In my short yet extensive career history I have seen numerous positive and negative examples of organizational communication. Up until recently, I had a supervisor who practiced ineffective organizational communication on a daily basis. As a manager he lacked communication skills, was hard to understand, and he was constantly changing his mind. Meetings with him were often rushed and unproductive. Moreover, his e-mails containing tasks and instructions often left other co-workers and I confused and unsure as to what he was asking for. When my colleagues and I attempted to clear up instructions, my manager could never be found at his desk and he was unreliable when it came to responding to e-mails. Another reason as to why my manager’s actions are a prime example of ineffective organizational communication is due to the fact that once someone managed to complete a project for him he would decide he no longer needed certain parts and would ask that additional information be provided in lieu of what they had already researched. This drastically prolonged the amount of time it took to complete a project. Needless to say, I was not surprised a couple of weeks ago when I found out that our company “no longer needed his services”.
Ironically, my former manager integrated effective organizational communication into the workplace when it came to training employees and addressing their responsibilities. Upon being hired, employees were taken through a thorough training process where individuals were walked through all policies, procedures, and duties. Furthermore, monthly meetings were held in order to go over any new policies/procedures that were implemented. Not only this, but daily goals were posted and communicated to all employees, thus ensuring the everyone was one the same page and that all associates were aware of what goals needed to be accomplished on that particular day.
