Good Protocol of Communication - Example

Name Instructor Course Date Analysis of why the team is resisting Linda has very good and genuine ideas that are aimed at improving the organization but the problem is that she has skipped certain channels of communication and that is why she is being rejected by the people she is managing. These are what have caused Linda this great resistance of her ideas (West 2012, p. 5). From Hall’s hierarchy, it’s expected that employees under Linda’s will be worried about the effect of the changes on as a team and individually. This is because both the effect of the anticipated change on the degree and the culture of change are high; we can expect serious opposition from all employees (West 2012, p.7). Linda is going to fast that the people cannot with stand the rate of her implementation of these ideas. She also needs to appear, listen to, and respect and attend to people’s concerns. This will take endurance, enthusiasm and the ability to bring people along with her, slowly. She will need to have the information readily available to give to people according to the willingness of the individuals and the group as a whole. She will also need to communicate continuously (West 2012, p. 10). She should invite her team to participate in designing the specific changes. They are well acquainted with the work, will be affected by the changes, and will be doing them. The team is resisting this changes because they view it that Linda is trying to impose on them what she feels is right for her without considering their preferences to (West 2012, p. 12). Another reason is because is because the people are used to the old way of doing things and that they see it as if the new ideas of change are so difficult to implement even before they try them. Linda is also acting from a command point of view and that is why she is insisting that her new changes are supposed to take effect and from this we find Bruce try to resist that force (West 2012, p. 14). They could be rejecting Linda because they feel the changes are being an overload to them. They feel that the organisation is not entitled to the extra effort that she is try to input in them. It could also be due to the fact that the employees were not sure if they needed skills for the success of the changes that are being put across (West 2012, p. 15). Employees were comfortable with their current state; and that is they wanted to maintain the individual rewards and sense of achievement and completion provided by the status quo. The resistance could be also due to the fact that the employees feel that they are being required to do more work with the same pay (West 2012, p. 16). It could be also due to the fact that the employees feel that they are being excluded from the changes that are being made (West 2012, p. 17). Plan to help Linda gain the teams commitment Involving the employees in the changes would play a big role for the changes to be accepted.If the employees are fully involved in the formation and implementation then the changes are bound to be operational. The changes should come from the employees themselves this is because they feel that that isn’t good for them but in the case where they (the employees) come up with the changes with Linda just guiding them on how the changes should be or even giving them suggestion and then the discuss for themselves and amend the changes in ways that they deem; then expect that the changes will work (West 2012, p. 20). Introduction of few changes at a time is also very critical in the acceptance of the changes. This is because they the employees fell that they are being on over burdened with the heavy work load. Training is very important to the team members before the members are asked to incorporate the changes. This is with the reason that others think that they are not up to the task that will come with the changes so they will reject the changes. Therefore they need to be assured of training before the start the implementation of the changes (West 2012, p. 20). Communication plan In the communication plan the first step that you need to acknowledge is that change is needed for the survival of the organization. And therefore you need to make people know that the plan you have is able to make the changes that you want to bring up happen. This calls for an effective internal communication that will see to it that all you plans are effectively communicated and that they are being consumed by the right persons. The following is a three step plan (West 2012, p. 20). The first stage is creating the state of awareness which would involve a wake up call to the employees. This would focus exactly on making the employees aware of the change being implemented. It is very important because it would ensure that they appreciate the change (West 2012, p. 20). In the second stage which involves building an informed work place; this stage will see to it that employees understand the reason why that change is very necessary and also how they will achieve the same goal at the same time. The employees are educated and informed more about the content of the change. The education needs to be very clear to what is expected of each employee (West 2012, p. 20). The third stage involves achieving workforce commitment which would be effective if the first ti steps are done correctly. And it is in this stage where the people who do not accept the changes or are not able to cope up with the changes are provided with alternatives. This is where the management of the organization needs to come out loud and heavily. At this stage of implementations there are certain guidelines that would bring about proper communication in all the levels. These guidelines include (West 2012, p. 19). Speak with clarity As the leader it would be important that you avoid confusion and also you do not give room for misinterpretation of the message you wanted to communicate. At the awareness stage the success of the process will come from how well you are able to sell the idea to the employees. Spend time with the top employees on a “one to one” ensuring that they understand the concept well (West 2012, p. 19). Be consistent Consistency in information is paramount for the reason that it makes it easy to understand the information and also ensures that employees speak and act in the same way. Inconsistency is a sign of incompetency of the leaders and such changes would not be very effective (West 2012, p. 20). Constant communication Internal communication needs to be repetitive and persistent. The constant communication is a sign of the changes having gone underway (West 2012, p. 20). Flow There is need to ensure that the flow of information is done correctly that is in a systematic way from the top ranks to the lowest ranks in the system. At the same time you need to make it easy for the employees to raise complaints or any matters or even to provide feed backs (West 2012, p. 21). Conclusion It is very important that good protocol of communication is observed for internal communications for this is the basis of acceptance of a given change. Leadership needs to speak out in one voice and they need to provide adequate information to the employees if at all they want the changes to be effected (West 2012, p. 22). Finally internal communication needs to flow and should not end if a change has been adopted and is being practiced. An effective, vibrant and barrier free internal communication should be the basic factor to consider before the actual change is to be brought forth to the employees (West 2012, p. 23). WORK CITED West Jan, How to conduct a survey: a premier on survey research. National Business Research Institute. Retrieved from http://www.nbrii.com/employee-survey-white-papers/action-planning-communicating-to-employees/ on 24th November, 2012. Read More