Effective Communication In Workplaces

Effective communication has its benefits at work. Effective communication from managers to employees will lead to the employees doing their job well. A good management style as well as an optimistic communication strategy will be quite effective in the workplace and can lead to better understanding between your employee and director.

For an organization to be successful communication should happen both internally and externally.

Internal communication: between management and employees.

External communication: this takes place between staff and clients.

Let us consider Vodafone as a case study to illustrate the effective communication skills[3]

Internal Communication[2]: this takes place inside the organization between your employees and management. Here the employees become stakeholders. This communication may take place in any of the forms the following:

Vertically: this the top down methodology which happens from the mature employees to juniors affiliates. The best goal here's to improve the performance of duties and make the junior employees understand the business's priorities and requirements.

Horizontally: this will take places between various teams and across departments. The target here is to make sure jobs are effectively completed and duties completed.

Intranet with limited usage of people within the business enterprise is a great tool for promoting better communication.

External communication[1] :this occurs with customers. Vodafone has laid a process for communication as "We will connect openly and transparently with our stakeholders within the bounds of commercial confidentiality". Vodafone believes that this will reduce the barriers to communication. It makes sure that its announcements are conveyed both verbally and non verbally.

For verbal communication the business has establish contact centers so that the staff can maintain direct connection with the customers and additional giving a chance for its staff to talk to the customers about the issues.

Non verbal communication may take place through various methods such as adverts in television, newspapers and other marketing, the Vodafone logo. This also serves as a method of determining the positioning of the brand. Further methods of non verbal communication include Text message to contact certain customers. Sales information can be reached away to customers through literature in the Vodafone outlets.

The many kinds of communication through which Vodafone gets to out to its customers are as below:

Promotion and sales materials- Vodafone makes certain that the advertising materials is accurate and follows its Business guidelines. This also helps the info extends to out responsibly to its stakeholders together with promoting its products and services.

Awareness and Information: Vodafone advertised the use of mobile phones responsibly in the automobiles. It required the complex material and translated the information in easy to comprehend form and made the public aware of the new legislations and appropriate use of telephones in the automobile.

Explanation and advice: mobile phones have health effects on human beings. However the latest technological research has something new and Vodafone must convey these results clearly to the clients.

Motivation to dedicate Employees

A well motivated staff is a key to a beneficial and pleasurable environment in a work area. Motivating the employees must be one of the main element responsibilities of an manager. An effective management and management echo through effective desire of employees at work. Understanding the individuals nature is a key to effective employee motivation.

The key to performance improvement within an organization is motivation. Motivation is very essential for any business to make it through and excel. Determination is an art and must be learnt. Performance can be explained as a function of ability and desire as below

Job performance= function (potential)(inspiration)

Ability is determined by education and training. Desire has the following seven strategies by which it could be initiated:

  • Fair treatment of people
  • Positive and high expectations
  • Discipline
  • Satisfying the needs of the employees
  • Setting goals at work
  • To restructure the jobs
  • Set rewards and acknowledgement for performance

Every firm has its ways to inspire the employees to ensure that goals and targets are reached [4].

Obstacles to Effective Performance

The main obstacles to effective performance in an organization are as follows:

Culture

Culture is related to beliefs, principles and customary ways of doing things. The primary reason for employees departing the business is social mismatch. Based on the present culture employees must have a definite understanding of short term and long-term goals. The employees must have a distributed vision and prices as well as being productive and stimulated.

The organizational culture is determined by the leadership style and practices in an firm and hence plays an important role especially during acquisitions and mergers. Every business has a couple of values and values. When an employee is exposed to a new culture, the individual goes through circumstances known as culture impact. When the companies merge the employees from the non dominating company need to change themselves to the new culture of the prominent company.

Let us consider Barclay Plc for instance. Barclay attained Lehman Brothers and one of the major issues for Barclay after this acquisition is to take into consideration the two different cultures in both of these companies. Most of the employees of Lehman Brothers have left Barclay and some did not become a member of Barclay. This helps it be clear that the employees aren't ready to adapt to the new principles, leadership styles, beliefs and methods of the Barclay culture. One of the primary difficulties to the management at Barclay is to make employees admit the new culture. The change in culture eventually has an effect on the motivation level of the employees, their commitment to the business and their engagement in work. Another consequence associated with an acquisition is that the individuals from the non dominating organization will feel just like loss of identity and the others will have a superior feeling. This will ultimately affect the company achieve its goals and objectives.

Another major issue of culture when both organizations were merged could it be will divert the interest of the employees and make the less productive. The attention of employees will be diverted to issues such as job security, feeling of discomfort working with new employees. Job security is the key issue as you will see duplication of departments also to manage the personnel, the organization can decrease the manpower.

