Organizational Behaviours in Workplace - Communication Communication encompasses people sharing of vital information within the organization. Communication provides a basis for creation and implementation of behavioural changes in and outside the organization. Externally, marketing communication encompasses facilitating promote a sense of understanding of the organization by customers. Customers also learn the organizations values and identify the company’s brands and the benefits of its products. Internally, a good communication process has several roles including; It encourages commitment and motivation of employees through ensuring that they understand the organizations goals and objectives. It also enhances the general levels of quality of services by ensuring an understanding of customer needs is nurtured at all the levels of the organization. Both of the above have contributed to employee development.
Employee development literature states that an effective communication process accrues a lot of benefits to the organization (Müller, 2003). Notwithstanding the effort of the organization to improve communications internally, the survey still found a number of problems. These comprise of; Failure of the organization to communicate directly to the employees From the research, half of the respondents believe that the organization does not communicate directly to them about for instance what motivates them or even comments on their performance.
The respondents informed the research team that the only way they get information is through newspapers. The organization seems like a secret society with petite secrets which they aren’t ready to disclose. The employees actually rely on rumours as a source of information. Of course they know a lot of secrets about the top management more so the chief executive which they get from trade unions. Moreover there lacked intent and purpose of most of top management decisions.
The employees have a lot of feeling of absence of self of believe. They are not told the rationale of management decisions. They desire to know why certain decisions are made and their purpose. Failure of managers to give employee timely and constructive feedback Constructive feedback is very important to employee as it helps them evaluate themselves in terms of performance and improve where need be. However the management has failed to provide employees with this valuable information. From the responses it was noted that rarely do supervisors or managers give the employee timely and constructive feedback. Failure to clearly communicate values, objectives and goals of the organization. Goals and objectives of the organization have not been clearly identified and communicated to the employees hence the employees aren’t very sure of what is expected of them.
This leads to the demotivation of employees. The core values of the organization have also not been clearly communicated to the members of staff. From the research more than half of the respondents interrogated believe that the organizations values, goals and objectives have not been clearly identified and communicated to the employee. Recommendations and implementation plan The management needs to make sure that its delivery of services to employees is ableto fulfil service promises made to its customersvia marketing communication.
The company needs to incorporate the general approach it used into both external and internal communications. The members of staff should understand fully the standards of services given to customers and commit to these standards. The organization should develop a policy to produce its communication within a framework that is consistent (Müller, 2003).
Internally, this framework would take into account the interrelations between departments and individuals. In order to effect change the organization should involve employees into this process early, involve them fully and let them take ownership of new ideas introduction. Tosustain a change programme it is important to take into account and understand the organization culture in which the changeisto be introduced(Müller, 2003). Communication is the driving force of making sure that change takes place successfully. Communication helps overcome uncertainty and ambiguity and provides the change subjects with power and information. This enables them to control their destiny, understand the essence of change and suppress their fear.
Via open channels of communication employees are able to express their fear and doubts on the effectiveness of the anticipated change and understand the reason behind the new idea (Müller, 2003). Implementing change and introducing new ideas isn’t an easy task. The process will face various challenges, for instance; resistance by some members of staff, lack of adequate communication of the change to employee and lack of consensus. One can’t assume that members of the organization will accept that there exists a problem even when it’s obvious people outside (Müller, 2003).
To address communication problem in an organization it’s necessary to; Make it known that a problem exists and make people realize that there is need for change and adoption of the new idea being put forward. Make the employees of the companyconscious of the glaring pitfalls and hazards of not embracing the urgency of change. Stress on the benefits that adoption of a new idea if they acknowledge and perceive will accrue to people if change is accepted. This is because people will only accept and embrace change and that this is for their own good. References Müller, A.
P., &Kieser, A. (2003). Communication in organizations. P. Lang. Dessein, W. (2002). Authority and communication in organizations. The Review of Economic Studies, 69(4), 811-838. Fisher, D. (1993). Communication in organizations. Minneapolis: West Publishing Company.