Formal Communication
The different types of organizational communication are as follows:
Upward Communication
It is the procedure of information and message flowing mainly from the lower to the upper level of the organization hierarchy. This communication type is becoming extremely popular in companies as conventional communication types are becoming less accepted. In this communication type, subordinates may alter their appropriate information. Thus the top manager cannot make an appropriate decision (Subhakaran and Dyaram, 2018). For example, in many situations, subordinates or employees don’t deliver the information or any important message to their manager. Therefore, the communication process may be disorganized.
A Negative Example Of Upward Communication
It keeps the company updated and is prone to future challenges and threats. This communication style has many disadvantages. This mainly deals with information and details that can be altered at transmission, disinclination to participate, the fright of inefficiency, flattery, and bypassing.
Downward Communication
This communication form occurs when messages and details flow down mainly through a company’s official chain of directives and hierarchical structure. Moreover, in simple terms, order and information begin at the organization’s top hierarchy level as well as a shift down to the lower levels (Hee et al., 2019). For example, formal communication through sending mails, organization staff meetings, writing memos and letters, highlighting information and details in handbooks and generating policy changes.
A Negative Example of Downward Communication
This involves message distortion, lower morale, interpretative issues, slow review and feedback, as well as the fact and communication that is not inspiring or motivating for organization people.
Horizontal Communication
This form of communication mainly occurs where information and details move similarly from different sources. This is known mainly as communication between people of the same level (Kalogiannidis, 2020). For instance: communication takes place among distinct leaders of different teams.
A Negative Example of Horizontal Communication
This involves the possibility of reduced managerial control, enhanced time use if upright communication is needed, and the probability of a decrease in the discipline. Issues with this communication can appear from lack of inspiration and motivation, rivalry, and specialization.
The study has examined managers to build a strong and great business culture in the Mercadona from the first day. They need to focus on the organizational goals and objectives and forecast what will be best for their Mercadona development and employees. Every company has a mission as well as vision, a concept that mainly seeds its establishment. This ultimately branches out as well as provides an appropriate framework for a company. It seems like the beginning of a family (Osmanovi?, Osmanovi? and Stojanovi?, 2021).
Moreover, some are unsuccessful, and some occur to live with pleasure. When the Mercadona don’t have a strong culture and good environment that is worker-eccentric and does not foreground their well-being, they would not be capable of observing the success and achievement they envisioned. Thus, the bottom line of Mercadona is to mainly keep their employees satisfied and provide the employees with great experiences. Organizational culture is a mixture of its work environment, vision, internal behaviour, and vision. It is the main personality of the organization. It is accountable for:
- How workers feel and think about the organization
- The way a company functions
- What information it provides to its consumers.
- how the organization is perceived
- Why does this is stand out
- And lastly its reputation and image.
Informal Communication
The seven methods of building a robust organization or business culture are as follows:
Begin with the Main Foundation
Start with the experience and beliefs. The vision, ideas and value for the Mercadona transcend from their individuality. Therefore it is important to construct a foundation or basis with these key principles (Kalogiannidis and Papaevangelou, 2020).
Right Recruitment and Placements
Recruiting the right candidate suitable for the company’s ideologies is a great strategy to follow. Inappropriate or wrong recruitment can completely disrupt the game for them (John, 2019).
Organization Vision
When managers begin building an organization, they envision several prospects. The initial thing is to establish objectives and duties towards them. They generate a plan, recruit candidates or talents, and perform hard to obtain those.
Turn the Business Brand into a Cause.
For example, coca-cola commits to refresh and revive the body, spirit and mind. To motivate moments of hope, generate value, and make a distinction. This is mainly what this brand stands for and robustly believes in expanding and spreading happiness (Juwaini, 2021).
Focus on Job Satisfaction
The manager cannot have a good business culture and the environment without their employees being satisfied as well as happy. So make sure that every worker is satisfied with the work and enjoys the work with their teams (MUNAWAROH et al., 2021).
Retain Talents and Good Individuals
Retaining good individuals and talents is as important as recruiting the right candidate. The manager soon realizes that the group they build has the ability and potential and can support Mercadona’s development in the long term.
“Underestimate the Importance of Good Onboarding.”
The Mercadona supervisor and managers continuously fail to perceive that, mainly even after an employee has accepted an employment letter, they choose whether they mainly want to join the job for the organization. Job searchers have innumerable options to select from in the present employment market, specifically providing the low level of unemployment, also making this more vital than organizations make new workers feel engaged from the beginning. An appropriately structured employee onboarding procedure can decrease retention issues, increase satisfaction level, enhance productivity, and eventually the main bottom line of an organization. As per the “Society for human resource management” report:
- Total 69 per cent of workers are more likely to engage with an organization for almost three years if employees experience good onboarding.
