Communication climate
The communication climate in our organization can be described as relatively smooth yet complicated. The communication system in place is not strictly rigid but is a blend of formality and informality. The system can thus be described as a hybrid system of communication in which the hierarchical structure of the organization is respected and observed without necessarily preventing bidirectional flow of information. The organizational communication climate can also be described as a congruent system that facilitates communication either way. Using the formal system of communication, top executives and personnel are able to successfully communicate their orders, instructions and guidance to lower level employees. The structure has been flattened to the lowest level possible. The spirit in flattening communication structure lies in the need to prevent distortion of information down the hierarchy. In the same strain, lower level personnel have been given opportunities to give feedback and channel their wishes, expectations and aspirations to the upper level personnel through both formal and informal structures. The role of feedback in the organization is fundamentally appreciated and embraced as a crucial component in building a progressive and successful organization.
One can essentially state that the communication process in the organization follows strict and precise channels. The process of communication in the organization is complete with the sender, the message, the channel and the feedback all included in the process. However, one cannot overlook the role of grapevine in the communication process. Grapevine in the organization facilitates the spread of information, the leaking of sensitive and rather difficult messages that would otherwise not have been communicated through the formal channels.
Strengths and weaknesses in the organization’s communication
Like in any other organizations, strengths and weaknesses in this organization’s communication process are not a strange occurrence. The strengths, perhaps lie in the fact that structures have been clearly placed that facilitate communication through either direction, that is, upwards and downwards. In that vein, it is imperative to mention that the organization facilitates communication process for all employees through an inclusionary approach. This approach essentially incorporates the input and content from every level of personnel or employees. Secondly, it ought to be mentioned that the communication process also allows for the submission of feedback and a review process of the submitted feedback. This comes out as one of the strengths as it plays a role in solving any organizational conflict that builds up as work continues. The feedback process is in appreciation of the diversity of personalities which inevitably leads to the difference in opinion. Finally, it can also be noted that the comprehensive approach of the communication process ensures nobody is left alienated from the entire organization thereby promoting cohesiveness in the workplace.
On the other hand, the communication process is faced with a number of challenges. In the first place, the formal aspect of communication places more weight on the downward communication and less weight on upward communication. It thus only backs information flow from top to bottom without giving due advantage to the reverse flow communication. This places low level employees and personnel at a disadvantage as there is little assurance that their feelings, wishes and input would be entertained in the same vein as that of their superiors. In addition, the communication process does not formally recognise informal communication, especially grapevine communication. This, perhaps is because grapevine is merely a reactionary consequence of the weaker, formal, upward communication.
Management approach of supervisors, executives and managers
The approach taken by my superiors, in my opinion, is largely constructive rather than destructive. Supervisors for instance, have adopted a trend of being more of listeners than speakers. They listen to the workers before giving out their instructions and final remarks. They try to understand the worker by wearing their shoes and anticipate likely scenarios. This helps them in giving instructions that are not only achievable but realistic in the context of the workers involved. They also take the trouble to explain various managerial objectives to the workers. This effort can be credited with the organizational cohesion witnessed in the past and recent times. In addition, managers have started embracing the management by objective and management by agreement systems. In these new modes, managers sit their staff down and agree on the objectives and way forward. This sets the pace for fair and free evaluation of employees. These managerial approaches facilitate interaction, understanding and cohesiveness at the workplace.
Finally, executives lately have taken interest in the all inclusive approach that ensures each and everyone’s contributions and ideas are incorporated. The use of brainstorming sessions and suggestion boxes has been increased thanks to this new trend. If the trend is to last then the organization is miles ahead in laying a foundation that would effectively ensure they rake in millions of dollars in profit. With increased globalization, information remains key to unlocking the potential in any business set up. The organization should, therefore, place itself at a strategic position.
References
Global Legal Discovery 2012. (2012, April 12). Global e-Discovery Litigation Support Document Solutions. Retrieved December 31, 2012, from Global Legal Discovery 2012: http://www.globallegal.com/about/meet-the-team/
Robbins, S. P., & Judge, T. A. (2009). Organizational behavior (13th ed. ed.). Upper Saddle River,NJ: Pearson/Prentice Hall.
