...Effective communication within an organization requires sound strategies and clear objectives. In strategizing effective communication, the following points need to be observed: The channels of communication should be specifically identified. Provide proper formal channel of communication to every member of an organization. Keep the line of communication as direct and short as possible. The complete formal line of communication should be consistently used. There should be reliable and competent people serving as communication centers. There should be no interruption in the line of communication while the organization is functioning. Every communication should be validated. Open Communication, inclusive communication, two-way communication, results-driven communication, and multi-channeled are the basic effective communication strategies used by corporate world to meet their change objectives. When it comes to communicating “Bad News” such as office cutbacks or workforce reduction, it is crucial not to catch the employees completely off guard and cause extreme negative reactions. According to Robert J. Bies in the article “The Delivery of Bad News in Organizations”, delivering the “Bad News” is the most discomforting routines that a managers faces. Since the news has to delivered, I would use the three phase delivery (Preparation, Delivery and Transition), which is intended to minimize anger, blame and sense unfairness. Preparation: When employees are able to psychologically...
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...etiquette when delivering negative messages • Explain the role of communication in crisis management • List and discuss three guidelines for delivering negative news to job applicants Goals of Negative Messages • Convey the message • Gain acceptance of the bad news • Maintain as much goodwill as possible • Maintain a good corporate image • Minimize future correspondence The Three-Step Process • Planning o Analyze situation → Gather information → Select Medium → Get Organized • Writing o Adapt to the audience → Compose the message • Completing o Revise → Produce message → Proofread message → Distribute Message Negative Messages • Consider alternate approaches • Acknowledge cultural variations • Consider audience characteristics • Maintain ethical standards Choosing the Approach • Predicting the audience’s reaction • Knowing the audience’s preferences • Judging the importance of the news • Preserving working relationships • Getting the reader’s attention • Following organizational guidelines The Direct Approach • State the bad news • Give reasons • End with a positive close The Indirect Approach • Begin with a buffer • Provide reasons and information • State the bad news • Close with confidence Open with a Buffer • Respectful • Relevant • Neutral • Transitional Reasons & Information • Explanation section – Guide readers’ responses – Provide sufficient details for support – Explain company policy Deliver the Bad News • De-emphasize...
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...Communication is an important aspect in our lives and an even more important aspect in the lives of people who play the roles of leaders. “Communication effectiveness involves the ability to transmit and receive information with a high probability that the accurate message is sent from sender to receiver” Hughes, Ginnnett, & Curphy (2002) (p. 430).We often see articles or books expounding on leadership traits or skills that a leader should possess. Among these traits and qualities, communication is almost always one of the most commonly listed ones. This comes as no surprise since we now know that researchers and professors in the leadership field have come to recognize being able to communicate as a crucial skill that leaders have to grasp before they can become an effective leader. However, becoming a good communicator requires one to know the basis behind what effective communication means. At my current job, leaders are chosen based on competency. More often times than not, females tend to be more nonverbally expressive in health care situations, talk more than men, engage in more partnership-building behaviors, and reveal more personal information about them-selves (Gabbard-Alley, 1995, 2000). Females in the United States are also more knowledgeable than males about health issues. This may be because women are most often targeted as consumers, utilize medical services more than men, and typically feel more responsible for the health of family members (“Women Most Active,”...
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...Bach and Grant (2009) define communication as the exchange of information between individuals through verbal, non-verbal and written techniques. This coincides with interpersonal skills which focus on the process of building and maintaining relationships and monitoring and responding to the effect of communication on those involved (Callara 2008). Communication and interpersonal skills are a vital element in all aspects of nursing care including prevention, treatment, education and health promotion (Fakhr-Movahedi et al. 2011). The Nursing and Midwifery Council (NMC) places these skills as one of the core competencies required in order to effectively carry out the role of a Registered Nurse and so it is vitally important that these skills are developed sufficiently so that they can be used in a safe and compassionate manner throughout practice (NMC competencies?). Within this assignment I will discuss my development of knowledge and skills in relation to the importance of communication and interpersonal skills during end of life care and how this contributes to my overall role as a nurse. Each year over half a million people die within the United Kingdom, with the majority of these deaths occurring within a hospital setting (Gomes and Higginson 2008). This statistic highlights how nurses have a significant role to carry out in the end stages of an individual’s life through continual clinical assessment, active listening and responding to expressions of loss, and recognition...
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...Print Close The Communication Imperative Project managers must create an environment in which team members understand that communication is part of their job description. They should be comfortable sharing bad as well as good news, and encouraged to offer solutions. It all starts with upholding your end of the bargain. You know the old saying: the three most important factors in buying or selling real estate are “location, location, location.” The key to project management success is communication, communication and communication. A project brings together all the resources of the project team. For the project to succeed, the team members must deliver on their pieces of the project. However, you cannot assume that team members will deliver what was assigned to them or that they will deliver within the allotted timeframe. Goals, expectations and needs must be communicated, from beginning to finish. If you do not create an environment in which people collaborate and communicate, two aspects of the project will suffer. First, you will not get peak performance from the project team. You need the project team’s expertise when defining and refining the project, the project tasks, timeframe and risks. By creating a communicative environment, you encourage people to do their best work. They will be more apt to bring their expertise to the endeavor and deliver on their promises. Second, by not creating the right environment, you can affect the implementation of the project tasks...
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...Barriers to Effective Communication LDR/531 Organizational Leadership December 17, 2015 Lynnette Hurst During the practice of communication there can be a significant difference from the information that is essentially intended by the originator of communication and the receiver. Some parts of the communicated information may not reach the receiver at all, and whatever does may be inaccurate, and may be understood by the receiver in a way that was intended by the originator of information. Filtering is the barrier which is given to cause this loss and distortion of information during the communication process. The more upper levels in an organization’s ladder, the more chances there are for filtering. However, filtering will happen whether there are differences in status or not. Issues, such as delivering bad news and wanting to satisfy a manager often lead to managers being told what the employees think they want to hear, hence distorting communication. At times communicating a message accurately may be not have the desired results. Team C will share some examples of situations that require change in the message to improve their productive effects. Example One: Filtering is known as “a sender’s manipulation of information so that it will be seen more favorable by the receiver” (Robbins, & Judge, p. 352). This is a critical issue for a number of people working in a salaried position, or in a position that reports directly to a manager. The majority of...
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...This sub-optimal focus on the surgical palliation may affect surgeons’ decision-making ability to offer consensus treatment option for palliative intervention for common symptom management or in advanced conditions to suit individual patient’s needs. In addition to the deficiencies in the clinical palliative care skills mentioned earlier, studies have identified sub-optimal softer skills among surgery residents such as selection of words in delivering bad news, dealing with ethical issues related to disease disclosure to the patient or the family, responding to their subsequent emotional reactions and recognizing the need for referral to psychiatrist [45, 49, 50]. Formal programs to teach these competencies are lacking. Table 1 gives an overview of different components of a proposed palliative care curriculum for surgeons. Palliative Care Service and Education in...
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...Leslie Hammons Dr. William Dean Management 24 October 2013 Diversified Management There are multitudes of cultures in businesses creating diverse working conditions in companies large and small. Therefore in management it is vital for leaders to be diverse in their management and communication techniques. Because each individual is uniquely different, it is essential that managers understand their role in creating peaceful working environments with effective communication, compassion and understanding for each worker’s background. This paper will outline topics such as; the importance of effective communication, employee development and coaching. It will also analyze different management styles and discuss why each manager should mix several management styles together in order to be effective in dealing with such diversity. According to dictionary.com, communication is defined as the imparting or interchange of thoughts, opinions, or information by speech, writing or signs. It is not only important for managers to understand how effective they can be based on their communication techniques but also understand that each team member or subordinate will respond differently to each form of communication. In the workplace, managers can communicate with their teams via e-mail, telephone, web casts, text messages, instant messages and face to face. Being a great manager is about learning which communication technique works best for each individual. One mistake that managers make...
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...1.1 Understand the knowledge, skills and behaviours required to be an effective HR practitioner. The HR Profession Map is designed specifically by HR professionals to help HR practitioners become well-found with the appropriate skills needed for current practice and future growth areas across HR. The Map describes what to do, what is needed to know and how to do it. Essentially the Map provides a widespread overview on how within an organisation the HR department functions. It also shows what is expected within the role of an HR practitioner from all levels based on the individual’s qualifications and experience. The Map has also been designed to support HR professionals at every stage of their career and sets out the global standards for HR. A clear and flexible framework has been developed. The HRMP displayed in (Figure 1) reveals what these behaviours and skills are below. Insights, Strategy and Solutions The first core area is Insights, Strategy and Solutions. This area can secure a role as a practitioner once mastered, as it will prove that one is aware of an organisation’s overall performance. The HR practitioner will need to maintain the effectiveness of the business functions, and demonstrate development requirements. The HR practitioner needs to understand the business and its day to day operations. Additionally, he/she will need to be able to investigate potential risks which can have an impact on the business. Once these are recognised, the...
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...told three weeks earlier that she was soon going to be laid off. So what was she doing, still working hard for the company putting in long hours just before being finally let go? Ways was one of 8,000 staff at Agilent Technology who were cut from the firm during 2001 and one of 2 million people throughout corporate America who lost their jobs that year. A technology and electronics manufacturer and maker of measuring and testing equipment, Agilent Technologies was spun off from Hewlett-Packard during 1999. Hewlett-Packard was known for its “precept that workers will give their best if they’re treated honestly and listened to” and this philosophy was emulated by Agilent. Maintaining an open style of communication through e-mails, meetings, and other media, senior management openly acknowledged that downsizing went against the embedded HP way of caring for staff. Prior to commencing downsizing, Agilent tried other solutions to their business woes. Faced with a 23 percent decline in sales, a sharp fall in orders, and a falling share market, the company put in place a pay cut of 10 percent to save costs. This was seen as a temporary measure, with Agilent’s CEO Ned Barnholt predicting a “slow and gradual recovery.” The company tried other cost-saving measures such as reducing external consultants and hirings and calling on staff to limit travel and...
