About communication

Communication is an indispensable part of every organisation. Contact efficiency within a company plays a vital role in improving its success and productivity. This article reflects largely on the evaluation in the dilemmas of participatory management of a communication case study by the University.
The squad, in this situation, was expected to come up with a variety of revolutionary solutions that would be vital to them in general. This was President Brittle's theory that she had chosen from the workshop she had attended, and she predicted that with their teamwork, the results would have been exemplary. She placed a group of departmental professors together and asked them to design a series of initiatives that were vital to the organization and that capitalised on the existing strengths. The designs were also supposed to effectively response to the emerging social trends. After putting them in groups, Brittles walked away without providing them with any other piece of information and asks one of senior faculty member who she trusts to lead the team and provide her with feedback (Eisenberg, Goodall & Trethewey, 2010). She expected that the professors, working as a team would have come up with thoughtful ideas and designed initiatives that would have been of great significance to the school. However, this hardly happened because the team’s outcomes were below President Brittle’s expectations.Communication problemsThere are various communication problems in the case study. One of the communication problems is the lack of motivation from Brittle and this ended up leading to poor outcomes. The president also fails to spell to the group exactly what she wanted of them in terms of new and innovative ideas and this ends up leading to variation in the team’s results. She also fails to encourage individual participation in the team and this end sup leading to a “group think” which stands out as one of the main reasons behind the poor performance by the team of departmental professors. AnalysisIn the case study, President Brittle expected that the team of departmental professors would have come up with new and innovative ideas that were aimed at enhancing the organization’s performance but the group ended up developing initiatives that differed so much from her expectations. The variations in the initiatives were attributed to failure by Brittle to provide the teams with an orientation. In the quest for dealing with the group think, Brittle would have attended the first session and explain to the team that no idea is right or wrong, everyone’s idea in the group matters. In so doing, she would have encouraged group participation. The benefit of employee participation is that the fact that an employee or a member of a team feels that he or she has a voice means that they will be inclined to put their best shot in what they do. The challenge of employee participation would have been constant disagreements and conflicts. In the quest of dealing with the case problem, I would have ensured that I laid foundation to the team by providing them with guidelines on the initiatives that would have been of help to the school. I would also have ensured that I constantly monitored the team and be of help to them in those areas that they were faced with challenges. Communication breakdown, in this case was caused by Brittle and this ended up leading to below average results from the team. The patterns of communication that I would have encouraged in this instance would have been communication as a strategic control. In so doing, this would have been instrumental in the execution and control of strategic plans during the teamwork. Based on the reading, I would have advised the Brittle to abandon the proposal and figure out on the most appropriate strategic plan, then sit down the team and explain to them what exactly she wants and also explain to them the essence of individual participation rather than group thinking. Personally, I have been a member of a team that aims at eradication of poverty in my community and through individual participation, the group has remained united and succeeded in most of its missions.Solutions/ recommendationsSome of the steps that need to be implemented to improve communication within the organization include elimination of groupthink and encouraging of individual participation, clarity of the leaders such as managers in their information to the team, involving each and every employee within the organization in the decision making process and implementing communication as a strategic control mechanism within the organization. The rules and regulation of the organization have to be modified in such a way that both horizontal and vertical communication will be enhanced within the organization. Horizontal communication refers to communication among employees at similar position while vertical communication is the communication between junior and senior employees. In the quest of dealing with the current attitude and practices, a training program on communication has to be implemented within the organization. The implementation process of the recommendations would have to begin by notifying the employees on the change and involving them in the entire change process. ConclusionBased on the above argument, it is clear that the success of any organization is depended on its communication efficiency. Good communication will always ensure that the employees of an organization easily meet the set goals and objectives unlike poor communication. ReferencesEisenberg, E. M., Goodall, H. L., & Trethewey, A. (2010). Organizational Communication: Balancing Creativity and Constraint (6th ed.). Boston: Bedford/St. Martins. Retrieved from https://kaplan.vitalsource.com/#/books/9781457672149/cfi/2!/4/[email protected]:39.3References

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