More handpicked essays just for you.
Effective communication fundamentals
Effective communication fundamentals
Summary of effective communications
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Contingent employees are workers with 'alternative work arrangements' and most of them have jobs that last in a year or less in the same company. These employees are usually entitled only to salary but less or no benefits at all. They may include part-time employees, temporary employees, independent contract workers, 'temps', seasonal workers, consultants, and interns. Core employees are the permanent employees hired by the company who receive benefits aside from compensation (www.enotes.com). When both contingent and core employees work in the same location, the following problems may arise: 1. Cooperation and communications are affected when both contingent and core employees work together. The nature of being an 'outsider' can result in
not sharing the information needed to get the work done. Contingent workers will have limited contact with the core employees. There are different expectations about adequate cooperation needed for the job. In other words, the working relationship is affected. 2. It might be evident that most contingent employees lack loyalty and commitment to the organization as compared with the core employees and might also cause problems in their company perceptions and working relations. They have high turnover rate and may pose security risk which will worry the core employees and the company. 3. Core employees may feel threatened by contingent employees especially if they have the skills that are needed for the job and these core employees may resent working with them. The contingent employees may feel low morale as a result and will find it hard to integrate with the group and both will have difficulty collaborating with each other. While it doesn't really matter that a contingent employee and a core employee work together in the same job, there are problems and concerns that go with it. When contingent employees work on jobs that were previously core organizational jobs and they work with core employees on the same job, this can have an impact on morale due to the differences in compensation and benefits while doing practically the same kind of job. As a result, resentments may arise from the contingent employees while the core employees may see the contingent ones as a threat to job security. There might be problems collaborating with each other due to these problems (www.longwoods.com). References: Retrieved from http://www.longwoods.com/product.php?productid=16996 Retrieved from http://www.enotes.com/management-encyclopedia/contingent-workers
Currently, the communication system at Duplox constrains any exchange of information and ideas as it demonstrates a visible downward and vertical communicational approach (enter relevant info). Each of the six departments within Duplox are not aware or concerned about how their performance affects other department’s and their ability to attain rewards and achieve goals. This act currently specifically demonstrates low organizational citizenship behaviour as each department has different organizational objectives and goals lacking in an effective organizational coordination between working together and communicating efficiently in order to accomplish goals for the advantage of Duplox as a whole. The current communication system at Duplox has the following three areas of
A healthy flow of upward and downward communication ensures that the communications between managers and employees is complete. For example, in 2010, Kroger surveyed over 200 thousand employees in its “Associate First Tracker survey” and found the feedback both invaluable and “humbling.” Kroger then communicates the findings with their employees who participated which will then generate a new dialog in regard to what the next steps should be (Orgel, 2010). The final channel of communication is the use of horizontal communications between coworkers. This can...
In this paper, I will cover the employment-at-will doctrine, cover three scenarios with actions that the Chief Operating Officer (COO) can take to resolve the problems in the scenarios. Also, cover my state’s employment -at-will doctrine and provide an example of a recent situation that has happened in the last five years.
...understand the benefits of working together toward a common goal, setting aside the traditional roles of manager and subordinate and hopefully opening up the workplace as a creative outlet for all who work there.
Within an organization one of the key tools that they use is that of: communication. Communication is a primary key to any organization and without it there is no cohesion, no leadership, and no functionality. As communication begins to diminish, so does the organization – as one article puts it: “These new economic…. imperatives have significantly contributed to the demise of the old classic command-and-control bureaucracy…” (Tiernan et al, 2002, 47-48). From what this article states, the lack of communication has led to a semi-collapse of the mechanistic structure of an organization. Though communication does seem like a huge factor of an organization, communication does not come without its troubles within the inter-organizations; if there is communication going on in a company, there is going to also be a lack of communication. When a company has employed thousands of people (or maybe just a small amount) they are hiring a whole selection of individuals to work as whole group in unity – though this does seem like an amazing idea, these sets of individuals will have quite ...
I agree with the statement above on the basis that communication is the most important thing when it comes to working in unison.
Contingent workers have long been employed to fill seasonal jobs, to complete specialized projects, and to fill in for employees on leave. When business is cyclical, companies hire temporary employees during their busy season, such as summer vacation, the winter holidays, harvest time, and tax season. Temporary staffing firms emerged in the 1960s, primarily to supply clerical and secretarial jobs (Rassuli, 2005). Some companies hire temporary help to protect regular employees from overextending themselves. Some projects require workers with a specific skill set which may not be needed the rest of the time. In this case, an organization relies a on contractor or freelancer to complete the project. Contingent workers often provide immediate temporary replacement for employees on vacation or leave (Paul & Townsend, 1998). Agencies such as Robert Half may supply companies with contingent workers with as little as a few hours notice (M. Kelley, personal communication, December 12, 2013).
Although there is a plethora of possible sources of conflict in any workplace, the ones in this case are rather explicit. These include personal differences, Informal deficiencies’, role incompatibility, environment stress, perceptions, and expectations. Personal differences could be related to personal values, physiognomies, family bonds or ties, and material belongings.
Today's business world is a very delicate model and can break down with the slightest of ease. One of the most important aspects of a successful business is a good, strong management team followed by a good, intertwining associate team. The two groups serve, as different operational structures yet need to coincide on a very strict level. For a business's employees to be at arms with each other can create a big problem that happens to be at the prime area of business. This area is the area of direct customer interaction. To not keep the customer happy is to douse oneself with gasoline and proceed to striking a match. This problem brings us back to the introduction of trust and professionalism among workers.
In the past 20 years, the technology has been improving as well as the behavior of human. Another change that has been significant enough in the workforce is the generation. Since the baby boomers is reaching the retirement ages, the workforce changes its face. During the change of the pace there are many issues regarding the younger generation. Though, the unprepared new labor force brings another issues to the most company. As the new age begin, the company is struggling with the high demand of spending and low output level from the employees. This event challenges the human resource management on the search of potential employees. The consideration breed the pros and cons whether to keep, train and improve or recruit and change the force. The essay will provides the thorough exploration to oversee the positives of developing dedication of the employees. The method will be used are research and case discussion. The objective of the written report is to provide an insight of the importance of loyalty from the employees.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
Unnecessary conflict may be prevented through employee involvement and treating employees in a fair manner. Ethical employment practices, involving employees in decisions, and treating employees as valued organizational members all work towards a positive employer-employee relationship. Unfortunately, however, it sometimes becomes necessary for an outside party to help employers and employees resolve differences through processes such as mediation or arbitration. Taken together, positive engagement strategies and constructive resolution of differences help to develop relationships which support organizational performance and success.
this theory can be valuable when we apply it in workplaces in several ways , from how employees interact together, clients and customers to how they work to make the company more successful.
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.
To excel in the workplace, the expectations of an employee include more than what they do physically. They also include the mental and social aspects, particularly if that employee is expected to work with a diverse set of individuals to complete certain tasks. After all, all types of people seek out employment and discrimination in the workplace is unacceptable since all people deserve a chance to work for a living. Each individual has the responsibility to not only be able to work with others, but to make working with each other a pleasant experience so as to make teamwork and communication easier.With all parts of a company working smoothly, the success of the overall company is assured.