Effective Communication Diagnosis and Reflection †Free Samples

Question: Discuss about the Effective Communication Diagnosis and Reflection. Answer: Diagnostic tools of communication The preservation of personal information is one of the areas that face challenge especially where social interactions occur. To maintain secrecy about individuals information particularly the emotions is vital. To enhance the effectiveness, diagnostic tools of communication are a remedy. The tools ensure secrecy of information in business arena, regarding the employees (Kotler Keller, 2006). The tools of communication include Questionnaires, Johari window, Assertiveness Questionnaires and the Styles of communication. Therefore, the application of the tools of communication enhances diagnosis and secrecy of information. Johari window The JOHARI Window offers a convenient format for demonstrating personal and group information, for instance, the feelings, the experiences, the views, the attitudes, the skills, the intentions and the level of motivation from four viewpoints. The tags refer to 'self' and 'others' where 'self' implies oneself while 'others' denotes other people in the persons group or team (Prosek, 2011). It is an outstanding tool for relating self-perception to public perception and turning to be a guide map developmental enhancements. The Open Area quadrant is the area of free activity. It is the behavioral and emotional information regarding the self and other people. Instances of such information include trust degrees, communication style, proficiency at work and leadership efficiency. Teams and working groups, a target should be the growth and extension of the open area for everyone, since the area is expanded. People are effective and productive and consequently, likewise the teams and working groups (Rose, 2008). The Free area, minimizes misrepresentations and mistrust by offering occasions for dialogue on topics that are openly recognized as important. The scope of the Open area is a progressive outcome of working interactions. People with reputable working relationships have the bigger areas and the ones who are newly employed have the minute areas. The Free part is typically expanded by invading into the Blind and Hidden areas. This denotes that the expansion of the Open quadrant results from revealing what is hidden and inquiring about the blind spots (Bratton Gold, 2012). Regularly, this results from the natural course of rising work experiences, however, this can happen through actively involving in personal feedback processes. According to Armstrong (2012), the Johari window is applicable in different forms of communication. The employer can engage the employees in verbal communication to inquire the levels of competency. The window can be used for assertive perceptions diversely by the employees. Individuals can engage themselves in non-verbal communication while analyzing the merit advancements in the Open area. Moreover, the employees can actively listen to the managers in performance evolution while using the window. Questionnaires Questionnaires are essential in evaluating employee performance regarding different times of appraisal. Notwithstanding the number of publications concerning auditing and organizational structural communication, intellectuals pay little consideration to the consistency and rationality of individual check techniques. A study conducted to inspect the merits and limitations of the Communication Satisfaction Questionnaire (CSQ) by related CSQ outcomes with results gathered with the acute incident technique (Burchill, 2008). The analyst used both tools to assess the excellence of internal communication in three organizations. The results concluded that the two techniques join and that the CSQ seems to have criterion-related rationality. However, the CSQ fails to openly address matter of decision making, top-down and bottom-up communication, accountabilities, and the degree to which organizations retain rules and agreements (Dundon Rollinson, 2011). The intellectuals concluded that the CS Q is a suitable tool for gaining general perceptions into the manner employees appraise features of organizational communication although the method is less appropriate for diagnosing definite communication difficulties and framing recommendations. As a diagnostic tool of communication, questionnaire is reliable in some forms of communication. It is appropriate in verbal communication since there is inquiry of information. Furthermore, it engages active and effective listening as one has to respond (Webster et al 2008). It incorporates assertive perception as the employee has to answer some questions pertaining merit. Assertiveness Questionnaires Assertiveness questionnaires are tool diagnostic tools of effective communication that enhances self-expression. Basically, assertiveness questionnaires revolve on trust rather than dominion. The communication tool concentrates on employees ability to communicate and express feelings, thoughts, opinions and needs. Again, the communication tool entails the setting of goals that are realistic and honesty (Prosek , 2011). As diagnostic measure, the tool reduces conflict, enhances good relationships, builds self-confidence and is a technique that equip individuals to cope with challenging situations. Assertiveness questionnaires are tools that suitable for various forms of communication. Firstly, it engages the verbal communication as there is expression of thoughts, needs and emotions. It further entails active and effective listening as there is interaction and sharing between employees and the employer (Armstrong, 2011). It corporates the assertive perception as individuals have to choice if to express the emotion, needs and the opinions. Assertiveness questionnaires are reliable diagnostic tool of communication. Communication styles Verbal communication entails communication styles that are used as diagnostic tool s of communication regarding the business environment. The style of communication may depend on culture and religion partially. Therefore, the communication style applied may be a diagnostic tool or not. The