Discuss about the Effective Business Corporate Communication.
In order to evaluate the effectiveness of personal communication skills at the workplaces, the business organizations take the help of the diagnosis tools with which they can assess the individual communication capacity of their each employee. I have taken the help of five diagnosis tools namely Johari Window, Assertiveness Questionnaires, Communication Style Questionnaire, non-Verbal Test and Listening Test.
I have analysed two different types of communication problems of my communication process: Introvert in nature and showing impulsive aggressiveness publicly. With the help of communication style, I have realized that I remain passive at the time of indulging in any communication. I prefer to be inactive at the time of any group discussion at my workplace. Even if I do not agree with the view point of their colleagues or my seniors, I prefer to remain silent and not to express my own opinion as I do not find enough confidence to make everyone understand about my own needs. I find myself unable to manage the conversation when I have many things to say. Others get confused with my complex dialogue structure when I try to make them understand my feelings about certain specific actions. I feel humiliated when I fail to successfully deliver my own concepts. Even I also try to express my opinion regarding any personal issue but as I am regarded as a non-participant, the suggestions get neglected by the team members. Due to my inappropriate communication skill; I am often regarded inappropriate to represent my team at any meeting. Due to my limited verbal contribution in my group, there are doubts regarding my abilities. As I do not express my feelings directly, my colleagues takes my silence in affirmative way.
There are certain instances where I show my introverted nervousness, as revealed from Johari Windows’s test, at the time of making a conversation that reflects my lack of confidence level. When I go for making a conversation with a person with a superior official position than me, I get nervous about the selection of proper organization language. It makes them feel like I lack the appropriate confidence or knowledge to make them understand the matter. For my lack of communicative ability, I fail to show my working excellence which makes me frustrated. For this reason, I always have to follow the ways of other employees while I can contribute to make the process more effective. In the weekly meetings also the superior officers gives priority to other extroverted employees who can successfully express the needs of themselves as well as other employees also. Due to my introvert nature, I often choose to be silent so that I do not need to express my feelings in front of other employees. There are also some instances when the chances of my promotion get interrupted due to my introvert nature.
There are also some official instances when I show my introvert nature for which I had to suffer in my career. There was an opportunity to give a presentation on the execution planning of the next objective of our organization in front of the Board of Directors. I had already made a presentation after expecting the opportunity to be mine. I was confident enough on this topic and also invented other execution strategies as well. When the selection procedure starts, I did not approach to anyone about my selection due to my introvert nature. When a wrong individual was chosen for the presentation, I become frustrated because I knew that I could present the execution idea better than the selected individual. Due to my introvert nature, nobody knew about my preparation and my ability to work better than the selected individual. Later, that employee got the promotion which I should get because I deserve more than that candidate.
My aggressive behaviour, as reflected from communication style questionnaire, can be regarded as the result of my introvert nature. From the listening ability skill test, I have discovered that my patience level is very average and the self-assertiveness test reveals that I have a moderate potential to voice for own need and demands. However, my introvert nature does not allow me to express my own feelings to everyone. It creates aggressiveness in me which I often express to other employees. As proved from non-verbal reasoning test, I lack sufficient patience level for a long time insofar as the deep thinking level is concerned. The feelings of needs and demands which I feel to express but cannot do due to my introvert nature, create anger and make me shout and misbehave with my colleagues. Even when I dislike a situation at my work place and also know that I shall not be able to make any change as I hesitate to clearly express myself to others. When I get aggressive, I tend to find ways to verbally hurt people by making pinching comments indirectly. It ruins my reputation at the work place and also affects my relationship with other employees. However, when I realize my mistake, due to my introvert nature, I do not seek forgiveness to anyone. It turns others away from me, thinking that I am arrogant while I actually think twice before raising voice for my own benefits.
There is also an instance where I show aggressive nature at my work place. There was an argument among the superior boss and me where I was not convinced with the way of working which my boss promoting to do. I tried to express my dissatisfaction in front of my boss but due to my introvert nature I was repeatedly being unable to make my boss know about it. After a certain time, I shouted and released my anger and frustration in the presence of my superior which cause a demotion from my post.
