Results
In the following paper, the several business communication issues of the company Class Act will be discussed. The base of the company is located at Kerikeri. The company has been facing several communication issues in the past few years. It is a private training organization i.e. much specialized in the business training. They have several training courses in some of the subjects like accounting, management, marketing, communication, HR management and leadership, ICT and many other subjects. The company has more than 200 employees and they look to provide the best training to the students in certificate level to the degrees.
There are around 70 tutors who work for the betterment of the students. The main campus of the company at Kerirkeri but they have two satellite campuses at Paihia and Kaitaia. The company wants to reduce the complaints of the customers and build upon a good relationship with the employees in a good cultural background (Keyton et al., 2013). They have facing some communication problems both internally and externally. The complaints are coming from both the students externally and the employees internally. The purpose of this report is to examine the different problems and recommend how they can improve the performance of their organization.
The communication goals of the company Class Act is to improve their efficiency in the proper communication between the employees and higher management (Ruck & Welch, 2012). The misinformation has led to the dissatisfaction of the students and it has been very much harmful for the tutors as well. The different practices of culture have been regarded as the most important factor. The cultural differences are not properly respected by some of the tutors. The issues have been displayed as the disrespect to the Maori ethnicity. The Class Act Company should take the proper action on how they can use the Cultural Dimensions Model of Hofstede. The students have felt shocked in some of the situation in which they had been assaulted. The aspect of racial discriminations has been regarded as the most important issue in the company (Keyton et al., 2013).
The communication policies of the company would be very much crucial in this scenario. They have to implement their chosen policy like the flow of the information should flow up and down. The leap frogging method is also very crucial in this case (Neves & Eisenberger, 2012). However, the horizontal communication policies should be implemented properly. They can improve their organizational performance if they build upon the better relationship of trust between the tutors and the students (Ajala, 2012).
Communication goal of Class Act
The current communication policy is the CA123 policy for the company Class Act. The organizational structure of the organization is mainly the hierarchical in the traditional method. This is why the commands and reporting lines have been very much prominent when they deal with the customers. They follow the policy of the information flow that should go up and down in terms of the reporting lines. When the communicative conflicts arise, the employees should engage in the leap frogging method with whom the conflicts are concerned. The senior management level of the Class Act Company always tends to use the horizontal communication methods (Ajala, 2012). The diagonal communication is not practiced in this company since all the information must always flow up and sown as per the rules of the company. Apart from this, the information is transferred the several departments through the horizontal communication as mentioned earlier. As per the CA123 policy, the transmittal of the information should pass down from the senior management level and information should be passed on to the employees of different levels through the reporting lines (Jenifer & Raman, 2015).
The current communication practices on the culture have not been that much effective in the organization (Okoro & Washington, 2012). The performance of the employees has to be evaluated by the company and they should be given the training on how they can approach the students with the utmost respect. Many tutors of the company have not shown the proper respect towards the students belonging to the Maori ethnicity since it is one of the most crucial tribal ethnicities of New Zealand. The employees of the Class Act Company generally share their information via the emails. These emails are sent between themselves either writing the things on the main body or attaching the several documents. The policy CA123 has been implemented within the organization to pass on the most critical information from the senior management level to the lower level employees through the transmittal information sharing process (Bull & Brown, 2012).
According to the some of the employees, the unhealthy working environment and Many employees have to work through using the cell phones that are provided by the Class Act Company. None of them are allowed to use their own smartphones and the tablets. The responsibility and ownership of the employees are processed through methods of evidence gathering and blaming the delegation (Okoro & Washington, 2012). These procedures have not been able to improve the communication process of the employees, tutors and the students. These procedures have not been that much effective enough. This is why several communication issues have been faced by the company (Chuang, 2013).
Current communication policy of the company
The unethical practices within the company have always been detrimental for the overall performance of the company. The example can be given between the incidence involving the 48 years old German accounting tutor Jochen and 34 years old tutor named Kahu who belonged to the Maori ethnicity. The behavior of Jochen was inappropriate since he told something inappropriate towards Kahu. This incidence should always have the severe consequences for the guilty since everyone should respect each other’s cultures. However, the physical assaults had been launched as well. This should be considered as a very unethical practice and it has affected the overall reputation of the company as well (Chuang, 2013). This should bear a negative impact on the performance of the organizations. The reputation would be hampered and the students would give a bad review on the company. This will surely be highly negative in their approach to greatness.
