According to Baack, “Ideas from the field of organizational behaviour can pave the way for success in any firm, whether for-profit or fulfillment. This links the human component with the operational aspects of a business by creating an environment conducive to success indicators like profit and growth “(2017). One of the essential components of a well-balanced business is its employees. In other words, the company’s employees are highly moral and thus highly motivated to succeed. When we need to come together as a firm, we celebrate with awards and potlucks. Both morale and drive are boosted in such settings.
Currently, I am employed by a firm that has a very diverse workforce. There are a wide variety of people and cultures represented here. Our clientele ranges widely, and we serve them all. Several factors must be taken into account within such a multifaceted organization. Managers should be aware that the same approach can affect different employees differently. So, we all must be able to communicate effectively with one another and with our clients.
My organization has had many years to build the culture they want throughout our company and within teams. We have an open-door policy where we can always raise a complaint or issue with our management without it being a problem. Even the company’s vice president drops by to say hello and circulate a snack cart as a gesture of gratitude to the staff. We also hold quarterly awards ceremonies for those who put in extra effort and achieve success. Members of the squad may also be nominated for honorary awards in recognition of particularly noteworthy acts of kindness, virtue, or extra effort. This significantly boosts team and corporate morale. It lays the groundwork for us to feel appreciated and benevolent for our efforts, inspiring us to continue our excellent work and strive for tremendous success.
In my company, you can find representatives from all walks of life and worldwide. Our country is incredibly diverse, and reflected in our company’s staff similarly. There are various approaches to communication within each society and culture. Knowing our audience requires us to put ourselves in their shoes so that we can speak to them in a way that is both respectful and effective. My organization has a history of finding an even keel from which to negotiate. Expressed, “working or consulting in international or multinational corporations, organizations, and educational institutions” and “communicating with people from diverse cultural backgrounds” (Velasco, 2015)
Various cultures have quite varied ideas on how to participate in a conversation. Maintaining eye contact during a conversation is a sign of interest at my workplace. Some of the folks who work with me come from multiethnic backgrounds or even foreign countries. Some believe making eye contact during a discussion is impolite since it comes out as gazing. We must consider the audience and the shared objectives when communicating with people from diverse cultures. “Depending on the country’s culture, business is conducted in diverse ways. Those that are successful in business look into these variations before ” (Baack, 2017). My organization does a superb job of “reading the room” and determining the best course of action in any situation.
Once again, we have a diverse set of folks on my team. Some of us were raised Catholic, Muslim, or merely consider ourselves spiritual. Some of us had a good upbringing, while others struggled. Whether communicating with, mentoring, or correcting me, my boss needs to consider the context of my unique circumstance. “Successful international managers are aware of the variations in communication styles. They then adjust to make doing business more pleasant while lowering the likelihood of conflict and misunderstanding ” (Baack, 2017).
We frequently communicate using technology at my work. Goals and production updates are sent out by my manager every day. Every morning, he gives us a word of encouragement and stops by each of our desks to see what he can do to set us up for success that day. Making space for conversations or opportunities for engagement with everyone in the firm is essential in the business environment. Managers need to be able to listen intently and show interest in the conversation when these possibilities present themselves. Then, throughout the day, he checks in with our team members, who help check on the productivity of our clients to make sure we are all aware of what is needed from each client; as Fienzig and Raisbeck state in their article, “listening without acting will quickly lose the support of your employees”(2017, p21).
Every week, top management sends us an email updating us on the company’s progress toward its goals and providing us with any additional information we need to do our jobs well. Our managers and customers communicate primarily via email. We also spend much time on the phone explaining necessary paperwork to clients. Through our methods, we require our technological expertise.
