COMMUNICATION

There is a deep relationship between communication and employee satisfactionthe less the uncertainty, the greater the satisfaction. Distortions, ambiguities, and incongruities all increase uncertainty and, hence, they have a negative impact on satisfaction. The less distortion that occurs in communication, the more that goals, feedback, and other management messages to employees will be received as they were intended. This, in turn, should reduce ambiguities and clarify the groups task. Extensive use of vertical, lateral, and informal channels will increase communication flow, reduce uncertainty, and improve group performance and satisfaction. We should also expect incongruities between verbal and nonverbal communiqus to increase uncertainty and to reduce satisfaction. The goal of perfect communication is unattainable. Yet, there is evidence that demonstrates a positive relationship between effective communication (which includes factors such as perceived trust, perceived accuracy, desire for interaction, topmanagement receptiveness, and upward information requirements) and worker productivity. Choosing the correct channel, being an effective listener, and utilizing feedback may, therefore, make for more effective communication, but the human factor generates distortions that can never be fully eliminated. The communication process represents an exchange of messages, but the outcome is meanings that may or may not approximate those that the sender intended. Whatever the senders expectations, the decoded message in the mind of the receiver represents his or her reality, and it is this reality that will determine performance, along with the individuals level of motivation and his or her degree of satisfaction. The issue of motivation is critical, so we should briefly review how communication is central in determining an individuals degree of motivation. The degree of effort an individual exerts depends on his or her perception of the effort-performance, performance-reward, and reward-goal satisfaction linkages. If individuals are not given the data necessary to make the perceived probability of these linkages high, motivation will suffer. If rewards are not made dear, if the criteria for determining and measuring performance are ambiguous, or if individuals are not relatively certain that their effort will lead to satisfactory performance, then effort will be reduced. So communication plays a significant role in determining the level of employee motivation. A final implication from the communication literature relates to predicting turnover. The use of realistic job previews acts as a communication device for clarifying role expectations. Employees who have been exposed to a realistic job preview have more accurate information about that job. Comparisons of turnover rates between organizations that use the realistic job preview versus either no preview or only presentation of positive job information show that those not using the realistic preview have, on average, almost 29 percent higher turnover. This makes a strong case for managers to convey honest and accurate information about a job to applicants during the recruiting and selection process.

Functions of Communication
1. Communication is more than merely imparting meaning. An idea, no matter how great, is useless until it is transmitted and understood by others. It must include both the transference and the understanding of meaning. There are four major functions of communication: 2. Control: Communication acts to control member behavior in several ways: a. Organizations have authority hierarchies and formal guidelines that employees are required to follow.

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b. Informal communication also controls behavior. When work groups tease or harass a member who produces too much, they are informally communicating with, and controlling, the members behavior. 3. Motivation: Communication fosters motivation by clarifying to employees what is to be done, how well they are doing, and what can be done to improve performance. The formation of specific goals, feedback on progress toward the goals, and reinforcement of desired behavior all stimulate motivation and require communication. 4. Emotional Expression: Communication provides a release for the emotional expression of feelings and for fulfillment of social needs. For many employees, their work group is a primary source for social interaction. 5. Information: Communication facilitates decision making. It provides information by transmitting the data to identify and evaluate alternative choices. 6. No one of these four functions is more important than the others. You can assume that almost every communication interaction that takes place in a group or organization performs one or more of these four functions.

The Communication Process

1. Before communication can take place a purpose expressed as a message to be conveyed, is needed. It passes between a source (the sender) and a receiver.

The message is encoded (converted to symbolic form) and is passed by way of some medium (channel) to the receiver, who retranslates (decodes) the message initiated by the sender. The result is a transference of meaning from one person to another.

2. The communication model is made up of seven parts: the source, encoding, the message, the channel, decoding, the receiver and feedback: a. The source initiates a message by encoding a thought. b. The message is the actual physical product from the source. c. The channel is the medium through which the message travels. d. The receiver is the object to whom the message is directed. e. Decodingthe symbols in the message must be translated into a form that can be understood by the receiver. f. The receiver is limited by his/her skills, attitudes, knowledge, and social-cultural system, g. Feedback is the check on how successful we have been in transferring our messages as originally intended.

