Good Recommendation Report Report Example

Feelings of stress and demotivation are common in the workplace. According to statistics, 48% of employees throughout the world do not like their jobs, over 80% are stressed by their jobs, and 30% are inspired by their careers. Lack of motivation can be very costly for an organization considering that the result would be a loss in productivity. There are several causes of the feelings demotivation in the work environment which include micromanagement, the lack of progress, job insecurity, poor leadership and the lack of communication. This organization is very developed on account of sales and productivity and over the years, it has focused on developing its leadership. Regardless, the most significant cause of demotivation in this company is the lack of communication. This paper, therefore, focuses on discussing communication as the source of motivation problems in this organization.
Communication can result in total lack of motivation, and lack of productivity is usually the outcome. The absence of communication within an organization separates the management from the workforce eliminating the chances to improve. Some of the causes of poor or total lack of communication include the lack of feedback, language barriers, poor communication skills, and personal issues. The company is not a discriminative employer and as such employs across the globe. People from different backgrounds come together hence the origins of problems in communication. The organization lacks a representative communication strategy that incorporates all these individuals with varying backgrounds. Other instances include the lack of feedback arise because of the lack of sustainable communication methods that allows for the management to communicate effectively to the labor force. Therefore, communication, as a cause of the demotivation problem within in the organization, should be mitigated.
Considering this issue, there are two recommendable solutions for this problem. Firstly, the company should schedule frequent and regular periods that the employees communicate or learn to communicate with each other. Poor communication can prevent employees to share a problem and even share the solutions. The individual employees should input effort into the activities that would allow them to know each other better and even build and improve their relations. The company can even enforce policies and training through which the employees can share and even learn to pass vital information through to the different levels of management across the organization. Seminars can be organized to inform the employees of the importance of having an effective communication strategy with a strong emphasis on its impact on the general productivity of the organization.
The second alternative to the communication issues that this company is facing is to identify the ineffective and efficient communication behaviors amongst the staff to eliminate the former and enhancing the latter. As mentioned earlier, people are from different backgrounds, and they have acquired varying communication skills some of which are ineffective leading to inhibited sharing. The identification of such poor skills would enable the trainers to identify the areas of weakness upon which they would focus. The employees would be indulged in several activities that aim to improve their communication skills. The ineffective communication behaviors can be replaced with desirable ones through frequent training which would, in turn, improve teamwork. The already existing communication behaviors that are considered to be effective can be reinforced through regular exercises. Regardless of the solution, the company goes for; the result would be effective communication and motivation would be well on hand.
There is the great need for monitoring and evaluation of implemented strategies to measure their validity, reliability, and effectiveness. The above alternatives can be carried out in parallel and each evaluated for the above qualities. All the employees will be involved in the activities that come with the training curriculum and at the end of the period stipulated for the communication and motivation activities, an evaluation of the outcome would follow. The criteria that the company would employ in the assessment of the alternatives would the developmental impact of the two options. The two would be rated on an ordinal scale where the categorical variables are ordered significantly, and the differences between them are insignificant. The evaluation would be able to tell the best of the alternatives to be incorporated into the organization culture.
The entire research pertaining the assessment of the impact of the two solutions preselected to end the communication issues that result in the demotivation of the employees would employ the cohort study design approach. This is a prospective method where the workers would be subjected to activities and fill out surveys after which they will be involved in group discussions to share their experiences. The data, therefore, will be collected after each activity and group discussion via surveys. Also, each of the two alternatives would be scored in order to assess its impact on the general communication behaviors. After the collection process, the data would then be sorted and analyzed following the proposed contexts that would enable the research team to provide answers to the employer. The entire culture would be improved curbing issues that come with lack of motivation and communication.