Communication in Organization for Dishes - MyAssignmenthelp.com

Question: Discuss about theCommunication in Organization for Dishes. Answer: Introduction The aim of the following paper is to identify and evaluate the interpersonal communication issues of a business organization. Following the aforementioned purpose, the paper is going to conduct an interview and interpret it. The interview will be conducted on an individual employee of a business organization, named Happy Times. At the same time, the paper will analyze the findings of the interview in order to identify whether the organization is facing any interpersonal and intercultural communication issues or not. In this context, it is essential to note that the considered organization is a Sydney-based restaurant that specializes in Mexican cuisine. The delicacy of the place is varied kinds of burrito dishes and cocktails. The organization was founded near about two years ago and now is running successfully with more than 55 employees. Being a small organization and a new entrant in the contemporary market of restaurant business, the enterprise follows a flat organizational structure. Moreover, the organization use the online social media and posters for the purpose of marketing and broadcasting. Methodology In order to accomplish the aforementioned purpose, the paper has conducted a qualitative research method. For collecting news regarding the interpersonal communication and any issue related to it, the paper has realized that the interview method will be fruitful. An employee from the restaurant Happy Times has been chosen and with the telephonic interview, a detailed conversation has been occupied. Moreover, for recording the responses of the chosen respondent, an electronic recording deviser with memory card has been used. In this context, it is essential to mention that total five questions have been asked to the chosen respondent and the telephonic interview lasted for 20 minutes. As the purpose of the interview is to acquire an elaborative detail about the organizational communication of Happy Times, each of the questions have been formulated in an open-ended way so that the respondent has the opportunity to express his point of views in an elaborative manner. However, in order to analyze the response collected from the interview segment, the paper has chosen the qualitative manner, which will be accompanied by the deductive research approach and descriptive design. Here, it is essential to mention that prior to conduct the interview, a written consent has been taken from the respondent and it has been informed to the respondent that the interview is conducted for an educational purpose. It should be also mentioned here that for accomplishing the purpose of the paper, the respondent has not been forced to share his/her concern. Each of the questions have been made on the organizational communication and in time of formulating the questions, aspects like intercultural communication, negotiation, persuasion, discussions and conflict resolutions have been taken into consideration. The employee who has been selected from Happy Times for the interview is working there from the start, therefore it can be said that the selection is justified. Findings Do your organization maintains a diverse workplace? The respondent has replied that the organization does maintain a diverse workplace as it recruits individuals from different cultural background. However, the respondent has also mentioned that the organization shown less consideration to employ individuals from the aboriginal communities. Do the employees and managers of your organization shares flexible communication? According to the response of the considered respondent, most of the employees of the organization shares flexible communication with each other and they get time to engage in friendly communication. However, according to the respondent, most of the time the managers do not engage themselves in making flexible communication with the employees. Moreover, the respondents has also mentioned that the managers also prefer to maintain a boundary while talking with the subordinates. Do you think your organization gives enough opportunity to the employees to talk through group discussions? On behalf of the question, the respondents replied that group discussions are not frequent in the organization as most of the time managers and upper level authorities take necessary decision regarding any matter. However, group discussion or meeting with the managers only take place when the organization finds the necessity to talk about employee behaviors or inclusion of a new item in the menu. Do you think the team leaders and managers of your work place are persuasive enough? From the response on behalf of the particular question, it has been understood that the team leaders are more or less motivational and helpful while most of the time the employees do not get enough encouragement from the higher management. Do your organization personally asks individual employees about a conflict or issue? The respondents replied that whenever any potential conflict arises, the organization first prefer to converse it with the management. If the conflicts are not sorted out in the meetings between the managers and the higher authority, only then the authority considers consulting about the matter with the employees. Discussion The findings are indicative of the fact that the organization is running with an autocratic managerial approach. It has been mentioned before that the organization maintains a flat organizational culture; therefore, the aforementioned findings have been expected. The findings have indicated that there is the issue of cultural discrimination in the organization as the authorities show ignorance in appointing individuals from the aboriginal community. Moreover, the findings have indicated also that the managers like to maintain a boundary while talking and they do not consider taking the opinions of the employees. It has been also understood from the findings that the management of the organization lack a proper persuasive nature and a motivational leadership. It can be therefore said that the organization does not give adequate amount of priority to the employees. The employees and their point of views are ignored, as there is lack of proper communication among the employees, manageme nt and the higher authority. The aforementioned realization is true because the findings have indicated that organization does not even consider engaging the employees in the discussion. Therefore, it is understandable that most of the time the employees are left with disappointment. The situation also implies that the organization does not even give enough appreciation to the employees and their hard work. Moreover, the findings reflect that there is lack of proper non-verbal communication as it has been understood that the employees are not properly encouraged by the managers non-verbal communication attributes. Conclusion and Recommendation From the above findings and discourse, it can be deuced that the considered organization needs to change its organizational communication pattern as well as its leadership style. The findings have implied that the organization does not even give preference to employ applicants belonging to the aboriginal communities. Therefore, the main issues are The employees opinions are not considered in time of conflict resolution The management does not have a persuasive and transformational leadership nature No flexible communication between management and employees Lack of appropriate non-verbal communication gestures Following the concepts of the communication accommodation theory, it is to say that people should adjust their verbal communication as well as non-verbal communication attributes. It is essential for showing respect to the other person who is engaged in the conversation (Fairhurst 2014). On the other hand, the theoretical concepts of persuasion in organizational communication imply that management of every organization needs to acquire a persuasive nature, which is essential to motivate employees (Stephens et al. 2013). Moreover, when an organization ignores to involve the employees in the conflict resolution process, consequently most of the time the conflict does not solved and increases further (Modaff et al. 2016). Therefore, to improve the condition of the considered organization, the following steps will be required Persuasion of transformational leadership Involvement of a middle management Friendly communication between management and employees Involvement of the employees in the conflict resolution process (van Osch et al. 2015) Arrangement of a common space where the employees can talk freely and Employment of the aboriginal candidates References Fairhurst, G.T., 2014. Exploring the back alleys of publishing qualitative organizational communication research.Management Communication Quarterly,28(3), pp.432-439. Modaff, D.P., Butler, J.A. and DeWine, S.A., 2016.Organizational communication: Foundations, challenges, and misunderstandings. Pearson. Stephens, K.K., Barrett, A.K. and Mahometa, M.J., 2013. Organizational communication in emergencies: Using multiple channels and sources to combat noise and capture attention.Human Communication Research,39(2), pp.230-251. van Osch, W., Steinfield, C.W. and Balogh, B.A., 2015, January. Enterprise social media: Challenges and opportunities for organizational communication and collaboration. InSystem Sciences (HICSS), 2015 48th Hawaii International Conference on(pp. 763-772). IEEE.a