COMMUNICATION

Introduction

Communication refers to the act of conveying any intended information from one person to another or from one entity to another by the use of mutual signs and semiotic rules. Communication includes message configuration, encoding, and broadcast of the signal, reception of the message, decoding and the explanation of by the receiver. Communication management refers to a pre-determined and a systematic way of planning, implementing, monitoring and the revision of communication channels within the organization and between organizations (Smith & Mounter, 2008). This includes the directives connected within a network or a communication technology within an organization. To enhance communication there are strategies that have to be adopted within the organization and develop them both internally and externally to manage the flow of information. This may also include online communication within the facility.

Communication management plan and project management in an organization must be able to address several issues. This may include what type of information is required to stream in and out of the project. The project should also address who requests the information and what type of information they required. It should also address when the information is required and the layout in which the data is required. The plan should also be able to identify who is responsible for transmitting and providing the information that is required. If the plan of communication within the organization is enhanced there shall be a utilization of management information to facilitate efficiency and effectiveness within an organization (Smith & Mounter, 2008).

To begin with there should be weekly report method in an organization as one of the simple and popular communication methods. This requires every employee to make an email report on a weekly basis which includes information about their activities of the preceding week followed by the plans ahead of the coming week and any other relevant information. This should be done in length consideration. This will help the managers who are involved in reviewing each employee report by providing an overall summary that will be represented by the chief executive officer (Smith & Mounter, 2008). This makes the employees more serious in their work and makes them aware of what is expected of them. This type of report will enhance communication between the management level and the junior staff as there are ways of raising complaints to their seniors. This guarantees them that their concerns with be heard and there are expecting some actions to be taken. Eventually, at the end of it, employees will receive feedbacks of their reports from the management. This will make the employees more curious and ambitious to read the feedback hence enhancing communication (Bell & Smith, 2010).

Management communication style is considerable as an interest that a communicator may use such as interpersonal communication skills to be an effective manager. My overall management communication style can be used to develop and demonstrate a great relationship between the organization and employees satisfaction. The communication tendency of management is viewed as a combination of the organization leadership styles and decision-making style (Bell & Smith, 2010).

 Directive style is a primary objective of communication. This is an immediate compliance from the employees. This style is used to tell employees what to do and how to do it without questioning. The style is used to control employees more closely and motivate when there are threats and discipline. The technique should be effective in any situation where there are any crisis or any deviation of risk (Lussier, R.2008). In order to make it effective, there are areas that I should improve on and address the problem head on. This is making sure that the employees are developed and there undergo training. In cases where there are over and highly skilled employees who may feel frustrated and resentful I should engage in micromanaging. Through this, my directive style will be better in the future.

 Authoritative style which is visionary is another primary objective of my management style that provides long-term direction and vision for employees. This involves being a firm manager but one who is fair and just. This involves giving employees a clear direction in the organization operation to enhance effectiveness. Requesting feedbacks from employees on task performance and motivations of employees by persuasion are enhanced by my authoritative style. To make it effective there should be clear directions of operation and standards are needed (Bell & Smith, 2010). I also have to be credible in my work in order to gain employees loyalty. To make it even more effective even in the future there are areas that I should address such as the credibility issue. Being fair and just is not easy as a manager. Even though there needs to be some closeness with employees there should be that gap maintained between me and the employees in order to practice this fairly (Lussier, 2008).

Affiliative style also creates harmony and cohesion amongst managers and employees. This involves avoiding conflicts between managers and employees or amongst employees. Emphasizing on good personal relationships among employees enhances objectivity. Motivating people and keeping them happy make one an effective manager (Bell & Smith, 2010). To make it effective there should be task routine and performance adequacy. Counseling of employees and also helping them greatly enhances the style. To make this better now and in future, the issue of performance inadequacy should be addressed. To enhance this I also have to directional oriented to enable my capability to solve different crisis (Lussier, 2008).

Participative style helps in building commitment and consensus among employees. This is making employees know that they are an input in the organization. Motivating the employees by rewarding any team efforts enables employees to work together, gain experience and credibility and makes them more stable in the working environment (Lussier, 2008). To make this style better and effective I should be able to addresses employees coordination and enhance competency by close supervision.

Coaching style forms a long-term professional development among employees.  This will help and encourage employees to improve their performance and develop their strengths. This is achieved when the employees are motivated and when they seek development (Bell & Smith, 2010). To make this area better I should be able to increase my expertise in order to provide the right information. Enhancing my performance discrepancy will help me persist on the poor performer rather than making them exist the organization (Lussier, 2008).

Conclusion

To be an effective leader these styles should be used appropriately in order to have a positive impact on the employees. This can only be enhanced if the problems are addressed to solve the problem. Courage will greatly assist in the performance and the execution of this styles. The use of power in the right way will make a leader fair and just to the employees. This will greatly provide satisfaction to the manager, the employee and the organization as a whole.

 

 

 

Reference

Bell, A. H., & Smith, D. M. (2010). Management communication. Hoboken, N.J: John Wiley &   Sons.

Lussier, R. N. (2008). Management fundamentals: Concepts, applications, skill development.       Mason, OH: South-Western/Cengage Learning.

Smith, L., & Mounter, P. (2008). Effective internal communication. London: Kogan Page