The introvert nature at the work place refers to the individuals who tend to be shy, inaction in the team activities and insecure to express their own desires (Brink & Costigan, 2015). They are often regarded as the unenthusiastic people because they hesitate to take active participation in any initiative. As per the modern psychological studies, according to Coskun, Ozdenizci & Ok (2013), it has been proven that the introvert nature is the result of lack of confidence. In the famous work of Carl Jung, Psychological Types, it is reflected that the introvert people need their personal times to make recharged before interacting with other people, where extrovert people develop their enthusiasm from the interactions with other people (Dickson, Rainey & Hargie, 2013). As per this work, there are some influential factors such as the circumstances, surrounding people etc which leave impact upon developing the nature of any individual. It does not indicate to their lack of working excellence (Drago, 2015). However, people regard their slow reactions as their lack of courage and often this leads others to bully an introvert individual (Hargie, 2010). This kind of incident majorly happens at the workplaces where a subordinate employee is discovered as introvert. Most of the time, it is observed that the introvert people take time to open up their real selves to the world after confronting anew environment (Hargie & Tourish, 2014). At this stage, if they face any interruption from other people, they stop to disclose themselves and creates a barrier around them that differentiates them from other people (Extension.usu.edu, 2013).
At the work places, the introvert people need an open environment and more cooperation from colleagues which encourage them to open up their real selves (Vogelgesang, Leroy, & Avolio, 2013). If they do not find any favourable environment, they tend to focus their all concentration on their works (Hargie & Tourish, 2013). However, if the introverts with weak personality face adverse reactions from their surrounded people, they can lose their focus from work which can also hamper their career (Keerativutisest & Hanson, 2017).
However, in my case, my introverted nature rises from my lack of confidence to communicate properly at the work place. I face many instances where I find my ability better than the any assigned employee, but cannot approach my higher authority to assign me for that work. In order to overcome this situation, I need to start opening up my innovative nature to my superior authority so that they can also recognize my ability to produce better work that will ultimately benefit the organization. I can use my thoughtful gestures as a weapon to overcome this nature. It will increase the value of my interaction because my innovative mind can create curiosity among people who want to know my latest ideas. This will also reflect my working excellence which can give me a hike in their present position.
On the other hand, the modern psychologists along with the scientists regard the aggressiveness as a form of mental illness which seems to be harmful to the individual along with the other employees as well (Light & McNaughton, 2014). It can be an inbuilt nature and even can be learnt from outside (Men, 2014). This aggressiveness can be both verbal and physical. On the basis of modern psychology, from the viewpoint of McAleese & Hargie (2015), aggressiveness can be regarded as an animal behaviour because human beings are expected to be controlled even at the time of their anger (Widhiastuti, 2012). According to some scientists, aggressiveness has relevance with the hormonal secretion. Mainly it is linked with the secretion of Testosterone; therefore, regards this aspect to be completely masculine (McNaughton & Light, 2013). It can also arise from deep seeded reason like suppressed frustration for a long time, any illness etc.
Aggression at the workplaces can be raised from different reasons like getting mental torture from other employees for a long time, feeling of superiority etc (Mikkelson, York & Arritola, 2015). From the feeling of superiority, individuals often tend to show hostile behaviour towards their activities of their organization by showing aggressive responses (Razmerita, Kirchner & Nabeth, 2014). Such aggressiveness can also be evidenced from the behaviours of the superior position holders as well (Mishra, Boynton & Mishra, 2014). If any dominated supervisor underestimates the ability of their employees and makes them bound to act as per own desire, it can be considered as aggressive act (Tourish & Hargie, 2014). On the contrary, if any employee faces mental pressure from other employees for a long time, it will create anger that can be exposed in the form of aggressiveness (Sun, Pan & Ho, 2016). The clients of any business organization can cause aggressive behaviour to the employees if they do not meet their criteria. The evidence of physical aggressiveness is very rare at the work places (Seaopenresearch.eu, 2016).
In the case of my aggressive behaviour, I need to keep calm by being more responsive to the team activities. It will help me to release my internal feelings and anxieties in a normal procedure. Moreover, I need to express my own feeling in a composed manner so that other employees can express their curiosity to know my perspective. Taking deep breaths at the time of anxiety or anger can easily decrease the level of my anger. In order to compose myself, I should be confident enough about my internal strengths so that I can confidently interact with people whenever I choose to do. Moreover, I should make certain strong connections with other employees so that they can play active role to make me calm down during my aggressive moments. In other words, I can execute my anger in a different way like improving my work quality or applying own innovative ideas in my assigned project. Moreover, I can also learn from my previous negative experiences when I have to pay high after showing off my aggressive behaviour.
