameras located at company facilities. More recently cameras and microphones are being attached to individual computers allowing people to participate in videoconferences without leaving their desks. As the cost of this technology drops in price videoconferencing is likely to be increasingly seen as an alternative to expensive and time consuming travel.
Neal .L. Patterson, CEO at medical software maker Cerner Corporation likes e-mails. May be too much so. Upset with his staff’s work ethics he recently sent an e-mail to his firm’s 400 managers. Here are some of those e-mails highlight:
“Hell with freeze over before this CEO implements ANOTHER EMPLOYEE benefit in this culture….. We are getting less those 40 hours of work from a large number of our Kansa City based employees. The parking is sparsely used at 8am likewise at 5pm. As managers-you either do not know what your EMPLOYEES are doing or YOU do not CARE ….we has a problem and we will fix it or will replace you. ..What are you doing as managers with this companies makes me sick.
Patterson’s e-mail additionally suggested that managers schedule meetings at 7 Am., 6pm., and Saturday mornings promised a staff reduction of 5% an institution of a time clock system and Patterson’s intention to charge unapproved absences to employees vacation time.
Within hours of this e-mail, copies of it had made its way on to a Yahoo website. And within three days Corners’ stock price has plummeted 22%. Although one can argue about whether such harsh criticism should be communicated at all, one thing is certainly clear Patterson erred selecting the wrong channel for his message. Such an emotional and sensitive would have been better received in a face to face meeting.
Why do people choose one channel of communication over another-for instance a phone call instead of face you face talk? Is there any general insight we might be able to provide regarding choice of communication channel? The answer to the later question is a qualified ‘Yes’. A model of media richness has been developed to explain channel selection among managers.
Research has found that channels differ in their capacity to convey information some are rich in that they have ability to:
Generally, face-to-face conversation scores highest in terms of channel richness because it provides for the maximum amount of information to be transmitted during a communication episode. That is, it offers multiple information cues , immediate feedback, and the personal touch of “being there ” Impersonal written media such as formal reports and bulletins rate lowest in richness.
The choice of one channel over another depends on whether the message is routine or non-routine. The former types of messages tend to be straight forward and have a minimum of ambiguity. The latter are likely to be complicated and have the potential for misunderstanding. Managers can communicate routine messages efficiently through channels that are3 lower in richness.
However, they can communicate non routine messages effectively only by selecting rich channels. Referring back to our opening example at Cerner Corp, it appears that Neal patter sons problem was using a channel relatively low in richness to convey a message that, because of its no routine nature and complexity, should have been conveyed using a rich communication medium.
Evidence indicates that high-performing managers tend to be more media sensitive than low-performing managers. That is, they’re better able to match appropriate media richness with ambiguity involved in the communication.
The media richness model is consistent with organizational trends and practice during the past decade. It is not just coincidence that more and more senior managers have been using meetings t5o facilitate communication and regularly leaving the sanctuary of their executive’s offices to manage by walking around. These executives are relying on rich channels of communication to transmit the more ambiguous messages they need to convey. The past decade has been characterized by organisations closing facilities, merging, consolidating and introducing new products and services at an accelerated pace-all no routine messages in high ambiguity and requiring the use of channels that convey a large amount of information .It is not surprising, therefore to see the most effective managers expanding their use of rich channels .
A number of barriers can retard or distort effective communication. In this section, we highlight the more important of these barriers.
Filtering refers to a sender’s purposely manipulating information so it will be seen mare favorably by the receiver. For example, when a manager tells his boss what he feels his boss wants to hear, he is filtering information.
The major determinant of filtering is no. of levels in the organization structure .The more vertical levels in the organizations hierarchy, the more opportunities there are for filtering. But you can expect some filtering to occur whenever there are status differences. Factors such as fear of conveying bad news and the desire to please one’s boss often lead employees to tell their superiors what they think those superiors want to hear, thus distorting upward communications.
