Communication is ones’ ability to communicate effectively, and it plays a substantial part in the daily management function of the leading facet in Planning, organizing, leading and controlling (P-O-L-C). However, Edward Jones financial institution serves over seven million investors and can be found in many locations around the world, and is known as one of the best companies to work for today (Carpenter, Bauer, Erdogan, & Short, 2013). So how does a firm compete or stay on the competitive edge, one might state that good business practices go hand in hand with their communication skills. Leaders like Edward Jones see good communication skills along with technology as a necessity that will help their employees manage their work better. Even
…show more content…
Even though Edward Jones seems to be doing everything right in the communication area with his direct communication, open door policy and being honest. I feel that Edward Jones could increase its effectiveness by speaking clearly, being specific and to the point through creating a more collaborative environment that encourages interaction in order to unite with the associates. However, Edward Jones does work closely with his top and senior management team to make up its floor plan, he could also increase the act of listening to his subordinates, in order to gain trust, and employee engagement (Carpenter, Bauer, Erdogan, & Short, 2013). By practicing the act of listening this will allow the associates to feel they are being heard and are part of the team. With that being said Jones does take feedback into consideration, but corporations that actually listen to all their associates from the top of the chain to the bottom will earn the respect and the trust of all their associates. Thus, allowing all individuals and groups to coordinate activities, make decisions, and solve problems in order to achieve their goals (Berger, 2008). Therefore, Jones should continue to encourage feedback and the act of listening from all who wish to be heard which will help him motivate, and promote …show more content…
When looking for candidates Edward Jones looks for “people with passion, confidence, independence, goal oriented, and a belief in doing what is right, instead of what is expected” (Mucciolo, 2009). Thus, Jones also looks for candidates that will trust in his mission“ to help people reach their serious, long-term financial goals” (Edward Jones, 2015). Jones financial institutes hiring process are conducted through their intention-driven approach to assisting clients, and who will thrive in team environments. Even, Jones’s customer service policies are to drive long-term commitment to their customers to support their philosophy through living up to their mission, by focusing on quality investments, diversifying them and maintaining long-term relationships. Organizational cultures like Edward Jones’s investment that fosters such loyalty, who thrives on honest communication, giving back to the community, building long-term commitment with their customers and employee’s needs will continue to succeed (Edward Jones, 2015). Therefore, I believe that Edward Jones’s hiring process and client policies will continue to be successful and will have a major impact on the organizational culture in a positive way that other companies will soon see and
Even though Edward Jones seems to be doing everything right in the communication area with his direct communication, open door policy and being honest. I feel that Edward Jones could increase its effectiveness by speaking clearly, being specific and to the point through creating a more collaborative environment that encourages interaction in order to unite with the associates. However, Edward Jones does work closely with his top and senior management team to make up its floor plan, he could also increase the act of listening to his subordinates, in order to gain trust, and employee engagement (Carpenter, Bauer, Erdogan, & Short, 2013). By practicing the act of listening this will allow the associates to feel they are being heard and are part of the team. With that being said Jones does take feedback into consideration, but corporations that actually listen to all their associates from the top of the chain to the bottom will earn the respect and the trust of all their associates. Thus, allowing all individuals and groups to coordinate activities, make decisions, and solve problems in order to achieve their goals (Berger, 2008). Therefore, Jones should continue to encourage feedback and the act of listening from all who wish to be heard which will help him motivate, and promote …show more content…
When looking for candidates Edward Jones looks for “people with passion, confidence, independence, goal oriented, and a belief in doing what is right, instead of what is expected” (Mucciolo, 2009). Thus, Jones also looks for candidates that will trust in his mission“ to help people reach their serious, long-term financial goals” (Edward Jones, 2015). Jones financial institutes hiring process are conducted through their intention-driven approach to assisting clients, and who will thrive in team environments. Even, Jones’s customer service policies are to drive long-term commitment to their customers to support their philosophy through living up to their mission, by focusing on quality investments, diversifying them and maintaining long-term relationships. Organizational cultures like Edward Jones’s investment that fosters such loyalty, who thrives on honest communication, giving back to the community, building long-term commitment with their customers and employee’s needs will continue to succeed (Edward Jones, 2015). Therefore, I believe that Edward Jones’s hiring process and client policies will continue to be successful and will have a major impact on the organizational culture in a positive way that other companies will soon see and