Evaluation And Management Of Interpersonal Communication For Organizational Improvement

Conflict and Communication in Organizations

Evaluation is a process systematic examination that is undertaken against a define criteria by the organization so that it can determine the activities and related results according to the pre planned arrangements. it helps to understand the implementation of the pre plant strategies effectiveness and suitableness to achieve the organizations goals (Ageron, Gunasekaran & Spalanzani, 2012). It is also important to evaluate the internal processes of strategies within the organization so that it can expand its operations, maximizes its profitability, ensures quality, enhances efficiency, define accountability and provide direction or objective to the employees so that a new framework for profitable growth can be prepared (Ferraresi et al., 2012). In this assignment, one such evaluation process will be conducted and a problem will be targeted that impacts the performance of the organization. Further, an innovation to address the problem will be discussed and a framework to meet all the needs of the organization will be involved through a implementation plan. Furthermore, the effectiveness and the developmental plan will be assessed with the technique to address the potential resistance and obstacles and measure the impact of the innovation on the organization will be included. Finally, a set of recommendations for additional improvement within the organization that is related to the process practice and structure will be included in the assignment for sustainable development.

Interpersonal communication is one of the key aspect that determines the strength and weaknesses of any organization. Effective interpersonal communication not only provides the organization with the opportunity of growth but also helps to create a relation between external and internal stakeholders thereby devices the survival of the entity (Vaara et al., 2012). Hence, communication and coordination should be present between leaders, managers and employees to understand the need of the clients and provide them with the supreme quality work. However, in my organization conflict has replaced interpersonal communication and hence the problem has the scope to effect the challenge facing ability, create a hostile and stressful situations, hamper communication related goals and objectives and create technical inefficiency in the process. Within and outside the organization it affects different stakeholders such as customers, clients, leaders, managers and employees (Bigatel et al., 2012).

To deal with this conflict related interpersonal communication issues change management process will be used. Several researchers in developing interpersonal skills at work have determined change management (Schlaerth, Ensari & Christian, 2013). Bigatel et al., (2012) determines that interpersonal skill is not only acquires the ability to communicate with each other but also to enhance the scope and resources of the company. Hence using Change management or by facing crisis a risky situation together employees will be able to develop a good communication skills.  Fundamentally, this solution will help to enhance the relationship between leaders’ managers and employees and the employees and clients so that survival of the organization and functioning ability of it can be enhanced. besides these, organization enhance its capabilities and develops intense social communicative process that increases its client base and reduces the conflict by creating trust motivation and spur engagement between employees (Schlaerth, Ensari & Christian, 2013). Hence, through different tactics such as positive attitudes towards work and employees sharing ideas to solve conflict or problem using verbal and nonverbal communication technique indulging in team works and providing responsibilities will help the organization and its employees to meet the need of interpersonal communication skills (Bigatel et al., 2012).

Change Management as a Solution

Develop interpersonal communication skill is a key aspect in competitive advantage of the organization however it is avoided by leaders and managers. This is because maintaining communication between thousands of employees is a critical topic. However, if proper strategies can be used against this achieving target related to interpersonal communication skill becomes easier (Li et al., 2012). It is effective for competitive advantage or its implementation on the management level, which includes beneficial relationship between organization and its stakeholders. Further, it helps to facilitate the achievement of the employees and has to set up goals by modifying the Vision and Mission statement of the organization. It also helps to understand the financial performance and social expectation from the organization. it helps to maintain a transparency in the process therefore its popularity increases that enhances the competitiveness further due to the employee engagement and coordination, risk and crisis management becomes easier and provided the organization with an edge in competition with other organizations (Lin & Wu, 2014).

The impact analysis will be done on observation basis. After the completion of one-month change management implementation, the evaluation process will be done by arisen conflicts and problem solving session’s outcomes (Budescu, Por & Broomell, 2012). This will provide a complete idea regarding the employee engagement and coordination. Further, they will be provided with virtual situations to implement their cumulative skills and on successful completion of the process, their success or failure will be determined.

For further improvement of the interpersonal communication, the organization leaders need to provide a clear and concise vision and mission statement to the employees so that following that becomes easier. Further, the organization should focus on strengthened connections as well (Kales et al., 2016).

Conclusion

Personal evaluation is an important process that determines the effectiveness of the organization and its process. In this assignment interpersonal communication, related conflicts were discussed and to resolve that change management was implemented in the process so that communication process can be enhanced. Further, after implementation and evaluation, this assignment also discussed few recommendations related to change management in communication for process improvement.

References

Ageron, B., Gunasekaran, A., & Spalanzani, A. (2012). Sustainable supply management: An empirical study. International journal of production economics, 140(1), 168-182.

Bigatel, P. M., Ragan, L. C., Kennan, S., May, J., & Redmond, B. F. (2012). The identification of competencies for online teaching success. Journal of Asynchronous Learning Networks, 16(1), 59-77.

Budescu, D. V., Por, H. H., & Broomell, S. B. (2012). Effective communication of uncertainty in the IPCC reports. Climatic change, 113(2), 181-200.

Ferraresi, A. A., Quandt, C. O., dos Santos, S. A., & Frega, J. R. (2012). Knowledge management and strategic orientation: leveraging innovativeness and performance. Journal of knowledge management, 16(5), 688-701.

Kales, H. C., Gitlin, L. N., Lyketsos, C. G., & Detroit Expert Panel on the Assessment and Management of the Neuropsychiatric Symptoms of Dementia. (2014). Management of neuropsychiatric symptoms of dementia in clinical settings: recommendations from a multidisciplinary expert panel. Journal of the American Geriatrics Society, 62(4), 762-769.

Li, W., Humphreys, P. K., Yeung, A. C., & Cheng, T. C. E. (2012). The impact of supplier development on buyer competitive advantage: A path analytic model. International Journal of Production Economics, 135(1), 353-366.

Lin, Y., & Wu, L. Y. (2014). Exploring the role of dynamic capabilities in firm performance under the resource-based view framework. Journal of business research, 67(3), 407-413.

Schlaerth, A., Ensari, N., & Christian, J. (2013). A meta-analytical review of the relationship between emotional intelligence and leaders’ constructive conflict management. Group Processes & Intergroup Relations, 16(1), 126-136.

Vaara, E., Sarala, R., Stahl, G. K., & Björkman, I. (2012). The impact of organizational and national cultural differences on social conflict and knowledge transfer in international acquisitions. Journal of Management Studies, 49(1), 1-2