Discussion: Who knew that your own self-esteem and confidence could influence the success of your workplace? In our workplaces, personal self-image can create positivity that can be contagious. Likewise, poor self-image can breed negativity and hinder personal and professional growth.
Based on your readings this week (see Content – Week 2 – Reading and Resources), what steps can you take to garner the courage and self-esteem necessary to improve communication within your workplace(s)? What factors might stand in your way in relation to your ability to accomplish this objective? Be creative in your answer!
You may find appropriate articles at the end of each chapter, and/or identify articles through the APUS online Library. Finally, be sure that all discussions are answered in full, in order to ensure the best possible grade based on the work submitted.
*** the two videos above as well as the attached docs are the weeks materials.Abstract—Communication is a vehicle and central element in
an organization as it and serves many functions in organization.
What people in the organization say has a meaningful impact on
the total system of the organization. Encouraging subordinates
to communicate and participate in decision-making not only
can promote commitment among the subordinates, but also
increase job satisfaction among people who interact and work
interdependently. Based on this belief, this quantitative study
was to systematically develop a reliable and valid construct that
can facilitate and enhance the different Management
Communication Style (MCS) in the Malaysian context. Four
dimensions of MCS namely Tell, Sell, Consult and Join were
identified through an extensive literature review by following
Hinkin’s suggestions for construct development. A survey
questionnaire was administered to 388 executives working
directly under Human Resource Managers in the state-owned
organization known as Government Link Companies (GLCs).
A confirmatory factor analysis (CFA) was initially conducted
on 20 items to explore the structure underlying the set of
questions designed. The results of CFA confirmed that the
measurement scale used in this study satisfactorily met the
standard of validity and reliability analyses. The MCS construct
provides a multi-dimensional assessment tool to diagnose and
guide organizational communication.
Index Terms—Management communication style, leadership
style, communication, decision-making.
MCS of a supervisor within an organization is a function of
both the management style imposed on the supervisor by the
organization (or chosen by the supervisor within the
parameters permitted by the organization) and the
communication style of the individual supervisor which that
individual brings to the organizational context . The MCS
of managers in an organization has evidenced to influence the
level of employees’ satisfaction and circumvent conflict at
the workplace. MCS is directly and meaningfully linked to
employees’ satisfaction . Managers who exercise more
employee centered and interactive MCS would increase
satisfaction among employees and vice versa . According
to Richmond and McCroskey , employees’ satisfaction
could be directly varied by altering the management style of
the organization or selection of a supervisor with a differing
communication style. Numorous researchers that have
examined elements in the working environment agreed that,
communication between supervisors and subordinates and
inviting them to participate in decision-making process has
Manuscript received April 5, 2013; revised June 5, 2013.
The authors are with the Faculty of Business Management, Universiti
Teknologi MARA, Bandar Puncak Alam, Selangor, Malaysia (e-mail:
[email protected], [email protected],
been found to increase employees’ satisfaction .
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