Communication And Decision-Making Analysis

Dundon et al. (2004) claimed that employee voice is a form of contribution to decision-making, an articulation of individual satisfaction or dissatisfaction and a demonstration of collective organisation. Another way of saying, employee voice is the process of employees communicating their thoughts, ideas to employers to provide feedbacks and make improvements. Bryson (2004) described employee voice as a two-way communication between management and employees. This two-way communication between senior managers and employees enables them to exchange ideas. To be more specific, it brings different and new perspectives from employees, give them a sense of ownership towards the decision-making process with relatively higher level of effort and reduced labour cost. Moreover, it has lower cost and reduce risk of disruption due to employee resistance. It is crucial for senior management to understand the importance of ‘employee voice’ since it plays a significant role in constructing a high-involvement working environment and has a crucial impact on organisational performance. There are various advantages of employee voice, however, too strong employee voice will inevitably cause negative impact in the organisation.

In order to overcome the pitfall of groupthink, the recommended counter-action would be to utilize nominal group technique. In this technique of group decision making, the discussion is structured and the final solution is decided by silent vote. Hitt, Miller & Colella (2015). In this manner everyone’s opinion gets the opportunity to be herd and considered, furthermore, members are able to “vote” for the course of action that they want to see happen without the fear of having to hurt a fellow members

Decision-making in the workforce is a process of responsibilities used by upper management to implement, enforce rules, regulations, and maintain a successful environment. Decision-making implemented more effectively by making a plan, thinking it through, accepting more than one opinion and determining what is best. However, decision-making often utilized more effectively by opening doors of opportunities for a suggestion, question, discussion, and feedback. Although, more involvement helps improve understanding, utilize behavior skills and present opportunities for better communication. Everyday life consists of decision-making, the right decision may not always be applied, but ensure room for improvement and opportunity. Individuals approached decision-making in many different ways. As stated by (Jones, Graham, & Bateman, 2006) decision making is a procedure used to recognize a problem, weigh the alternatives and evaluate a solution in which, certain situations will require different approaches to become effective.

Within any organization communication is essential for a successful business to occur. The collaboration and cooperation between the workforce and our

Randy Hirokawa and Dennis Gouran developed the Functional Perspective on Group Decision Making theory to “offer practical advice on how participants can act to ensure better group decisions” (Hirokawa, 1999, p. 170). They believe that as long as the members in a group care about the issue and are reasonably intelligent, the group interaction will have a positive effect on the final decision. In order for a group to reach a high-quality solution, Hirokawa and Gouran believe the group 's decision-making process needs to fulfill four task requirements they refer to as requisite functions of effective decision making. "Three core assumptions define the functional perspective: (1) groups are goal oriented; (2) group performance varies in quality and quantity, and can be evaluated; and (3) internal and external factors influence group performance via the interaction process.” (Wittenbaum, 2004 p. 19).

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

A leader must listen to its followers and vice versa. Both Gardner and Wooden in their books provide examples that both ineffective and effective communication can affect a group or organization—for better or worse. However, through positive open communication that is produced from the group can lead to positive and effective improvement (Wooden, 2005, p.198-201; Gardner,1990, p.86) for the work environment and respectability between leader and follower.

It can also raise self-esteem and improve staff morale. When seeking feedback it is important to show that you are willing to listen and learn from others and that you are willing to improve continuously.

For instance, having an employee’s feedback box will provide all employees’ access to address different issue without the feeling of intimidation. The employees are aware that these issues can be very damaging to the company, if not addressed in the proper manner. I just think that the employees are more in tuned with the issues that are more pertinent. The area of Pay and Benefits is also an important factor.

Communication is holding an important role in an organization. It facilitates people in making decision and making the decision implemented in actions. Therefore, organizational communication is seen as a process of moment-to-moment negotiations among the members of fulfilling their needs as employees and the needs of the organization. They mention that the needs of the employee are including autonomy, creativity, and sociability; while the organization has to control and coordinate their employees to meet its certain goals. In Southwest,

As simple and as complex as it could be Richards (2017) cited that organization whose leader is able to convey good communication honestly and openly can actually make a big difference, thus, it is needed that leaders can undergo trainings and coaching to equipped themselves with skills that foster effective communication. It will be in this sense that leaders may be able to develop or improvise means to keep the communication between both parties free flowing.

With any company the goal is to increase your sales and to decrease your cost at the same time. This can be somewhat of a challenge and can take time to achieve. Our goal was to increase our sales and decrease our production costs. Over the years our sales increased, as our sales increased so did our production costs. The demand was increasing so we improved and increased the amount of product that we made. Over all our net income increased. In year six it was $61,278, year seven was $68,237, year eight was $73,585, and year nine was $90,805. Our expenses fluctuated over the years, but we were consistent in increasing our profit.

Here at Knapp Sack Inc. we pride ourselves on our inclusion here within the company and through the local community, but there are still barriers present that can be a hindrance towards open and effective communication. These barriers can be seen in a literal sense with the layout of the organization with many closed off offices, walls, and rooms. Although these are necessary for the company, they can also be a deterrent towards open communication. By closing off employees we are not encouraging open communication. By making simple changes towards the company environment and encouraging our employees to open the doors, move about, and engage we can foster a positive work environment that encourages open communication.

Across the range of decisions that groups make, group members need task, relational, and procedural skills (Gouran, 2003). Problem recognition and framing must be identified first in order fro decisions to be made. According to (Barge & Keyton, 1994) a group cannot make a decision if its members cannot identify the decision that needs to be made or if they frame a decision inaccurately or inappropriately. In other words, group members have to agree upon what the decision is really about.

I recently needed to make an extremely difficult decision about my marriage, and whether I would leave or stay. After many years of dealing with my husband being an alcoholic and verbally abusive, I weighed the pros and cons, and ultimately had to decide what would be the best outcome for me. I would say after reading this chapter I went with more of a framing decision making process. I had to look at the potential gain and loss of leaving. Ultimately, the potential gain outweighed all of the loss and I decided to leave. Lastly, after reading the chapter, I know the way in which I reached my decision would be the