Essay Example on Noise: The Barrier to Effective Communication

Introduction

The communication process involves the transmission of information from the sender to the recipient. Noise is one of the disruptors that interfere with effective communication in the workplace. Noise is a distractor of effective communication because it disrupts with the flow of information from the sender to the receiver (Cummings, Bridgman & Brown, 2016). As a barrier to effective communication, noise is classified into three main types depending on how it affects the flow of information. The first type is technical noise that affects the accuracy of message transmission during communication. The technical kind of noise is usually encountered in factories where heavy machines are operated.

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The second type of noise in the workplace is semantic that interferes with how the meaning of the information is precisely conveyed during the communication. Semantic form of noise usually exists in a workplace where one of the employees is not experienced or has a low level of education (Hussain et al., 2018). The use of professional language in communicating with inexperienced workers leads to semantic noise because they will not get the actual meaning of the information. The last form of sound is efficacy-related, that affects how the conveyed meaning determines the behavior of the receiver. Efficacy-related type of noise usually exists in a workplace scenario where the employees have different cultural backgrounds.

Changes for Employees in the Organization

Change is hard for employees because of the differences in cultural beliefs. In most cases, the cultural beliefs of different people determine their perception of the meaning of communication. Lack of practical communication skills also makes it hard for employees to change in the organization. Lack of appropriate innovative practices also interferes with the ability to change in the workplace. Also, many employees do not adapt quickly to the changes introduced in the organization. A Change Agent is essential in providing appropriate training and to the employees in the organization(Cummings, Bridgman & Brown, 2016). Education and training are vital because it enables employees to adapt to changes in the workplace. Also, the Change Agent provides essential change strategies like promoting effective communication and transparency within the organization's premises.

References

Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing Change as Three Steps: Rethinking Kurt Lewin's Legacy for Change Management. Human Relations, 69(1), 33-60. Retrieved from: https://journals.sagepub.com/doi/full/10.1177/0018726715577707

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin's change model: A Critical Review of the Role of Leadership and Employee Involvement in Organizational Change. Journal of Innovation & Knowledge, 3(3), 123-127. Retrieved from: https://www.sciencedirect.com/science/article/pii/S2444569X16300087