Communication is a process of exchanging information between individuals through a common system of symbols, signs, or behaviour (Griffin, 2006). Similarly, communication in an organisation is a same practice but highlighting the communications that happens in a firm or a business. A proper communication in an organisation is very important in order to maintain connections, share ideas and make a smooth and appropriate functioning of an organisation. Some of the major ways of Communicating in an organisation can be classified into formal and informal, oral and written, internal and external and at last verbal and non-verbal (Dwyer, 2005).
Method and Background
In order to understand and get more insights about the ways of communication in an organisation, an interview took place. As interviews are the proven technique for understanding someone’s ideas or feelings towards certain things (Burke and Innes, 2007), it was chosen as a method for this study (For the information about the types of questions asked, please refer to appendix 1). The interviewee for this report was Mrs Anita Neupane, the manager of Housekeeping sector of Hotel Windsor (Please refer to appendix 2 for more information about the hotel). The interview took place in a café near the Parliament Station for almost 20 minutes and was recorded in a cellular device in which she described about her roles and challenges of creating a proper communication being a manager.
Throughout the interview, various aspects of communications aids and other important factors of organisation such as decision making, planning, handling pressures etc. were discussed. She also mentioned about the communication methods with her staffs, diversity between staffs, ways of motivating staffs and many more which will be explained about below:
1.Communicating with Staffs
As the interviewee explained, there are different ways of communicating with their staffs and way of communication varies upon a particular situation. As Anita elaborated, before the work time, manager summons all her staffs and does a small briefing in which she describes about the tasks that needs to be done. Similarly, in emergency she said she uses walkie-talkie for communicating and in a normal staff to manager discussion, a small meeting is arranged between all her 15 members.
2.Diversity of Staffs
During the interview, Anita also mentioned about the intercultural variation between her staffs. She said that most of her staffs were international and came from a different nationality which includes Chinese, Sinhalese, Indian, Nepalese and so on. When asking about the difficulties she had to face due to the various nationalities, she said “As most of us were Asian including me, culturally it was okay but the real problem was when the fellow staff couldn’t speak in English and he couldn’t understand what I was saying”.
Anita said that it was very important to motivate staffs in order to make them interactive and reliable. She said it was her major duty to know if the workers are happy or if they are afraid of communicating with her. She also said, “We treat them as human and not as working machines, and their opinion matters a lot”. She said that she personally organises small meetings at every end of the month in where she regarding all her staffs discuss and get comfortable.
The qualitative component of an organisation determines on the understanding of its workers. In order to create a better workplace, flow of communication should be smooth between every employee of the firm (Ahmed et al., 2010 p.107). According to the interviewee, her ways of communicating a bond with her employee in a work time was via briefing which seemed to be a good way of interaction as she only has to manage 15 members at a time. Due to this briefing sounds reasonable as this kind of informal way of communication does not require much time to take place and is easy to operate (Aragón-Correa et al., 2008 pp.88-103). Diversity in a workplace is rapidly increasing as well as encouraged by many big firms nowadays. Diversity in a workplace refers to the variety of gender, race, ethnic group, cultural background and more. An organisation’s achievement and competitiveness depends upon its ability to hold diversity and comprehend the benefits as organisations employing a diverse can supply a greater variety of solutions to a problem as employees from diverse background bring variety in the way of dealing with a problem (Stevens et al. 2008 pp.116-133). But along with all the benefits that diversity brings with it, there are also some challenges of diversity such as cultural and language barriers, lack of teamwork, resistance to change etc (Canas and Sondak, 2013). Similarly, Interviewee also said that diversity in her workplace has led to some difficulties in portraying the information to the fellow employee due to their less interactive skills and their difficulties with the language. This might lead to a serious workplace imbalance, as the employee having difficulties may not be able to defend his actions and may feel left out from others. This kind of behaviours occurring in the workplace may negatively impact both the individual and organisation (Appelbaum et al., 2007 pp.586-598). Motivating employee is a critical part at a workplace which leads to the better performance of the company. Motivated employees can lead to increased productivity and allow an organisation to achieve higher levels of output. In the case of Mrs Anita, it was the same deal as she focuses on motivating her staffs in order to make her staffs comfortable and flexible. Motivating staffs is also a proven way of loosening ideas and creating a better work place (Ovsiy, 2013 pp.161-162). According to Anita, her way of motivating staffs was by creating a get together every month where the staffs get to know their colleagues