Gaining Compliance Through Effective Organizational Communication - Essay Sample

Introduction

The last role of effective organizational communication is to enhance the gaining of compliance. Workers can only fully adhere to instruction if they feel that policies are just, necessary, and not oppressive. According to Çakir and Akoglan (2017), employees are more likely to break rules that they deem unjust and oppressive. To make workers gain compliance with regulations, effective communication that facilitates receipt of feedback, comments, and ideas should be ensured. It will provide a platform where contentious issues concerning policies will be directed to the management to take into account. When such problems are addressed, the employee feels more comfortable to comply with the organizational strategies. Feedback usually takes two ways, either upward or downward, but it is essential to ensure employees are motivated and engaged in their roles in an organization.

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Motivation

Motivation in the workplace refers to the willingness to engage in a high-level effort toward achieving organizational goals. It is usually conditioned by an individual ability to satisfy his/her needs (Çakir et al., 2017). For a simple reason, organizational experts, economists, sociologists, and psychologists have studied motivation for centuries. They were capitalizing on the realization of why individuals do what they do. The idea behind this is that understanding what motivates people can lead to a better organization. Motivated employees are more productive and hence a competitive advantage. Various concepts are used to explain the characteristic of motivated employees. The first aspect is that they are usually satisfied with their working condition. According to (Du, Wu, Liu, & Hackney, 2019), employee satisfaction expression of how workers are happy and fulfilling their needs and desires at work. Satisfied workers must work toward the contribution of employer needs. The other aspect is employee engagement. According to Lyon, Fisher, and Gracey (2020), employee engagement reflects how workers put effort into their job, are committed to organizational goals, and feel passionate about their job. Nevertheless, both concepts are fruits of employee motivation. They contribute to employee morale and ethic on how they perform their tasks in an organization.

Ethics

Ethics is a philosophy concerned with the meaning of all human behavior aspects. Normative ethics, also known as theoretical ethics, is about delineating right from wrong. As such, ethics is used to define what is wrong, what is right, what is unjust, what is just, what is wrong or what is right in terms of human behaviors. It acts as the bases in which we judge and guide a meaningful decision. Corporate ethics, also known as business ethics, refers to professional ethics or applied codes used to judge moral principles that arise in an organization (Lehnert, Craft, Singh, & Park, 2016). Hence, we can define it as unwritten or written codes of principles and values manly developed from an organization's culture to govern actions and decisions in a corporate. Business ethics is applied both to the entire organization and individuals.

There are three levels of business ethics, namely corporate, professional, and persona. Whatever the case, ethics are fundamental in an organization. Ethics act as a direct representation of value and principles that govern individuals and organization they represent. In other words, an organization creates its own internal culture, which externally will be reflected as an organizational value. These values impact the relationship within organization, legalities, retention, employee morale, reputation, and productivity. Due to these aspects, organizations generate codes of conduct and values for all employees to understand and adhere to (Fok, Payne, & Corey, 2016). This can be achieved by creating an environment that avoids unethical behaviors while reinforcing unethical practices.

Strategic Management

Various principles govern the expected conduct of a strategic leader. The first principle is that they are expected to distribute responsibilities. According to Schwartz (2016), strategic leaders acquire their skills by practice, which requires substantial autonomy. Senior leaders in the banking industry should distribute power downward across a corporate to empower employees at all posts in decision-making. Responsibility distribution allows leaders to witness what happens in case they resolve to take a risk. It also enhances resilience, adaptability, and collective intelligence over time by harnessing wisdom outside even from subordinate staff.

The second principle that defines a strategic leader is being open and honest with information. Sharing of information usually helps in organizational operations. Elm (2019) argued that the problem with the management structure that most organizations use is that it was adopted from the army and intended to limit information flow. In this kind of model, hierarchy plays a significant role in determining who receives information and who doesn't. The problem with this kind of system is that information is never effectively communicated. As such, employees are sometimes forced to make decisions with less or no information. Since they lack information on aspects that are fundamental to the company’s strategy, they are forced to guess. As it may, it is hard to be right when using guesswork since getting the bigger picture of the absolute goal of an organization and what is expected for you is not possible. Besides, the lack of practical information also undermines employee confidence to propose ideas or challenge leaders.

The other vital principle of a strategic leader is the ability to create a variety of paths for testing and raising ideas. Presenting and developing values is the best consideration for any strategic leader. Ability to connect ideas in a manner that an organization creates value is of great importance. By allowing employees to bring up their view, a leader motivates employees (Blewitt, Blewitt, & Ryan, 2018).

Maslow’s Hierarchy of NeedsIt is one of the most famous motivation theories of the 20th century. The approach is based on the simple human premise that human being has needs that are in a hierarchy. According to the method, there some basic requirements, and in their absence, nothing else matters. In other words, an individual has to satisfy the lower need to start thinking about the next need, and when one needs is met, it ceases being a motivator.

Figure SEQ Figure \* ARABIC 1: Maslow’s Hierarchy of Needs

Psychological needs are the most basic in this rank. They include the need for water and food, among other essential human wants. They are the most basic as they overcome the need for all others. S...