Electronic Communication Process Analysis

1449 Words 6 Pages
In my line of work, electronic communication is an unfortunate necessity. My supervisor uses email communication almost entirely. This form of communication has led to an atmosphere of doubt and mistrust. The primary reason, in my estimation that this communication is lost is because written communication has the difficulty of properly conveying emotion and intent (Robbins & Judge, 2009, p. 361). This difficulty in communication does frequently lead to a situation called the grapevine, which is an informal network of communication that happens outside of the supervisory structure. As noted in the above thread, grapevine communication often deals with rumors and spread quickly. It is also noted that this form of …show more content…
351). Many times, information is transferred but the understanding of that information is lost. This disconnect is a primary reason for the lack of proper communication. In my department, a great deal of information is relayed via email as it is a necessity in my line of work.

The communication process is a model that explains the typical communication algorithm. With an email communication, there is greater probability that certain parts of this algorithm can be disrupted and therefore results in poor communication. As stated by Robbins and Judge, the steps of this model are “the sender, encoding, the message, the channel, decoding, the receiver, noise, and feedback” (Robbins & Judge, 2009, p. 353). Email communications are typically effective for most steps in the communication process, but there is the possibility of breakdown in the decoding step. It is very difficult to decode intent and emotional context in a written message. The way one interprets an email message can be related to the emotions and assumptions of the sender, the reader, or both. This obviously can lead to a great deal of
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This direct communication would tend to follow a more employee-oriented leadership style. Employee-oriented leadership is a style that emphasizes relationships and interest in the needs and desires of employees (Robbins & Judge, 2009, p. 391). By using a direct communication style, our supervisor would be empowering the workforce to take ownership in the work that is done and have a more personal input into the methods and practices that are used.

This employee-oriented style would result in a more satisfied workforce and would not only contribute to higher productivity, but to higher job satisfaction (Kosicek, Soni, Sandbothe, & Slack, 2012). This increased job satisfaction would naturally lead to less turnover in our department, which would in turn lead to decreased personnel costs for the company as there is a great deal of investment that is put into a new

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