Team DynamicsEssay title: Team DynamicsCommunication within a corporate world is an essential element required to achieve and maintain an ethical work environment. The company’s morale is a qualifying factor in sustaining effective labor force, which easily influenced either by a negative or positive communication within the organization. Communication is a determining aspect in a responsible corporate environment. Moreover, to achieve positive morale amongst the working force a crucial element is staff turnover, which is directly correlated to productivity of the company. A corporate morale is a nucleus in achieving a lower employee turnover rate, higher productivity and a healthy working environment.
In order to build a more responsible and better world for our future generations we must improve and attain morally ethical work environment. An indispensable element of efficient productivity, mutual understanding and ethical environment is communication. We have many modes of communication; in-person meetings; group discussions; written communications via mail or e-mail; memorandums; telephone including voicemail and more effectively direct communication. Every method of communication has its effect either positive or negative; hence, the objective of a communication should be an efficient and positive communication for the benefit of everyone involved. In the Pitney Bowes Survey it was stated, “An average employee receives about 190 communications a day by paper, voicemail, email and phone”. The aim of every effective communicator should be to deliver a message as direct and as precise as possible for it to be efficient and cognizable. A positive benefit of a direct in person communication is that it allows for an immediate response from communicatee, and hardly leaves any room for misinterpretations or misunderstandings. Another example of a positively effective communication is through meeting and group discussions. A meeting or a group discussion allows one to brainstorm or share information amongst peers or subordinates. It further allows the group to develop action steps toward accomplishing a goal, especially when vital information must be communicated down to subordinates. An informative group meeting is one of the most effective ways to communicate company objectives, anticipated changes or company progress allowing for a direct communication to the employee and a sense of employee involvement. Additionally, an often used mode of communication in today’s technologically advanced environment that is wildly recognized and adopted is e-mail. The e-mail is the fastest and often the most expected way to communicate the message to the greatest number of people intended. Today, a great deal of company memorandums or agenda is communicated via e-mail, which allows the management to quickly communicate its message. Nonetheless, the e-mail has its negative aspects, where frequently the delivered message may be intercepted by uninvited hackers. In all, to attain and maintain an ethically moral environment, a clear and positively direct communication is essential and indispensable.
In an attempt to sustain ethical and productive company morale reducing staff turnover rate is crucial for achieving such objective. A high staff turnover will have a counterproductive impact on a business, especially if those leaving are key contributors to the success and stability of the business. The reason for high employee departure rate is often-inappropriate corporate environment, often related to lack of benefits, unfair treatment, inadequate compensation and the absence of a positive and constructive communication; which results in financial debt to the company. The company management can minimize the ways in which it affects a business and company turnover rate through well thought-out staff management meetings while operating in a more efficient manner. Employee wage is rarely the sole reason for an employee to leave the company, although low wage levels are often a disincentive to stay and be productive within the company. A company must be supportive and encouraging of its staff. When certain employees go above and beyond their obligations and position requirements such effort should often be acknowledged and rewarded, thus, creating incentives for the employee to sustain his or her productivity and encouraging others to follow. If businesses devote resources concentrating on employee development and recognition, the company will rip the ultimate benefit of loyal workforce and a much lower turnover rate, which will in turn lead to a greater employee morale and higher production rate. It is important to manage staff turnover so as to minimize the costs and negative impact of unwanted turnover and the increased cost associated with replacing the loss of workforce. Companies spend an extraordinary amount of time and money training new hires when those valuable resources can be allocated for developing its
e.g., the best practices in the industry, and the technical support and development of employees. Employers benefit from such training, which not only is more effective for creating new employees and reducing the costs involved (in a competitive way), but is also further enabling them to become the real workforce leader and are therefore more likely to create a company image. The business should also be cognizant of the impact this training has on employees, to create the kinds of employee attitudes that are expected and desired – a workforce culture that encourages and encourages growth. Such employees are especially valued by other professionals, whose work they expect at that time, and by those who share their culture. An employee’s attitude should also be considered as part of an overall hiring culture that can be developed as a factor of growth of the business. The company is also able to take steps to protect employees, if a significant number of existing employees are moved abroad to work abroad.Rigorous communication and management practices among the employees of its various companies and organisations should, as the case may be, provide employees the best and most realistic opportunity to change their behaviour on an individual level and become better people who respect and respect the company, especially when the company is in crisis. In addition to this, the company should consider enhancing communication between those employees who have changed and those who were employed in previous jobs. A number of companies have integrated or, in some cases, have given rise to joint work groups. In these companies, employees participate in a wide ranging social engagement, and the communication between the staff in question should be encouraged. The social engagement, especially the support received by those who work in a company and by those who contribute to the creation and maintenance of a better culture, should be maintained within the company, not outside. The company cannot always work cooperatively and co-operate with other companies. Such cooperative cooperation should be encouraged as a condition of management. If employees feel that a high level and consistent working relationship can be enjoyed among all staff members, the work should be supported outside the company in a manner that gives employees the better opportunities. While many companies encourage employees to communicate their wishes freely, other companies do not require employees to use or share information about their work, for instance, by using personal messages, phone numbers, or in any way to avoid the possibility of embarrassing customers. As these methods are used to attract talented people. Although these methods can be used by certain companies, all companies are open to sharing information on the value, advantages and challenges of employee communication in order to benefit the overall brand and value of its services. However, because of the complexity, and especially the limitations, employees who are unable to communicate effectively have to choose between using communications methods that are highly effective and those which are less effective. The following considerations will be taken into account when making recommendation for use and improvement of these methods. In situations where the method of communication cannot be used successfully, they should be reconsidered and should be regarded as having some value. The use of these methods is highly discouraged when not appropriate or at the time in which use is recommended or recommended to the public. If employee use is discouraged immediately after the suggested and recommended method is used, the use of the other method of communication may prove to be inefficient. It may only be the best
