What is role of Communication in business activity. What are the different types of communication styles used in an organisation. Also explain all these communicationstyle should be used in oder to achieve goal.
Communication is the key to every business activity. It helps the people in the business to cooperate and collaborate for a definite cause. The decision making and control are all possible through effective communication process in the business enterprises. In the present day world, the multinationals have grown their business process in various countries and regions. This has led to the development of various cultures in one business set up of a company. The difference culture is characterized by different backgrounds and languages of the employees working in a company. This affects the negotiation process and effective management which requires complete understanding of each culture that exist in the organization. This way different communication styles are required to be developed to achieve high end goals and objectives for the company maintain peace, harmony and collaboration in the organization (Guang & Trotter, 2012).
There are different types of communication styles that have been identified to help the effective management of the business enterprises (Henry, 2007). This includes the followings.
Assertive: The Assertive communication style is method in which the others are communicated about the decisions taken without being too aggressive or passive. This way the medium level approach is used in which the voice of the person remains medium, open posture and relaxed behavior is applied. The respect of others is also done in decision making process but the final call is given by the higher management which is required to be followed by the employees.
Aggressive: Aggressive communication style is referred to the method in which the behavior of other people is affected up to extent so that the organization goals are achieved at any cost. In this kind of communication style the voice of the person remains loud along with bigger postures and sharp gestures. This way threatening and hostile behavior may be observed to make other work as per the decision taken to achieve the organization objectives.
Passive aggressive: In the passive aggressive style of communication the person does not openly dictate the decision, but still respond accordingly in an indirect manner. This way the others are made felt the after math of the outcome achieved by them through application of demotion, removal, complaint etc against the person. This way a person stays to communicate in a sweet voice but continues to keep aggressive thoughts and shows the effect in the decision making through asymmetrical postures and jerky or quick gesture.
Submissive: A Submissive communication style is that which considers peace and harmony application in the organization at the cost of compromising the organization objectives. That is efforts are made by the person to avoid conflict and please others. This way the employees are given more rights and often controlled lesser. This kind of communication style is featured by apologetic behavior with soft volume, head down posture and twist gestures from the authorized personnel.
Manipulative: In Manipulative communication style the decisions of others are controlled and influenced with making any aggressive directions towards them. This way the cunning behavior of the person directs the employees to achieve the organization goals for their personal advantage. The voice used in this communication style is more patronizing, and the facial expressions are more of “hand dog” type. The other people are controlled and influenced in such a way that they won’t even know that they are trying to achieve a definite goal for the authorized person.
The application of the various discussed communication styles is done in the organization with the motive of achieving organization goals that will result in achieving sustenance and development in the long run (Guang & Trotter, 2012). The application of the various communication style can be done to achieve the followings.
Regulating behavior in multi-cultural scenario: The main motive behind every communication in an organization is to regulate the behavior of the employees. This way ranging from high to low context communication styles are used to direct the employees towards achievement of certain objectives and goals. This way either in written or oral communication method the employees are directed towards a certain achievement or guided to respond accordingly as per the expectations of the higher management. In a multi-cultural scenario the norms and directions are communicated using personal contacts and close supervision so that the correct and exact message should be transmitted. This way through personal contacts efforts are made to avoid any confusion and achieve formal approval of all the employees with different cultural backgrounds.
Contracts: The cultural difference often tends to affect the contract in a business organization. In western countries the contracts are homogenous, however in other countries the contract may vary in features. This way the communication style from the above stated is adopted to convey the terms and conditions of the contract to the employees from different cultural backgrounds. This way they are stated with the terms and conditions of work so that they do not feel cheated or exploited later on.
Negotiations and decision making: The negotiations and decision making is severely affected by the cultural difference. The cultural difference results in creating obstacles in the negotiations and decision making. The employees are sometimes unable to understand the proposals that are sent by the employees of different cutlures for decision making process. This way confrontational bargaining technique can be applied to understand the exact meaning and objective of the proposal so that the appropriate decision making process can be adopted. Thus one on one bargaining helps in bringing the multi-cultural employees direct in contact with the higher management so that the effective and most acceptable decision is reached out.