We have mentioned it earlier. It appears again here because the receivers in the communication process see and hear based on their needs, motivations, experience, background and other personal characteristics. Receivers also project their interests and expectations into communications as they decode them. The employment interviewer who expects a women job applicant to put her family ahead if her career is likely to see that female applicants, regardless of whether the applicants feel that way or not
Individuals have a fine capacity for processing data. As noted in our previous discussion of e-mail, when the information we have to work with exceeds our processing capacity, the result is information overload .And with e-mails, phone calls, faxes, meetings and the need to keep current in one’s field, more and more managers and professionals are complaining that they’re suffering overload.
What happens when individuals have more information than they can sort out and use? They tend to select out, ignore, pass over or forget information. Or they may put off further processing until the overload situation is over. Regardless, the result is lost information and less effective communication
How the receiver feels at the time of receipt of a communication will influence how he or she interprets it. The same message received when you are angry is often interpreted differently from when you’re happy. Extreme emotions such as jubilation or depression are most likely to hinder effective communication.
In such instances, we are most prone to disregard our national and objective thinking processes and substitute emotional judgments.
Words mean different thing to different people. Age, education and cultural background are three of the more obvious variables that influence the language a person uses and the definitions he or she gives to words.
In an organization, employees usually come from diverse backgrounds. The grouping of the employees into departments creates specialists who develop their own “buzzwords” or technical jargon. In large organizations, members are also frequently widely dispersed geographically-even operating in different countries. The existence of vertical levels can also cause language problems.
There point is that although you and I probably speak a common language-English -our use of that language is far from uniform. If we knew how each of us modified the language, communication difficulties could be minimized. There problem is that the members in an organization usually don’t know how those the words and terms they use mean the same to the receiver as they do to them This assumption is often incorrect.
Another major barrier to effective communication is that some people- an estimated 5-20% of the population-suffer from debilitating. Although lots of people speaking in front of a group, communication techniques.
People who suffer from it experience undue tension and anxiety in oral apprehensive may find it extremely difficult to talk with others face to face or become extremely anxious when they have to use the telephone. As a result, they may rely on memos or faxes to convey messages when a phone call would be not only faster but more appropriate.
Studies demonstrate that oral-communication apprehensive avoid situations that require them to engage in oral communication. We should expect to find some self-selection in jobs so that such individuals don’t take positions such as teacher. But almost all jobs require some oral communication is a dominant requirement. And of greater concern is the evidence that high oral communication apprehensive distort the communication demands of their jobs in order to minimize the need for communication. So we need to be aware that there is a set of people in the organization who severely limit their oral communication and rationalize this practice by telling that more communication isn’t necessary for them to do their job effectively.
The structure of a communication is an essential factor in how well a business communication is received by an audience.
It doesn’t matter whether that audience is an audience of one or one million, good structure is essential if a communication is to be ‘heard’ amongst the advertising and marketing ‘noise’ of today’s business environment.
So a poor structure to your message or delivery is therefore a major barrier to effective communication.
It doesn’t matter how important or impressive the subject of your communication is, if you deliver it without any ‘punch’ you will not get as many people to take your desired action as you would like.
A weak delivery is like the very funny joke with the badly-told punch line — it is not as funny or as memorable as you remember the original to be. It’s all in the delivery. It is important to not get confused between delivery and presenter.
Several businessmen are extremely confident in the public’s gaze, very happy to be in front of an audience. But because their presentations and communications lack a suitable structure, they ‘lose’ their audience within minutes, the audience becomes increasingly confused and eventually frustrated by not being able to understand clearly and easily what on earth these businessmen are on about.
You have to announce a temporary hold on non-essential stationery spending in your department. How do you communicate this?
An advertising campaign on local radio would be a highly ineffective way of reaching the desired audience if the message was complex and really intended for a narrow niche audience.
Similarly, a public presentation, with ‘obligatory’ PowerPoint TM slideshow full of complex charts and data, would be the wrong medium if the message you were trying to communicate would be better served by a white paper, or some similar print-based format that allowed the audience to digest the complexities at their own pace.
When considering which medium to use for which type of message you wish to communicate, it is wise to analyze the following:
It is very hard for an audience — whether an audience of 1 or 1 million to understand your communication if you unnecessarily confuse the audience.
