Communication and Organisational Practices at Chinese Restaurant - Case Study Example

COMMUNICATION AND ORGANISATIONAL PRACTICES Name Professor Institution Course Date Communication and Organisational Practices I have been a waiter at a Chinese Restaurant within the context of China town. During the period of serving the organisation, I had the opportunity to understand diverse concepts in relation to operations, as well as activities of the organisation within the market and industry of operation. In the course of developing this research paper, the focus will be on the relationship between the organisational practices and interpersonal communication aiming at improved image and reputation of the organisation in the market and industry of transaction. From this perspective, the research will focus on the utilisation of conflict, culture, and gender to provide the perfect platform for understanding the practices of the organisations seeking to offer quality services and products for the target audiences or consumers (Spottswood, Walther, Holmstrom, & Ellison, 2013). Communication and Conflict Conflicts tend associate with various business entities in the modern context. In the case of the Chinese Restaurant, there were diverse conflicts affecting the operations of the organisations. These conflicts were evident among workers or between the employees and the executive or management (Charlton & Dewdney, 2004). Some of the causes of the conflicts include inappropriate working conditions, exploitation of the employees, misconception of the situations, and diversity in the perception of the employees and employers seeking to offer quality products in accordance with the demands and expectations of the customers in the globalised economy. In this context, it was essential for the organisation to develop improved understanding to guide adoption and implementation of effective and efficient strategies for communication in conflict, as well as conflict resolutions (Charlton & Dewdney, 2004). In the course of understanding this relationship, it is critical to illustrate a holistic perception of the issue of conflict. According to the traditional perspective of conflict, conflict comes out as negative, thus the need to avoid the vice. On the other hand, human relations and interactionist perceive conflict as natural, as well as inevitable, which might be position or helpful. Similarly, conflict can be dysfunctional. Moreover, conflict is essential in communicating opinions, thus generation of creativity under the influence of effective and efficient management by the organisation seeking to achieve goals and targets at the end of the fiscal period (Condliffe, 2008). Employees have the opportunity to develop attitudes and perceptions to conflict through childhood, as well as workplace experiences. Within the Chinese restaurant, there were diverse issues such as ambiguity in relation to roles, tasks, and relationship-based models, which were essential in the generation of conflicts among the shareholders and stakeholders seeking to achieve competitive advantage within the market and industry of involvement (Cahn & Abigail, 2007). Like in most organisations, the critical signs of conflict were evident on a daily basis. Some of the prominent examples or signs of conflict within the organisation include making light of a situation, verbal argument, and changing of subjects (Watson, 1999). During my time at the organisation, I was not able to encounter in physical abuse as one of the signs of conflict (Berko, 2010). In the course of resolving a conflict, business entities tend to have three potential goals, which relate to the need to change the other person, change the situation, and change the individual self. These aspects are critical in the determination and integration of the most appropriate approach towards the achievement of the goals and targets at the end of the fiscal period (Thompson, 2000). One of the prominent approaches towards handling conflicts in the context of the Chinese Restaurant was the essence of avoidance, thus the need for the removal of self from the situation. In addition, employees focused on eliminating any situation, which might have led to disagreement (Budjac, 2007). Nevertheless, the approach fails to offer an appropriate platform in relation to constructive resolution to the conflicts within an organisation. On the other hand, it would be appropriate to incorporate accommodative approach in relation to handling conflict issues within the organisation (Sampath, 2007). The approach is effective and efficient in the course of maintaining quality relationships in the course of achieving diverse goals and targets. Similarly, it is critical for the accommodative approach to concentrate on the acceptance of others into believing that conflict is destructive. However, the issue might lead of utilisation or exploitation of other employees. This makes it critical for the organisation to consider utilisation of the mediation (Samovar, Porter, & McDaniel, 2008). This approach will enable the Chinese Restaurant to maintain quality relationships through compromising on the conflicting issues, thus the perfect platform for the improvement of interactions among employees seeking to achieve competitive advantage. From this perspective, conflict resolutions are essential organisational practices towards the achievement of effective communication and interpersonal relationships among employees within the market and industry of operations. Communication and Culture Culture is one of the essential concepts in relation to the operations of the organisation in pursuit of competitive advantage. This is because of the influence of culture on various organisational practices. For instance, culture has the tendency of affecting organisational planning, communication, risk propensity, emphasis on groups or individuals, emotions, and task completion. These approaches are critical towards the achievement of the goals and targets at the end of the fiscal period. From this perspective, organisational culture relates to a formal approach through which an organisation executes its expectations, roles, and duties in accordance with the needs and preferences of the consumers. In the context of the