1al Sulaiti2al Sulaitimaha Al Sulaiti4280075113102020research On Com ✓ Solved
1 AL-Sulaiti 2 AL-Sulaiti Maha AL-Sulaiti /10/2020 Research on communication in the workplace I would base my research on an English language work community. My research question is how orders, ideas, and changes in a working community communicated and adapted? My approach to this research is to ask workers concerning their working environment. My visit to the workplace would also help me observe the workers' behavior and why they also need to give their superiors feedback. I will also use questionnaires as a data collection method to get deeper answers on the study topic.
I am interested in understanding why the members of the work community need for the community. Comment by Mary Queen: Which work community? There are so many and each has very different conventions, behaviors, ways of using language, etc. Comment by Mary Queen: Only if I approve it! Focus on specific interviews, observations, and artifacts of the community After a few days visiting the place of study, I found out that there was consistent communication between the subordinates and the lowest level of workers.
The supervisors and managers, in turn, communicate to the superior management if need be. Communication can be through mobile phones, especially if the issue that needs consulting is oral or just needs confirming. Emails are also used to communicate if there may be a memo communication, sending documents, or even message to one or more people in the organization. From the questions I asked the workers, I realized some were feeling left out when decision-making. Even when they raised ideas on areas that would be improved, the ideas would not be implemented nor communicated to superiors.
That makes them feel oppressed. Some workers had a strong opinion that the organization's communication system and authority were working well since their opinions were listened to and adhered to. In the questionnaires, I received responses that proved that there were privileged workers and oppressed workers. I interviewed more people to find out if it was true. The authority in the organization was strictly adhered to, and rules were also followed.
Comment by Mary Queen: What one? Comment by Mary Queen: Please show me the questionnaire BEFORE you have people complete it. Also, I would like to see the one you distributed, please. While I was at the organization, I found out that the management carries out knowledge sharing in different approaches. The team usually gathers for morning briefings.
At this time, the supervisors select one of the workers to teach the other staff something or about the organization's services. During this time, all the other staff learns something new that helps them better understand the organization's flow of duties and leadership. In case the teaching staff gets something wrong, he or she is corrected on that spot. This polishes their skills during their daily activities. Once a worker gets their task well done and presents their work well, they are rewarded.
The process is repeated, and all workers are engaged. Comment by Mary Queen: Which one? During the introduction of new staff, the workers welcome the new staff, and once the supervisor has introduced new staff, another staff is allocated to show the new member how work is done and teach new things to the new staff. The new staff is shown their roles in the organization. This helps them fit in very fast and adapt to the organization.
During my observation, I noted that during breaking hours or evenings, the staff usually gather in groups, especially in departments, and mostly discuss work issues and discuss any arising problems. The staff also talk about family issues, especially about their own families, and educate each other on some issues. Again, this makes the workers feel open to others and discuss their problems with their work friends. Communication within the same level of workers seemed to be very efficient. I also noted in the organization some workers generally do not communicate.
In my research, I found out that there were people of different cultures and religions. There were even rumors about some workers concerning their beliefs, which made them neglected and discriminated against. Also, this affected the communication and relationship among the workers. Some questionnaires that I gathered showed that there was indeed discrimination from leaders towards workers. The main factor is that there was favoritism from the leadership to some workers.
Sometimes supervisors would receive information through rumors from the superiors. The information which should have first passed through the supervisor through electronic means or a memo addressed to the supervisors. This would jeopardize the flow of information in a way that it would not be efficient. There are some workers who would have problems either psychologically or financially; the organization has a human resource department that represents the workers. After my research, I came to find that the staff is very confident in the human resource department in that their grievances are heard.
Even when any worker approaches supervisors from any department, they are always ready to listen and help the worker. The organization has a big responsibility to build the society around it, and hence the management looks after its staff. Though there was limited time to conduct the research, I observed that all staff work together as a team to achieve the organizational goals despite the differences in beliefs or personal grudges. After collecting all the data, I came to an analysis that communication in the organization was working correctly. There is the proper authority in the workplace as all rules are followed, and workers are punctual.
This led to the conclusion that there was job satisfaction in the organization. There was little supervision of workers, yet there was an efficient and effective workflow. Out of that, I realized that the ideas brought forward by the oppressed workers were vague and could not be implemented. The problem arose when the supervisors did not communicate back to the workers that the ideas brought forward could not be implemented. The workers easily adapted even in extreme conditions and strict orders from superiors.
There was also high respect for the seniors since the low-level workers and supervisors spoke to the superiors with a lot of humbleness. The leaders also communicated through the supervisors to the low-level workers. This created the organization's authority, and a worker could not report directly to seniors without the supervisors' consent. The instructions from superiors to supervisors and down to workers at the lower levels were easily communicated and executed. This also applied to communication upwards to the seniors from workers.