If you deliberately, or otherwise, confuse them. A HUGE barrier to business communication is the ability of ‘business-speak’ to confuse and alienate its audience.
It does this in two ways:
Another barrier arising from mixed messages is when a previously-held stance is lightly overturned to meet some political or business expediency, then upheld again. An example of this would be where the acceptance of corporate gifts is not allowed, but then allowed if it a brand new client who has contracted a large amount of money to your business, then not allowed again after the gift-giving and receiving season is over.
Or a company-wide budget cut that stops all business-class travel, but the very senior management is found to be traveling first class.
Be very careful of mixing your messages, as mixed messages are a very real barrier to effective business communication.
Presenting your message to the wrong audience for your business communication is a complete waste of your time and money. Don’t do it — pick your audience then pick the medium that will best find them.
There’s nothing worse than trying to communicate your message to a group of people who cannot ‘hear’ you.
Whether their inability to ‘hear’ you is because of:
Well, there are of course a thousand possible distracting reasons why they cannot or will not attend to your business communication.
The point is to do whatever you can, whilst acknowledging that this might be next to nothing, to reduce the number of distractions your chosen audience might be subjected to.
In this section we discuss four current issues relating to communication in organization. Why do men and women often have difficulty communicating with each other? What role does silence play in communication? What are implications of the “politically correct” movement on communications in organizations? And how individuals can improve their cross culture communication?
Research by experts provides us with some important insights into the differences between men and women in terms of their conversational styles. The essence of the research is that men use talk to emphasize status, whereas women use it to create connection. The conclusion, of course, doesn’t apply to every woman. Thus it , means “a larger % of women or men as a group talk in a particular way, or individual women and men are more likely to talk one way or the other.
Communication is a continual balancing act, juggling the conflicting needs for intimacy and independence. Independence emphasis separateness and differences. But here’s the kick Women speak and hear a language of connection and intimacy men speak and hear a language of status power and independence. So for many men conversations are primarily a means to preserve independence ands maintain status in a hierarchical social order’s few examples will illustrate this:
Men frequently complain that women talk on and on about their problem. Women criticize men for not listening. What’s happening is that when men hear a problem, they frequently assert their for independence and control by offering solutions .Many women, on other hand view telling a problem as a means to promote closeness’s e women present the problem to gain support and connection ,not to get the man’s advise. Mutual understanding is symmetrical. But giving advise is asymmetrical it sets up the advise giver as more knowledge, more reasonable, and more in control. This contributes to distancing men and women in their efforts to communicate
Men are often more direct than women in conversation. A man might say “I think you are wrong at that point”. Women might say” Have you looked at the marketing research report on that point?” Men frequently see female indirections as “covert “or “sneaky” but women are not vas concerned as men with the status and one-upmanship that directness often creates.
Women tend to be less boastful than men. They often downplay their authority or accomplishments to avoid appearing as braggarts and to take the other’s person feelings into account Men can interpret this and incorrectly conclude that a woman is less confident and competent than she really is.
Finally men often critise women for seeming to apologize all the time .Men tend to see the phrase “I m sorry” as a weakness because they interpret the phrase to mean the woman is accepting blame, when he knows she’s not to blame. The problem is that the women use often “I m sorry” to express to regret and restore balance to conversations. For many women “I m sorry “is an expression of understanding and caring about the other person’s feelings rather than an apology.
Sherlock Holmes once solved a murder mystery based on what didn’t happen. Holmes remarked to his assistant Dr .Watson, about “the curious incident of the dog in night time. “Watson surprised responds” But the dog did nothing in the night time.
“Holmes concluded thwart crime had to be committed by someone with whom the dog was familiar because the dog didn’t bark. The dog that didn’t bark in the night is often used to metaphor for an event that is significant by reason of its absence. That story is also an excellent illustration of the importance of silence in communication.”
Silenceâ€”defined here as an absence of speech or noise-has been generally ignored as a form of communication in OB because inaction or no behavior .But it’s not necessarily in action .Nor is silence as, many believe a failure to communicate. It can be a powerful form of communication. It can mean someone is thinking a response to question. It can mean a person is anxious and fearful of speaking. It can signal agreement, dissent, and anger.