Conclusion
The current communication practices in the company Class Act have been much harmful on the performance of the organizations. The negative impacts of the communication cultures and policies are always much harmful for the organization’s reputations. If the cell phones and tablets are not allowed to the employees, this will create a sort of dissatisfaction among the employees. The racial comments and disrespect towards the individuals will also be very much problematic for the organization as well. The allegations on the basis of the racial attributes should be very much harmful for the company as well. In this scenario, it can also be mentioned that the organization like Class Act has to deal with the students who belong to different countries and ethnicities. If the understanding between the employees and the students are not at the proper place, it will surely ruin the effectiveness of the purpose of the organization. This is why the organization must look into this factor as well. If the transmittal for the enrolment is delayed, the students will lose the faith on the company. This will also be much negatively impactful on the company. This will lead them to lose their business as well. The cultural differences between the employees and students will also create a misunderstanding between them.
Some recommendations will be given in this section on how the company can improve their organizational performance and thrive for success in the future:-
- The new communication policies should be developed by the means of the regular staff meetings and creating the house activity calendar. It is because proper news should be transmitted among the tutors and employees of the organization so they can act according to it. All the information should be repeated through the information sharing processes so everything can be made perfect. The regularity of the staff meetings will ensure that the senior management level is very much aware of the difficult situations that arise in this context. The proactive employees will receive the best rewards from the senior management for their works. This will in turn boost up the morale of the employees.
- The cross cultural communication procedure is another process by which the communication can be made perfect. The trainings should be given to the employees on how they should behave with the students. This will be much helpful for the employees and tutors to gain the respect and faith of the employees. The learning culture process should be practiced in the Class Act Company. The tutors should always be asked to work with the people of the diverse cultures.
- The ethical practice must also be practiced within the company. The tutors should not behave with the students in a rude manner. The employees must also implement the proper etiquettes and helpful manners so they can convince the students to work with them. The racial misbehaviors must be withdrawn from the company practices as well.
References
Ajala, E. M. (2012). The influence of workplace environment on workers’ welfare, performance and productivity. The African Symposium.
Awadh, A. M., & Saad, A. M. (2013). Impact of organizational culture on employee performance. International Review of Management and Business Research, 2(1), 168-175.
Bello, S. M. (2012). Impact of ethical leadership on employee job performance. International Journal of Business and Social Science, 3(11).
Bull, M., & Brown, T. (2012). Change communication: the impact on satisfaction with alternative workplace strategies. Facilities, 30(3/4), 135-151.
Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace development. Online Journal for Workforce Education and Development, 6(1), 5.
Habib, S., Aslam, S., Hussain, A., Yasmeen, S., & Ibrahim, M. (2014). The impact of organizational culture on job satisfaction, employess commitment and turn over Intention. Advances in Economics and Business, 2(6), 215-222.
Jenifer, R. D., & Raman, G. P. (2015). Cross-cultural communication barriers in the workplace. Internafional Journal of Management, 6(1), 348-351.
Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., … & Wu, C. (2013). Investigating verbal workplace communication behaviors. The Journal of Business Communication (1973), 50(2), 152-169.
Neves, P., & Eisenberger, R. (2012). Management communication and employee performance: The contribution of perceived organizational support. Human Performance, 25(5), 452-464.
Newman, A., & Sheikh, A. Z. (2012). Organizational rewards and employee commitment: a Chinese study. Journal of Managerial Psychology, 27(1), 71-89.
Okoro, E. A., & Washington, M. C. (2012). Workforce diversity and organizational communication: Analysis of human capital performance and productivity. Journal of Diversity Management (Online), 7(1), 57.
Ruck, K., & Welch, M. (2012). Valuing internal communication; management and employee perspectives. Public Relations Review, 38(2), 294-302.
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