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PROJECT TOPIC: EFFECTIVE COMMUNICATION AS A TOOL FOR DETERMINING EMPLOYEE JOB PERFORMANCE

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CHAPTER ONE

  • INTRODUCTION

1.1              BACKGROUND TO THE STUDY

Communication refers to the process by which information is transmitted and understood between two or more people” (McShane & Von Glinow, 2005). The word communication has a rich and complex history. It first appeared in English language in the fourteen century, taken from the Latin word communication which means to impact, share or make common. Bateman (2002), defined communication as the transmission of information and meaning from one party to another through the use of shared symbol. It is a well-known fact that communication plays a coordinal and integrating role in the management of the affairs of any organization whether in the function of planning, organizing, staffing, leading or controlling. Communication is one of the primary areas for understanding human behavior, Rami (2000). Communication is an essential tool for management, which is used to carry the whole organization as a single being.

Communication is an integral part of the organizational process as the flow of communication up and down the organizational hierarchy has its effects on efficiency, decision- making and morale of organizations. Thus, effective communication is regarded as the foundation of organizations today (Witherspoon, 1997; Von Krogh e al., 2000). Communication strategies are common in the business world, where they are used as part of a business plan, detailing how to communicate with various groups of people.

A single business may have multiple strategies for different categories of people, such as clients, investors, competitors or employees. Some companies even have an internal communication strategy for communicating within the business itself. These strategies are used to determine things like what information to share with the clients or investors, as well as how that information should be presented.

According to the U.S. Bureau of Labor Statistics (2012) the unemployment rate was at an all-time high in 1983 at 10.4% and fluctuated at lower levels over the next seventeen years until 2010 when it rose to 9.7%. People across the country have been affected by the economy and jobless rate, causing depression, frustration, and stress (APA, 2012). In recent years, feelings of worry have permeated organizations. This would arguably indicate an overall sense of anxiety and worry among the workers in most organizations leading to the reasonable conclusion that many would benefit from improving employee relations, communication, and morale (Waggoner, 2013). A Conference Board survey released in January of 2010 found that only 45% of workers surveyed were happy at their jobs (Anchor, 2009; (Allen 1992; Allen 1995; Neves & Eisenberger, 2012). A large part of the problem is that managers have traditionally worked to improve employee productivity and job satisfaction by addressing problems in a negative manner (Anchor, 2009; Miller, 2006; Waggoner, 2013). However, Anchor (2009) concludes that if employers strive only toward eliminating undesirable workplace behaviors, such as procrastination, not meeting deadlines or poor customer relations, they will plateau at an average status, missing the opportunity for stellar achievement and success. While negative-oriented problem solving is a normal human response to difficulty in any aspect of life, companies and organizations that learn to focus on what is working, rather than what is not, will experience more long-term employee satisfaction (Anchor, 2009; Miller, 2006; Waggoner, 2013). This in turn will result in substantive organizational success (Anchor, 2009). Organizations that learn to focus on what is working and help employees to strive toward the positive will become more successful with more satisfied employees (Anchor, 2009; Leonsis, 2010).


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