common communication styles include the assertive, aggressive, passive-aggressive, submissive and manipulative. The communication style employed will determine the outcome of the issue (Baldwin, 2006). For effective diagnosis, the style chosen should help to solve the matter at hand. Mostly, the communication styles are reliable in verbal communication, assertive perception and active listening. Findings Effective Business Communication entirely depends on the diagnostic tool applied. The application of communication tools should be in a style to ensure the matter at hand is solved. Furthermore, the communication tools concentrates on the emotional and behavioral aspects of the employees. To some extent, culture and religion disparities may hinder effective application diagnosis. Therefore, the application of diagnostic tools of communication helps in providing favorable environment that boosts employee performance (Prosek, 2011). The communication style and the mode of determining diagnostic tool of communication require attention. Consequently, the two issue that require development are the communication styles and the mode of determining diagnostic tool of communication. Reflection My recent interaction with my employer was one of the matters that led to reflection of the communication style applied and mode the mode of determining the diagnostic tool of communication. The employer turned to be manipulative in his style of communication and his choice of diagnostic tool was questionable. Literature review Effective communication is vital to ensure successful delivery of the preferred information or message. For communication to be effective, certain components of communication must be applied. The application depends on the tools of communication engaged. Poor application of the tools of communication may impact to poor conveyance of information (Akar Topcu, 2011). For effective communication in business arena, keen observation of the communication tools in basic. The communication tools include the styles of communication, Johari window, Questionnaires and Assertiveness questionnaires. Communication styles can be applied in different areas of communication, for instance, verbal communication, non-verbal, active and effective listening and assertive perception (Baldwin, 2006). Effective application of the tool of communication enable successful delivery of information. Effective Business communication is crucial in improving the employees quality of work. The management should consider the communication style choice and the mode of determining diagnostic tool of communication. Otherwise, the employees will present poor quality outcome (Bratton Gold, 2012) Apparently, communication styles play key role during the interaction course between employer and employees. The communication style available include the assertive, aggressive, passive-aggressive, submissive and manipulative. According the scenario present, the administration should wisely choose the communication style applicable. The assertive style of communication is preferable regardless the situation or the issue of conflict. Conflict can arise between the employees or between the employer and the employees. Besides the conflict resolution means available, the choice of communication style plays a prime role in the resolution of the conflict (Burchill, 2008). The manager is free to apply managerial skills while using this form of communication. Basically, the assertive style of communication is friendly and promotes understanding between the parties in a conflict. Actually, the assertive way of communication minimizes chances of conflict in the organization. As communication style, assertive is based on trust rather than dominion. The employer does not dominate the full time course of the conflict resolution. Once the employee is given the opportunity to participate in the decision making process, the conflict is peacefully settled. The engagement of the employee in crucial matter such as the decision making motivates, encourages and escalates the performance of the employee to a better outcome (Armstrong, 2012). Assertive of style of communication enables the employee to freely and openly express the opinions, thoughts, needs and feelings. The employees ability to communicate and propose suggestions makes the employee feel appreciate and consequently, improved performance. Furthermore, the assertive style of communication helps to build the employees self-confidence (Dundon Rollinson, 2011). Finally, the assertive way of communication enhances the employee with techniques and tools of coping difficulty situations. The communication styles raise alarm for development and enhancement within business environment. The performance of an employee may possibly depend on the communication style of the senior. Optimal choice of the communication style frees the employee and consequently, better outcome of the business organization (Webster et al 2008). The mode of determining the diagnostic tool of communication may escalate or hinder the performance of an employee. Poor choice of the tool of communication results into poor performance while a good choice boosts the performance. Therefore, the management should consider a diagnostic tool that reliable concerning the immediate case. Essentially, the Johari window is a better diagnostic tool of communication. The JOHARI Window offers a convenient format for demonstrating personal and group information, for instance; the feelings, the experiences, the views, the attitudes, the skills, the intentions and the level of motivation from four viewpoints. The tags refer to 'self' and 'others' where 'self' implies oneself while 'others' denotes other people in the persons group or team (Kotler Keller, 2006). It is an outstanding tool for relating self-perception to public perception and turning to be a guide map developmental enhancements. The Open Area quadrant is the area of free activity. It is the behavioral and emotional information regarding the self and other people. Instances of such information include trust degrees, communication style, proficiency at work and leadership