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...employee that must take place to explain the company’s overall decision. Keep in mind that the aftermath of employee terminations and layoffs also effect the surviving employees. Companies need to acknowledge that the individuals still employed may be left feeling fearful of losing their jobs and that it is important to explain the reasons for the layoffs or terminations companywide with compassion and transparency. Companies also need to remember that they have to follow and respect the law when terminating and laying off employees. Our team agrees that the problem presented in the article, “Mismanaged layoffs can go ‘horribly wrong’,” is the lack of proper management training provided by the organization and proper preparation when it comes to employee layoffs or termination. All organizations as well as management at one time or another will be or have been faced with hard decision to amplify based on what they see or recognized as the best interest for their organization and the employees that are staying on the team. Laying off employees is a very difficult task for any manager but understanding how the layoff process works will better prepare managers for the layoff process within the organization regardless of the extent of the situation. The impact on a mismanaged layoff can be negative to the company morale and productivity of the employees staying, or as they call the survivors. It is important to follow the law and have...
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...WEEK FOUR HRM/531 September 30, 2013 Week Four While implementing a Performance Management Framework (PMF) for Landslide Limousine Service, who intends on expand their business to Austin, Texas, it is important for the company to understand why it is not only important, but necessary to implement this particular framework as a part of the company’s organizational business strategy. When establishing a new business, we highly recommend you start building this business venture by creating a framework for performance management. It’s vital that the framework include relatable employee job skills, the methods used for measuring these skills, the process for addressing skills gaps, and the approach for delivering effective performance feedback. Alignment of Performance Management Framework In Oder for any business to become successful it is important for companies to implement a performance management framework. A performance management framework (PMF) allows the companies to ensure goals are met and internal decisions are made based off of employees work performance. Performance management aligns with the business strategy because the business strategy displays the vision and goals set by the company and the performance management framework is another tool. This tools is use to measure and ensue these goals are understood and employees are given the best chance to succeed and help the business achieve their goals. Organizational performance...
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...account the ease and speed of dealing with each issue whilst maintaining focus on the overall needs of the organisation. It is important to keep all customers informed of what HR can provide in the way of services and set realistic expectations. HR needs to be flexible, easy to contact and able to respond swiftly and effectively. However on occasions where the customer’s need cannot be dealt with promptly, a full explanation must be given along with estimated timescales for resolution. Effective Service Delivery Delivering Service On Time By prioritising needs, HR can ensure that issues are handled according to urgency. For example, taking into account the effect of each request on the business and considering: * Maintaining the wellbeing of employees * Organisational mission, policies and values * Meeting performance demands * Current legislation * Satisfying the demands of internal stakeholders (employees, board members, and management) and external stakeholders (trade unions, shareholders, partners, job applicants). HR good practice would involve developing a case record that could be reviewed...
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...Management Development Institute (MDi) 10 Hill Road F-6/3 ISLAMABAD, PAKISTAN 44000 Mr. Sardar Abdul Rahim Director of BBQ Tonight Sohrab Plaza Fazl-e-Haq Road BLUE AREA, ISLAMABAD 44000 Dear Mr. Rahim I am writing to you a report about the bad customer service experience I had at your esteemed restaurant during my recent visit. The report is entitled “Conclusion and Reflection of Negative Service Encounter” The report provides a brief explanation of the service delivery system of BBQ Tonight and the negative service encounter. The content of the report specifically concentrates on the analysis of customer’s expectations and perceptions regarding service offerings of BBQ Tonight. At the end we have suggested recommendations on how BBQ Tonight can improve their customer services to avoid the further occurrence of such incidents. After carefully investigation, we have come to know that the lack of quality maintenance by kitchen staff resulted in serving un-hygienic dish from which an insect was found and put a question on performance of the quality control management team. In reading this report, you will gain valuable insight regarding measuring customer’s expectations and perceptions using various service models like Expectancy disconfirmation model, SERQUAL Model to identify the possible service gaps which led to a bad customer experience. I hope...
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...Organizational Communication Scope —The subject of managing organizational communication encompasses both formal and informal communications throughout an organization, including communications to employees, with employees and from employees to upper management. This discussion reviews the basics of effective organizational communication, the importance of a communication strategy, the role of different communicators within the organization, types of messages and vehicles, training for better communication, and methods for measuring results. Overview- Communication is a vital management component to any organization. Whether the purpose is to merely update employees on new policies, to prepare for a weather disaster, to ensure safety throughout the organization or to listen to the attitudes of employees, effective communication is an integral issue in effective management. In order to be successful, organizations should have comprehensive policies and strategies for communicating with its constituencies: employees, stakeholders and the community at large. Issues involving organizational communication arise in every HR discipline. For content on communications issues in specific HR contexts, see: •Benefits: Communication•Business Leadership: Communication•Compensation: Communication•Consulting: Communication•Diversity: Communication•Employee Relations: Communication•Ethics & Sustainability: Communication•Global HR: Communication•Labor Relations: Communication•Organizational...
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