Communication in Human Resource Administration

Effective communication in an organizational context is essential as it facilitates the efficient sharing of information and ideas between the employees, particularly when working in teams. As such, the effectiveness of communication in an organizational context is a widely researched aspect of human service administration. Bucata and Rizescu (2017) explore the concept of communication as an important lever of management and it helps to establish interpersonal relationships between employees. The crucial role played by communication in organizational context necessitates integration into management strategy. Human resources are one of the valuable resources of a company, therefore the management should actively engage the staff using various communication approaches. Active involvement of the staff is imperative because the management and the teams have to work together to achieve organizational goals (Bucata & Rizescu, 2017). The management coordinates the teams’ activities through planning and coordination of pre-established objectives in addition to controlling the cost associated with their duties and responsibilities.

The intricate interplay between the management and the staff brings dynamism in human service administration. Depending on how communication is embedded in the management strategy, it may benefit or undermine the outcomes of the workforce because they execute the tasks assigned to achieve organizational objectives (Bucata & Rizescu, 2017). In this context, communication enables the management to inform and guide the staff to achieve the best possible results. Therefore, communicating effectively means more than expressing one’s thoughts and ideas as the ideas have to be presented in a way that captures the attention of the receiver.

The manager should be proactive in establishing bridges to foster effective communication between the members of the organization. This enables the manager to use various communication channels to convey the message to the recipient as well as receive feedback. These two elements comprise a two-way communication process that enables the sharing of ideas and information between the manager and the members of the organization (Bucata & Rizescu, 2017). Also, managerial communication should be brief, flexible, based on a common language, and support rapid transmission that is reversible. The tremendous impact of communication on managerial outcomes alludes to a form of interpersonal leadership. It provides the managers with powers to train, control, forecast, coordinate, and evaluates the activities of other members of the organization. Effective communication also helps to motivate the employee by expressing the value of their contribution to the organizational goals and objectives. Effective internal communication increases employees’ motivation by highlighting the non-financial gains of being part of the organization.

Bucata and Rizescu (2017) also note that people act based on how they feel rather than what they think. Therefore, maintaining harmonious feelings among the employees is essential to overcome emotional barriers that hinder effective communication. Harmonious feelings among the employees can only be maintained through open communication to ensure efficient information flow. However, expressing an open attitude towards the dynamics of group discussion is a learned behavior rather than an instinctive human ability. While verbal communication is essential in fostering interpersonal relationships within an organization, it is imperative to articulate artificial languages such as the sign-used by dump and deaf or computer language (Bucata & Rizescu, 2017). It helps to create an environment of appreciation of individual differences in ideas, attitudes, feelings, and thoughts.

Critique

            The article provides invaluable insights for managers in different organizations by highlighting the importance of effective communication when working with teams. The article is a recent literary work that supports a stakeholder’s perspective on communications within an organization. According to Burnside-Lawry (2011), the stakeholder perspective is a paradigm shift from the shareholder perspective, which considers only the needs of the business owners. The stakeholder perspective emphasizes the need to recognize the contribution of all the stakeholders of the organization in achieving organizational goals and objectives. Thus, the employees are considered an important aspect of the management function. Therefore, the article emphasizes the need for the manager to actively involve the employees in the communication process through a two-way strategy that enables them to provide feedback on instructions provided. The article also highlights the need for an open environment that enables the employees to share ideas and opinions on different organizational issues. According to Yildirim (2014), this approach creates a sense of belonging as the employees feel like part of the organization. Evidence from research studies indicates that employees are increasingly demanding to be involved in the decision-making process rather than being treated as resources to achieve organizational goals and objectives. In concise, the article emphasizes the need to establish a two-way communication strategy that is stakeholders-oriented by adopting a flexible approach to human resource management.

The article is an invaluable resource for managers in modern organizations where teamwork is the basis of organizational functions. Therefore, managers must learn to work with culturally diverse teams by recognizing and embracing employee diversity. Cultural diversity is a key source of competitive advantage in modern organizations as it brings diverse perspectives that stimulate creativity and innovation. Therefore, cultural diversity is an aspect of human resource management that can benefit an organization if properly articulated in the communication strategy. The authors provided a brief and informative summary of the key aspect of effective communication in organizations. The information will therefore inform and empower managers to organize and control the functions of different teams within an organization. Managers can easily access the article as it is a free resource available on the internet via Google Scholar.

References

Bucata, G., & Rizescu, A. M. (2017). The Role of Communication in Enhancing Work Effectiveness of an Organization. Land Forces Academy Review, 22(85), 49-57.

Burnside-Lawry, J. (2011). The dark side of stakeholder communication: Stakeholder perceptions of ineffective organizational listening. Australian Journal of Communication, 38(1), 147-173.

Frandsen, F., Johansen, W., & Pang, A. (2013). From management consulting to strategic communication: studying the roles and functions of communication consulting. International Journal of Strategic Communication, 7(2), 81-83.

Yildirim, O. (2014). The Impact of Organizational Communication on Organizational Citizenship Behavior: Research Findings. Procedia – Social and Behavioral Sciences, 150(15), 1095-1100.