Communication in the workplace is very important since it helps to increase the productivity and build strong relationships between the employees and the management. Communication help to increase the performance of the employees (Bonaccio et al. 2016). This is because the employees are able to openly communicate with the management and also proper guidance related to any task or issue that they might be facing in the organisation. The building of a good relationship with the management will also ensure job satisfaction on the part of the employees since they understand the value that their feedbacks and opinions in the organisation. Therefore it is important for the managers to give priority to effective communication within the organisation. This study will justify the requirement of the effective of communication with the employees through personal communication aspects and the need for persuasion in influencing others. The study will also provide certain recommendations for the effective way to communicate within the organisation.
Personal and interpersonal communication is the way through which an individual interacts with another individual and mutually influences one another through different social and cultural norms (Keyton et al. 2013). This means that interpersonal communication would require two or more people to interact with each other on any topic and form a unique bond with each other. Every interaction cannot be termed as interpersonal communication since there needs to be a bond between the communicating individuals. Interpersonal skills are a very important factor for all individuals and a major issue in organisations (Carroll 2015). Companies which do not support interpersonal communication and bond between the employees and the management, suffer a lot due to low performance of the employees. This is because interpersonal communication is seen as a strategic form of communication which can be done to fulfil certain goals and this strategy can help in fulfilling the goals of the employees in an organisation or the organisation as a whole (Manning 2014).
There are two aspects of personal and interpersonal communication which are functional aspects and cultural aspects which needs to be determined by the communicator to effectively communicate with the other part. There are several functional aspects which motivates an individual to communicate with another. These could be to get someone to do some work for them, to derive any information from any person to ask for help and support from another person (Quintanilla & Wahl 2015). These kinds of goals are what often motivates people to communicate with one another and form relationships or work on an already existent relationship. The instrumental goals could be for a day or for a long time depending on the person on the other side or on the importance of the goal. In an organisational context, the functional aspect of personal and interpersonal communication is prevalent in every situation. Co-workers often seek the help of each other for any hard task or even share opinions in cases where employees have to work together as a group. Employees also seek guidance or even help in many situations where they face problems. These are the functional aspects of interpersonal communication which helps in the fulfilment of goals in the organisation. Other than the functional aspects, interpersonal skills can also help in building relationship cultures between individuals (Mitrofan & Bulborea 2013). This relationship culture is established through regular interactions with an individual and a comfort zone is created between the individuals. Cultures would lead to a sense of stability during change in the organisation and to test the strength of the relationship and the compatibility that is present between the individuals and in this case the employees and the management of the organisation.
One type of personal communication in organisations is grapevine communication which is a type of informal communication and is conducted without maintain any kind of formality between the individuals. This kind of communication is often done between people of the same rank and position who are friends with each other. Grapevine communication is a communication channel which is done in case of rumours and gossips that occur in the organisation (Conrad 2014). Grapevine communication occurs in instances when people spread a certain information about any individual or occurrence within the organisation in an informal way. This proves that personal and interpersonal communication is very important for an organisation and both formal and informal communications are needed to create an effective and productive environment in the organisation.
Persuasion is a form of influencing another individual with the help of communication. Persuasion can influence the views, beliefs and behaviors of other people and even change the attitude of other individuals. The basic attempt of persuasion is to hit the emotion of the other person so that they get influenced into changing their thought process. Another attempt to influence people is by giving logical explanations which can help the person to understand that their views might be wrong or the view of the other person might be better than them. To persuade another individual, a person has to show arguments which are logical in nature and counter the original belief of the person (Petty & Wegener 2014). These arguments should have three parts which are claim, evidence and warrant. Claim is the statement which should have an evidence to support the thing said by the individual. The evidence is the actual proof which supports the claim. Evidence is the most important part of persuasion and the way to changing the view of the other person. The last factor is warrant which is the justification that is used to connect the claim and the evidence. The whole process if presented in a correct way would help to persuade the other individual.
Persuasion is also used as a form of personal gain, especially in politics. In an organisational context, persuasion is very important for both the employees and the management. This is because it is important for both the parties to persuade each other in case of emergency or because of any work. Employees often have to give presentations to clients regarding any business deal (Sehnert et al. 2014). In such cases, the management wants the employees to persuade the client to accept the deal and realise the authenticity and the gravity of the deal. It is very important for the employee to persuade the client to take the deal since his incentives and the future in the organisation would depend upon his persuasion skills. Sometimes the employees also have to persuade the management regarding certain tasks and issues that are being faced by the employees.
Not every persuasive communication could be successful as some people would agree and some people would disagree with the individual. This is where the skills of persuasion comes into place. The managers should also be able to persuade the employees when they face any issues so that they can work effectively without any grievance or ill thoughts against the organisation. The key principles of persuasive communication are to establish the credibility of the persuader which is needed to be done so that the other people would believe the persuader. The next principle is to find a common ground for both the individuals who is persuading and who is being persuaded (Venus, Stam & Van Knippenberg 2013). This would help in better understanding of the views of the person who persuading. The third principle is to provide logical evidence so that the other individual would not be able to refute the statement made by the persuader. This is the most important principle since evidence is the key to a proper persuasion. The last principle is to connect emotionally with the individual who is being persuaded. Along with providing evidence emotional connectivity is important for proper persuasion.
Conclusion:
Hence, it can be concluded that effective communication is very important in an organisation from the perspective of the managers. If the managers are able to openly communicate with the employees then the employees will be able to instil trust and confidence on the management. This will help them to perform better and therefore the organisation will get more productive in nature. Along with effective communication, persuasion is also important as a communication process, since persuasion would lead to enable a smooth working environment within the organisation. If both the employees and the management are able to maintain a healthy work relationship, then they will be able to work efficiently without any issues in the management. This will help the employees to harness their skills and work much be open about their issues in the organisation.
From the above study it can be recommended that, since effective communication is a source of better productivity and it has to be planned and implemented in the organisation. The managers should keep one to one sessions with the employees of each department every three months so that they are able to understand the problems that are being faced by them. The employees should be able to mail to the HR in case of any grievances and it is the job of the manager to ensure that the grievances are being solved in a timely manner. In case of emergency issues, it should be handled and solved by the manager directly.
References:
Bonaccio, S., O’Reilly, J., O’Sullivan, S.L. & Chiocchio, F., 2016. Nonverbal behavior and communication in the workplace: A review and an agenda for research. Journal of Management, 42(5), pp.1044-1074.
Carroll, C.E. ed., 2015. The handbook of communication and corporate reputation (Vol. 49). John Wiley & Sons.
Conrad, D., 2014. Workplace communication problems: Inquiries by employees and applicable solutions. Journal of business studies quarterly, 5(4), p.105.
Keyton, J., Caputo, J.M., Ford, E.A., Fu, R., Leibowitz, S.A., Liu, T., Polasik, S.S., Ghosh, P. & Wu, C., 2013. Investigating verbal workplace communication behaviors. The Journal of Business Communication (1973), 50(2), pp.152-169.
Manning, J., 2014. A constitutive approach to interpersonal communication studies. Communication Studies, 65(4), pp.432-440.
Mitrofan, N. & Bulborea, A., 2013. The role of organizational communication in structuring interpersonal relationships. Procedia-Social and Behavioral Sciences, 76, pp.511-515.
Petty, R.E. & Wegener, D.T., 2014. Thought systems, argument quality, and persuasion. Advances in social cognition, 4, pp.147-161.
Quintanilla, K.M. & Wahl, S.T., 2015. Business and professional communication: keys for workplace excellence. Sage Publications.
Sehnert, S., Franks, B., Yap, A.J. & Higgins, E.T., 2014. Scarcity, engagement, and value. Motivation and Emotion, 38(6), pp.823-831.
Venus, M., Stam, D. & Van Knippenberg, D., 2013. Leader emotion as a catalyst of effective leader communication of visions, value-laden messages, and goals. Organizational Behavior and Human Decision Processes, 122(1), pp.53-68.
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