my plan to improve communication culture

my plan to improve communication culture

The success of business organizations depends on a set of beliefs, norms, and principles of operation deployed in day-to-day activities. Leaving employees to carry out business activities at will and without implementing effective management strategies leads to an organization’s failure (Patel, 2017). Surprisingly, most of the business premises practice coercive leadership that assumes the importance of worker participation for growth and development. Information delivery remains at the discretion of the manager with commands streaming from the top to down.

Most business productivity relies on old and outdated procedures that do not embrace innovative ideas and collaboration for improvement. After investigating a newly appointed manager of an organization, I realized several underperformances in cultural practices. My essay demonstrates how to improve the four culture levers within the institution.

Communication

Communication between top leadership and subordinate members is a vital social and management tool. However, managers underestimate the importance of message delivery on issues affecting the workers and the business as a whole. It is surprising for the employees to unravel the critical problems affecting the enterprise from external sources despite their presence within the workplace environment (Lotich, 2019). Based on my findings, departmental heads complain of receiving information on occasions that they need to execute the tasks and not prior.

Consequently, the subordinate workers remain in darkness concerning essential and critical information required for the operations. Therefore, my plan to improve communication culture would entail the following initiatives.

1. formulate and define communication channel

Based on the principle of association, I would call for a meeting to select willing members to act as pillars of information transfer from the various departments (Lotich, 2019). Through a democratic approach, I would engage members in electing trusted and responsible leaders out of the crowd. Seemingly, the information flow would outline the subjects and the anticipated message over a defined period. Besides, I would describe the agents of the information flow streaming from the source to the target destination with alternatives in case of system failure. Therefore, members would understand where to receive and deliver information before reaching the top leadership.

1. Duplicate and create a feedback process

I will install a central notice board within the departments and create an all-inclusive social media platform where members can receive critical organization’s messages (Lotich, 2019). All information affecting the members from internal and external institutions should be pinned and posted to the platforms. I will ensure that the data remains in place with appropriate urgency attached, for instance, terms like ‘urgent,’ ‘confidential’ and ‘don’t miss’ will apply. After a considerable duration, I will call for a joint lunch with members to receive feedback on the information delivered in the recent past. I will brainstorm to understand how best the information translated into the employees.

Decision making and Planning

            A sense of belonging ensues if members get involved in making business policies and principles of operation (Kappel, 2018). However, based on my research, departments complain of coercive management policy with all instructions originating from the top leader. There is no flexibility of procedures, and all members must seek permission from the manager before executing any transaction. Therefore, my tenure will implement the following initiatives to restore confidence and trust within the employee fraternity.

1. engage members during policy drafting

In my introductory meetings with the staff members, I will embrace the principle of inclusivity by asking them to outline public policies for operations (Kappel, 2018). I will consider members’ decisions on how best they would like to carry out daily activities. However, the directives must function in coordination with the enterprise objectives. Since the anticipated strategic management principles revolve around workers, I will consult for their opinions while drafting client choices and preferences. Therefore, it would be comfortable and practical for workers to implement their deliberations for the success of the organization.

Innovation

            Unlike public notions on change, fragments of employee-based improvements and product modifications result in an institution’s competitive advantage (Johnson, 2014). Notably, workers shy from proposing creative ideas based on the hostile response from the managers. Typical reactions from the top leaders echo within their minds when they think of initiating unique and modern technology-based proposals. As a result, I will undertake the following management strategies to encourage innovative ideas within the organization.

1. Encourage innovative ideas in meetings

During stakeholder meetings, I will encourage and invite innovative suggestions from the workers by proposing awards for competing for creative ideas. Through the original principle of business development, I will design a timeframe for innovations alongside other production activities. I will launch a business innovation center within the institution where members can culture and nature their talents.  Besides, I will dedicate time to listen and engage interested parties during project showcasing sessions. Taking part in the creativity arena encourages the underlying ideas to suffice for development and improvement (Johnson, 2014).

1. allocate resources for innovation

Using the principle of accountability in resource distribution, I will allocate resources to create business ideas aimed at improving products and service delivery.  Based on the researcher’s necessities, I will put aside money towards innovation kitty. The funds will purchase the materials and equipment required for investigations. I will launch an online research platform and resources for use by interested employees. Besides, the kitty will constitute resources for rewarding employees whose projects emerge the best for the organization’s operations (Johnson, 2014). The idea will attract more worker-based researchers and lead to unique business procedures and products necessary for the contemporary business world.

Teamwork and collaboration

Working in unity towards the same goal defines partnership (A Winning Combination: Collaborative Teamwork Equals Teamwork and Collaboration, 2019). However, collaboration assembles the vast knowledge and skills necessary for the realization of different departmental roles. Through an internal audit of the status of the organization, I realized misplaced opinions on joint efforts as a waste of time by the immediate manager. Members carried out business operations without information sharing and vocational experience adoption from workmates. My plan will initiate the following activities to encourage teamwork and collaboration in the firm.

1. Appoint departmental heads based on appropriate skills and competencies

Through the principle of competency, I will select department leaders based on a suitable knowledge base to bring workers together. Integrating management and professional skills encourages teamwork (A Winning Combination: Collaborative Teamwork Equals Teamwork and Collaboration, 2019). The leaders will apply the varying abilities to associate with relevant departments to realize the same objective. Besides, I will lead other members in carrying out an interdisciplinary approach towards achieving an outlined production objective.

1. Instill quality skills for teamwork and collaboration among workers

I will create awareness within the employee fraternity through seminars and process induction sessions. Through the principle of mentorship, I will deliberately teach workers how to engage other members in constructive debates and information sharing. I will instill teamwork and collaboration skills during my information sharing venture across all the departments. Moreover, I will formulate a welfare task force that will function to unite members from social perspectives. Therefore, the spirit of brotherhood ensues (A Winning Combination: Collaborative Teamwork Equals Teamwork and Collaboration, 2019).

In summary, culture predicts the success of a business operation in society. Through a new management policy, a series of traditional activities changes to encourage improvement. However, based on the underlying status of the management levers, the incoming manager understands the best initiatives to undertake. Notably, worker-based communication, decision making and planning, innovation, and teamwork and collaboration guarantees the success of my organization. The implementation of the outlined ideas promotes inclusivity in discharging responsibilities amongst members directed towards increased productivity.