There are numerous factors to consider because our company’s communication is centred on technology. “The capacity to communicate successfully in the modern business environment is the determining factor to the total success of a professional in the corporate sector” (Shrivastava, 2012, p.51). The advent of modern technologies has facilitated the quickening of the pace at which a company can expand. To avoid the common problems that occur from misunderstandings in digital communication, we must be careful to be precise and explicit in our communication. According to Rodgers and Allbritton, “the fact that the communication technology is of a networking type allows the user a greater level of control over communication than in the traditional scenario of top-down organizational communication” (1995)
In my organization, we know the internal organizational structure and who is above and below us in the production hierarchy. “Lineal authority, staff authority, and functional authority are the three authority categories. The vertical lines of an organizational chart represent the lines of authority, which are direct and formal. The ability to counsel or offer counsel is a function of staff authority. Functional authority is the ability to guide, not punish ” (Baack, 2017).
All three forms of authority are used in my organization. Our direct managers and directors establish line authority. They can impose rules and provide incentives in whichever way they deem appropriate. Colleagues and managers inside the organization are the ultimate authorities when it comes to leading and guiding us through tasks. Our team leaders and mentors have the functional authority to give us additional one-on-one assistance with what we are doing well and what we need to work on.
My organization excels at inspiring its employees. A company’s success depends on its ability to inspire its employees. “According to the hypothesis, which was first proposed by Edwin Locke in 1968, people who have clearly defined objectives tend to outperform those who don’t. According to Locke, values and value judgments determine emotions and intents. Behavior is heavily influenced by feelings and goals ” (Baack, 2017).
There is frequent appreciation in my firm for work well done or a significant effort in your job details. Even if your figures do not match your goals and targets, acknowledgment is still given for your hard work and business acumen. The organization makes sure that everyone’s goals are realistic and within reach. There are a wide variety of methods by which we can identify one another, whether going above, helping a coworker out, or even making a dedicated effort at work. Recognizing people’s worth helps them feel respected. When employees appreciate their work’s significance, they are more likely to be committed to their job and succeed at it.
My company does not use a standardized exam to determine an applicant’s emotional stability. However, they have questions they ask during the interview process that analyze these various situations. They ask you, “what would you do if a problem arose between you and a coworker?” and “can you think of a time when you had to engage management in a workplace dispute?”
The business must know and understand how each employee would respond to potentially volatile or problematic circumstances. If you are working with a diverse group of people, emotions may inevitably surface at some point. When people contemplate significant life decisions, the emotional content of conversations can readily surface. We primarily work remotely in my firm. We maintain open lines of communication with our clients by telephone and email. Understanding how to communicate our company’s standards virtually is crucial. We must ensure that we are understood effectively and that we communicate appropriately. Even if we are thousands of kilometres apart, the people we work with must feel our support. We will support and sympathize with each of them as needed. Our clients should feel supported in their journey and know they can turn to us for assistance in achieving their objectives. They establish their objectives, and our job is to ensure they are carried out effectively.
Numerous moving pieces cooperate to achieve a common objective within a corporation and its organizational structure. Like the gears in a clock, each component must cooperate with the others to complete the circuit. Those above us are responsible for analyzing the market and setting reasonable objectives for us to work toward. In order to pick up where they left off and help us develop a seamless strategy for our clients, we rely on the individuals below us to assist us in carrying out their tasks. The organization’s success depends on everyone’s ability to communicate effectively, motivate, and carry out its plans. According to Pan, Chen, Hao, and Bi, “Employees’ positive organizational behaviour is not only to promote organizational function but also to increase individual and organizational performance.”
References
Baack, D. (2017). Organizational behaviour (2nd ed.). Retrieved from https://ashford.content.edu
Pan, X., Chen, M., Hao, Z., & Bi, W. (2018). The effects of organizational justice on positive organizational behaviour: Evidence from a large-sample survey and a situational experiment. Frontiers in Psychology, 8doi:10.3389/fpsyg.2017.02315
Rogers, E. M., & Allbritton, M. M. (1995).Interactive Communication Technologies in Business Organizations, Journal Of Business Communication,32(2), 177-195
Shrivastava, S. (2012). Identifying the Major Components of Business Communication and Their Relevance: A Conceptual Framework. IUP Journal Of Soft Skills, 6(4), 51-66
Velasco, D. (2015). Evaluate, Analyze, and Describe (EAD): Confronting Underlying Issues of Racism and Other Prejudices for Effective Intercultural Communication. IAFOR Journal of Education, 3 (2), 82–93.
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