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This paper’s purpose is to supply human relation skills needed to become successful in today's work environment. This practical text takes an organizational angle to help understand disparate elements that influence every employee’s behavior. Many examples of human relations practices and issues in successful firms keep concepts within a clear business context. This edition establishes seven major themes of effective human relations – self-awareness, communication, self-acceptance, trust, motivation, self-disclosure or conflict resolution – as a foundation for the knowledge base. Self-development and assessment opportunities teach the readers to take the responsibility for developing their competencies and personal skills. This paper will cover theme on the communication (Al-Amri, 2007).
A business is effective if the personnel is managing it and the employee is working in it. To raise efficiency, it is essential to promote communication among the employees. Improving fine communication with staff members requires the manager to think about ways which are open for direct communication, such as e-mail and personal conferences and how they can improve a workplace that calls for ideas and thoughts (Barry et al, 2010).
Business is a tricky affair; but this does not mean that one needs to communicate an unpredictable strategy to employees and managers. The use of “struggle language” such as “do or die” or “destruct the competition” is non-effective when improving communication amongst the staff. In its place, it fosters a self-centering, competitive ideology among the staff and may actually hinder their productivity. In addition, that type of language never offers insight or help into what they are trying to delivery.
Instead, the employer should focus on communication in a straight-forward way while avoiding clichéd and metaphoric language. Encourage honesty and cooperative efforts with the employees. Being led by example, the employees will start to communicate among each other in a similar way (Beaugrande, 2012).
To further encourage better communication trends, think of holding regular meetings to deliberate on the status of different projects, the objectives for the day, what turned out well and what did not since the previous meeting. Further provide employees with ideas so they can flow along and take part in the meeting. Keeping employees with interest in this meeting implies that one must avoid the monopoly on the meeting hours. Allow all the employees to raise their ideas and support discussions. Have a rough idea about duration of every meeting, but not cutting it short when a significant issue is on deliberation. These tips in the section above assist to foster excellent communication. Further, there should be no punishment or shrugging of possibly negative ideas; allowing employees to take part in meetings encourages good communication.
Implement a structure on how employees may communicate. Work with the staff to draw the following elements: how to resolve conflicts, structuring employee-to-employee based communications and restructure employee-to-management communications (Beaugrande, 2012). The aim is to develop a system that encourages communication. No manager wants to stifle communication. In addition, they have to be careful to avoid suffocating the communication procedures through making the communication structures be riddled with irrelevant rules and procedures: the objective is to hit effective communication means.
Companies without effective employee communication are normally deprived of lost profits, have low productivity or poor employee working morale. So as to solve most of the business problems, staff ought to be in a position to cooperate and collaborate effectively. Excellent communication may encourage staff members to work even harder to eventually solve matters at hand together or work in oneness to a common objective. It is the responsibility of every manager or boss to ensure that employees have effective communication. Luckily there are various ways or tools to facilitate the employee communication (Beaugrande, 2012).
The initial step in countering the employees’ communication issues is to know what is bothering the discussion. In most cases discontented employees display their lack of contentment through decreasing productivity or withdrawing from colleagues and lack of teamwork. According to the managers’ opinion, the top-10 employee issues involve benefits, salary, favoritism, excessive management, pay equity, inadequate communication, workplace conditions and overwork.
Suggestion box is one of the ways for supervisors to find out the matters that upset their employees avoiding any confrontational circumstances. Managers may address all suggestions in a staff meeting where everyone is given same chance of voicing ideas. Effective communication begins from the top. Any manager communicating well sets an excellent example for his or her staff and demonstrates techniques his or her employees may use to effectively communicate amongst themselves (Medina et al, 2002/2003).
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Maintaining a communication infrastructure prevents potential grievances from incrementing. The manager can start by using the communication equipment and tools he or she has for that purpose. Most firms have an employee handbook that effectively communicates the company’s policy, regulations and rules to new staff. An employee bulletin may also be a helpful entity for employees, updating the company’s developments that may otherwise trigger upsets or confusion.
It is essential for the employees and managers to learn to pay attention to the co-workers. Most people are excellent at explaining their bothers, but others are not so excellent at listening to what is disturbing others. Skills to be a good listener mean concentration on what is on debate, listening to the facts without interruption, listening for main ideas, asking more queries or making comments on those ideas and retaining impersonal judgment (Beaugrande, 2012).
These exercises, whether in the office or in an employee retreat day, may help to rebuild social relations that strengthen bonds amongst the co-workers. It should focus on gaining a common objective from verbal communication or through physical networking to raise morale. Simulating an accident and asking the staff to build shelters may assist the employees to communicate, delegate and achieve a common goal together, that otherwise could not be reached (Medina et al, 2002/2003).
Failed communication with employees is a key barrier on the path to success. Communication barriers form obstacles in the day-to-day working activities. The depletion of trust in a company where employees do not have effective communication procedures or where they feel discouraged to communicate with their supervisors or managers creates a negative corporation culture. The lack of efficient communication leads to the loss of productivity, which prevents the company from meeting its goals.
One of the main reasons to attempt communicating with the staff is to communicate their expectations, ensuring that what the managers expect or what the staff thinks is expected of them is in line. It is tricky for employees to meet the manager’s expectations where they have varying perceptions (Barry et al, 2010).
Staff engagement is the key to success of any company. Highly engaged employees constantly go beyond their manager’s basic ideas. Using an autonomous approach to communication supports the employee activities and makes employees feel as though their ideas matter. The employee involvement is also high where the workers are supported to communicate constantly with the management on the issues of their work environment and help to combat problems affecting the company’s growth. By encouraging the staff to release their thoughts and take on decision-making procedures, they turn to be more involved with the company and dedicated to its success (Beaugrande, 2012).
Staff that communicates effectively and consistently with both co-workers and managers is more productive than the staff that does not. For instance, employees are more productive on an understanding they portray what is expected on the job in their daily activities. They are in a position to save more time or be more productive in instances when they make consistent efforts to effectively communicate with workmates. With proper communications little time is lost to redundancy of requests or instructions.
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Miscommunication is frequent in the work environment. When all employees communicate with seniors about matters of the work environment, they may work alongside to develop the ways to tackle the problem instead of dealing with matters on their own. Employees often feel maltreated in situations when they cannot communicate their ideas to the managers through ways that get effective results. When all employees fail to effectively communicate with their seniors, conflict may escalate. By communication with workers to solve conflicts as they arise, managers may avoid trivial barriers that can turn into legal issues (Al-Amri, 2007).