'Communication competency Essay\r'

'1. As you study atomic number 1’s problem, think closely what you would advise henry to do.\r\nI would advise henry to assess the intellects why the executive programs atomic number 18 requesting conveyances to other stores. Although heat content does offer his supervisors a remuneration bonus purpose that provides financial rewards to employees who cut cost and increases sales, he does non take the time to decl ar with his employees to find let out if they remove the tools that they need to per general anatomy their jobs effectively. henry should butt on with his supervisors once he discovers where he missed the mark. He will then be better fain to improve his communicating methods with his staff of supervisors. Once he gear ups this necessary change this could mean a piece of difference in regaining the trust of his supervisors as this will display to them that he is lis xing and recognizes that in that respect is in fact a problem and that he intends t o right his wrong.\r\n2. What does atomic number 1 need to know around converse competency?\r\n henry involve a basic under abideing of parley competency, at the minimum. This would be the least amount required for someone in his buttment. It would be prefer able-bodied that a manager keep an extensive amount of experience in intercourse competency, but at the minimum, Henry should be able to effectively communicate with his peers and subordinates, including the two managers. In this scenario, Henry has not taken each proactive stand at all time to actually communicate with the managers under his supervision.\r\n3. Discuss the relationship amidst communication and motivation. on that point is a strong relationship between communication and motivation. In order for employees and managers to both pose and stay motivated, communication is essential. When there is an active converse between managers and subordinates, it provides motivation beca usage the employees/manager s are aware of scarcely what is expected of them, and the lines of communication are open. Employees that know that the lines of communication are open are more belike to make use of the communication process by discussing grievances and other issues with their supervisor.\r\n4. Directly reference the theories of motivation you have learned about in this unit. The rewards theory is preponderantly used in this scenario. Henry is using a counterbalance bonus curriculum to reward the supervisors for stabbing expenses and/or for increasing sales. By doing so, he is recognize based on the actions of the supervisors and their ability to follow out the goals that leave to greater pay through the pay incentive program.\r\nAccording to the Rewards Theory, the actions of the supervisors will continue as tenacious as they are receiving pay incentives which act as a reward for their actions. If Henry ends the pay incentive program, the supervisors will have less motivation to dress exp enses and increase sales, which will probable lead to a decrease in supervisor performance in these areas.\r\nThe Social Information Process Theory is too predominant in this scenario. This theory is based upon the laying claim that people’s needs and attitudes are stubborn by the development available to them at any given time. This can be applied in regards to Henry and the supervisors, each from their own standpoint. Henry has a omit of information as to why the supervisors are requesting transfers. Although it can be reasonably assumed that they are requesting transfers due to a complete privation of communication from Henry, he is unaware of the specific reasons.\r\nThe supervisors are not receiving information from Henry. His contact with his subordinates is very limited, or so it appears so based on the details of the case. This has created a condition where the lack of feedback and information given by Henry to the supervisors has created attitudes in the super visors based on the lack of communication, which is a detrimental aspect of the relationship between Henry and the supervisors.\r\n5. Relate the case to the following ten work-related items Be specific about the participants of the case and the work-related items.\r\n1. sensitivity to personal problems\r\nHenry is under the impression that because he is busy and works big(a) that his complete lack of communication skills should be acceptable. He believes that the managers should be thankful for how hard he works for them, and to benefit them by what he believes to be always considering their best interests.\r\n2. evoke work\r\nHenry believes that because he has given the supervisors a viable means to stay engaged in their work, that they should find the work interesting. This is not directly tell by Henry but is reflected in the pitch contour of his renderings when he reacts to the news that the supervisors have asked for transfers.\r\n3. Salary\r\nHenry has added to the pay s tructure by implementing a pay incentive program for the supervisors. Henry believes that ideally the program should provide enough of an incentive for the supervisors to work hard, and to accomplish the goals of increasing sales and/or decreasing expenses. The managers potential feel that the pay initiative is an added benefit, but stock-still completely lack any real form of communication with Henry.\r\n4. Job security measure\r\nIt is apparent that the supervisors know having job security, or they would have terminated their profession instead of requesting transfers. Henry credibly has job security as well, but not enough information is given concerning Henry’s position to make an accurate determination or analysis of his position from a job security standpoint.\r\n5. Loyalty of high society to employees\r\nAlthough it is evident that Henry believes he is being stanch to the supervisors, there is a complete lack of communication, and the level of loyalty that the two supervisors believe is taking place would be much less than Henry’s opinion. It in like manner appears that Henry has loyalty to the employer, which is indicated by his comment about working hard for the benefit of the managers. The managers in like manner show loyalty to the company, because they request a transfer and do not terminate their employment.\r\n6. Tactful and creative denunciation\r\nBased on the information provided, Henry has not given the supervisors any plastic criticism. The pay incentive program does not constitute any form of tactful or constructive criticism because it is being used as a touch on motivator with no feedback or communication. Because there is a lack of constructive criticism between Henry and the supervisors, Henry appears withdrawn and non-communicative with his subordinates.\r\n7. Appreciation for work\r\nHenry is under the impression that the supervisors presume’t consider how hard he works. The supervisors have no i ndication if they are appreciated, because Henry has been completely non-communicative. The main reason that the supervisors want to be transferred is so that they can nail constructive criticism and feedback regarding their work, which they can then use to increase their knowledge, skills, and abilities for their given positions.\r\n8. A sense of be\r\nBecause Henry has mostly isolated himself from the supervisors, there is likely a predominant feeling on behalf of the supervisors that they don’t go away. Henry has made no secure effort to include the supervisors in any constructive manner. Henry feels he belongs to the company, which is indicated through his dedication and hard work, but he has isolated himself causing his subordinates to likely feel as if they don’t belong as a viable part of the company.\r\n9. dear(p) working conditions\r\nHenry has not advocated good working conditions by his behavior. If the working conditions were solid, the managers would have never quest a transfer to a different location. In order to improve the working conditions, Henry needs to completely restructure his communication methods.\r\n10. Opportunities for attainment\r\nThere is no indication that any employee, manager, or supervisor can advance from their current positions. Henry would be the main factor in communicating possibilities for advancement to his staff, and there has been a clear lack of communication. This also is hazardous to employee motivation and employee morale.\r\n'