Overview:
Use a decision-making model of your choice to discuss an organizational communication problem you have experienced.
Context:
The acts of solving problems and making decisions involve considering the possible options and then selecting of the best option to solve an organizational issue. Problem solving and decision making can be done as individual or team processes. Effective organizational communication supports how we think through, discuss, and choose resolutions for issues.
Other organizational activities that rely on communication competencies include interviews, written correspondence, and presentations:
Many probably agree that life revolves around relationships. Because we are all unique, we each bring our own beliefs, preferences, communication styles, wants, and needs to our various relationships. As such, conflict is bound to occur. We all frequently experience opportunities for negotiation in our personal, professional, and social lives.
As part of the Harvard Negotiation Project, Fisher and Ury (1991), Harvard Law School professors, helped to devise principled negotiation, a decision-making process based on the merits of issues rather than on a haggling process focused on what each side says it will or will not do. They explain principled negotiation as follows:
In principled negotiation, all sides work together to creatively come up with a solution that works for both parties and, ideally, is better than what any side initially had in mind.
Stephen R. Covey incorporates the theory of principled negotiation in Habit 6: Synergize of The 7 Habits of Highly Effective People Signature Program. Covey (2005) believes that “[p]eople who are truly effective have the humility and reverence to recognize their own perceptual limitations and appreciate the rich resources available through interaction with the hearts and minds of other human beings” (p. 127).
Many organizations have incorporated training programs to address successful conflict resolution. You can see why these types of training programs would rely heavily on effective communication competency levels.
Strategic management can be described as a set of decisions and actions that result in the formulation of plans designed to achieve a company’s objectives. One of the fundamentals of strategic management is the formulation of a mission statement that serves as an overall guide for all aspects of an organization’s efforts. Often, organizations also develop a statement of philosophy or company creed that reflects or specifies the basic beliefs, values, aspirations, and philosophical priorities upon which the mission statement is based.
The successful design and implementation of a change-related communication plan depends on professionals who possess excellent communication competency skills. Changes—planned and unexpected—are realities in all facets of our lives.
Why is structured management and communication of change such a necessary focus in organizations today? Why does change seem to be happening faster and faster? Globalization and technological advances have resulted in broad-based, fast-paced change becoming the new norm. Even our attention spans have been evolving to match the short, fragmented timing patterns of television commercials and the pace of video games.
Stop and think about it for a moment, if you can find the time! Did you know that Ford’s Model T was virtually unchanged for almost twenty years? How long will this year’s car models stay the same? Tools from the Stone Age went unchanged for thousands of years. When was the last time you upgraded your cell phone?
As rapid change becomes the norm, individuals and organizations are gaining valuable experience in managing change successfully. As a result, more and more resources become available every day for others to research and use.
Information technology heavily supports these communication methodologies. In fact, communication competencies would be incomplete without considering the influence of technology and electronic communication. Therefore, constant competency development and an attitude of openness to change and lifelong learning are keys to success.
Technology has continuously changed the face of social and economic systems, beginning with simple tools, through production automation, to the use of technological interfaces. One benefit of technology is that it enables communication between individuals across geographical distance and time zones.
It has also led to information overload.
With all of its benefits, the most fundamental change that technology growth is driving, however, is that of changing the way individuals interact, thus challenging our concepts of communication to the core.
Many teams consist of individuals who:
References
Covey, S. R. (2005).The 7 habits of highly effective people signature program. Salt Lake City, UT: FranklinCovey.
Fisher, R., &Ury, W. (1991).Getting to yes: Negotiating agreement without giving in. New York, NY: Penguin Books.
Complete the following: