Communication This Week: We Examined The Importance Of Commu

Communicationsthis Week We Examined The Importance Of Communication S

Communications This week, we examined the importance of communication systems (both informal and formal) to effective leadership and the role of organizational culture. Address the following: Select a manager and assess his or her communication strengths based on assigned reading concepts/theory. Research can also be supplemented from (but not solely based on) other information from academically credible resources. You may select the same manager as earlier in the course. Assess that same manager’s communication weaknesses using the assigned reading concepts/theory.

Research can also be supplemented from (but not solely based on) other information from academically credible resources. Defend 2–3 recommendations for management performance improvement in communications based on sound, academically credible concepts and theories from assigned reading and academically credible research. Assess the organizational culture in which this manager works, including how the culture might be impacting employee performance in the manager’s area. Submission Details: Present your analysis as a 2–3-page report in a Microsoft Word document formatted in APA style. Support your responses with examples and research. Cite any sources in APA format. Name your document MGT2037_W4_LastName_FirstInitial.doc Submit your document to the Submissions Area by the due date assigned.

Paper For Above instruction

Introduction

Effective communication is often regarded as the cornerstone of successful leadership and organizational performance. It facilitates the clear exchange of ideas, expectations, and feedback, which are vital for operational success and employee engagement. In this paper, I analyze a specific manager’s communication strengths and weaknesses, supported by relevant communication theories and concepts. Additionally, I propose targeted recommendations aimed at enhancing the manager’s communication effectiveness, and I assess the organizational culture's influence on communication and performance within this context.

Identification of the Manager

The manager selected for this analysis is Jane Doe, a department head in a mid-sized manufacturing firm. Her role involves overseeing daily operations, coordinating between different teams, and implementing organizational strategies. Jane has been with the organization for over five years and has demonstrated a blend of effective and ineffective communication behaviors that influence her team’s performance.

Communication Strengths Aligned with Theoretical Concepts

Jane’s primary communication strengths lie in her transactional communication style and her open-door policy, which foster a participative environment. According to Shannon and Weaver’s Shannon-Weaver Model (1949), effective communication involves transmitting clear messages with feedback loops that confirm understanding. Jane’s approach ensures that her team members feel heard and valued, which aligns with the principles of transformational leadership theory (Bass & Riggio, 2006), where clear and inspiring communication motivates and elevates employee performance. Her ability to convey organizational goals clearly and her active listening skills also exemplify the importance of emotional intelligence (Goleman, 1998) in leadership communication, contributing to a supportive and collaborative work environment.

Assessment of Communication Weaknesses

Despite these strengths, Jane exhibits notable communication weaknesses that affect organizational effectiveness. Primarily, her tendency toward message ambiguity during high-stress situations leads to misunderstandings and delays in project execution. This aligns with the concept of communication clarity from Schramm’s Model (Schramm, 1954), which emphasizes the importance of unambiguous messaging for effective information transfer. Additionally, Jane’s over-reliance on digital communication methods such as emails, with minimal face-to-face interaction, hinder the development of trust and rapport, as noted in research on nonverbal cues and relational communication (Burgoon et al., 2016). Her difficulty providing constructive feedback tactfully sometimes results in employee disengagement, which Davidson (2008) describes as a critical barrier to effective upward and downward communication channels.

Recommendations for Communication Improvement

To address these weaknesses, I propose three recommendations rooted in credible communication theories:

1. Enhance Face-to-Face Communication: Increase in-person or video-mediated meetings to improve relational dynamics and trust. This aligns with Media Richness Theory (Daft & Lengel, 1986), which posits that richer communication channels are more effective for complex or sensitive messages.
2. Develop Skill in Constructive Feedback: Implement training on the SBI (Situation-Behavior-Impact) feedback model (Stone & Heen, 2014) to facilitate tactful and impactful communication, reducing misunderstandings and increasing employee motivation.
3. Structured Communication Protocols: Establish standardized communication protocols for high-stress situations, including checklists or standardized messages, to minimize ambiguity, drawing from the principles of the Information Processing Theory (Galotti, 2012).

Organizational Culture and Its Impact

The organizational culture within which Jane works is characterized by a high degree of hierarchy and formal communication channels. While this structure supports clear authority lines, it may inadvertently stifle open dialogue and innovation. Schein’s (2010) model of organizational culture emphasizes that underlying assumptions and shared values influence communication patterns. A culture that emphasizes conformity and formal protocols may hinder the spontaneous, informal exchanges necessary for quick decision-making and problem-solving. This cultural rigidity can impact employee morale and performance by discouraging feedback, leading to misunderstandings and decreased engagement.

Conclusion

Jane Doe’s communication strengths, particularly her participative approach and emotional intelligence, contribute positively to her leadership style. However, her weaknesses—such as ambiguity during high-pressure communications and reliance on digital channels—necessitate targeted interventions. By adopting face-to-face communication practices, honing constructive feedback skills, and implementing structured protocols, she can significantly enhance her communication effectiveness. Additionally, understanding the influence of organizational culture on communication behaviors is vital, as a shift toward a more open and flexible culture can further empower employee performance and organizational success.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
• Burgoon, J. K., Guerrero, L. K., & Floyd, K. (2016). Nonverbal communication. Routledge.
• Daft, R. L., & Lengel, R. H. (1986). Organizational information requirements, media richness and structural design. Management Science, 32(5), 554-571.
• Galotti, K. M. (2012). Cognitive psychology: In and out of the laboratory. Sage Publications.
• Goleman, D. (1998). What makes a leader? Harvard Business Review, 76(6), 93-102.
• Schein, E. H. (2010). Organizational culture and leadership. Jossey-Bass.
• Schramm, W. (1954). The process and effects of mass communication. In B. W. Senders (Ed.), Communication development and social change. University of Illinois.
• Stone, D., & Heen, S. (2014). Difficult conversations: How to discuss what matters most. Penguin.
• Shaffer, B. A. (2017). Effective organizational communication: Perspectives, principles, and practices. Routledge.
• Weaver, W., & Shannon, C. E. (1949). The mathematical theory of communication. University of Illinois Press.