Communication Problems in the Workplace Term Paper

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Employees become frustrated and develop negative views concerning management. Any animosity that the employee may exhibit could result in workplace violence. If employees are terminated or laid off under such conditions, resentment could lead to violence (Chenier 1998)." stressful work environment can also lead to poor service and customer dissatisfaction (Waner 1995). In severe cases, problems communicating in the workplace can lead to the demise of a business or enterprise. Therefore, it is vitally important that workplace communications problems are addressed in a timely and appropriate manner. Over the next few paragraphs, we will discuss how communication problems in the workplace can be resolves.

Resolving Communications Problems in the Workplace

Stoppler (2005) explains that problems communication in the workplace will always exist to some extent. Therefore, managers and employees alike must find ways to resolve these conflicts. The author argues there are ten ways that communication problems in the workplace can be resolved. For the purposes of this discussion we will focus on five of these solutions.

The first concept that can be utilized is to be specific. Often misunderstandings and poor communication arise when there is a lack of specificity. Therefore, the author suggests that specificity must exist even when an employee is attempting to voice a complaint or preset negative feedback. In addition, another way to resolve conflict involves listening. The author asserts that when coworkers are having a disagreement they should vocalize (confirm) what the other person is saying; in doing this the situation can be diffused.

The third tactic that can be used involves depersonalizing the situation. This involves taking the attention or blame off of the other person and placing the emphasis on the problem. In doing this those involved in the conflict have a better chance of communicating effectively and resolving the problem. The fourth tactic involves moving to a secluded area. This allows the workers involved in the conflict to resolve the conflict without the opinions of onlookers and instigators. The final tactic involves bringing a mediator in to aid in conflict resolution. A mediator would be a unbiased third party that could aid the workers in talking the situation out. A mediator would be needed in only the most extreme cases.

Conclusion

The purpose of this discussion was to examine communications problems in the workplace; more specifically, focused on areas such as listening, oral communication, nonverbal communication, and communication issues as it relates to workplace diversity. The research indicates that these issues are serious and must be addressed by managers and employees alike. These communication skills are essential to the longevity of an organization and problems that arise involving these communication skills must be resolved quickly and effectively.

We also discussed the outcomes of communication problems in the workplace and the steps that can be taken to resolve communications problems in the workplace.

The major outcome of communication problems in the workplace is stress which creates a hostile work environment resulting in low productivity and customer dissatisfaction. The research also indicates that steps to resolve communication problems include specificity, listening, depersonalization, mediation, and temporary separation from coworkers.

Works Cited

References

Brownell, J. (1994). Managerial listening and career development in the hospitality industry. Journal of the International Listening Association, 8, 31-49.

Carmichael, K. (1996). Conceptualizing Business Communication. The Journal of Business Communication, 33(3), 327+. Retrieved Chenier E. (1998) the Workplace: A Battleground for Violence. Public Personnel Management. Page Number: 557.

Cooper, L.O. (1997). Listening Competency in the Workplace: A Model for Training. Business Communication Quarterly, 60(4), 75+..

Harris, T.E. (1993). Applied Organizational Communication: Perspectives, Principles, and Pragmatics. Hillsdale, NJ: Lawrence Erlbaum Associates.

Mendelson J.L., Mendelson D, C. (1996) an action plan to improve difficult communication - promoting diversity in the workplace. Retrieved June 28, 2005 from; http://findarticles.com/p/articles/mi_m3495/is_n10_v41/ai_18939414

Selnow, G.W., & Crano, W.D. (1987). Planning, Implementing, and Evaluating Targeted Communication Programs: A Manual for Business Communicators. New York: Quorum Books.

Stppler M.C., (2005). Communication Tips for a Healthy Workplace. Retrieved June 28, 2005 from; http://stress.about.com/cs/workplacestress/a/aa090903a.htm

Thierauf, R.J., & Hoctor, J.J. (2003). Smart Business Systems for the Optimized Organization. Westport, CT: Praeger.

Tovey, J. (1997). Addressing Issues of Cultural Diversity in Business Communication. Business Communication Quarterly, 60(1), 19+. Retrieved June 29, 2005, from Questia database, http://www.questia.com.

Waner,…[continue]

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