Effective Communication Strategies In Organizations

Addressing Organizational Issues through Effective Communication Strategies

Draft communication strategy

Communication can be termed as the exchange of information and ideas between the sender and recipient (Darmawan and Harahap 2016).

Communication Objective

• The procedure of channelizing feedback mechanism.
• Bottom –up and top-down approach of communication network.
• Effective internal communication should be facilitated for a proper policy framework.

Major Communicator

Working Employees: they are the means through which the organizational goals are met.

Senior Management: it prepares and executes the business policies and plan.

The organisation needs to make constant communication with the employees about sales and meeting the requirement of the client. The best media of communication is telephonic and emails.

Bottom-Up Consultation- for effective workplace and employee relation the requirement of bottom-up consultation is important (Walpole et al., 2015). Due to the problems recognized in the organisation, there are two provisions that caters to monthly employee meetings which provides opportunity to the employer and employee to discuss their issues and consult with the management. Whereas secondly constant supervision must be appointed who supervise and consult with the employees.

The grievance refers to formal complaints that are regarded as a dissatisfying element. In the organisation, it is common that the employees have grievances regarding the policies of the business (Geetika et al, 2014). The organisation can follow the grievance policy:

• Setting up a time for submission of the grievance.
• Formulating suitable grievance submission form.
• A meeting must be set up between the management and aggrieved employees to resolve the matter.
• The final decision submitted in a written format to the head of the department.

1.

The scenario, which took place in the organisation, clearly depicts the cultural diversity between the employer and the employees. The team behavior of some of the non-Christian violates the following two policies of the organization. Whereas the JKL policies incorporates the promotion in cultural diversity and encourages cooperation within the employees with concern to promotion of cultural diversity (Martin 2014). It also facilitates coordination within the employees for teamwork.

The policies of promotion of cultural diversity are:

• The organisation should arrange get-togethers for celebration on valid festivals irrespective of religions apprehension.
• Secondly, the organisation should report to the management in case of any misbehavior.
• The organisation should access to the facilities to the employee, keeping aside the cultural differences. All the employees must have equal access to the opportunities that lead to promotion and increment.

The organisation can cater to few changes in the policies of the organisation such as the supervisor and the manager must be held responsible for countering any unjust and discrimination behavior (Grivastava and Kleiner 2015). On the other hand, it can also form policy that will hold small-get together at the end of each month that will make familiarization and informal conversation.  The process of resolving the issues must be handled by the head supervisor to take initiative in accommodation of the non-Christian members and wit the other colleagues as well.

2.

The impact of bad behavior of the employees had adversely affected the members and negatively hampered their unity. Being a manager of the industry, it is the duty and responsibility to resolve the issues that took place within the team members through the process of direct communication (Tarnovskay and Biedenbach 2016). The major concern was with the non-Christians members during Christmas celebration, facilitate togetherness rather than care free and rude attitude and lack of mutual concern.

Engaging and Motivating Senior Management Teams to Embrace Change

The situation must be handled very tactfully with the opinions regarding the inappropriate behavior without direct allegation. The method of manipulative approach must be adopted where apologetic approach makes the best way of conduct for wrong behavior. As a manager of the organisation, it is considered one of the best ways to solve the issues. During a fight, it must be responsibility of a sales person to explain matters in a manipulative manner so that the quality of the product is made assured to the potential customers.

3.

With the reference of communication, the scope of building relationship and contacts with the stakeholder should be strong. As a manager of the industry it is significant to built relationship with the external and internal stakeholders in achieving the predetermined goals and which also caters for the betterment of the organisation (Kazadi, Lievens and Mahr 2016).  Being the new manager a networking plan could be formed which is accounted to include the activities conducted and networking the objectives. The best method of networking would be email marketing, business gathering and personal meetings. With the method of networking, the industry gained many suppliers at a cost and assisted the organization in reduction of cost.

4.

