For the last two-decade communication has changed dramatically as organization have transitioned into emails

Has the change in communication provided a platform for employees to voice their needs and concerns with leadership, or are the employees left out of the equation?

Question 1

For the last two-decade communication has changed dramatically as organization have transitioned into emails and instant messages from letters and faxes.  In today world, we have become more linked to advent sites such as Facebook and Twitter as the new normal routine for communication as it is trouble-free.

New communication and technology have impacted organization by being fast, cost savings, and informative. With new technology being fast it allows leaders and manager to share documentation in seconds which resulted in increased job efficiency, saved companies money by bringing in video chat such as google meet, Skype, and Zoom to meet others instead of paying for flights and hotels, and leaders being more informal of communicating the roles and responsibilities to help infuse new ideas and innovation. Giovana Schiavi (2018) mention as generation of innovation, aiming at the launch of new products or services and the development of new processes or new organizational configurations, has become a constant concern of managers in recent years. This is because, in the midst of continuous market changes, business strategies focused on innovation management are key factors for gaining competitive advantage and distinction in the business environment (Schiavi,2018).

Business leaders are challenged with adapting and familiarization themselves with new technology and how to use that methodology to train and adapt it into their organization. As technology continuing improve and advance leaders must stay up to date with technology. With laptops, computers, and tablets being an asset to organization, E-learning (EL)has become a new methodology to train and keep employees up to date with rules, regulations, and process. EL has helped me out at my workplace by understanding a process at my own pace and ask less questions. Emilova Petya (2016) mentions EL systems prove and establish themselves as a key management tool in business strategies for the development of human resource and for the improvement of the efficiency of the processes for professional development of staff such as informing the staff about the permanently changing functional requirements in their position and the job they do, thus contributing to the effective achievement of the strategic goals of the organization (Emilova,2016).

Question 2

Our books say it best; Interpersonal Communication is a key to preventative stress management (Nelson & Quick, 2018). But the world has changed with communication, adding true instant messaging with our cell phones, video chats is a standard and desktop quality email from our pockets. But the issue isn’t always tied to working too much. Sometimes, there is a clash between a home with work.

We have found issues where personal life and remote work have clashed to dive deeper into this, causing either work-to-life or life-to-work conflicts (Palumbo, 2020). But what about social media? In my experience, I do manage a team and found that social media is causing conflicts. Workers will post online, stating their issues on a platform to friends and family but not to the team members at work who can assist with resolving the issue. For Interpersonal Communication to be effective, trust and a relationship need to be established between both parties.

Because of this posting on social media, I have found that this platform has opened the doors for additional opinion leaks that may not make it back to management in the regular culture communication route. Additionally, social media has caused issues in multiple ways where employees either post details they shouldn’t or, of course, abuse at work. But it’s not just access to social media that can cause additional stress, increased social media usage at work can cause a stressful working environment (Yu, Lingling, et al, 2018).

But social media isn’t the only clash with Interpersonal Communication, and instant messaging has become more instant than ever today. We no longer work in a time where you have a 9-5 schedule either. With instant messaging, responses are expected within 15 minutes of messages, unless in meetings. Companies aren’t looking for people to work 9-5, then respond every hour after 5. But at least be available to answer and keep the team moving during business hours.

As leaders, we must teach our team to find a work-life balance. For example, we want to ensure they understand that a baseball game with their child is more important than working overtime for a project that can wait till tomorrow. Additionally, if time management practices are followed, working late is often prevented, but employees tend to get distracted during the workday.

As we progress with work from home practices, we must not only change as leaders and even managers for our team, but we must help our team convert to this new lifestyle too. Of course, this transition is easier for us on salary but there tends to be a struggle for those who turn in timesheets. But with the right leadership skills, we can create a better work-life experience for both sides of the spectrum.

Has the change in communication provided a platform for employees to voice their needs and concerns with leadership, or are the employees left out of the equation?

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For the last two-decade communication has changed dramatically as organization have transitioned into emails

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