Induce leadership

Communication remains to be an important process shaping the organizations and institutions. It serves as a medium for transcending goals and objectives to individuals and groups. That is why it is crucial to establish and understand the dynamics of communication as it applies to individuals, groups, and the overall organization. Seeing this, the ability to reinforce and open up patterns for contact and interaction among members remains crucial as it furthers opportunities to improve accountability and induce leadership.

Reflecting on specific communication characteristics in my workplace it can be seen that (1) there are formal patterns and standards of how an employee communicates with colleagues and superiors and (2) the inputs are transmitted more effectively with the application of technology however remains problematic in trying to set the tone. These two realities within my organization help pursue common processes and also open up issues that need to be resolved by the management.

In the first process, it can be analyzed the process of creating formalized patterns of communication remains to be essential in furthering objectives and goals of my organization. The reason for establishing common standards is to ensure that employees adhere to the proper way to address issues related to the work. This process also helps reinforce the capacity of each member to become responsible and professional in what they do (Porter, p. 6).

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Even if people may have opinions on issues that relate to their personal life or work, the communication channel must be given appropriate respect in accordance to the values and principles my organization adheres to. Another essential benefit of establishing formalized form of communication is that reinforces a professional climate for employees. It may be true that informal interaction also influences the value of the workplace. However, if managers try to reinforce openness and accountability in their actions, it can merge and connect these issues altogether.

Due to this, the work environment must circumvent in the ability of a leader to harness and cultivate the value of trust among his/her subordinates (Porter, p. 29). Lastly, the development of professionalism also creates rules related to increasing cultural competency. In a way, it helps leaders tune the behavior of employees to follow specific expectations and standards related to their professional working environment. These in turn become crucial components to ensure that appropriate functions are carried out in accordance to the needs of employees.

In essence, the creation of specific parameters for communication among peers and superiors remains to be relevant as it entails inducing professionalism and ability to effectively settle issues within the workplace. This process considers appropriate ethical issues and generates better means to induce effective acquisition of skills by employees in the workplace (Porter, p. 8). Thus, by creating a norm on how employees should act, it can create better means to develop leadership capabilities and optimize the way processes are accomplished and made.

The second observable aspect of how our organization communicates is that it is heavily dependent on technology to interact internally and externally. These remains to be crucial because it shows the ability to limit the boundaries of contact and optimizes the way people spend their time in the office. Here Porter argues that “the improved communication systems mean we have grater abilities to interact with multiple cultures, which requires that we become better intercultural communicators” (p. 2). Such can be seen with today’s use of mobile devices, E-mails, and the Internet.

However, this process also has associated issues particularly as it relates to harnessing interpersonal communications and development of relationships. Here, managers need to strike a balance in the way they communicate and interact with their employees. Since the messages sent using mediums of technology are more often than not impersonal, it lacks the necessary ability to set a tone and may confuse people especially if one is dealing with other cultures. That is why it is always advisable that these instruments be used alongside an awareness of its cultural context especially to the receiver (Porter, p. 29).

In the end, the communication process remains an important task to assure achievement of goals and objectives of any organization. That is why managers need to reinforce corresponding principles that shape communication and try to integrate the value of diversity and culture into the process. By doing this, it can help consolidate better means to address conflict, promote change, induce motivation, and optimize work processes. Work Cited Porter, Lyman. Managing in contemporary organizations: MGMT 5. 2002 US: Pearson Custom Publishing

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