Introduction
Leaders in business organizations apply their competencies to solve emerging challenges, mentor their followers, and establish appropriate working conditions. They improve the existing culture to foster communication, promote problem-solving and decision-making strategies, and improve collaboration. Managers can examine the challenges their workers go through in an attempt to introduce superior strategies and practices that can deliver positive results.
This final paper gives a detailed analysis of communication, stress management, and teamwork as three attributes that are essential to the profitability and effectiveness of any business corporation. The discussion will apply different theories and concepts to support these three evidence-based behaviors that organizations can pursue to improve effectiveness.
Communication in the Workplace
The effectiveness and success of any company depend on the established cultural attributes, including communication, collaboration, and leadership. Communication is an important practice that dictates the way workers or individuals interact and share ideas either verbally or non-verbally (Kouzes & Posner, 2017). The application and promotion of this attribute encourage more workers to think from the same page and focus on common goals. They work together to deliver the outlined business aims within the stipulated time.
Roles of the Communication Process
The communication process follows five key steps to ensure that the intended message is received, decoded, and implemented. In different organizations, the phases will dictate how various activities are completed to deliver positive results. When one of the phases is disoriented, chances are high that the workers will be unable to collaborate or focus on a common aim (Adu-Oppong & Agyin-Birikorang, 2014). Leaders can follow such steps to deliver the right messages that are informed by the organization’s business model. When the wrong message is relayed, chances are high that negative interpretations will emerge. The result is that the workers will complete their roles efficiently. Another unique role of communication is to inform followers about the required practices. When these phases are not completed effectively, most of the individuals will not deliver the outlined goals. Consequently, the organization will be unable to compete successfully with its rivals in the sector. Companies that complete these aspects efficiently will record positive gains and become competitive.
Barriers to Effective Communication
Some barriers to effective organizational communication tend to exist in different companies. Some of them include language differences, ineffective leadership practices, emotional differences, disagreements, hearing problems, prejudices, physical differences, and cultural issues (Kouzes & Posner, 2017). Managers need to establish a superior culture that brings all followers together and encourages them to support one another (Kouzes & Posner, 2017). They can go further to provide additional support systems to improve the communication process and solve emerging differences.
Educational programs can empower workers to acquire new ideas for addressing their prejudices or stereotypes. The introduction of hearing devices can make it easier for the affected employees to pursue their goals diligently. These solutions will overcome the outlined barriers and make it easier for the employees to communicate effectively and establish desirable working relationships (Adu-Oppong & Agyin-Birikorang, 2014). Such developments will make it easier for all stakeholders to work harder and make the organization more profitable.
How an Organization Fosters Stress
In the working environment, various aspects or conditions will result in increased levels of stress. Firstly, poor leadership worsens the situation by ensuring that emerging challenges do not receive the relevant support or solutions. Secondly, workers who lack adequate support systems, personal protective equipment (PPE), competitive salaries, and guidance will have higher chances of record-reduced morale levels (Kouzes & Posner, 2017). Thirdly, poor work-life balance and incentives will trigger this challenge in the workplace.
These issues will eventually result in stress and make it impossible for more employees to look for greener pastures. Companies whose employees are affected by this problem will find it hard to focus on the intended goals (Panigrahi, 2017). They will have reduced morale and find it hard to work as a team. Such obstacles will eventually make it impossible for the affected organization to record increased levels of performance.
Managing Stress in the Workplace
Stress is a leading contributor to reduced employee morale and subsequent organizational failure. It can take different shapes depending on the predicaments different employees encounter in their respective departments. Ineffective leadership, the existence of abusive behaviors or tendencies, reduced employee support, and increased workloads can result in high-stress levels. Poor workplace relationships and the absence of supportive systems can cause burnout and lack of motivation (Panigrahi, 2017). The presence of these aspects means that more stakeholders will be stressed and incapable of completing their tasks efficiently. The possible outcome is that the situation will affect morale, disorient organizational effectiveness, and minimize profitability.
Organizations need to introduce evidence-based models to deal with stress before it can affect the level of business performance or effectiveness. The first approach from a company’s standpoint is to put in place an effective leadership strategy. The presence of competent managers means that emerging differences will be resolved in a timely and nonpartisan manner (Panigrahi, 2017). The second one is to consider the suggestions Maslow presents in his hierarchy of needs. This means that all employees will receive better working conditions and competitive salaries.
