Barriers to Communication - 2194 Words

9/5/2014 BY- NAME: RAHUL MOTWANI ENROLL NO: 14531024 CLASS: FY MBA Managerial Communication | Essay- Barriers To Communication | Barriers To Communication Communication is the process of transmitting information. The information can be transferred through the exchange of ideas, feelings, intentions, attitude, exceptions, perceptions or commands. The communication is done with the intention to deliver the message to the receiver. The communication involves a thought process. There are many a times at the time of the communicating barriers may occur and this may lead to miscommunication. The miscommunication can originate at the three levels: at the level of the transmitter, of the medium or the receiver. Anything that†¦show more content†¦SEMANTIC BARRIER There is always a possibility of misunderstanding the feelings of the sender of the message or getting a wrong meaning of it. The words, signs, and figures used in the communication are explained by the receiver in the light of his experience which creates doubtful situations. This happens because the information is not sent in simple language (i) Badly Expressed Message: Because of the obscurity of language there is always a possibility of wrong interpretation of the messages. This barrier is created because of the wrong choice of words, in civil words, the wrong sequence of sentences and frequent repetitions. (ii) Words with Different Meanings: A symbol or a word can have different meanings. If the receiver misunderstands the communication, it becomes meaningless. (iii) Faulty Translation: A manager receives much information from his superiors and subordinates and he translates it for all the employees according to their level of understanding. Hence, the information has to be moulded according to the understanding or environment of the receiver. If there is a little carelessness in this process, the translation can be a barrier in the communication. (iv) Unclarified Assumptions: It has been observed that sometimes a sender takes it for granted that the receiver knows some basic things and, therefore, it is enough to tell him about the major subject matter. ThisShow MoreRelatedBarriers Of Communication And The Barrier1502 Words   |  7 PagesBarriers to communication -A barrier is when things stops to go through. There are several types of communication barriers; this causes it to be active. If the first and second types of barriers occur it means that the communication hasn’t gone so well. Sometimes it is not easy to understand and recognise. If they have used skills to understand the communication cycle, it could help them to understand how to communicate effectively. If the communication goes well it helps people trust in relationship’sRead MoreBarriers And Barriers Of Communication843 Words   |  4 Pageshave obstacles that may lead to ineffective communication. Identifying those barriers and working to overcome them, will lead a work c enter to a higher communication competency. My previous office was no different than any other. We had multiple barriers to overcome with our communication efforts. Some of those barriers are common to any workplace: noise and distractions, competing messages and filters (Bovee/Thill, 2016). We also had cultural barriers. These contextual, social, nonverbal, age, genderRead MoreBarriers in Communication1279 Words   |  6 PagesBarriers of communication I. Noise Noise refers to the distraction and interference in the environment in which communication takes place. This affects the accuracy, clarity or event the arrival of the message. Noise can be further classified into four different types. 1. Physical noise. 2. Technical noise. 3. Social noise. 4. Psychological noise. 1. Physical noise Obstruction caused by environmental factors is termed as physical noise. Physical noise may include noise of the other peopleRead MoreCommunication Barrier1418 Words   |  6 Pages Effective communication is an important facet and skills are essential in all spheres of life. Communication is effective when the stimulus as initiated and intended by the sender, or source, corresponds closely to the stimulus as it is perceived and responded to by the receiver† (Tubbs and Moss, 2006), state .In nursing, every day we have to face to face with patient, we communicate with different people and different patients, so we must endeavour to give effective communication and also anRead MoreBarriers of Communication768 Words   |  4 PagesFiltering is common barriers to effective communication because filtering is the control of information flow intentionally so that the receivers feel more easily accepted that mean maybe some important information have been deleted as the receivers don’t wish to know .When a sender independently manipulates information so that it will be seen more favorably by the receiver . In an organization, it can happen when the upper position not desire all the information to be known by the lower hierarchyRead MoreBarri ers to Communication839 Words   |  4 PagesBARRIERS IN EFFECTIVE COMMUNICATION /COMMUNICATION FALLOFF People in the world are not exactly alike. Cultures or countries are not the same. These differences, however, can cause problems in conveying your meanings. Each person’s mind is different from others. As a result, message sender’s meanings and the receiver’s response are affected by many factors, such as individual: Semantic barriers Conventions of meaning Physical Barrier Psychological barriers Emotional barriers PerceptualRead MoreBarriers to Communication5413 Words   |  22 PagesBarriers to Communication and Causes of Communication Failure in Businesses Barriers to communication can occur if the recipient has failed to convey the meaning or / and the importance of the message.  · Sender breakdown – too much information is being sent, so the recipient misses key points. Also, language can be difficult to understand, as it can be too complex.  · Method breakdown – when information is very detailed or complicated, then written instructions are better than messages whichRead MoreCommunication Barriers And Language Barriers2116 Words   |  9 PagesFor this assignment, I will provide an accurate definition for each of the six language barriers that we find in this chapter. Bypassing is the simple fact that occurs when the same word or words mean different things to diverse people. Let me give you an example: Once I realize that I am using the bypassing barrier, I will fix the misunderstanding by paraphrasing what my husband tells me followed by asking a few questions to clarify any miscommunication. Additionally, I will use other words or expressionsRead MoreEffective Communication And The Barriers Of Communication Essay1203 Words   |  5 Pageseffective communication and the barriers of communication is very important in the workplace in order for the company to be successful. Every person in the business will have to communicate in one form or another. The better the communication in the workplace the better the relationships with each other. In this article I will help you to understand the processes needed in order to have effective communication in the workplace. I will discuss the importance of effective communication, the barriersRead MoreEffect of Communication Barriers and Overcoming These Barriers1636 Words   |  7 PagesTable of Contents 1.0 Introduction 3 2.0 Types of communication barrier 3 2.1 Physical barrier 4 2.2 Perceptual barrier 4 2.3 Language barrier 4 2.4 Emotional barrier 5 2.5 Information overload 5 3.0 Ways of overcoming these communication barriers 5 3.1 Eliminating physical barrier 6 3.2 Eliminating differences in perception 6 3.3 Simplifying languages 6 3.4 Emotional state 6 3.5 Regulating information flow 6 4.0 Conclusion 7 References 8 â€Æ' 1.0 Introduction Good morning ladies and gentlemen, thank

Different Types Of Leadership Styles - 1799 Words

Leadership Styles Different leadership styles There are many different types of leadership styles that are adjusted to suit different roles of jobs. All leadership styles have a direct reasoning to provide direction, as well as motivating individuals. Authoritarian Leadership (also known as autocratic) has a high level of control. It empowers people to follow the directions given. It is frequently considered a classic leadership style and is used when the leader wants to take as much control as possible. It is mainly used to high demand jobs where life or death situations occur eg. Army. The followers of the leader will do whatever is told to them because they are lower in authority and are inspired by the leader. The advantages of†¦show more content†¦A team can give their input into a decision and then the team leader can make a final decision. This form of leadership will be used when a team needs to be closely organised, for example, in the fire service when planning a rescue situation. The advantages of Democratic Leadership is that the team will feel a sense of belonging because they have say in the decisions being made, this will give a sense of empowerment and courage as they will feel in control. However there are weaknesses to this leadership style. As the decisions being made will have a lot of people’s involvement, it can be a lengthy process. This style can be seem as time wasting and wouldn’t be effective where quick decision making is essential, like the front line Army. Laissez-Faire or ‘Loosely’ approach is where the team is left to fulfil the leaders aim. The leader may have employed strong minded team members to be in control with very little guidance from the leader. The leader will give the team members the resources they need to complete a task. Laissez-Faire will be used when the leader has full trust in the team, and where the team members are highly skilled, so they will not need any guidance. For example, in the police a high ranked officer will have experience of what to do and will not need showing what to do, where as a new recruit will need

Organization Behavior OCB

Question: Describe about the Organization Behavior of OCB? Answer: Introduction Carrington (2001) says that in the recent times, the organization is continually finding the new ways where the growth is made in the response to the constant changes and with the todays dynamic work; there is also the need to have the successful organization needs that will further need the employees who will be performing more than the role requirements. When the situation is like that the employees are frequently making the exertion of the behavior then they exceed their formal role requirements and they also make the improvements in the overall functioning of the organization. The organizational citizenship behavior and its antecedents represent the various theories that are the set of the discretionary workplace behavior that will always exceed the basic of the