efficiency (Prosek, 2011). Teams and working groups, a target should be the growth and extension of the open area for everyone, since the area is expanded. People are effective and productive and consequently, likewise the teams and working groups. The Free area, minimizes misrepresentations and mistrust by offering occasions for dialogue on topics that are openly recognized as important. The scope of the Open area is a progressive outcome of working interactions. People with reputable working relationships have the bigger areas and the ones who are newly employed have the minute areas (Webster et al 2008). The Free part is typically expanded by invading into the Blind and Hidden areas. This denotes that the expansion of the Open quadrant results from revealing what is hidden and inquiring about the blind spots. Regularly, this results from the natural course of rising work experiences, however, this can happen through actively involving in personal feedback processes. The Johari window is applicable in different forms of communication. The employer can engage the employees in verbal communication to inquire the levels of competency (Burchill, 2008). The window can be used for assertive perceptions diversely by the employees. Individuals can engage themselves in non-verbal communication while analyzing the merit advancements in the Open area. Moreover, the employees can actively listen to the managers in performance evolution while using the window. The diagnostic communication tool requires development and enhancement within business environment. The performance of an employee may possibly depend on the diagnostic communication tool of the senior. Ideal choice of the diagnostic communication tool liberates the employee and subsequently, better results of the business organization. Action plan Action plan is a set of practical processes and activities that assist in developing and enhancing areas of weakness. In relation to the study case, effective communication may require set of actions to supplement the weaker areas of communication in business arena. The action plan is vital since it facilitates better relationship in business environment. Firstly, the organization should organize short courses for the entire staff to enhance development in the communication styles and the mode of determining diagnostic tool of communication (Armstrong, 2012). The courses may rub for a range of three to six months. The definite courses may include communication skills and conflict resolution. Moreover, the business firm may identify a role model or mentor to coach the staff. It may do so by organizing periodical seminars and trainings. Mentors are set examples of icons who guide the employees on appropriate choice of communication styles and preferred modes of determining diagnostic tools of communication (Baldwin, 2006). Furthermore, the role models can elaborate specific set of actions that are applicable in all business communication instances. The employees can further enhance and develop the styles of communication and modes of determining diagnostic tools by taking advanced post graduate communication courses in renowned institutions. The advancement of the courses further imparts the staff on better ways of developing the key areas of weakness (Akar Topcu, 2011). The courses should be definite in timeline. The measure of the success of the highlighted areas should be the noticeable improvement in the key areas. The styles of communication and the modes as to the choice of diagnostic tools can be development through reading journals. The journals should be rich in information regarding communication skills. Periodic analysis of the journal will be a gradual solution to the key issues of communication. The journals should be related to the development of basic communication in business organizations (Burchill, 2008). Eventually, there be recognizable change in the styles of communication and the modes as to the choice of diagnostic tools. Furthermore, the maintenance of journals that entail the development of communication skills extracts can boost the communication areas of weakness. The journals will be a reminder of the skills required in certain cases of business communication. Again, the journals are encouraging tool to develop the areas of weakness (Webster et al 2008). Therefore, with a set personal timeline, the use of the journals can greatly improve, enhance and develop individual communication skills. Conclusions Finally, reading plans play a major role in the development and improvement of the communication skills. Mostly, plans contain texts of communication. Routine that calls for reading plans will significantly improve individuals communication skills. Also, plans are mostly written individuals well in communication skills and relations, therefore, a move to periodically read the plans will highly develop the communication skills. Moreover, the reading of self-help books enriches persons in communication skills. The action plan is essential in developing the communication styles and the mode of determining the choice to diagnostic tool of communication. References Akar, E Topcu, B. (2011). An Examination of the Factors Influencing Consumers Attitudes towards Social Media Marketing, Journal of Internet Commerce, vol.10, no.1, pp. 35-67. Armstrong, M. (2012). Handbook of Human Resource Management Practice. London: Kogan Page Baldwin, S. (2006). Organisational Justice. Brighton: Institute of Employment Studies Bratton, J Gold, J. (2012). Human Resource Management: Employee Motivation. Basingstoke: Palgrave Macmillan Burchill, F. (2008). Labour Relation. Basingstoke: Palgrave Macmillan Dundon, T Rollinson, D. (2011). Understanding Employment Relations, Maidenhead: McGraw-Hill, Kotler, P Keller, K. (2006). Marketing Management. Upper Saddle River: Pearson Prosek, J. (2011). Army of Entrepreneurs. Create an Engaged and Empowered Workforce for Exceptional Business. York: AMACOM. Rose, E. (2008). Employment Relations, Prentice Hall, Harlow. Webster, E, Lambert, R Beziudenhout, A. (2008). Grounding Globalisation,Labour in the Age of Insecurity. New Jersey.Wiley-Blackwell,