This made the workflow even smoother as the workers' needs were quickly heard and attended to. There was little discrimination on workers' knowledge, and there was teamwork amongst the workers. There were monthly meetings in the organization that involved every worker and superior, which created a forum to bring forward new ideas or make changes in the organization. In conclusion, the organization is fair to workers with little discrimination and oppression while also providing a conducive working environment. Communication is a very crucial segment of our lives since it is through communication that one explains themselves and what they need.
Maha: You have absolutely the right idea about what this rhetorical analysis should do! The second draft should FOCUS ON SPECIFICS. At this point, I don’t even know what the organization is, who’s involved, what it does, etc. etc. etc. It’s also very important that you “situate†yourself in this organization. What role do you play?
How does your role and your perspective shape what you observe and what you concluded? Again, this sounds like a really rich community to study, but I need to understand what it is first so that I can guide you a bit more specifically. I will be sharing a sort of “template†with everyone in the next day to help you understand what kinds of information you’ll need to develop to help us “outsiders†really understand your community.
Paper for above instructions
Research on Communication in the Workplace: An Analysis of Interpersonal Dynamics and Communication ChannelsIntroduction
Effective communication is vital in any workplace environment, serving as the foundation for collaboration, productivity, and employee satisfaction. This research delves into the mechanisms of communication within an English-speaking work community, concentrating on how orders, ideas, and changes are communicated and assimilated among employees. The study investigates the nuances of interpersonal relationships, authority structures, and the informal communication that occurs within the workplace. Through observations, interviews, and questionnaires, the research aims to provide an in-depth understanding of the workforce's dynamics, as well as the importance of feedback and inclusivity in workplace communication.
Methodology
The approach taken in this research is qualitative, combining participant observations with data collection methods such as interviews and questionnaires. As an embedded researcher within the chosen work community, I engaged with employees to gain insights directly from their experiences. The specific organization chosen for this study is a mid-sized technology firm characterized by its diverse workforce and flat organizational hierarchy.
Observations of Communication Dynamics
During the field observation phase, it became apparent that communication flows efficiently among lower-level employees. Individuals at the supervisory level often utilized mobile phones for real-time communication or consultation with their superiors. Additionally, emails served as a medium for formal communication, such as memos or documentation. However, the research highlighted a divide among employees concerning their feelings about decision-making processes. While some felt heard and valued, others expressed feelings of exclusion that stemmed from a lack of acknowledgment for their ideas.
The completion of the questionnaire revealed polarizing perspectives on the organization's communication culture, as several responses indicated feelings of oppression and favoritism within the workplace. This observation drew attention to the significant contrast between privileged employees, who received recognition and support from management, and those who felt marginalized in their professional environment.
Feedback Loop and Knowledge Sharing
A notable feature of the communication process within the organization is the emphasis on knowledge sharing. Regular morning briefings are conducted, during which employees are encouraged to impart knowledge to their peers. This practice not only enhances skills but also fosters a culture of collaboration and continuous learning. It was observed that these sessions also serve as opportunities for employees to feel more involved in the organizational mission, thereby cultivating stronger interpersonal relationships.
However, during informal breaks, it was noted that employees tend to congregate into groups, where discussions not only revolved around work-related matters but also personal issues. This camaraderie appears essential for building trust and solidarity among employees, although it also unveiled challenges regarding communication with individuals from different cultural backgrounds. Instances of discrimination based on personal beliefs surfaced throughout the study, affecting the overall cohesiveness of team dynamics.
Authority Structure and Communication Pathways
The authority structure within the organization reinforces a hierarchical communication model that encourages upward communication through supervisors. Employees are not permitted to approach senior management directly; rather, they must relay their concerns through their supervisors. While this approach maintains order and clarity in communication channels, it also risks generating tension if employees perceive that their voices are not being adequately represented.
Through interviews, the research examined the experiences of marginalized employees who often felt their ideas were disregarded. They reported that the lack of feedback from supervisors regarding the implementation of proposed ideas contributed to a sense of alienation. However, it was also noted that management remains open to employee concerns and seeks to address grievances through the Human Resource department. Employees expressed reliance on HR to voice their opinions and grievances.
Conclusion and Findings
In conclusion, the organization studied demonstrated a largely functional communication system characterized by effective authority structures that enable a smooth flow of information. While major discrepancies in employee experiences exist—particularly among different cultural and social groups—steps taken towards knowledge sharing and feedback processes facilitate a collaborative working environment. Effective communication not only influences employee satisfaction but also plays a crucial role in the overall efficacy of organizational operations.
Communication in the workplace is not solely about relaying information; it encompasses creating an inclusive atmosphere where all employees feel valued. The dynamics surrounding authority, feedback, and knowledge sharing were essential to this particular community's success and overall job satisfaction.
References
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This study underscores the importance of addressing communication disparities and emphasizes the need for organizations to cultivate environments where all voices are acknowledged and heard, reinforcing a culture of inclusivity and respect.