Direction of Communication
A. Downward
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1. Communication that flows from one level of a group organization to a lower level is a downward communication. This is typically what we think of when managers communicate with workers. 2. 3. Its purpose is to assign goals, provide instructions, communicate policies and procedures, provide feedback, etc. It does not have to be face to face or an oral communication.

B. Upward 1. 2. Upward communication flows to a higher level in the group or organization. It is used to provide feedback to higher-ups, inform them of progress, and relay current problems.

3. Examples of upward communication are: performance reports prepared by lower management for review by middle and top management, suggestion boxes, employee attitude surveys, etc. C. Lateral 1. When communication takes place among members of the same work group, among members of work groups at the same level, among managers at the same level, or among any horizontally equivalent personnel. 2. Horizontal communications are often necessary to save time and facilitate coordination. In some cases, these lateral relationships are formally sanctioned. Often, they are informally created to short-circuit the vertical hierarchy and expedite action. 3. They can create dysfunctional conflicts when the formal vertical channels are breached, when members go above or around their superiors to get things done, or when bosses find out that actions have been taken or decisions made without their knowledge.

Interpersonal Communication
A.

Oral Communication

1. Oral communication is the chief means of conveying messages. Speeches, formal one on one and group discussions, and informal rumor mill or grapevine are popular forms of oral communication. 2. Advantages are speed and feedback. A major disadvantage arises when the message must be passed through a number of people. This increases the potential for distortion. B. 1.

Written Communication:
Written communications include memos, letters, electronic mail, faxes, periodicals, bulletin boards, etc.

2. Advantages include that they are tangible and verifiable. A written record is available for later use. People are more careful when communication is via written word. 3. C. Drawbacks include: time-consuming, lack of feedback, and no guarantee of receipt.

Nonverbal Communication:

1. We send a nonverbal message every time we send a verbal one. At times the nonverbal message may stand alone. They include body movements, facial expressions, and the physical distance between sender and receiver.

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2.

We use body language to convey a message and typically do unconsciously.

3. The two most important messages body language conveys is the extent to which an individual likes another and is interested in his or her views and the relative perceived status between sender and receiver.

Organizational Communication
B.

Formal Small Group Networks

1. There are three common small-group networks: the chain, wheel and all-channel The chain rigidly follows the formal chain of command. The wheel relies on the leader to act as the central conduit for all the groups communication. The all-channel network permits all group members to actively communicate with each other.

2. The effectiveness of each network depends on the dependent variable with which you are concerned. No single network will be best for all occasions. B. 1. 2.

The Grapevine
A recent survey found that 75 percent of employees hear about matters first through rumors on the grapevine. Three main characteristics of a grapevine: First, it is not controlled by management. Second, it is perceived by most employees as being more believable and reliable than formal communiqus. Third, it is largely used to serve the self-interests of those people within it.

3. One of the most famous studies of the grapevine: The approach was to learn from each communication recipient how he/she first received a given piece of information and then trace it back to its source. It was found that, while the grapevine was an important source of information, only 10 percent of the executives acted as liaison individuals. Two other conclusions:

a. Information on events of general interest tended to flow between the major functional groups. b. No evidence surfaced to suggest that members of any one group consistently acted as liaisons; rather, different types of information passed through different liaison persons. 4. An attempt to replicate this study among employees in a small state government office also found that only a small percentage (10 percent) acted as liaison individuals. This is interesting, since the replication contained a wider spectrum of employees. The flow of information in the government office took place within, rather than between, functional groups.
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5. The evidence indicates that about 75 percent of what is carried is accurate. 6. Research indicates that rumors emerge as a response to situations that are important to us, where there is ambiguity, and under conditions that arouse anxiety. 7. The grapevine is an important part of any group or organizations communication network and well worth understanding. It identifies for managers those confusing issues that employees consider important and anxiety-provoking. 8. It acts as both a filter and a feedback mechanism, picking up the issues that employees consider relevant. 9. By assessing which liaison individuals will consider a given piece of information to be relevant, we can improve our ability to explain and predict the pattern of the grapevine. 11. Management cannot eliminate rumors, but it can minimize the negative consequences. Exhibit 10-5 offers a few suggestions for minimizing those negative consequences.

C.

