Part 1
When we talk about effective communication, what exactly do we refer to? Communication can be described as more than just an exchange of information. It involves understanding the intentions as well as the emotions that are involved in the information passed. Effective communication is a two way exercise. It is not just how information is conveyed but also how it is received and understood by the other party in the intended manner. It also involves how well the individual listens to the information and comprehends the full meaning of what is being passed across. In so doing, the other party feels that they are heard and understood. Effective communication is more than simply using words. It is a combination of skills which involves non-verbal communication, managing stress in the par say moment, engaged listening, the ability to get a grasp and understand your own emotions as well as the other persons and the ability to communicate assertively (Locker & Kaczmarek, 2013).
Effective communication is the adhesive force that assists in depending the connections to others and in the long run improving the team work, decision making as well as problem solving techniques. It enables an individual to communicate information not limited to negative information without creation of conflict or destroying anyone’s trust. In the case of organizations, effective communication reduces cases of conflicts and creates a trend in which tasks are ran smoothly and in the right manner (Thill, Bovée & Chatterjee, 2013).
Procedures used in organizations
Meeting with the executive leadership.
This is one of the procedures that organizations use to enhance communication. The executive leadership acts as the direct link on how communication is passed and how it is received to ensure that the intended message is passed across. When the message passed is not received in the appropriate manner, we find that the organization may suffer dire consequences in its operations (Bourne & Jenkins, 2013).
Appointing of communications committee
This tea would be tasked with crafting the documents needed for an effective communication plan. A well-crafted communication plan would ensure that all information passed in the organization is passed in the right and appropriate manner with the best interest of the organization in mind.
Engaging all employees
When an organization engages all the employees in their communication plan, it enables the information passed to be well received and in the case where the message passed is met with conflict. Appropriate adjustments are made to avoid any conflicts or destroying of trust.
Legislations used in Organizations
Working Time Regulations
In this regulation, a limit of 48hrs per week is practiced. Individuals have the freedom of choosing to work for more than 48 hours a week but this agreement has to be written and signed both by the employer and the employee. This platform gives room to those employees who would like to work for extra hours to fend for their needs.
Work Health and Safety
This includes the legal requirements, monitoring and surveillance. It fosters a safe as well as a safe working environment for employees. It is the duty of every organization to ensure that their employees and other individuals who may be affected by the organization’s activities are safe at all times. For those workers who wish to work during the night, a requirement to offer them health assessment is mandatory.
Organization Structure and how it affects communication
Pre-bureaucratic Structure
This form of structure can be said to lack standardization of tasks. As a result, the structure can be used to solve simple tasks since it is totally centralized. The major decisions are made by the strategic leader and the most viable form of communication is a one on one conversation. There are quite a number of limitations to this form of communication. An example is that in the case that the leader is absent or away, tasks are likely to be on a go slow since no form of communication has been made. Tis affects the process of communication and much time can be lost in a bid to cover the stagnated tasks.
Part 2
Leadership Style
Authoritarian Leadership
This is a form of leadership which keeps much emphasis on the distinction between the employees and the employer. These type of leadership only works to make sure that there is a distinction when it comes to the professional relationship (Du, Swaen, Lindgreen & Sen, 2013).
Pros
Quick decision making
Decisions made are fast since only one part is involved in the process.
There is a strong chain of command
It is effective where the chain of command is crucial.
There is motivation and reward for the leaders.
Cons
This form of leadership only follows the vision of the leader.
The leaders’ main focus is mainly on efficiency and democracy of the employees is not an option.
The only ideas exercised are mainly aligned with the authoritarian leaders.
There is low morale in the workplace since the employees feel that they work only because they have to and not to exercise their creativity.
Part 3
Remote Working- Remote working can be defined as any work completed in any other environment other than the normal employer workplace. This may include working from home, a hotel or while in transit. Remote working is a far growing practice globally. Some of the challenges that may affect remote working may include the productivity of the employee. Employees may tend to be less productive because of working in an unsupervised space. The tasks may be hard to manage since no direct/formal supervision is being done. When talking about remote working, we find that it may be faced with quite a number of challenges especially when it comes to the leadership part. The leadership style that may best apply in the case of remote working is the democratic leadership. In this style, the employee is give the opportunity to participate and exercise their ideas. However, the last say in the decision making process remains with the leaders. This form of leadership ensures that the employees are motivated and therefore their creativity is enhanced. On the other hand, they feel that they are part of the team even when they are working away from the office.
Part 4
Ways in which Human Recourses can support Individuals.
The human resources supports individuals in a number of ways. These are:
Staffing,
Developing workplace policies which dictate the code of conduct as well as other parameters that touch on the employees.
They act as the compensation and benefits administration.
Retention
Firing
Training and development
They deal with laws that affect the employees.
Communication.
Awareness of External factors
Apart to managing internal factors, the human resources make huge considerations when it comes to the outside sources that may tend to affect the organization. These external factors are those that the company has no direct control over and could positively and negatively affect the human resources.
Communication
This is another major task bestowed to the human resources. Good communication skills as well as excellent management skills are a key player when it comes to a successful human resource management which affects the general management.
Part 5
Culture
Culture come in quite a number of ways. It may be in the form of professional culture, corporate, educational etc. All these cultures influence us and individuals tend to see the world through the cultural lens. Culture influences the manner in which we interact with people and in this case how we conduct our work, how we handle our relationships n the workplace and how well we solve challenges, conflicts and problems (Goetsch & Davis, 2014).
Values
Values and beliefs play a very important part in the work environment. Individuals may not be quite aware of their own values and beliefs until such a point that they are faced with a challenging situation. Different values often lead to different behavior which may impact organizations differently. It is imperative that we appreciate these differences. In so doing, individuals will earn to work together for the best performance of the organization. Workplace practices can be improved by ensuring the best f working conditions in the organization are met and also appreciating the diverse opinions of the employees in the organization.
References
Bourne, H., & Jenkins, M. (2013). Organizational values: a dynamic perspective. Organization Studies, 34(4), 495-514.
Du, S., Swaen, V., Lindgreen, A., & Sen, S. (2013). The roles of leadership styles in corporate social responsibility. Journal of business ethics, 114(1), 155-169.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. pearson.
Locker, K., & Kaczmarek, S. (2013). Business communication: Building critical skills. McGraw-Hill Higher Education.
Thill, J. V., Bovée, C. L., & Chatterjee, R. B. (2013). Excellence in business communication. K. Subramanian (Ed.). Pearson.