There are various kinds of issues that are faced by the organisation like issues with customers and issues with suppliers. Sam an employee faced issues with the suppliers with regard irregular delivery date, harsh relationships and high cost and many more. Whereas Alex another employee faced issues with the customers who did not have knowledge of sales deals and increase credit terms.

Networking activity	Person	Schedule	Description/rationale for networking activity
Contacts with suppliers another customer		2 months	This will provide views and opinion about other customers to know how their relationship with the suppliers is.
Constant touch with supplier’s competition through personal meetings		3 months	This will facilitate in-depth knowledge regarding the suppliers and delivery duration.

Networking activity	Person	Schedule	Description/rationale for networking activity
Email activities		3 months	It can share information regarding the strict credit terms and condition.
Social activities		4 months	There are various social platform that can be used for sharing information regarding the big deals.

The role play guidance session

HR Business Partner– Good morning, How are you doing?

Rental Manager- Good morning sir, I am fine.

HR- I heard about the rental issues. Tell me regarding the issues in details and how can I assist you in that?

Rental Manager- Sir, the concern is dedicated to an employees from the same department who was not satisfied about the new business plan to shut down the rental department due to continuous loss. This plan had caused fright among the employees with concern to loss of job and insecure future. On the other hand, the employees are unsatisfied and want to take harmful action against the organisation. I am sacred if there is a strike caused due to our reputation.

HR- ok, the issues seems to be quite serious and I would take the action seriously with concern to the restriction and not indented to fire any of the employees. We can implement proper training and recruitment facilities.

Rental Manager- this is good news for the organization.

Hr Manager- I hope the issues have been resolved and situations can be well handed.

Rental Manager- yes Sir, Surely it is. The new business plan is surely helpful.

Action/activity	Timeframe	Person/s responsible	Description of strategy/ tactic/rationale for action	Resources, if required
HR meeting with manager (rental)	1 day (2 hours)	HR Business Partner (you)	To know the possible solution of the grievances stated by the employee.	Proper cabin setup.
Rental employee meetings	1 day ( 2 hours)	Rental Manager and HR Manager & Supervisor	Providing detailed information about the policies and the new business strategy plan.	Meeting setup and conference hall.
Rental manager meeting with the aggrieved employees	1 day(3 hours)	Rental manager	The written grievances must be resolved at the meetings. The issues must be resolved.	Proper cabin setup.

Conclusion

The above actions are taken seriously and are maintained in the workplace relationship and it plans to strategies the employees in the organisation. JKL Industry had faced many communication gap that makes the employees grievances and employee relations and many more. As the head of the organisation, the issues are resolved with through the medium of action plan and networking strategies.

References

Darmawan, D. and Harahap, E., 2016. Communication strategy for enhancing quality of graduates nonformal education through computer based test (CBT) in West Java Indonesia.

Geetika, Ghosh, P., Rai, A., Joshi, J.P. and Singh, P., 2014. Measuring workers’ satisfaction with grievance-handling procedure: Study of a power distribution major in India. Asian Journal of Management Cases, 11(2), pp.139-157.

Grivastava, S. and Kleiner, B., 2015. Managing Cultural Diversity In The Workplace. Journal of International Diversity, 2015(1).

Kazadi, K., Lievens, A. and Mahr, D., 2016. Stakeholder co-creation during the innovation process: Identifying capabilities for knowledge creation among multiple stakeholders. Journal of Business Research, 69(2), pp.525-540.

Martin, G.C., 2014. The effects of cultural diversity in the workplace. Journal of Diversity Management (JDM), 9(2), pp.89-92.

Tarnovskaya, V. and Biedenbach, G., 2016. Multiple stakeholders and B2B branding in emerging markets. Qualitative Market Research: An International Journal, 19(3), pp.287-309.

Walpole, S.C., Mortimer, F., Inman, A., Braithwaite, I. and Thompson, T., 2015. Exploring emerging learning needs: a UK-wide consultation on environmental sustainability learning objectives for medical education. International journal of medical education, 6, p.191.