The third strategy that companies can consider is the importance of effective organizational culture. Such a model will guide leaders to present sustainable procedures for solving problems, support the establishment of new teams, create avenues for problem escalation, and implement powerful codes of ethics (Kouzes & Posner, 2017). These attributes will ensure that more employees are involved and ready to relate positively. They will record reduced stress levels and begin to focus on the presented organizational objectives. Individuals who encounter this problem will require continuous support and empowerment to deliver the outlined organizational goals.
Another possible approach that has worked effectively in many corporations is that of the work-life balance concept. This practice becomes a new opportunity for employees to prevent burnout. Such suggestions can make it possible or easier for companies to achieve their goals much faster and remain competitive in their respective sectors.
Teamwork and Employee Performance
Companies associated with effective organizational cultures establish powerful strategies to empower, guide and educate their workers to collaborate and deliver the intended goals. Sanyal and Hisam (2018) identify teamwork as an effective approach for bringing workers together and making it easier for them to handle emerging differences. This concept has the potential to reduce communication barriers and make it possible for employees to experiment with or identify new practices to deliver additional gains.
When leaders take the idea of teamwork seriously, it becomes easier to design new goals and pursue them diligently. The individuals will present their competencies and skills to complete the intended task promptly. They will seek guidance from their managers and find new ways to support one another (Kouzes & Posner, 2017). These achievements will make it easier for any company to implement new activities and deliver positive results. Cohesive teams find it easier to overcome the challenges of prejudice and xenophobia that occur when more workers develop personal differences. Such achievements will present additional opportunities for competing tasks much faster and maximize competitive advantage.
Trust in the Workplace
If the benefits of teamwork are to be realized in any workplace, it would be necessary for leaders to promote the concept of trust. This attribute creates a scenario whereby all workers are motivated and willing to respect one another. They will trust their colleagues and focus on additional procedures for maximizing productivity and delivering the outlined goals. They may find new reasons to solve their differences and support one another when necessary (Sanyal & Hisam, 2018). They will solve emerging challenges and reproach individuals who remain unsupportive or ignore the implemented code of conduct (Kouzes & Posner, 2017). When the level of trust increases in a given department or unit, the individuals will benefit from the emerging positive working relationships. The final result is that the company will become more effective and introduce additional models that can make it competitive and profitable. When the level of trust among workers or leaders reduces, the possibility of effective business performance will reduce significantly.
Rewards and Performance Appraisal
Modern organizational theorists support the use of appraisal systems to monitor the performance of employees and reward those who deliver desirable results. When conducted effectively, more workers will focus on the best practices that can maximize their scores. The individuals will be willing to try new ideas, promote problem-solving strategies, support established codes, and empower one another (Sanyal & Hisam, 2018). The workers will be motivated to achieve higher goals and establish cohesive teams. These attributes will deliver a culture of positive competition whereby the main target is to improve organizational effectiveness. The absence of such a system will ensure that more employees are not interested in trying emerging ideas or presenting additional procedures to maximize performance.
Similarly, ineffective rewards and performance appraisals will increase the level of mistrust and discourage more employees from focusing on the bigger picture. Some individuals will lack the morale to compete in new or complex tasks in the organization. Consequently, the affected company will require more time to record meaningful results or gains (Kouzes & Posner, 2017). All leaders should, therefore, consider these issues if they want to involve their workers efficiently and eventually achieve the intended business goals.
Conclusion
The above discussion has identified three themes that are essential in any organization that plans to improve its performance and become more competitive in its sector. These include effective communication, teamwork and performance appraisal, and stress management. Business leaders should never take any of these aspects in isolation since they work synergistically to deliver the intended goals. Managers can collaborate with their followers to establish superior cultures that promote the improvement of communication practices, teamwork, and stress management. Companies that take these subtopics seriously and make them part of this business model will record increased gains and maximize the level of organizational effectiveness.
References
Adu-Oppong, A. A., & Agyin-Birikorang, E. (2014). Communication in the workplace: Guidelines for improving effectives. Global Journal of Commerce & Management Perspective, 3(5), 208-213.
Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). John Wiley and Sons.
Panigrahi, A. (2017). Managing stress at workplace. Journal of Management Research and Analysis, 3(4), 154-160.
Sanyal, S., & Hisam, M. (2018). The impact of teamwork on work performance of employees. IOSR Journal of Business Management, 20(3), 15-22. Web.