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Company Officials And Lower-Level Employees

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1. Casting the problem as one of poor communication between company officials and lower-level employees, what steps could be taken to fill everyone in on the company's plans, goals, and activities?

2. Give examples from your own workplace regarding differences in culture and nationality that can create poor communication.

3. What strategies does your organization have in place to deal with cultural differences and communication?



1. Required steps to be taken to fill everyone in the goals, plans and activities of the company

In order to establish a strong business relationship in business, it is required to have an effective communication among the employers and the employees. Wilson (2013) has stated that no matter how minor or major the lack of communication is in the organization, poor communication would certainly strain the productivity of any of the companies. It can be stated that failure to communicate efficiently most of the times leads to conflict that can harm an organization (Covello et al., 2012). In order to deal with these situations carefully, initially it is required to assess communication level. In order to do that, it is necessary to incorporate simple one-to-one weekly meetings with the employees, as this assists in help in opening the lines of effectively (Jafri, 2012).

Apart from that, it can be stated that a secure intranet site in the company is ideal for publishing information, especially data of broad-cast type. Discussion regarding the goal of the company along with the upcoming plans with the employees openly and listening to their opinions as well would enhance the situation. If the employees feel valued enough in the organization, the issue of poor communication might be solved (Symon & Cassell, 2012).

2. Examples regarding differences in culture and nationality that might cause poor communication

Gender discrimination, race and religion discriminations are some of the most common issues that cause poor communication among the employees of the company. Apart from that, it can be seen that the international companies face language barriers and this hampers the communication system. Moreover, the open culture and conservative culture is another major constraint in case of communication in different parts of the globe. Besides languages and signs, stereotypes and prejudices are another major part that contributes in poor communication. Stereotyping can be done based on nationality, gender, race, religion, ethnicity along with age and some other factors (Covello et al., 2012). Therefore, it can be stated that Ethnocentrism must not be entertained in any of the companies, as this culture sheds light on dividing the culture as “us” and “them”. Frames of reference, political opinions, priorities to life and age are some other cultural barriers that indulge in poor communication largely in several companies (Covello et al., 2012).  


3. Strategies adopted by the company to deal with cultural differences and communications

Many companies that face poor communication in the work place generally focus on several strategies that would help the company to deal with the situation. They tend to use multiple channels for the organizational communication, make the significant and the necessary messages recurring enough. Apart from that, they shed importance on listening, as this is vital during the one to one communication session (Ulmer, Sellnow & Seeger, 2013). Moreover, it can be seen that the management of most of the companies getting the message across, and to do this, they are required to speak openly and honestly and be enough straightforward. Finally, the most effective strategy in this case is handling the addressed communications problems properly like conflict and difficulties on resolving the issues, misunderstanding and some others (Ulmer, Sellnow & Seeger, 2013).



Covello, V. T., McCallum, D. B., & Pavlova, M. T. (Eds.). (2012). Effective risk communication: the role and responsibility of government and nongovernment organizations (Vol. 4). Springer Science & Business Media.

Jafri, M. H. (2012). Influence of psychological contract breach on organizational citizenship behaviour and trust. Psychological Studies, 57(1), 29-36.

Symon, G., & Cassell, C. (Eds.). (2012). Qualitative organizational research: core methods and current challenges. Sage.

Ulmer, R. R., Sellnow, T. L., & Seeger, M. W. (2013). Effective crisis communication: Moving from crisis to opportunity. Sage Publications.

Wilson, F. M. (2013). Organizational behaviour and work: a critical introduction. Oxford University Press. 


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