This study is based on the interview taken to understand the employee’s outlook for their organization and how the staffs in different organization interact with each other. This study also includes the behavior of the organization and the employee toward each other. This study will entirely depend and focus on the raw informations gained by the employees through the face to face conversations.
This study will be conducting the research work based on the interview techniques and this study will be following the face to face interview techniques. The interviewer persuaded the interview to participate in the interview process and providing the authenticated informations regarding the research subject that is about the work place culture and the workplace operations and the behavior among the employees and organization.
This study will be based on the primary data collection process as the data are collected through the interview process. The face to face conversations allows the interviewer to face read and gain the most authenticated informations regarding the subject.
This study selects the face to face interview process that includes those interviewee who are working in different organization for at least three to four years and has also worked in other organization as well.
The interviewee are persuaded to participate in the interview by following the persuasion theory. As stated by Petty (2018), this theory involves the effective ways for changing the other one’s mind and the behaviors of those, who disagrees. This theory is based on the reciprocity that is where one shares something to get something in return and commitment that the people wants to be consistent with their values (Jones and Simons 2017). This theory also rely on the social proof, authority and the likings that is more the person like someone more the person will be persuaded by that person. The interviewer applied this theory for persuading him to participate in the interview process by sharing the common information and the common cases faced by them. The interviewer shared some incident for knowing in details.
The interview techniques followed by the interviewer are the face to face conversions and as per Fincher et al. (2015), this interview technique allows the interviewer to get the exact informations about the study and helps to get the exact information from the interviewee without any manipulations. The interviewer has applied this techniques for getting the detailed information and could face read the interview for getting the authenticated informations.
In the face to face interviews the interviewer asked one of the employee about his organization and why did he selected such company as there are various leading company in the same field. In response to such questions the interviewee said about his organization and he said that he had worked with few storage company and other business sector but he was presently working for last 3years and he felt among those companies this is the more compact organization.
According to Neuliep (2017), the intercultural communication theory involves what type of communication are encouraged by the organization and how the organization encourages the intercultural communications of employees by following the multicultural work place conditions. The interviewer based on this theory asked about the type of formal communications used in his organization (Martin and Nakayama 2013). In his organization he has to go through the emails before starting any task and after finishing it he has to respond through the email and the next day task are also provided through emails. The interviewer also asked about his responsibility in the organization and also asked how he will be going to contact the supervisor for organizing a meeting. In response to this questions the interviewee said that the he has to maintain the supply chain management of the organization and he sends email for contacting with the supervisors in case of emergency, otherwise he meets him physically for discussing about the meeting (Oetzel 2017).
The group meeting and discussion are required for any organization according to Schwartzman (2017), this theory states that through group meetings and discussions the employees are able to open up their values, issues and the improvements they will be requiring in the business. For determining the importance of this theory the interviewer asked the employees that is how their casual meetings takes place then he explained that in a week the casual meeting are raised to find out whether any employees are facing problem like if anybody gets hurt then through the meeting the required decision are taken and this reflected that his organization follows the informal meetings and discussions.The interviewee was also asked about their organization’s store house then he declared that since their company belongs from the food industry they are comprised of store houses.
The trust issues and the conflict are quiet general in the organization but the theory suggests that the trust and the conflict could raise harsh problems in the organizations. Thus for determining the significance of this issues the interviewer then asked the last question that how he manages the conflicts between his co-workers, he responded that if he and the co-workers are involved in any type of curt then he preferred to wait till he calms down for having the level headed conversations and he tries to solve the issue in a calm manner.
Discussion or Interpretation of Results
In this study it can be said that the interviewer utilized every theory for gaining the efficient informations from the interviewee and the interviewee are persuaded in the effective manner for gaining the effective informations against the organization. The different perspective will help to determine the intercultural communications in the organization. The interview process involves the situations and how the interviewee generally handle such situations. This study is entirely based on the observations of the interviewee and it is on the data gathered through the face to face conversations.
The results of the interview process is quiet successful as the interviewee provided the detailed explanations regarding the questions that have been asked in the interview process. The interviewer was able to persuade the interviewee in the effective manner for participating in the interview process.
Therefore from the above discussion, it can be concluded that the main purpose of this study is to conduct the research related to the behavior of the organization and the employees, the communication practiced in the organization. The research study will be conducted based on the interview techniques that is followed by the face to face conversations. This type of conversations allows the interviewer to gain the authenticated details regarding the subject as this are not followed by any manipulations.
This study suggests to take the face to face conversations but of different people those are working in different organizations. This various types of interviewee will help the study to provide the effective informations regarding the communication type in different organizations and the behavior of the organization and employees toward each other.
Fincher, D., VanderEnde, K., Colbert, K., Houry, D., Smith, L.S. and Yount, K.M., 2015. Effect of face-to-face interview versus computer-assisted self-interview on disclosure of intimate partner violence among African American women in WIC clinics. Journal of interpersonal violence, 30(5), pp.818-838.
Jones, J.G. and Simons, H.W., 2017. Persuasion in society. Routledge.
Martin, J.N. and Nakayama, T.K., 2013. Intercultural communication in contexts. New York: NY: McGraw-Hill.
Neuliep, J.W., 2017. Intercultural communication: A contextual approach. Sage Publications.
Oetzel, J.G., 2017. Effective intercultural workgroup communication theory. The International Encyclopedia of Intercultural Communication, pp.1-5.
Petty, R.E., 2018. Attitudes and persuasion: Classic and contemporary approaches. Routledge.
Schwartzman, H.B., 2017, March. Conclusion: The Meeting and the Mirror. In Meeting Ethnography (pp. 158-178). Routledge.