Notably, every organization needs commitment in order to accomplish and realize success. Often, there are three bases of commitment. Affective commitment. The mentioned base of commitment connotes to an individual loving the job, thereby, striving to achieve organizational goals. Continuance commitment of an employee is another basis (Pinder, 2008). The highlighted commitment often regards an employee for being fearful of losing an employment opportunity. Therefore, an employee conducts an analysis of both the negative and positive impacts of losing a job. Eventually, there exists normative commitment. Here, an employee often displays a sense of responsibility to remain in a particular job or position, even if the mentioned employee is unhappy of the job. Regards to employment experience, affective commitment is major. The mentioned commitment assisted in understanding organization goal and commitment. Effective execution of the organization goals led to an immense job satisfaction.
During the communication process, an individual send the information. The information delivery occurs through a specified channel. Here the processing of the information occurs. Subsequently, the information is then received by the decoder, in this case the intended, eventually providing a feedback to the encoder. Prevalently, there exist myriad barriers that affect an effective communication. Particularly, the psychological barrier, referred to as emotional imbalance coupled with taboos hinder effective communication. The mentioned barrier prevents an employee from presenting basic information. Physiological barriers, including physical disabilities such as being dumb and deaf often prevent effective communication. Similarly, difference in individual viewpoint and perception of a particular entity would lead to ineffective communication. Cultural diversities among societies often impact negatively in organization (Fielding, 2006). The mentioned diversities seemingly present specific norms towards communication. Preservation of the mentioned norms elicits ineffective communication. Categorically, the language barrier proves to be a contributing factor to ineffective communion due to a complication in understanding. An attitudinal barrier, such as an individual lack of interest is a barrier. Often, frequent destruction and improper attention limits effective communication.
Prevention of communication problems in an organization is principal. Therefore, supervisors should encourage effective communication among employees. The mentioned communication would assist in resolving employee grievances amicably. Solution of differences would improve communication and performance. Also, the supervisor should communicate respectfully and be very open with employees (Ferreirra et al, 2009). The mentioned respect and openness would encourage proper relationship, hence, efficient communication. Additionally, the supervisor should outline acceptable codes of conduct within the organization. The highlighted outline would effectively promote work relationship by respecting the outlined codes. Supervisors should effectively embrace cultural diversities. The mentioned action would prevent communication conflict. Moreover, the supervisor should regulate the constant flow of information, thereby, heartening feedback.
Employee problems are several; therefore, a supervisor ought to establish relevant means of solving the problems. Initially, a supervisor can ensure honest and transparent communication to the employee. Categorically, by being open-minded, a supervisor would come into terms with an employee problem. An open mind would put the supervisor into the employee’s shoe, thereby, finding effective solutions. Supervisors should establish a concrete foundational strategy (Silverthorne, 2005). By the establishment of a firm foundational strategy, proper assessments of problems would emanate. Prevalently, the mentioned transparency in communication is essential. Transparent communication would enable the employee evaluate the available remedies towards solving the problem. Similarly, transparency would win supervisor trust by the employee. The mentioned trust is vital for organizational growth and success. Also, transparent communication would aid a supervisor in establishing proper means of conflict resolution. The supervisor would be able to understand clearly and evaluate sincere problems presented. Moreover, transparency and honesty in communication would prompt the employees to appreciate the environment in which they work.
Ferreira, E. J., Erasmus, A. W., & Groenewald, D. (2009). Administrative Management. Cape Town: Juta & Company Ltd.
Fielding, M. (2006). Effective Communication in Organization. Cape Town: Juta & Company Ltd.
Pinder, C. C. (2008). Work Motivation in Organizational Behavior. New York: Psychology Press.
Silverthorne, C. P. (2005). Organizational Psychology in Cross Cultural Perspective. New York: New York University Press.