Communication within Groups Issues - Case Study Example

Thesis Statement: Cultural differences have been the root cause of the ever-increasing number of issues related with various cultures merged at a single place. It has been going on for a long time and researchers, though trying their best, have not been able to find a suitable remedy for the problem. To be effective within any organization, there is a need to understand what the philosophy, mission and vision of this organization is. If the same are outlined in a proper and adequate manner, next step is to make that happen. Now the basic factor which needs emphasis in the whole ball game of business undertaking is to be effective yet useful at the same time, without making use of the resources in an abundant capacity. This means that resources stand as a problem in the wake of an organization trying to achieve its goal in the way of meeting its objectives. These objectives could both be short term as well as long term – both looking to stabilize the working capital of the organization and its different tenets. To be effective within a business communication setting, there is a need to have proper and sound policies when it comes to e-mail communication, cross cultural exchange and lastly correct usage of diversification within an organization. E-mails that are sent out in an organization need to be written and sent in a manner which could easily be read and understood by the right mix of audiences that work within an organization. This means that the language used should be readable and easy to interpret. Any organization would dearly want to have employees who could make out from a variety of different Internet languages, which also brings to light the notion of understanding and comprehending the ‘net lingo’ – the mix of informal Internet language and the common, daily use terms like ‘hey’, ‘u’, ‘f9’ and so on. There are definitely some guidelines attached with the smooth interaction and transfer of cross-cultural issues but they are hard to come by and even harder to implement at the work place, more so if the employees are not that comfortable with the same. Cross cultural awareness is increased within the companies and its people through effective managers who can bridge the gap between them culturally and socially. It is adopted through extremely viable work styles, cultures and practices within the office work place. Productive relationships between employees result in a better understanding of the business in general and amongst the cross-cultural factions in general. A successful communication system is achieved by training and assistance for the employees within their offices and work places. Be a company in Calcutta, Brisbane or Hong Kong, it is necessary for the company owners to understand the need for a solid platform for all people within it, the ones interacting with it and all the rest to talk freely and express the ideas and share the thoughts which are so very necessary for the development of ties among different branch outlets of a company and more than that, the people within them. There is a need for a code-breaker within the business, which understands what the other person is saying and what he is trying to pass through his/her judgments, more so for the betterment of the company, in any capacity and in area of the world. Cultural diversity can pose a number of problems for the group members but it is the duty of the leader of the group to make the group members hailing from different cultures to feel comfortable within the group and contribute to the best capacity they can, both as an individual and in the form of a group as a whole. Decision making needs to be emphasized here that the success of a group is the success of each and every individual who worked hard and toiled for it to achieve in the first place. The diverse workforce issue gets its resolve from the fact that people work as a team rather than working alone yet they perform their own respective tasks and duties in their own capacities within the office environment for which there is no direct or indirect connection as concerns the groups and teams that they are working under from time to time. The manager thus chalks out a plan to review each and every sub-ordinate’s performance and then allot him the potential duties which may or may not be linked to their strengths over a given period of time. Hence diversity certainly takes its roots from this scenario and employees feel somewhat at ease whilst carrying out their jobs and assigned tasks. The ramifications of the issue of diversifying work and making people accustomed to management tactics only helps the corporate ladder as much as the employees, specialists and top management themselves. Thus a clear understanding has to be the guiding force to tell one and all in this situation as to the rationale behind doing the same. The end result is achieving success for the company or the enterprise that they all strive to be a part of and not to forget their individual growth that will take them up the ladder of expansion and development over the years. However, on the flip side of the coin, falling short of this diversification within the organization can have poor employee morals as well as a work ethic that does not support progress within the company nor amongst the personnel present in different departments of the business and at the end of the day, everyone is on the losing end with no winners to take the center stage. Therefore, diversity in work and its related fields is the order of the day and must be supported by managers, top management and people who are in a position to bring about a change in the hierarchy of the business enterprise. As far as the notion of recruitment and selection issues are concerned and whether or not the same benefits in one way or the other towards the diversity of the workplace is an interesting proposition to state in a mild way. The aspects of selection require stiff challenges