The Process and Effects of Communication, Essay Example

Overcoming Communication Barriers between Workers           

I am writing to present to you some of the most important points that need to be given attention to especially in relation to the current conflict that occurs between two of your most valuable workers in the accounts department. Gehan Rasinghe, the newly hired account assistant is seemingly having a hard time dealing with his superior Cathy Putnam. It is seen that in the long run, not addressing the dispute between the two individuals could cause larger problems later on. In the context of this letter is a presentation of possible resolutions that could create a more workable environment for the individuals to become more convinced that they are right for the position and that they have the capacity to improve the way they function for the organization accordingly.

About the Issue

Communication has always been a critical part of organizational arrangements. It could be analyzed somehow that through time, the connection between individuals working towards one goal within one organization would create a more responsive effect on how the whole unit functions properly as well. What makes this condition more effective is the fact that each individual enjoined within a single functioning unit or a team is given the chance to grow as part of the unit and as individuals as well.

What makes communication approaches more effective is the fact that these strategies are made to create a connection that establishes camaraderie between all. However, because of diversification in the work force, such point of unity is often hard to establish. In the case between Rasinghe and Putnam varies from the base source of problem which is the language barrier. Noticeably, it could be understood that such barrier on understanding each other’s process of communication is pressured further by the intent existence of difference of ideals and attitude that is evidently extensive between the individuals involved in the case.

Personal motives is also seen as one of the primary problems that has to be resolved between the parties involved. How could this particular issue be handled through the creation of better and more constructive forms of communication bridges? What particular points of consideration should be given particular attention it especially when it comes to mandating how good management could be established specifically as part of the most constructive approaches that make working more expressive and well-developed in the process.

Points of Communication Issues to Consider

In organizational issues handled as part of the construction of growth, communication has become rather affective of the fact that individuals in a functioning unit ought to connect to each other through words as well as non-verbal actuations that make a mark on how they view each other as well as how they view themselves as part of the unit (Schramm, 1999). In the actual process of communication, it is not only the spoken words that gets carried into account. When issues of developmental operations are carried into consideration, unspoken abstracts of communication also affect the overall value of the conversation. Among the said factors include emotions, filtering of information, and opinionated value of vision on how one receives the message being sent to him. The use of mother tongue and natural culture of communication that binds one person apart from another is also seen to have a great impact on the said issue thus making a mark on how the messages are passed on from one person to another.

The process of transmitting and decoding messages is highly an important part of communication. In the case of the two individuals being observed in this case, it could be observed how the barriers of communication actually affect the overall value of the conversation that they form between each other especially that they have particular conflicting values in relation with the way they speak [accented language] that makes a mark on how the person at the receiving end actually ends up getting the wrong message.

Behavioral developments among individuals also create a different mandate on how one handles conversations. Noticeably, the process of listening and responding in conversations become rather affective especially on how matters of development could be measured. In the case of Rasinghe and Putnam, it is not only the accent that is seen to create a point of conflict between them. Noticeably, it could be understood that somehow, the context of mandating a more effective sense of controlling communication-barrier between the two individuals concerned is dependent on their vision of self-valuation as well. It has been mentioned that Rasinghe’s qualifications are way much higher than what is expected from him as an accounts assistant. Putnam, knowing this, needs to reestablish her position; to make sure that her assistant do not over-perform her presentations of good operations. Relatively, it could be understood that Rasinghe and Putnam are having problems when it comes to the balance of good output from both of them.

Putnam is a quite an enforcing boss. She wants everything done to her liking. She knows that she has authority; and somehow, she wants to make sure that this authority is recognized accordingly by her own subordinate. Rasinghe on the other hand is more of a silent-type worker. The output of his work [especially in the field of financial reporting] are all outstanding. However, given his character of being silent and timid, his performance in relation to customer-relations directives often falls off from expectations. This hurts his reputation accordingly, that even though he is expected to be an asset in the organization, his flaws often questions the possibility of that matter ever happening.