Computer-Aided Communication

1. Email: Uses the Internet to transmit and receive computer-generated text and documents.

Has greatly reduced the number of memos, letters, and phone calls historically used to communicate among employees. The average employee receives 31 emails a day. Benefits include: they can be quickly written, edited and stored, they are easily distributed, they are a fraction of the cost of printed communications. Drawbacks include: information overload, the time to read excessive amounts of email, lack of emotional content.

2. Intranet and Extranet Links: Intranets are networks that only organizational members can access. Extranets are links organizations create to connect employees with suppliers, customers, and strategic partners.

3. Video Conferencing: An extension of intranet and extranet systems. It permits employees in an organization to have meetings with people at different locations. Can be done in rooms with special cameras, or now via personal computer with camera and microphones. 4. Computer-aided communications are reshaping the way we communicate in organizations. Pagers, cell phones, and personal communicators allow employees to be available for and instant access to communicating with others. 5. Organizational boundaries are less relevantemployees can jump vertical levels within the organization, work from home, or be somewhere other than an organizationally owned facility.

Choice of Communication Channel

1. People choose one channel of communication over another for several reasons. A model of media richness has been developed to explain channel selection among managers.

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2. Recent research has found that channels differ in their capacity to convey information. Some are rich in that they have the ability to: handle multiple cues simultaneously. facilitate rapid feedback. be very personal.

3. The choice of one channel over another depends on whether the message is routine or nonroutine. Routine messages tend to be straightforward and have a minimum of ambiguity. Nonroutine messages tend to be complicated and have the potential for misunderstanding.

Routine messages can efficiently be communicated through channels that are lower in richness. However, nonroutine messages can effectively be communicated only by selecting rich channels. 4. High-performing managers tend to be more media-sensitive than low-performing managers.

Barriers to Effective Communication

A. Filtering 1. Filter refers to a senders purposely manipulating information so it will be seen as more favorable by the receiver. For example, telling the boss what she wants to hear. 2. The more levels in an organizations structure, the more opportunities there are for filtering. Being reluctant to give bad news, or trying to please ones boss distorts upward communications. B. Selective Perception 1. Receivers in their communication process selectively see and hear based on their needs, motivations, experience, background, and other personal characteristics. 2. Receivers project their interests and expectations into communications as they decode them.

C. Information Overload 1. When the information we have to work with exceeds our processing capacity, the result is information overload.

2. The result is they tend to select out, ignore, pass over, or forget information. Or they may put it aside until the overload situation is over. The result is lost information and less effective communication. D. Emotions 1. How a receiver feels at the time a message is received will influence how her or she interprets it. Extreme emotions are likely to hinder effective communication. 2. During those times we are most likely to disregard objective thinking and substitute emotions forjudgments.

E. Language 1. Words mean different things to different people. Englishour common languageis far from uniform in usage.

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2. Individuals interpret word meanings different ways. For example, incentives and quotas are often perceived as implying manipulation causing resentment among lower levels of the organization. F. Communication Apprehension 1. An estimated five-to-twenty percent of the population suffer from communication apprehension. They experience undue tension or anxiety in oral and/or written communication. They may find it difficult to talk with others face to face or on the telephone. 2. Studies show those affected with communication apprehension avoid jobs where communication is a dominant requirement. 3. Managers need to be aware there is a group of people who severely limit their communications with others and rationalize the behavior telling themselves it is not necessary for them to do their jobs effectively.

Current Issues in Communication

A. Communication Barriers Between Women and Men 1. Research by Deborah Tannen provides important insights into the differences between men and women in terms of their conversational styles. What her studies show is: Men use talk to emphasize status, while women use it to create connection. Not every man or woman, but A larger percentage of women or men as a group talk in a particular way, or individual women and men are more likely to talk one way or the other. Communication is continually juggling the conflicting needs for intimacy and independence. Intimacy emphasizes closeness and commonalties. Independence emphasizes separateness and differences. Women speak and hear a language of connection and intimacy; men speak and hear a language of status, power, and independence. For many men, conversations are primarily a means to preserve independence and maintain status in a hierarchical social order. For many women, conversations are negotiations for closeness in which people try to seek and give confirmation and support. 2. Male patterns: Men frequently complain that women talk on and on about their problems. When men hear a problem, they frequently assert their desire for independence and control by offering solutions. Men are often more direct than women in conversation. Men frequently see female indirectness as covert or sneaky, but women are not as concerned as men with the status and one-upmanship that directness often creates. Men can frequently misinterpret womens less boastfulness incorrectly, concluding that a woman is less confident and competent than she really is. Finally, men often criticize women for seeming to apologize all the time.