The job information may be redesigned which may have an impact on the performance of the employees. The employee's determination, attitude and performance are determined by the culture. Desire and culture go together. More a worker is determined; the culture will be healthier. The main element factor to be dealt in any organization is desire. If an employee is not determined properly then the employee will have problem recognizing the new culture that will impact the individual's capacity to get the job done effectively and effectively. The company must have flexible culture when a decision of acquisition is considered. This allows the new employees to change to the new culture.

Culture shows the design of management and management. A slight change in the prices, leadership style and ideas will help the new employees modify to the new environment. This is not easy job, but since Barclays has considered a choice of merger it ought to be ready to consider changes in its culture and command style.

Change

Except for change nothing is constant in this world. Every activity in an organization results in a few change. It can have a confident or negative impact depending on the communication made through change. The acquisition of Barclay and Lehman Brothers bought collectively a huge change in both organizations. New strategies and procedures, procedures and work environment were designed for work in both organizations. Change should require people and not be enforced on people.

Preparing the employees of a business for change is an extremely vital task and it is the duty of the management to get this done. This is done through various methods such as through dental communication, via training programs or through counselling. The major reason for the Lehman employees going out of Barclays when the two organizations were merged is that the change had not been supervised properly.

The key principles needed when likely to control change are the following:

Every person reacts to improve differently.

Each person is different and has its perceptions and tastes. A few people always look forward to change and new things and it easy to take care of them. Nonetheless it is a very difficult to take care of people who always like things just how they were. These kind of men and women will experience stress and dissatisfaction and negative attitude towards their counterparts tastes.

Every person has his own needs and priorities

A few people work simply for money but a few for the home and social identification. Change can be been able effectively by making jobs in a much better way through job redesign, job rotation management etc.

Managing objectives realistically

The corporation should make clear to its employees that this cannot make everyone happy at exactly the same time and this should be communicated effectively and realistically. The relation between targets and reality is very important.

The management must do the tasks the following in order to control change effectively:

The management should motivate people and placed certain objectives, goals and beliefs for the organization

It should set up a communication network such as in person conversation so that new ideas and procedures can be easily communicated. If there are any obstacles in the form of communication then those should be removed as this can help people admit change.

Change can be made inevitable by offers, recruitments and rewards.

Conflicts

When Barclays merges with Lehman conflicts were natural to arise as people from two different ethnicities and two different companies were merging. You start with small disputes, issues may reach to raised levels which will ultimately affect the organization. Since the culture of both organizations is different each will have its own ideas, strategies, perspectives and goals.

The different kinds of conflict that may arise when folks of two different ethnicities merge are as follows:

Conflict with boss

Since the administrator has a more experience and bigger perspective you won't be good to encounter discord with the supervisor. To avoid such a conflict it is better not to question his specialist and any ideas and views should be provided by means of suggestions.

Conflict with colleagues

Different viewpoint will lead to turmoil between employees. This is done solved through proper communication.

Conflicts with the subordinates

Conflicts can be deals with effectively by one of the following ways:

Each person should be given freedom to express their views.

Conflicts can be sorted to a larger level by discovering positive minded people.

Not everyone may have a broad perspective as ours. So communicating and speaking about our vision will help keep issues away.

Changing dynamics of Modern Work Organizations [9]

There many factors that contribute to the changing nature of work at organization, however the two main factors are:

Current market circumstance requires organizations to be more competitive and customer targeted, hence there is an increased strain on the organization

The breakthrough in IT and communication is another factor. For example mobile and internet have made work to be separated from time and space.

Organizations have changed their concentrate and their main key points are:

Defining perspective and ideals from the consumer's perspective

Creating a value string i. e. , determining activities and process that add value to customers and link them

Remove activities that add no value to the organization.

Reducing inefficiencies in the responsibilities in an group.

These guidelines have added value to the organization enabling those to respond swiftly to customers' needs and helping change and encouraging innovation.

Conclusion

The platform of any company depends upon the insurance plan, the values, the perspective, the idea and goals place by the management. These become the driving power for the organizational culture. Culture in a work place determines the authority style, the kind of communication and group dynamics within the business. The employees in the business perceive the culture as an excellent essential at work which has a direct effect on the amount of the employee's determination. This ultimately impacts the performance, personal expansion and personal development which finally affect the organization from attaining its goals.

The above talked about concepts such as communication, determination, culture etc, make up only a little area of the theories of organizational tendencies and theory. The success of any firm depends upon the use of the concepts of organizational action in the organization.

The easiest way to handle issues in a workplace is to handle them through discussions and debates. Discord can have a positive effect within the business if it's addressed effectively. An effective manager is one who takes time to address and package with the conflict. This in turn will lead to a healthy and diverse work environment.

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