What should be done? There are three particular steps that could be given attention to in relation resolving the case presented herein:

Giving attention to cultural barriers and creating connections between them

Cultural barriers between Rasinghe and Putnam could be identified through the emergence of conflict of conversation among the two workers. Instead of responding to Putnam the way she expects to be responded to, Rasinghe’s culture of being timid and being a one-word person basically becomes highly affective of the conversations that they both intend to go through.

Dealing with this problem should include a close-consideration on how cultural barriers could be used as a connection instead of a hindrance between the two individuals involved. To do this, Putnam, being the manager, the one who has a more superior authority over Rasinghe, should be the first one to make a move to make amends on such points of hindrances. Using her authority in a more positive manner of motivating Rasinghe to talk more, to work further and to be more cooperative through good response and communication, she should be able to make a motivating impact on her subordinate; thus training him to make positive communication connections especially when there is some work that needs to be done (Barnlund, 2008).

Giving support to constructive interventions

When conflicts occur, and it does affect the overall performance of either of the two individuals involved, it is important to embrace a positive essence of intervention. Relatively, it could be understood that somehow, intervening activities ought to create a positive effect on helping each individual understand the point of the other through a more objective vision of matters. When conflicts become deeper and harder to contend with, all the more would constructive interventions help. Interventions could be in form of conversational arrangements where a higher authority would be involved in resolving the issue.

Providing call-training to worker[s] assigned to call-in activities

Call-training provided to call-in activities that ought to be handled by Rasinghe as part of his duties in the position he has been given is an investment that should be given full attention to. Since it has been pointed out that he has a great potential of being an asset for the organization, it is just right to invest on what he is expected to be able to give for the company. The training could involve the participation of Putnam, thus giving her a chance to give an input of her suggestions as to how she wants Rasinghe to handle the calls and how he would be able to handle the responsibility more effectively. This approach shall also establish a better form of camaraderie between them, allowing them to see their professional values of development as part of the operation that they ought to take into account for the sake of improving Customer Relations Management operations that the organization intend to promote.

Conclusion

To conclude this letter, it is much agreeable to say that establishing good communication practices between workers takes time. Such culture of communicating with others more efficiently is expected to become more effective especially in establishing a more convincing process of development that could be fully definitive of what makes organizational unity more extensive. What makes Rasinghe and Putnam’s relationship rather destructive is the fact that they are not able to connect completely because of the emergence of pressure. Noticeably, it could be understood that when it comes to handling such conflicts, carrying their personal behavior into the picture and their professional goals in balance is an effective form of creating a more strategic management approach that could tone down the pressure and increase connective camaraderie between the people involved in the process (Merlo, 1998).

In the long run, the condition of expressing interest on how the two individuals involved in the case create a constructive form of connection among themselves is what would make matters more effective especially in making a definite turn on how developmental business embraces the concept of growth accordingly. Diversity is indeed a critical part of every organization that could affect the real values of communication, on the other hand, handling this matter accordingly would actually make a definite impact on how the conflicting parties would be able to perform more effectively for the organization and for their own personal development (Berko, 2010). The strategic approach in managing these types of issues would create a more beneficial pattern of development, one that basically affects the overall control by which employee are given the chance to embrace their duties while also embracing the culture that the organization promotes accordingly. With proper handling of the situation, it could be analyzed how modern points of diversification in employee-defined environments could be refurnished through the establishment of communication-culture that best describes the need of connection among the employees that are involved in the work [in this case, a superior and a subordinate].

I sincerely hope that the points mentioned in this letter would help you resolve one of the most critical yet workable issues in the organization. Thank you for your time and I hope these issues gets managed well accordingly.

References

Merlo, D. K. (1998). The process of communication. New York, New York: Holt, Rinehart, & Winston.

Schramm, W. (1999). How communication works. In W. Schramm (Ed.), The process and effects of communication (pp. 3–26). Urbana, Illinois: University of Illinois Press.

Barnlund, D. C. (2008). A transactional model of communication. In. C. D. Mortensen (Eds.), Communication theory (2nd ed., pp47-57). New Brunswick, New Jersey: Transaction.

Berko, Roy M. et al., Communicating. 11th ed. (Boston, MA: Pearson Education, Inc., 2010) 9-12.