3. Female patterns:

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 Women criticize men for not listening. Many women view telling a problem as a means to promote closeness. The women present the problem to gain support and connection, not to get the males advice. Mutual understanding is symmetrical, but giving advice is asymmetricalit sets the advice giver up as more knowledgeable, more reasonable, and more in control. Women tend to be less boastful than men.

Women frequently use Im sorry to express regret and restore balance to a conversation. It is an expression of understanding and caring about the other persons feelings rather than an apology. B. Silence as Communication 1. Silencedefined as an absence of speech or noisecan be interpreted as an inaction or non- behavior. However, it can be a powerful form of communication. 2. It can mean someone is thinking, is anxious and fearful of speaking, and it can signal disagreement, dissent, frustration, or anger. 3. Silence is a critical element of groupthink. It can also be a way for employees to express dissatisfaction and suffer in silence. 4. Failing to pay close attention to silence can result in missing a vital part of the message. C. Politically Correct Communication 1. What words do you use to describe . . . ? The right answers can mean the difference between losing a client, an employee, a lawsuit, a harassment claim, or a job. 2. Our vocabulary has been modified to reflect political correctness, and more importantly, to be sensitive to others feelings. Certain words can and do stereotype, intimidate, and insult individuals. 3. There is a downside to political correctness: It is shrinking our vocabulary and making it more difficult for people to communicate. To illustrate, these four terms have been found to offend one or more groups: Offending term substitute with Politically correct substitute a. death with negative-patient outcome post-consumer waste materials educational equity people of gender

b. garbage with c. quotas d. women with with

4. The problem is that this latter group of terms is much less likely to convey a uniform message than the words they replaced. 5. Politically correct language is contributing a new barrier to effective communication.

When we eliminate words from usage because they are politically incorrect, we reduce our options for conveying messages in the clearest and most accurate form.

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By removing certain words from our vocabulary, we make it harder to communicate accurately.

We must be sensitive to how our choice of words might offend others, but we also have to be careful not to sanitize our language to the point where it clearly restricts clarity of communication.

D. Cross-Cultural Communication 1. Cross-cultural factors clearly create the potential for increased communication problems. 2. Cultural barriers: First, there are barriers caused by semantics. Words mean different things to different people. Some words do not translate between cultures. a. Finnishthe word sisu is untranslatable into English. It means something akin to guts or dogged persistence. b. English terms such as efficiency, free market, and regulation are not directly translatable into Russian. Second, there are barriers caused by word connotations. Words imply different things in different languages.

a. The Japanese word hai means yes, but may mean yes, Im listening, not yes, I agree. Third, there are barriers caused by tone differences. In some cultures, language is formal; in others, it is informal. The tone changes depending on the context. Fourth, there are barriers caused by differences among perceptions. People who speak different languages actually view the world in different ways. 3. Cultural context: Cultures tend to differ in the importance to which context influences meaning. Countries like China, Vietnam, and Saudi Arabia are high-context cultures.

a. They rely heavily on nonverbal and subtle situational cues when communicating with others. b. What is not said may be more significant than what is said. c. A persons official status, place in society, and reputation carry considerable weight. People from Europe and North America reflect their low-context cultures.

a. They rely essentially on words to convey meaning. b. Body language or formal titles are secondary to spoken and written words. Communication in high-context cultures implies considerably more trust by both parties.

a. Oral agreements imply strong commitments in high-text cultures. b. Who you areyour age, seniority, rank in the organizationare highly valued and heavily influence your credibility. In low-context cultures, enforceable contracts will tend to be in writing, precisely worded, and highly legalistic.

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a. Similarly, low-context cultures value directness. 4. A cultural guide: Assume differences until similarity is proven. Emphasize description rather than interpretation or evaluation. Practice empathy. Put yourself in the recipients shoes. Treat your interpretations as a working hypothesis.

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