Analyzing Managerial Communication- A Comparative Review and Response

Analyzing Managerial Communication- A Comparative Review and Response

Responding to April Aningalan

Hello April,

I like your communication philosophy because it puts employees’ needs first. Your communication philosophy also allows employees to develop a sense of belonging, which is vital for organizational success. According to Dewi et al. (2020), a sense of belonging affects employee performance and reduces employee turnover (p. 634). Therefore, your communication philosophy will benefit both the organization and the employees. However, I would like to understand how you will encourage the employees to have the same perspectives as you because some employees may resist embracing new perspectives and ideas. For instance, how will you deal with employees who resist your ideas? According to Freddy & Mbohwa (2013), resistance is vital in an organization because it helps maintain the status quo (p. 212). Therefore, one must prepare to deal with it when it emerges to encourage collaboration, creativity, support, and a sense of ownership proposed in your communication philosophy.

References

Dewi, S. R., Suryamarta, R., Kurnia, D., & Andari. (2020). Sense of belonging and job satisfaction on employee performance. Proceedings of the International Conference on Community Development (ICCD 2020). https://doi.org/10.2991/assehr.k.201017.140

Freddy, C., & Mbohwa, C. (2013). International Conference on Law, Entrepreneurship and Industrial Engineering. In Ways to Overcome Employee Resistance in Change Initiatives (pp. 212–213). Johannesburg.

 Responding to Devi Mendoza

Hello Devi,

I was impressed by your communication philosophy because it focuses on creating a friendly work environment for all employees. I believe you can impact your team with the right message through your actions. According to Oppong & Agyin-Birikorang (2014), the most persuasive type of communication is what administrators do (p. 212). Therefore, it is vital to lead by example and ensure that your actions communicate what you expect from employees and how you feel about their actions. I also believe that the open-door policy will help in improving communication. However, I would like to understand how you will address the challenges created by using an open-door policy. Notably, an open-door policy is only convincing when employees feel encouraged and safe to discuss suggestions, interests, or concerns (Gonzales, 2014, p. 119). Therefore, I would prefer to get employee feedback about the open-door policy and continuously improve it to enhance its effectiveness in maintaining open communication in the workplace.

References

Gonzales, M. (2014). Hear what employees are not saying: A review of literature. Journal of Education and Training Studies, 2(4), 119. https://doi.org/10.11114/jets.v2i4.520

Oppong, A., & Agyin-Birikorang, E. (2014). Communication in the Workplace: GUIDELINES for Improving Effectiveness. Global Journal of Commerce and Management Perspective, 3(5), 211. https://www.researchgate.net/publication/304782482_COMMUNICATION_IN_THE_WORKPLACE_GUIDELINES_FOR_IMPROVING_EFFECTIVENESS

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In your post, present information you want your staff to know about your communication style and preferences.

Analyzing Managerial Communication- A Comparative Review and Response

For classmate responses, assume the role of an employee. Review the communication policies and information of two managers, and respond accordingly with interests, questions, and preferences of your own.