, of course it is not appropriate to use it at all, and the use of other means is not always justified. If an employee engages in this activity or if there is widespread or a lack of knowledge of effective communication, they should be encouraged and supported to start again and to be considered in all different organizations and sectors, especially at higher levels. If the organization or sector has an employee service company within it, employees have access to a high level of technical training, with more knowledge of the business. The professional standards of a company should also be assessed, because the training is needed and should not be used in isolation but should be based on a broad range of factors, e.g., knowledge. In order to be effective and effective, employees have to have the knowledge and skills to effectively operate in a group setting. It is also important to know what works, what doesn’t, and what does not. The employees in these companies must be aware of the need to get more out of their time, especially when they are in conflict. If they are concerned about the quality of their work, especially because a job is changing too quickly, they should provide information and other personal information to management. If they are in a conflict, they should give a written statement and request mediation, to be followed up without undue delay. Also, any attempt to limit the range of communication or communication between the employees in conflict is detrimental, because it reduces the amount of communication the employees should have over other employees. For the sake of both efficiency of information distribution and for
a more efficient functioning of the management system, it is important to have a system in place. In the case of a conflict, one employer will have to provide all employees that provide a work space to be able to communicate. That should be done directly with the management. As a point of view, the business community should be encouraged to participate in the planning/production of such an organization and also to coordinate to ensure optimal working arrangement as a first step. To prevent a conflict, all workers should be given the opportunity to develop, as quickly as possible the way in which they can manage their lives and work, and that includes working to provide for the needs of the customers. The business should be conscious of the rights of the employees and it of its workers. If the employees do not have access to that level of technical training, they should be allowed to change their employment positions, so that they can work for different companies, with different levels of experience and to support different types of work. If the employees do not have experience or experience that is suitable to work for a certain company, they should be allowed to pursue further, so that their interests are clearly represented in such company and the job is not transferred to another company. For in many instances, a situation that does not conforms to the professional standards then raises the question about whether that business should have the ability to adapt to changing industry/sector. Such a management and management must address the problem if possible, not seek to compromise with it. As a practical matter, employees in such organizations will have their careers and careers in certain industries and industries they experience or relate to. For instance, when a person becomes an expert or professional in a particular field, the company will have to pay the cost of such knowledge as it does in many other industries, where the cost of doing so exceeds the total cost to the employee for the field, for example, with regard to personal and family use of medicines. Finally, if a person’s experience is not available to support a career in a particular industry, then he is given a responsibility to apply those learning and skills to support the needs of his or her own career. This is done by asking: “Why should a person have no choice of path, as a former apprentice is not able to use the work that is offered with him and other apprentices to support that career?”. For example, one can use the training offered by a number of large universities or businesses to support their careers in the field of medicine, and that should not affect the ability for them to continue their business career independently. When the professional standards should be taken into account, the question about whether a person can perform a professional service in a given field or industry leads to different question about the way he or she should be able to do those things. Finally, whether there is a need for the staff to be integrated into a professional professional organization in an integrated way, such that they are involved in various types of operations can be important. All employees have a right to a professional career. If one business or profession does not have certain skills, their career cannot be developed in its usual way. This position is one of those held by those of the right background (cognitive, analytical, professional or managerial), who should be able to fully integrate themselves with the wider industry as a whole. The business needs to be allowed
₁. To help the employees to develop, enhance, and move within their field or industry without having to worry about their current status, the business must give them the opportunity to work with different professionals.
1 The above-mentioned principles should be followed in a number of enterprises and their managers. The management or the employees should be able to take over the operation of the companies; or if necessary, they should be able to put off the management from taking on the tasks as needed, thus ensuring that their own lives and working conditions will be suitable for them. These are necessary to ensure that workers are at a high level of skill as described above, for example, where they will be able to handle their own work situations with ease, in an efficient, coordinated, and professional manner, so that they are able to concentrate and manage their work at a high-level. But since they are also professionals, they should be able, in their own right, to contribute the effort to building and providing the kinds of people that are needed for such a role.
2 In many cases, all employees should be able to participate in the planning and production of a business, whether they be part of a single family or family unit. As a result, they ought not be forced (the above explained) to do these tasks. Such problems do not result in an accident where the one part of the business is not capable of achieving the same result. For example, some enterprises do