In terms of Organizational Behaviour we can see several links between and work related behaviour. For instance, silence is a critical element of group thinks, in which it implies agreement with majority. It can be a way of employees to express dissatisfaction, as when they “suffer in silence”. It can be sign that someone is upset, as when a typically talking person says nothing
Failing to pay close attention to silent portion of a conversation can result in missing a vital part of the message. Astute communications watch for gaps, pauses, hesitations. They hear and interpret silence. They treat pauses; they pay attention to what comes next. Is the person suffering from communication apprehension? Sometimes the real message in a communication is buried in silence.
What words do you use to describe a colleague who is wheel-chair bound? What terms do you use to address a female customer? How do you communicate with a brand new client who is not like you? Your answers can mean between losing a client, an employee, a lawsuit, a harassment claim or a job.
Most of us are aware of how our vocabulary has been modified to reflect political correctness. For instance, most of us have cleansed the words handicapped, blind, and elderly from our vocabulary – and replaced them with physically challenged, visually impaired, senior. The Los Angeles Times, for instance, allows its journalists to use the word old age but cautious that it varies from “person to person”.
We must be sensitive to others feelings. Certain words can and do stereotype and insult individuals. We must be sensitive to know how words might offend others. There is a downside to political correctness. To illustrate, you probably know what these 4 terms mean: death, garbage, quotas women. But each of these words also has been found to offend one or more groups. They’ve been replaced by negative patient outcome, post consumer waste materials, educational equity, and people of gender. You know what death means; I know what death means; but can you be sure that “negative patient outcome” will be consistently defined as synonymous of death?
Some critics for humor’s sake enjoy carrying political correctness to the extreme. Even those of us with thinning scalp, who aren’t thrilled at labeled “bald” have to smirk when we’re referred to as “follicle challenged”. But our concern here is with how politically correct language is contributing a barrier to effective communication.
Words are primary means with which people communicate. When we eliminate words from use because they are politically incorrect, we reduce our options for conveying messages in accurate form. For the most part, the larger the vocabulary used by sender, the greater opportunity to transmit messages. By removing certain words from our vocabulary we find it hard to communicate.
We must sensitive to how our choice of words offends others. But we also have to be careful not to sanitize our language to the point at which it clearly restricts clarity of communication. However you should be aware of the trade-offs and the need to find a proper balance.
Effective communication is difficult under the best of conditions. Cross – cultural factors clearly the potential for increased communication problems. A gesture that is well understood and acceptable in one culture can be meaningless or lewd in another.
One author has identified 4 specific problems related to large difficulties in cross-cultural communications.
First, there are barriers caused by semantics. As we’ve noted, words mean different to different people. This is true for people from different cultures. Some words. Don’t translate between cultures. Understanding sisu will help you to communicate in Finland but this is non transferable to English.
Second there are barriers caused by word connotations. Words imply different things in different languages. Negotiations between Americans and Japanese executives are made more difficult because Japanese hai translates as yes but its connotation will be “yes I m listening” rather than “yes I agree”
Third are barriers caused by tone differences in some cultures, language is formal, in others it’s informal. In some, tone changes depending upon the context: people speak differently at home. Using a personal, informal style in situation in which a more formal style is expected can be embarrassing and off-putting
Fourth, there are barriers caused by differences caused by perceptions. People who speak different languages actually view the world in different ways. Thais perceive no differently than Americans because the former have no such word in the vocabulary.
A better understanding of these barriers for communicating across cultural can be achieved by considering the concepts of high and low context cultures.
Cultures tend to differ in importance to which context influences meaning that individuals take from what is actually said or written in light of who the other person is. Countries like china, Korea, Japan and Vietnam are high context cultures they rely heavily on nonverbal and subtle situations cues when communicating with others. A person’s official status in society and reputation carry considerably weight in communications. People from Europe and North America reflect their low context cultures.