- Approximately 54 per cent of organizations with onboarding processes reported increasing employee engagement.
- Companies with an excellent onboarding procedure experience nearly 50 per cent increased new-hire productivity.
When it mainly comes to organization onboarding and its importance, no specific size suits every approach. While every onboarding program is distinctive in format and length, there are two important things in particular: onboarding is mainly about individuals, and it is a process.
Onboarding is a procedure.
In Mercadona, onboarding is frequently confused with the organization orientation process. While administrative or management tasks and paperwork must be done, onboarding employees is a continual, lengthy procedure involving Mercadona’s whole team (Kirchner and Stull, 2021).
Onboarding is Mainly about Individuals.
The workers must be taught and learn their responsibilities and roles for the work; onboarding is regarding providing a new worker or staff the opportunity or option to engage with the organization’s purpose and objectives. Successful on the boarding process of organization, the new worker’s outcome feels like they engage from the initial day (Maurer, 2019).
“You don’t have to work here, you know.”
This line denotes that many individuals are always searching for jobs and opportunities to start their careers. Many of them get the chance and start to work. But sometimes, when an employee is not performing well and decreases the team productivity level, this might create issues. Both supervisor and manager try to motivate the employee, but if not work well, they warn the employee regarding performance issues or any ethical issues. This creates a negative and difficult situation for the managers to terminate the staff, but they know many candidates seek an opportunity. Also, other people in Mercadona are always ready to terminate the employees. The organization’s politics sometimes complicate this thing, and other employees feel insecure and unable to perform effectively. If any employee leaves the job, the management hires new employees and trains them. But one member is out of the team; it creates huge pressure on other members in managing the task. Employee overload with work become de-motivated, less interested in work, and performs poorly. Therefore, the management of Mercadona must take quick action to solve this issue and maintain the work culture and environment.
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Dear Ms Jackson This is to inform the organization’s human resource department that some employees face issues at our workplace, so it is the company’s responsibility to solve these issues as soon as possible with the right actions. The issues faced by the employees widely impact the organization’s culture. Last day, all teams and managers attend a meeting where we discuss how to maintain a good work culture and perform better in a tight schedule. Sometimes few employees cannot take work pressure for some reason, but it impacts their efficiency level and impacts the organization’s productivity. So leaders must focus on those issues and motivate employees towards their work. It helps them to improve their performance level and become motivated. Without motivations, it is extremely tough to focus on work for employees. Therefore leaders must use this strategy and effective communication to build a great culture. Suppose everyone follows the right way and immediately takes the initiative towards the wrong things. In that case, this employee feels secure, and they help build a strong organizational culture and serve the company for the long term. Thank you |
References
Hee, O.C., Qin, D.A.H., Kowang, T.O., Husin, M.M. and Ping, L.L., 2019. Exploring the impact of communication on employee performance. International Journal of Recent Technology and Engineering, 8(3), pp.654-658.
John, J., 2019. Effective recruitment strategy to improve your hiring process. ZENITH International Journal of Multidisciplinary Research, 9(3), 352-357.
Juwaini, A., 2021. The Role of Work Motivation, Organizational Culture and Leadership on Job Satisfaction and Teachers Performance: An Empirical Study on Indonesian Senior High Schools. Turkish Journal of Computer and Mathematics Education (TURCOMAT), 12(12), 2964-2974.
Kalogiannidis, S. and Papaevangelou, O., 2020. Impact of Business Communication on the Performance of Adult Trainees. International Journal of Academic Research in Progressive Education and Development, 9(3), pp.213-222.
Kalogiannidis, S., 2020. Impact of effective business communication on employee performance. European Journal of Business and Management Research, 5(6).
Kirchner, M. and Stull, F., 2021. Employee onboarding and satisfaction in US manufacturing companies. Industrial and Commercial Training.
Maurer, R., 2019. New employee onboarding guide. Proper onboarding is key to retaining engaging talent.
MUNAWAROH, M., SANTOSO, B., GUMILANG, R.R., HIDAYATULLAH, D., HERMAWAN, A., MARHANAH, S., GUNAWAN, A., SUNARSI, D. and PURWANTO, A., 2021. The Effect of Strategic Leadership and Organization Culture on Business Performance: An Empirical Study in Indonesia. The Journal of Asian Finance, Economics and Business, 8(6), pp.455-463.
Osmanovi?, N., Osmanovi?, N. and Stojanovi?, I., 2021. The business organization through effective communication. South Eastern European Journal of Communication, 3(1), pp.45-50.
Subhakaran, S.E. and Dyaram, L., 2018. Interpersonal antecedents to upward employee voice: the mediating role of psychological safety. International Journal of Productivity and Performance Management.
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