jobs requirements. These ocb are often defined as the behaviors that will go beyond the call of a duty and the various researches that has been made spays that the since the time of its inception there is argued the by or gan and Bateman, that ocb is held to be the vital for the survival of the organization. Organ has further explained that the ocb can also maximize the productivity as well as the efficiency with the employees and the organization where there is made the ultimate contribution to the effective functioning of the organization. Even the western researchers have argued that when they made the empirical research n the ocb then, they made an investigation to be carried upon. Even in the India few of the researches such as by the niranjana, bhatnagar and sandhu, chaitanya etc. have made on it. Nevertheless, with this concept the most of the studies that have been carried upon, has utilized the generic conceptualization where the two-factor categorization as been made with this respect. According to the Williams and Anderson, although there is five dimensions frame work that ahs been used in the area, it was all prior to the research of the le pine and erez. Johnson, has also conducted a kin d of the meta-analysis where he said that there was made the examiner of the relationship with the dimensions and the addressing of this issue was made.le pine and the colleagues also are the suggestion that the researchers should consider the ocb at the aggregate level where they need to distinguish it ocb by the target that is kept in order to have whom the behavior is directed to. thus, it can be expressed that this study has used the two-factor in the organization with the consisting of the ocb and it directed towards the journal of the Indian academy of applied psychology individuals (ocbi).the very self report of the ocb of lee and Allen was chosen for the study because there was designed to have the measure ocb and ocbi than the previous scales. In this organizational citizenship involves lot of the variety of the behaviors that is kept between the employees, volunteering for the extra kind of the work and also including that of the representation of the organization in the positive light and atmosphere. More precise definition with the organizational citizenship behavior is that of the proved one rather than the difficult endeavor. Literature review Impact of personality on ocb and the performance of its own Kumar and bhakshi have found that there was the factor that relates to the four relations within the big five that will make the influence ocb. Using this kind of the regression there was indicated that the conscientious and the extraversion, neuroticism and agreeableness that will significantly affect then ocb, while there was the openness that will indicate the contrary effect. one of the researches as conducted by elanain , examined the affect of the big five personality on ocb add once it is controlled by the controlling variables then including the work locus of control and self esteem, with the organizational justice will change its new approach. The findings of this research could be said like there are five factor model that is also known as the predictor of the employees ocb. Emmerik and euwena have also made the study to examine the relationship that exists between the leadership group as the moderating factor and in this study there were kept around 286 teachers that are a cting like the respondents. The study then also revealed that when there are extraversion teachers then they are very much open to the experience and it will be more evolved the ocb compare to the introversion kind of the teachers who are not so open. Abd-el-Fattah (2010) says that the antecedents of the ocb and their effect on the teachers who obtain the high scores will said to be like the conscientious characterized with the more careful and responsible with the teachers are thus introverted and the neurotic personalities are very much less involved in the ocb ad thus they have the extrovert and the emotional stability. King et al, also has made the examination of the relationship with the personality and the helping behaviors in the workplace. In this study there was made the use of the 374 woenn who were the members of the association and with it showed that the strong conscientious had the more of the positive effect on it. Commitment on ocb and performance in respect of it Wagner and rush have clearly explained that organizational commitment is of very such nature that it will definitely include that of the affective commitment and the normative commitment with the commitment continuance that as the positive influence on the altruism and compliance (ocb).similar way, Kim also observed that the affective commitment has the positive influence on compliance. Ahmad (2008) is of the opinion that it can be said that with the facts, that the commitment has the bigger influence on ocb is made as to compare the customer behavior. While, alotaibi also found that there is n0o kind of the influence of the organizational commitment to ocb and this study revealed the different approaches to learn the commitments and it effects. The greatest effect on job satisfaction on ocb and also the performance alotaibi, has conducted the research that a study was concludes where it was found that the antecedents of ocb such as including that of the job satisfaction, perception of the fairness to the