What do these contextual differences mean in terms of communication? Actually quite a lot. Communication in high context cultures implies considerably more trust by both parties. What may appear to outsider as casual and insignificant is important because it reflects a desire to build a relationship and create trust. Oral agreements imply strong commitments in high context cultures. Low context cultures value directness. Managers are directed to be explicit and precise in conveying intended meaning.
When communicating with people from a different culture what can you do to reduce misperceptions and misevaluations? You can begin by trying to assess context culture. The 4 rules are helpful:
(1) Assume differences until similarity is proven. Most of us assume that others are more similar to us than they actually are. But people from different countries often are different.
(2) Emphasis description rather than interpretation or evaluation. Interpreting or evaluating what someone has said or done is based on observer’s culture and background than on observed situation.
(3) Practice empathy. Before sending a message put yourself in the recipient’s shoes what don you know about his or her education, upbringing or background? Try to see other person as she or he really is.
(4) Treat your interpretations as a working hypothesis. Once you’ve developed an explanation for a new situation think your empathize with some foreign culture. Carefully assess the feedback by recipients to see if it confirms your hypothesis. For important decisions or communiquÃ©s, your can also check with other foreign and home country colleagues to make sure that your interpretations are on target.
Thus, Communication is an exchange of information and transmission of meaning. It is considered as a crucial function of modern management. Communication always involves a sender, channel and receiver. The symbols of communication are words, actions, pictures, and numbers.
Organization communication thus is one of the most important tools used by many Human Resource Development (HRD) managers to cut the communication gap in the organisation. It also plays an important part to build an organization structure. Lack in organizational communication hampers the productivity of employees and in turn that of the organisation. Moreover, the case studies also help to throw light on the important aspects of organizational communication and depict how useful it is in shaping the organization’s future and helping it achieve its objectives. To be fully effective, a communication programmes must:
“I don’t want to hear your excuses. Just get those plains in the air,” Jim Tuchman was screaming at his gate manager. As head of American Airlines’ operations at the Mexico City Airport, Tuchman has been consistently frustrated by the attitude displayed by his native employees. Transferred from Dallas to Mexico City only three months ago, Tuchman was having difficult adjusting to the Mexican style of work. “Am I critical of these people? You bet I am! They don’t listen when I talk. They think things are just fine and fight every change that I suggest. And they have no appreciation for the importance of keeping on schedule.”
If Tuchman is critical of his Mexico City staff, it’s mutual. They universally dislike him. Here’s a few anonymous comments made about their boss: “he thinks if he yells and screams, that things will improve. We don’t see it that way.” “I’ve been working here for four years. Before he came here, this was a good place to work. Not anymore. I’m constantly in fear of being chewed out. I feel stress all the time, even at home. My husband has started commenting on it a lot.”
Tuchman was brought in specifically to tighten up the Mexico City operation. High on his list of goals is improving American’s on-time record in Mexico City, increasing productivity, and improving customer service. When Tuchman was asked if he thought he had any problems with his staff, he replied, “yep. We just can’t seem to communicate.”
Yes, Jim Tuchman has a communication problem. It is obvious from the fact that his employees are unhappy and dissatisfied with him. They have shown their dissatisfaction, through their comments like not a good place to work anymore, stress, Jim only screams and yells, fear of being chewed, etc.
Moreover, Jim Tuchman was transferred to Mexico City to improve customer service and increase productivity, but he himself agrees to the fact that he and his employees are not able to communicate properly. His employees dislike him and therefore they have parted such comments. They feel Tuchman is being insensitive to their needs, etc. on the other hand, Tuchman is also critical of them but because they are not communicating properly. Both the parties, i.e. Tuchman and his staff are not doing well with each other. He thinks his employees don’t listen to him and are not ready to change as he suggests. On the other hand, the employees think he does not listen to them and only keeps yelling. But actually he is not yelling but trying to convey his ideas without proper communication. Thus it can be clearly seen that there lies a communication in this situation. This problem will only keep Tuchman away from achieving his goals.
For the improvement of managerial effectiveness, the first and foremost thing required by Jim Tuchman is communication. He has to understand that achieving his goals of improving American’s on-time record in Mexico City, increasing productivity and improving customer service can be done only with the co-operation of his native employees. He should try to be good to the employees so that they don’t dislike him.