Establishing relationships: In a multicultural organization it is always tried to bring in relationships between employees so that they can work hard and collaborate with each other towards achievement of organization goals. An organization where employees belonging to different culture come together to make efforts for achieving organization goals actually bring in synergy effect. This way efficient decision making and effective outcome is achieved through the formal communication process.
Transparency: In an multicultural organization the effective communication style helps in bringing transparency. The employees of different cultures do not feel alienated. This way they consider themselves to be the part of the whole organization group and work to achieve the organization goals as assigned to them. Also the complaints and negative thoughts are all removed through the transparency application in the business process and the employees trust the organization and its decision making process.
The critics are of the view that the communication style used may or may not be appropriate in an organization. Therefore it is difficult to select the correct communication style in a multicultural environment. Thus it is mere the understanding of the authorities to apply the particular communication style that could effectively bring in higher gains and benefits to the organization by achieving collaboration of various employees (Gill, 2002).
Critics are also of the view that the various communication styles that are suggested may not help in a multicultural environment. This is because, that in some cultures the control of the management is considered important to get effective outcomes. For instance in Chinese, Japanese and other Asian culture’s the management is expected to control and direct the employees. However in the European cultures the employees do not like to be controlled or regulated for any reason. In American culture there is mix of Asian and European culture. Therefore a formal level of control is actually tried to be achieved so that the employee can efficiently work towards achievement of organization goals (Boswell & Olson-Buchanan, 2007).
Critics are of the view that the Cultural difference cannot be controlled through effective communication. Thus it is suggested that to direct and control the employees so that they only feel themselves to be the employees of the company while in the premises. Thus the development in terms of culture should be avoided in the organization (Chopra & Meindl, 2001).
Conclusion
In the end, cultural difference affects the business communication process. It acts a halt in the decision making and control process that is required to achieve the different organization objectives. Various communication styles are discussed so that the cultural difference affects can be undermined and the effective management can be administered (Bent, 2008). The various benefits of using the effective communication style has also been discussed which could help in the achievement of organization goals and maintain harmony within the employees in an organization. Finally criticism has been done on the basis that no communication process can prove effective to tackle with the cultural differences and therefore development of culture in an organization should be avoided (Benn & Martin, 2010). Also the selection of the most appropriate communication style is considered a difficult task as per the critics view. These way efforts should be concentrated to achieve harmony, collaboration and cooperation within an organization with cultural difference to achieve organization targets and goals.
Benn, S. & Martin, A., 2010. Learning and Change for Sustainability Reconsidered: A Role for Boundary Objects. Academy of Management, Learning and Education, 9(3), pp.397-412.
Bent, H.E., 2008. Professionalization of the Ph.d degree. College composition and communication 58 no. 4, 2007, 5 December. p.141.
Boswell, W.R. & Olson-Buchanan, J.B., 2007. “The Use of Communication Technologies After Hours: The Role of Work Attitudes and Work-Life Conflict”. Journal of Management, 33(4), p.592.
Butkeviciene, V.J., Stravinskiene & Rutelione, A., 2008. Impact of consumer package communication on consumer decision making process. Incinerate Economical-Engineering Economics, 1, pp.57-65.
Chopra, S. & Meindl, P., 2001. Supply Chain Management: Strategy, Planning and Operation. 1st ed. New Jersey: Princeton Hall.
Gill, R., 2002. Change management – or change leadership? Journal of Change Management, pp.3 (4), 307-318.
Guang, T. & Trotter, D., 2012. Key issues in cross-cultural business communication: Anthropological approaches to international business. African Journal of Business Management., 6(22), pp.6456-64.
Henry, E.B., 2007. Professionalization of the Ph.D. Degree. College Composition and Communication 58 no.4, p.141.
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