Chinese Restaurant, culture was essential in the determination of the strategies for motivating employees, thus improvement of performance in the course of achieving competitive advantage against other competitors in the global fast food industry. The organisation has rules in relation to transformational leadership, mode of dressing, and utilisation of the most appropriate organisational structure to facilitate effectiveness and efficiency in the communication or interaction between employees and employers or management. The organisation has strict regulations in relation to time management, which is ideal in the improvement of the image and reputation of the firm. For instance, important issues such as organisational meeting demand longer time with the intention of eliminating poor decision-making by the relevant practitioners in the course of handling the demands and expectations of the consumers. It is essential to note that the organisation operates under the influence of the low context platform in relation to its cultural attributes (Crossman, 2011). For instance, the facets of communication are essential in offering explicit, as well as verbalised information directly. In addition, the actions and strategies of the organisation tend to promote the essence of patronisation or nationalism with the objective of gaining the competitive edge within the market and industry of operation. There is also the tendency for the organisation to distribute responsibility for effectiveness and efficiency. The cultural aspects of the organisation demonstrate the aggressiveness of the organisation in pursuing of improved image and reputation for the brand within the market and industry of operation (Ting-Toomey & Chung, 2012). Communication and Gender It is essential to note that women continue to lag behind men in relation to career advancement, as well as compensation. This is because their communication networks are narrower in comparison to their male counterparts who tend to have increased accessibility to more skills, as well as knowledge. In the course of understanding this concept, it is essential to understand the aspects of biological and social aspects in relation to sex and gender prior to assessment of the gendered communication influences in relation to the interpersonal relationships (Kimbrough, Guadagno, Muscanell, & Dill, 2013). According to the socialisation model, men and women have the tendency of learning through primary communication with, and exposure to, various socialisation agents with reference to mass media, peers, and parents. In the course of China, masculine gender traits tend to dominate the business and economic perspectives. From this perspective, society has the tendency of assigning specific expectations to men. The masculine gender role or context has the tendency of emphasising on strength, competitiveness, risk taking, aggression, independence, and logical thinking (Crossman, 2009). It is critical to note that such characteristics, as well as communication behaviour patterns have the tendency of beginning early prior to translation into the workplace platform. In such entities, it is essential to note that women are more likely to see and offer equal importance to both sides of the interdependent relation (Crossman, 2010). On the other hand, men are more likely to exploit structuring of the social relationships within the existing hierarchy. It is also essential to note that men are more likely to perceive threat from situations of affiliation for fear and entrapment (Brandon & Robertson, 2007). Similarly, women have the tendency of perceiving relationships as aspects of protection in relation to danger of isolation. Communication comes out as gendered concept with the potentiality of affecting both men and women in the context of their negotiation. It is critical to note that women use more open communication patterns in comparison to their male counterparts in the modern and Chinese contexts. In the context of the Chinese restaurants, women employees had little freedom and prowess to ask for anything in relation to their duties and concepts (Keogh, 2014). Secondly, they had less positive aspects with reference to negotiations in comparison to their male counterparts. The approach was also evident in relation to the less compensation women expected from similar working positions to men. Conclusively, the research focused on the assessment of the relationship between the organisational practices and interpersonal communication aiming at improved image and reputation of the organisation in the market and industry of transaction. This is through utilisation of elements of communication such conflict, culture, and gender with the intention of increasing understanding of the influence of communication on the issues or practices of the organisation. According to the findings of the study, culture tends to have massive influence on the communication patterns affecting the operations of an organisation. Similarly, business entities need to focus on adoption and implementation of mediation approach in the course of offering quality services in solving conflicts among employees and employers. List of References Sampath, R 2007, ‘Generation Y to require new recruiting strategies, organization reshaping’, Natural Gas & Electricity, vol. 24, no. 4, pp. 21-27. Thompson, W 2000, ‘Can you train people to be spiritual?’, Training and Development, vol. 54, no. 12, pp. 18-19. 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Person‐Centered Emotional Support and Gender Attributions in Computer‐Mediated Communication. Human Communication Research, 39(3), 295-316. Retrieved from http://www- personal.umich.edu/~enicole/SpottswoodWaltherHolstromEllison2013.pdf Keogh, E. 2014. Gender differences in the nonverbal communication of pain: A new direction for sex, gender, and pain research?. Pain, 155(10), 1927-1931. Retrieved from http://www.sciencedirect.com/science/article/pii/S0304395914003133 Kimbrough, A. M., Guadagno, R. E., Muscanell, N. L., & Dill, J. 2013. Gender differences in mediated communication: Women connect more than do men. Computers in Human Behavior, 29(3), 896-900. Retrieved from http://www.sciencedirect.com/science/article/pii/S0747563212003342 Read More