Moreover, since he had been transferred only three months ago. He had to have a bit of patience to get adjusted to Mexican style of work. Even in this step i.e. to get adjusted to Mexican style of work, his employees could help him in a better ay, as they were from the native country, so could help him to do the necessary changes accordingly.
Here, Tuchman should communicate verbally, all his ideas to the employees. There is lack in downward communication which should be rectified, so that Tuchman can know the likes and dislikes of the employees. This would in turn result in good upward communication, i.e. the employees would start communicating properly and then their misunderstandings could be cleared out and the required objectives could be achieved.
Good communication between line and staff personnel is important in all organizations, and it can be said that effective communication plays a significant role in determining the overall success of the organization.
However, when the communication process between line and staff is less effective, problems can develop as seen in the following illustrations:
Raman who manages the personal department of an industrial plant of about 500 employees, recently distributed to all employees a detailed questionnaire that required the employees to fill in information pertaining to their job title, number of years with the organization, salary drawn and description of their job responsibilities. The form stated by the purpose of the questionnaire would be two provide management with an update material concerning job classification. It was also indicated that all employees should return the firms on or before the coming Friday, which gave the employees five days to fill the needed information. Raman announced to each department that he would visit the plant on Friday morning and collect the forms that have not yet been returned to the personnel department. The updating of the job classifications was requested by the plant manager. The reason was to review all the job duties with the possibility of re-classifying some of the positions and to provide in some cases a more equitable pay structure.
At the end of the week, before Raman’s visit of the plant, less than 20 percent of the questionnaires had been returned to the personnel department. After visiting the plant, Raman had collected only an additional 15 forms. As the response was poor, Raman contacted plant manager and other management officials and sought their co-operation. Obviously, an accurate study of the wage and salary structure could not be done because of the lack of necessary data. There appears to be a problem between line and staff, more specifically the passing of information from one to the other.
In this case there is a problem in lateral communication i.e. between the line and staff, in passing of the information from one to the other. It can also see that there is downward communication problem i.e. from the managers to the employees. They did not convey the message well and thus there was some sort of problem in getting the questionnaires filled up. Since the questionnaires were not filled up study of wage structure and salary structure could not be done because they did not have the necessary data.
Moreover the review of all the job duties and also re-classification of some of the positions could not be done. Re-classification of certain positions and also providing more equitable pay structure would have motivated employees and helped them to see ahead, a better path to work on with that organization. This would help in retention of employees. Due to the failure in filling up of questionnaires all this could not be done for the employees. Dissatisfaction among employees would ultimately cause problems to the line and staff personnel, when the employees would gradually start complaining about their wages and salaries or position in the organization. These questionnaires if filled and returned properly could have been of great help to the line personnel to satisfy the employees. Thus, the line personnel may suffer a lot as a result of not filling out the questionnaires and the necessary changes that Raman wanted to bring out simply failed.
To make his communication more effective Raman could have made use of grapevine. In a grapevine accurate messages are passed among employees with amazing speed. Raman could have feed the right information at the right place and thus gain very quick communication among the employees. Also, an employee is satisfied with an idea of his sub-ordinate he can better influence other employees about that idea, rather than the manager making regular announcements about that idea formally to all the employees.
So, Raman should not have announced to everyone formally, but influence an employee who is mostly liked by all the others. The most liked employee then influence the others in a better way.
To influence such an employee who is liked by all other employees, Raman should have communicated to him directly or indirectly about the purposes and benefits of filling up of the questionnaires. In this way Raman could have taken advantage of lateral communication that is among the employees. Raman could also be diplomatic by handing over the responsibility of collection of forms to the most liked employee so that he would definitely influence his fellow employees, so that he could impress his manager Raman. In this activity Raman would benefit by getting almost all the questionnaires filled up on time and help the line personnel to go ahead with their job of studying the wage and salary structure. Then they could do their further required job of re-classifying some of the positions and to provide in some cases a more equitable pay structure thus satisfying the employees.
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