In order to resolve the communication issues, a proper action plan is needed as it can help people to systematically improve their personal skills and even increase it. Moreover, it also gives an idea about the required time period which will be needed for the betterment of the communication skills. There is an action plan follows below which will reflect the required action plan that can show my systematic progressing approach:
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Activities |
0-4 weeks |
4-8 weeks |
8-12 weeks |
12-16 weeks |
16-20 weeks |
20-24 weeks |
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Trying for self-grooming |
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Making a mental set up for self- rectification |
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Selecting suitable communication improvement courses |
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Enrolment in the selected crash course |
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Increase knowledge about the improvement of communication skills from online sources |
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Indulging in more effective communication sessions |
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Attending yoga classes |
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Trying to be more responsive |
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Taking the help of the instructors to express personal desires |
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Identifying personal communication flaws |
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Analyzing the feedbacks |
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Figure 1: Action plan of improving communication skills
(Source: Created by the author)
I can also consider the feedbacks of my colleagues and superior boss because they can identify the changes more easily in me. The progression is measured with the help of five communication analysis tools. I should take participations in debates or should represent my team because it will help me to improve my communication skills. Moreover, it will give me more opportunity to prove my communication excellence which I am supposed to possess from these crash courses.
Reference list
Brink, K. E., & Costigan, R. D. (2015). Oral communication skills: Are the priorities of the workplace and AACSB-accredited business programs aligned?. Academy of Management Learning & Education, 14(2), 205-221
Coskun, V., Ozdenizci, B., & Ok, K. (2013). A survey on near field communication (NFC) technology. Wireless personal communications, 71(3), 2259-2294
Dickson, D. A., Rainey, S., & Hargie, O. D. (2013). Communicating sensitive business issues: Part 1. Corporate Communications: An International Journal, 8(1), 35-43
Drago, E. (2015). The effect of technology on face-to-face communication. Elon Journal of Undergraduate Research in Communications, 6(1).505
Extension.usu.edu, (2013), Effective Communication Skills: Resolving Conflicts, Available from: https://extension.usu.edu/files/publications/publication/FC_Relationships_2012-02pr.pdf [Retrieved on 29 Jan, 2017]
Hargie, O. (2010). Skilled interpersonal communication: Research, theory and practice. Routledge
Hargie, O. D., & Tourish, D. (2014). Assessing the effectiveness of communication in organisations: the communication audit approach. Health Services Management Research, 6(4), 276-285
Hargie, O., & Tourish, D. (2013). Handbook of communication audits for organisations. Psychology Press
Keerativutisest, V., & Hanson, B. J. (2017). Developing High Performance Teams (HPT) through Employee Motivation, Interpersonal Communication Skills, and Entrepreneurial Mindset Using Organization Development Interventions (ODI): A Study of Selected Engineering Service Companies in Thailand. ABAC ODI JOURNAL VISION. ACTION. OUTCOME., 4(1).254
Light, J., & McNaughton, D. (2014). Communicative competence for individuals who require augmentative and alternative communication: A new definition for a new era of communication?
McAleese, D., & Hargie, O. (2015). Five guiding principles of culture management: A synthesis of best practice. Journal of Communication Management, 9(2), 155-170
McNaughton, D., & Light, J. (2013). The iPad and mobile technology revolution: Benefits and challenges for individuals who require augmentative and alternative communication
Men, L. R. (2014). Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction. Management Communication Quarterly, 28(2), 264-284
Mikkelson, A. C., York, J. A., & Arritola, J. (2015). Communication competence, leadership behaviors, and employee outcomes in supervisor-employee relationships. Business and Professional Communication Quarterly, 78(3), 336-354
Mishra, K., Boynton, L., & Mishra, A. (2014). Driving employee engagement: The expanded role of internal communications. International Journal of Business Communication, 51(2), 183-202
Razmerita, L., Kirchner, K., & Nabeth, T. (2014). Social media in organizations: leveraging personal and collective knowledge processes. Journal of Organizational Computing and Electronic Commerce, 24(1), 74-93
Seaopenresearch.eu, (2016), Corporate communication challenges in multicultural environments, Available from: https://seaopenresearch.eu/Journals/articles/CMJ_9_7.pdf [Retrieved on 29 Jan, 2016]
Sun, P. C., Pan, F. T., & Ho, C. W. (2016). Does motivating language matter in leader–subordinate communication?. Chinese Journal of Communication, 9(3), 264-282
Tourish, D., & Hargie, O. (2014). Key issues in organizational communication. Psychology Press
Vogelgesang, G. R., Leroy, H., & Avolio, B. J. (2013). The mediating effects of leader integrity with transparency in communication and work engagement/performance. The Leadership Quarterly, 24(3), 405-413
Widhiastuti, H. (2012). The Effectiveness of Communications in Hierarchical Organizational Structure. International Journal of Social Science and Humanity, 2(3), 185
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