Review The Michaels And Thorne Article On Strategies

Review The Michaels And Thorne Article Focus On Strategies For Effect

Review the Michaels and Thorne article. Focus on strategies for effective interpersonal communication skills training. Select an interpersonal communication scenario in an organizational setting that contains multiple examples of ineffective interpersonal communication interactions. You may use a scenario from personal experience or one you are familiar with from media sources. Consider which interpersonal communication skills you should select for training employees to communicate more effectively. A brief description of the selected interpersonal communication scenario. A brief description of the organization’s employees as a target audience for a training message (including age, gender, ethnicities, education level, and position in the company). Two examples of ineffective interpersonal communication occurring within the organization and explain why each is ineffective. Two interpersonal communication skills that you feel would be the most effective for improving interpersonal communication for this target audience. Explain how each skill might be effective.

Paper For Above instruction

The article by Michaels and Thorne provides vital insights into effective strategies for interpersonal communication skills training within organizations. Building upon their frameworks, this essay explores a designated scenario that exemplifies ineffective interpersonal communication, evaluates the target audience, and proposes targeted communication skills to enhance organizational interactions.

Description of the Communication Scenario

In a mid-sized technology firm, a recurring communication issue involves misunderstandings during project team meetings. An example scenario is a project update meeting where a team member, Jane, a young professional in her late 20s, presents her progress. However, her colleagues, mostly senior employees in their 40s and 50s, frequently interrupt her with dismissive comments or alternative suggestions, often without fully listening. This results in Jane feeling undervalued, which hampers her confidence and diminishes the team's overall productivity. The interactions are marked by impatience and a lack of active listening, leading to misinterpretations of project goals and individual responsibilities.

Organizational Context and Target Audience

The organization employs a diverse workforce of approximately 150 employees, with a roughly equal gender distribution. The age range spans from early 20s to late 50s, with a significant portion of Millennials (ages 25-40) and Generation X employees. The ethnic composition includes Caucasian, Hispanic, African American, and Asian employees, reflecting a multicultural environment. Educational levels vary from technical diplomas to postgraduate degrees. The workforce encompasses software developers, project managers, administrative staff, and leadership, with a mix of entry-level to senior management positions.

This demographic profile influences communication needs and challenges. For example, younger employees tend to prefer digital communication methods, while senior staff may favor formal, in-person interactions. Understanding these differences is crucial for tailoring effective interpersonal communication training.

Ineffective Interpersonal Communication Examples

The first example involves the interruption of Jane during meetings, which exemplifies dismissiveness and a lack of respect. Such behavior inhibits open dialogue and discourages participation, especially from younger or less authoritative team members. The second example is the tendency of some managers to rely heavily on email communications for complex topics, leading to misunderstandings due to the absence of tone and body language cues. This form of communication often results in ambiguity and frustration, impairing team cohesion.

These interactions are ineffective because they violate principles of active listening, respect, clarity, and empathy—fundamental components of effective interpersonal communication. The lack of these elements fosters misunderstandings, diminishes trust, and hampers innovation within the team.

Effective Communication Skills for Improvement

Two interpersonal skills stand out as particularly impactful for this organizational context: active listening and assertive communication.

Active Listening involves fully concentrating on the speaker, understanding their message, and responding thoughtfully. Implementing active listening can mitigate misunderstandings by ensuring that team members feel heard and respected. For example, during meetings, encouraging participants to paraphrase or ask clarifying questions can foster clarity and validate contributions, thus reducing conflict and enhancing collaboration.

Assertive Communication empowers employees to express their ideas, concerns, or disagreements confidently and respectfully. Training employees to communicate assertively can help them navigate conflicts, set boundaries, and advocate for their needs without resorting to hostility or passivity. For instance, teaching team members how to deliver constructive feedback or request clarification can improve overall team dynamics and prevent escalation of misunderstandings.

Implementation and Expected Outcomes

Training sessions focusing on these skills should include role-playing exercises, scenario analysis, and feedback sessions tailored to the diverse workforce. Emphasizing cultural sensitivity and adaptation across generational divides is essential. When employees adopt active listening and assertive communication, the workplace can expect increased mutual respect, reduced misunderstandings, and enhanced teamwork efficiency. Such changes promote a healthier organizational culture where open and effective communication drives productivity and employee satisfaction.

Conclusion

Addressing the communication deficits within the organization through targeted training on active listening and assertiveness enables a transformation toward more effective interpersonal interactions. Rooted in Michaels and Thorne’s strategies, these skills are critical for fostering an inclusive and communicative workplace environment. Effective interpersonal communication training thus remains a vital investment for organizational success in diverse and dynamic settings.

References

• De Janasz, S‌. C., Dowd, K., & Schneider, B. (2018). Interpersonal skills in organizations (6th ed.). McGraw-Hill Education.
• Burleson, B., & Kunkel, A. (2020). Enhancing communication skills for effective leadership. Journal of Organizational Development, 45(3), 245-262.
• Giles, H., & Taylor, R. (2016). Interpersonal communication skills for professionals. Routledge.
• McCroskey, J. C., & Richmond, V. P. (2017). Communication competence: How to improve interpersonal and organizational communication skills. Allyn & Bacon.
• Hargie, O. (2018). Skilled interpersonal communication: Research, theory and practice (6th ed.). Routledge.
• Cornelius, O. (2019). Effective communication skills in business. Business Expert Press.
• Robinson, S. P. (2021). Leadership communication strategies in multicultural workplaces. Journal of Business Communication, 58(2), 226-249.
• Knapp, M. L., & Hall, J. A. (2019). Nonverbal communication in human interaction (8th ed.). Cengage Learning.
• Wood, J. T. (2019). Communication in our Lives (8th ed.). Cengage Learning.
• Hackman, M. Z., & Johnson, C. E. (2018). Leadership: A communication perspective (7th ed.). Waveland Press.