The Effect of Communication on the Employee Performance in an Organization
Introduction
Communication is introduced in every organization to properly implement the appropriate operation and procedures. Organizations in different varieties specializes their own communication and manage it as well. With the appropriate implementation of communication, all the unsettled transactions and other conflicts can be easily resolved. Communication in today’s corporate world created an interest in most of the studies for the researchers believe that one way or another, communication can dictate the employee’s performance.
Background and Problem Statement
There is a wide range of explanations that can define the meaning of communication and with all respect, the center of all those meanings are focusing on the fact in terms of processing and exchanging the information. Communication can be the strong foundation of a team wherein the members can function well according to their established plans (Woods and Coutts, 2001). There are many suggestions that communication should be in the center of an organization and the effects will be entirely felt. However, how can be the power of communication effective enough to increase the performance of people in an organization?
Research Aim and Objectives
The main aim of the study is to identify the various effects of communication in performance of an employee. To support the main aim of the study, there are four objectives that can guide the study towards its completion.
1) To investigate the level of communication within an organization
2) To identify the perception of both employers and employees in the organization
3) To describe the effectiveness of communication through the employee performance
4) To suggest any improvement to provide the effective communication
Literature Review
Communication is yet simple but important tool to avoid misunderstanding the workplace conflicts. Through communication the people are allowed and have the right to listen, share and understand (Brunson, Zephryn, & Masar, 2002). In the area of globalization, communication is now interactive through the use of technologies and it is evidently evolving and continuously shaping the nature of communication, work arrangements, and organizational culture. In the long-term, the communication practices can effectively facilitate and remain on the central focus of the organization (Gardner, McNair, and Tietjen, 2004). However, the communication is ineffective because of the barriers that can be recognized on the level of acceptance of an individual. Employees typically are hesitant to state their goals, their concerns and their disappointments. The most popular suggestion of most experts is to remove the barriers of communication (Al-Rawas and Easterbook, 1996). All of the effects of communication will reflect on how an employee participate and perform his duties in the organization (Woods and Coutts, 2001). The most common threat in every organization is the conflict and finding no resolution and this negative representation of working relationships might be because of the diversity and poor values within an organization (Brunson, Zephryn, & Masar, 2002).
An effective communication was supervised by communication agreements, trust building, and understanding the entire teams. So to speak, the formal communication agreements are also effective in establishing norms (Gardner, McNair, and Tietjen, 2004). Strategies apply communication principles have a greater chance in developing the organizational environment. Business communication faculty would likely benefit from a more detailed discussion of the unique dynamics in confronting miscommunication and conflicts. In the aim of an organization to increase their potential to success, the communication can be an effective step in moving forward. The idea of communication and collaboration are high lightened, in which believed that the manager or the business leaders can integrate the ideas of their people and contribute towards the organizations foundation of success.
Methodology
The suggested methodology in the study is the use of survey and interview. The essence of the two suggested method is to manage to target the objectives provided in the study. In the first phase of the method which is the survey, the researcher/s is bound to consult the employees within an organization to measure the effectiveness of the communication and determine the perceptions of the individuals regarding the communication strategies. On the second part of the study, the interviewer will summon some managers in an organization and asked them regarding their ideal contribution that might effectively increase the performance of the employees, most especially in the part of communication process. Through the combined method, the study can deliver the analysis and jump into conclusions, satisfying the aim of the study.
Conclusion
Communication is already given in an organization. The only thing that the people have to do with it is appropriately manage it towards the effective performance of the people.
References:
Al-Rawas, A., & Easterbrook, S., (1996) “Communication Problems in Requirements Engineering: A Field Study”, Accessed 02 June 2010, http://www.cs.toronto.edu/~sme/papers/1996/NASA-IVV-96-002.pdf.
Brunson, R., Zephryn, C., & Masar, S., (2002) “The Art in Peacemaking”, A guide to Integrating Conflict Resolution Education into Youth Arts Programs, Accessed 02 June 2010, from http://www.arts.gov/pub/ArtinPeacemaking.pdf
Gardner, C., McNair, J., & Tietjen, P., (2004) “Communication in a Virtual Organization”, Business Communication Quarterly, Vol. 67, No. 2
Woods, A., & Coutts, L., (2001) “Conflict Resolution: Team Communication and Conflict Resolution”, Core Curriculum, Accessed 02 June 2010, from www.americangeriatrics.org/education/gitt/3_topic.pdf.
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