on the part of the recruiters, the organization’s human resources department and top management since they need to make the right decision when it comes to employees coming from different professional backgrounds. There could be so many reasons behind a person’s leaving a job and coming to a new organization. He could state completely different reasons for doing the same but then again one cannot be sure as to what is right and what indeed is wrong when it comes to taking the final call of judgment. The reasons could be best ascertained by an able and competent human resources unit present within the organization so that it gives its very best for the positives that will eventually be gained by the organization itself. A more diverse workforce could only be encouraged when there are efforts made by the organization to incorporate certain policies which are in line with the ethical and moral code of workers regimes. This means that the workers must be considered human beings first and then they are assigned work in a manner which is manageable for them realistically as well as theoretically. Just getting the work done out of them is an exercise in futility since it would not reap rich dividends at the very end and there would be problems for the organizations left, right and center. (Cross, 2000) The laws that permit the effective handling of employees and workers within a country must be followed to the end limits since the authorities at the helm of affairs know that it is best for both the organizations as well as the employees to make effective use of these laws and respective procedures as the end result is one that will benefit not only them but also the country’s government and the related industries. A conflict within the organization can take place due to differing personalities of the employees or in their attitudes that lead in their linkage with each other. This could also happen due to their norms and behaviors which might not be liked by any one party (person) and thus lead to a conflict of thoughts, ideas, actions and eventual behaviors towards each other. There is a degree of power when we speak of the manager in terms of the same over his subordinate or the employee who is working under him in a direct or an indirect capacity. Thus, people factor has been at the core essence of any organization mainly due to the fact that it is the ultimate resource which brings about completion of work and duties. People factor within any organization gains an even more significant position as the business can move from a position of stability to one of a complete unstable stance as it acquires different means of gathering the market and its driving factors that come along with it. Consequently the diverse workforce issue gets its resolve from the fact that people work as a team rather than working alone yet they perform their own respective tasks and duties in their own capacities within the office environment for which there is no direct or indirect connection as concerns the groups and teams that they are working under from time to time. The manager thus chalks out a plan to review each and every sub-ordinate’s performance and then allot him the potential duties which may or may not be linked to their strengths over a given period of time. Taking the work-life balance issues of employees within their own hands employers do not sit pretty under such a scenario. They could face the wrath of employees who might feel that their privacy is being broken into whilst at other times being aloof to the whole discussion of work-life balancing act is also a pertinent aspect. This demands a patient hearing as to what actually the employers must do in order to understand the privacy concerns of the employees when it comes to their family lives and how best they could utilize their organizational domains in order to benefit the employees as per their balancing act endeavors. The conflicting perspectives that arise due to differing viewpoints remain steady within the cultural domains of the organization where it is set up and each organizational unit is treated in a different manner. There is a localized approach when it comes to solving issues of such magnitude and the balancing act needs to be found no matter how troubled the times are. Hence on a personal level, diversity for me has taken its roots from the related scenarios and I believe that the employees feel somewhat at ease whilst carrying out their jobs and assigned tasks. The ramifications of the issue of diversifying work and making people accustomed to management tactics only helps the corporate ladder as much as the employees, specialists and top management themselves. Thus for me a clear understanding has to be the guiding force to tell us the rationale behind doing the same. The end result is achieving success for the company or the enterprise that they all strive to be a part of and not to forget their individual growth that will take them up the ladder of expansion and development over the years. In the end it would be fitting to state that the human resources management can be managed much better and in a more effective manner if the above mentioned points are incorporated every now and then. It is only the determination of the people sitting at the helm of affairs that things could change further and that too in a positive direction, in the times to come. (Johnson & Johnson, 1975) People factor will continue to strengthen the basis of organizations in the times to come since people are the real resource of the business and without them there would be no business and organization in entirety. For achieving a corporate vision, it is necessary to acknowledge the fact that people need to be respected and they must be given the credit where it is due. References Cross, Elsie Y. (2000). Managing Diversity – The Courage to Lead. Quorum Books Johnson, David W. & Johnson, Frank P. (1975). Joining Together. Prentice Hall, 9th Edition Word Count: 2,030 Read More