Methods of Communication in the Organization Essay Example

Verbal Communication

This is the type of communication that involves the use of words to deliver the message from the sender to the receiver. There are different forms of verbal communication which include face-to-face, open meeting discussions, presentations among others. Verbal communication is whenever people are using their mouth to communicate. It may also be extended to include telephone calls and video conferencing. Some people argue that oral and verbal communications are the same thing because face-to-face communication is also considered to oral (Harris, & Sherblom, 2018). It is believed to be an effective method because it creates the ability to give a personal touch to the message being delivered. For instance, when an employee is thanking a client for doing business with it, the client will feel the appreciation.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Written Communication

This is another method that cannot be avoided in any organization. It consists of the traditional pen and paper document to the current emails, text charts, and electronic documents. Written communication is used for both internal and external communication. For example, in internal use, written documents include memos, press releases, and employee contracts. External uses include mailing our clients, issue of legal instructions, and filing of reports. This method is also considered to be effective because it leaves evidence of the information or messages shared between two or more parties.

Visual Communication

Refers to the exchange of messages and information by using visual aids such as illustrations, color, videos, graphic designs, typography, and signs among other electronic resources. Generally, this method is used to reinforce messages of either written or oral communications. In most cases, visual aids might completely replace the written messages as the adage goes, "a picture is worth a thousand words." Like written communication, visuals can be recorded and therefore, there is evidence of communication.

Communication Barrier in Our Organization

Noise is the easiest barrier to notice in a restaurant outlet. The same case applies to our organization. Because of the many customers we serve in the dining area, the servers, and the cashiers, the outlet is usually crowded, and people are always talking about making it hard sometimes to hear sounds properly. According to Mead, & Byers, (2015), soundproofing a restaurant premises is one of the effective ways of eliminating noise. This can be achieved by installing carpet in high traffic areas and putting up fabric-covered wall panels. These two types of materials will act as sound absorbers and will significantly reduce the unwanted noise in the workplace.

Possible Conflicts in the Workplace

Leadership Conflict

There are many leadership styles for a manager or supervisor to choose from when leading a team or staff. In most restaurants employees will deal with different supervisors according to their shifts. This implies that people will be exposed to different leadership styles which may cause confusion and irritation of the employees. For example, it is possible that the day shift supervisor maintains open lines of communication with the staff while the night shift supervisor prefers an authoritative approach arguing that it gets things done faster. The people working in the night shifts may find it hard to deal with a supervisor who likes to order people around especially if they have worked with the day shift manager.

Cultural-based Dissension

Workplaces are usually characterized by the diversification of the employees. People from different background are usually required to work together in an organization to achieve common goals. Cheema, Akram, & Javed (2015) found out that in any workplace, the similarities between employees are often more than the differences. Despite this revelation, there still exist cultural differences. Naturally, employees from different cultural backgrounds will have an issue with each other once in a while.

Impact of Conflict to Service Delivery

Leadership conflict may lead to demoralization of the staff which in turn would result in a lack of commitment to work. When employees are not committed to their work, the quality of their output is greatly affected. In the restaurant industry, unhappy staff can destroy the business operations because it is believed that food is as tasty as the person serving it. When the servers are gloomy, they are likely to affect the customers. cultural-based conflicts can also potentially affect work morale especially if they result in discrimination. For instance, if an employee who comes from a minority group feels that he is constantly assigned the most menial work, he will begin to harbor resentments against fellow members and supervisors. Eventually, he may lash out by lowering his productivity. Therefore, it is essential that conflicts are solved as soon as they arise.

Solving Conflicts

The best way to solve leadership conflict is by developing a synergetic organization culture which involves every employee in the decision-making process. This is particularly so in small organizations such as ours. A synergetic culture requires that the management works together with the subordinate to achieve organizational goals (Panahi et al. 2016). Hence, everyone is on board, and his/her concerns are listened to and addressed satisfactorily. Having a zero-tolerance policy against discrimination based on cultural differences would ensure that minimal conflicts occur in the organization. Additionally, a synergetic culture requires accommodating every employee's unique differences to be able to work together.

References

Cheema, S., Akram, A., & Javed, F. (2015). Employee engagement and visionary leadership: Impact on customer and employee satisfaction. Journal of Business Studies Quarterly, 7(2), 139.

Harris, T. E., & Sherblom, J. C. (2018). Small group and team communication. Waveland Press.

Mead, M., & Byers, P. (2015). The small conference: An innovation in communication. Walter de Gruyter GmbH & Co KG.

Panahi, B., Moezzi, E., Preece, C. N., & Wan Zakaria, W. N. (2016). Personal-organizational value conflicts and job satisfaction of internal construction stakeholders. Construction Economics and Building, 16(1), 1.