ORGANIZATIONAL COMMUNICATION

Organizational Communication

Organizational Communication

Introduction

This research paper is a proposal for a new communication structure in an organization. The concepts and suggestions presented in this paper are based on a research conducted on the topic of Organization Communication and particularly in pursuit of identifying critical success factors for implementing effective communicative structure within an organization. The five concepts viz. Active listening, Organizational culture, Conflict resolution, Key principles of human communication and Leadership strategies are presented in limelight along with a viable model for implementing these concepts within an organization.

Thesis Statement:

Effective communication is one of the critical success factors in modern business environment and an organization needs to have a well-planned strategy for implementing effective communication practices in its workplace environment.

Discussion

Communication is the act by which an individual establishes a contact with another that allows you to transmit information. The communication involves various elements that may facilitate or hinder the process. There are six elements in a communication activity viz. Issuer, Receiver, Message, Channel, Code and Context. Effective communication between two people occurs when the receiver interprets the message in the sense intended by the sender (Bartels, Peters et al., 2010).

Active listening:

Active listening can help businesses achieve greater success. Unfortunately, its value is often underrated and easily underestimated. It is up to the professional spearheading active listening initiatives within each organization to have an effective communications strategy to show organization's executives why learning is a crucial component of a team's success. Training is a part of every corporation, regardless of how prominent it is, and active listening aims to educate staff in an organization on how to more effectively communicate and transfer its benefit to the overall company (Beamer, 1992).

Active listening, however, cannot be reduced to a simple act described as just listening. To engage as active listeners, we have to set a clear communication goal for what we want/need to happen with the listening experience in an organization. The theorists on this topic stress that the effective listener will determine what type of listening a situation requires and then establish a listening goal appropriate to that situation.

Andrew Wolvin and Carolyn Gwynn Coakley (1996) have identified five basic listening types in which goal-setting listeners engage:

Discriminative (to distinguish auditory or visual stimuli),

Comprehensive (to understand the speaker's message),

Therapeutic (to provide a sounding board for someone to talk through a problem),

Critical (to assess whether to accept or reject a speaker's persuasive message), and

Appreciative (to enjoy the listening experience).

Although these are not discrete categories, knowing the type (or types) of listening in which you are engaging can help you in accomplish your communication goal. Then one needs to engage all of their senses to receive the speaker's message. It is not only what one hears (if, indeed, one hears it at all); it is what they see in the speaker's body language, facial expression, and eye contact. Although these factors can influence how one interprets a speaker's message, many of these nonverbal behaviors can occur without much, if any, awareness of ...