organizational commitment all are includes the procedural kind of justice. The distributive justice could be said to have the positive effect on the ocb. With the job satisfaction, and also the organizational commitment there is examines the relationship between the motivation, commitment, job satisfaction and ocb. Blankson (2005) says that the study that was conducted revealed that the positive kind of the relationship exists between the two will have some sort of good impacts and it is between the motivation and commitment. Even the employees satisfaction also exists between the ocb. In this regard, it can be said that when the keys and begum have found the impact on the employee satisfaction then it affects them. The study has also revealed that, with the Strauss, there is the relationship b etween the job satisfaction and the performance that states the productivity and it can be improved with the positive relationship that exists between the two. The job satisfaction has the negative effect on it. There was also found the relationship between the job satisfaction and the performance. The study was also conducted for the two ones. Conclusion Boehm (2009) makes the statement that it can be concluded that from the facts the personality has the positive and the significant effect on the organizational citizenship behavior where it means that organization commitment is insignificant on the OCB. It means that when the lectures have the high organizational commitment, therefore it is not necessary that there is the extra kind of the role in the university improvements. The OCB represents the various many dimensions that will made impact on various factors.orgazniational citizenship behaviors are often conceptualized with the socially desirable class of behaviors where different perspectives can be considered. It has been there purpose of the assignment to reveal that there are the attributions for the social desirability and also to make thee examination of the behaviors in the direct action reform with the observable form. Variety of the motives can be explained and all have the kind of the achievement and the affiliation. Mu ch of the researches are to be carried in the manner that it will make the good results in the field of the OCB with respect to it. As defined by organ, OCB reflects the good soldier syndrome where the need for the prosperity and the functioning of the every organization is very important. In this respect, with the various fields, there is made the urgent kind of the things that are needed in order to have the operation of the management in the organization with the better job and making the effort of the above and the beyond. There is seen the good behaviors and OCB is well-known for it. Such a good kind of the behaviors are very much important in the organization where there is made the use of it. References Carrington, B., Bonnett, A., Demaine, J., Nayak, A., Short, G., Smith, F. Tomlin, R. (2001). Ethnicity and the professional socialization of teachers: Final report to the teacher training agency. London: Teacher Training Agency. Abd-el-Fattah, S. M. (2010). Longitudinal effects of pay increase on teachers job satisfaction a motivational perspective. The Journal of International Social Research, 3(10), 11-21. Ahmad, H. Ahmad, K. Shah, I. A. (2010). Relationship between job satisfactions, job performance: Attitude towards work and organizational commitment. European Journal of Social Sciences, 18(2), 257-267. Bellou, V. (2010). Organizational culture as a predictor of job satisfaction: The role of gender and age. Career Development International, 15(1), 4-19. Alonderiene, R. (2010). Enhancing informal learning to improve job satisfaction: Perspective of SMEs managers in Lithuania. Baltic Journal of Management, 5(2), 257-287. Artz, B. (2010). Fringe benefits and job satisfaction. International Journal of Manpower. 31(6), 626-644. Blankson, S. (2005). Attitude. Lulu Press. Boehm, J. K., Lyubomirsky, S. (2009). The promise of sustainable happiness. In S. J. Lopez (Ed.), Handbook of positive psychology (2nd ed.; pp. 667-677). Oxford: Oxford University Press. Boreham, N, Gray, P. Blake, A. (2006). Job satisfaction among newly qualified teachers in Scotland, Paper presented to the Annual Conference of The British Education Research Association, University of Warwick. Borgogni, L., Russo, S. D., Petitta, L. Vecchione, M. (2010). Predicting job satisfaction and job performance in a privatized organization. International Public Management Journal, 13(3), 275-296. Boehm, J. K., Lyubomirsky, S. (2008). Does happiness lead to career success? Journal of Career Assessment, 16, 101-116. Campbell, R.J., Kyriakides, L., Muijs, R. D. Robinson, W. (2004). Effective teaching and values: Some implications for research and teacher appraisal. Oxford Review of Education, 30(4), 451-465. Campbell, R.J., Kyriakides, L., Muijs, R.D. Robinson, W. (2003). Differential teacher effectiveness: Towards a model for research and teacher appraisal. Oxford Review of Education, 29(3), 349-350. Carmeli, A. Gefen, D. (2005). The relationship between work commitment models and employee withdrawal intentions. Journal of Managerial Psychology, 20(2), 63-86. Carrington, B. Tomlin, R. (2000). Towards a more inclusive teaching profession: teacher recruitment and ethnicity. European Journal of Teacher Education, 23(2), 139157. Carvel, J. (2000, March). Thumbs down. Guardian Education, 7, 4-5.