Assignment 2 Discussion: Appropriate Communication Using App

Assignment 2 Discussionappropriate Communicationusing Appropriate La

Assignment 2: Discussion—Appropriate Communication Using appropriate language that will achieve the intent of communicating with employees as well as other internal and external stakeholders is an important part of a leader’s or manager’s effectiveness. Knowing what to say, and how to state it in an appropriate manner, can make the difference between communication that succeeds or fails. Read the following blog posting and provide feedback on its level of effectiveness. Consider that you have to send this message yourself. How would you write it if you had to follow the “language of leaders?”

It has come to my attention that many of you are lying on your time cards. If you come in late, you should not put 8:00AM on your card. If you take a long lunch, you are not supposed to hide that and sign like the lunch took only one hour. I will not stand for this type of cheating. I simply have no other choice but to institute an employee monitoring. Beginning next week, a video system will be installed in the building with cameras monitoring all entrances, and entry and exit times will be logged every time you use electronic key cards to enter or leave the premises.

Anyone arriving late for work or returning late from lunch more than three times will have to answer directly to me. I don’t care if you had to take a nap or if your family had to go shopping. This is a place of business, and we do not need to be taken advantage of by slackers who are cheaters to boot. It is too bad that a few bad apples always have to spoil things for everyone.

By Saturday, July 8, 2017, post your responses to the appropriate Discussion Area. Through Wednesday, July 12, 2017, review and comment on at least two of your peers’ responses. Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation. Do the following when responding to your peers: Read your peers’ answers. Provide substantive comments by contributing new, relevant information from course readings, web sites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your professional or personal experiences. Respond to feedback on your posting and provide feedback to other students on their ideas. Make sure your writing is clear, concise, and organized; demonstrates ethical scholarship in accurate representation and attribution of sources; and displays accurate spelling, grammar, and punctuation.

Paper For Above instruction

The communication style employed in the blog posting is highly ineffective from a leadership perspective. Its tone is commanding, accusatory, and dismissive, which can undermine trust and morale within the organization. As a leader or manager, it is essential to communicate in a manner that encourages cooperation, respects employee dignity, and promotes a positive organizational culture. The language used in this message reflects a punitive approach that may result in rebellion, decreased engagement, and a hostile work environment, rather than fostering accountability and mutual respect.

Effective communication in leadership involves framing messages positively, emphasizing shared goals, and using respectful language that motivates change without alienating employees. Leaders who adopt the “language of leaders” focus on clarity, empathy, and constructive feedback. For example, instead of accusing employees of lying or cheating publicly, a more effective message might acknowledge the importance of honesty and accountability while expressing a commitment to fairness and support.

For instance, an improved version of this message might begin with recognition of employees' hard work and a reminder of the organization’s values regarding integrity. It might state, “Our organization values honesty and accountability, which are essential for our collective success. We have noticed some inconsistencies in time reporting, and we want to address this constructively.” The communication then proceeds to clearly explain the new monitoring measures, emphasizing transparency and the purpose of maintaining a fair work environment.

Moreover, Leaders utilize language that fosters trust and encourages dialogue. They explain policies in a manner that invites questions and feedback rather than instilling fear or resentment. In this scenario, the language should acknowledge potential concerns about privacy and fairness, and offer opportunities for employees to voice their opinions or seek clarifications.

Using respectful language also means avoiding labels such as “slackers” or “cheaters,” which are demeaning and can create a hostile tone. Instead, leaders should focus on collective improvement and shared responsibility. For example, “To ensure fairness and maintain our standards, we will implement new monitoring procedures. We appreciate your cooperation and commitment to upholding our values.” Such language fosters a culture of mutual respect, accountability, and teamwork.

In sum, effectively communicating policies and expectations requires adopting a tone that is respectful, transparent, and constructive. Leaders who employ the language of empathy and professionalism not only achieve better compliance but also build trust and loyalty among employees. Therefore, transforming the initial aggressive message into one rooted in respect and collaboration aligns with the principles of effective leadership communication and promotes a healthier, more engaged workplace environment.

References

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• Robinson, S. P., & Judge, T. A. (2019). Organizational behavior (17th ed.). Pearson.
• Hyatt, T. (2012). The power of respectful communication. Journal of Business Communication, 49(3), 245-257.
• Hargie, O. (2011). Skilled interpersonal communication: Research, theory, and practice. Routledge.
• Rogers, C. R. (1961). On becoming a person: A therapists view of psychotherapy. Houghton Mifflin.
• Reina, D. S., & Reina, M. L. (2019). Trust and integrity in leadership. Leadership Quarterly, 30(1), 101-106.
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