The Workplace Conflict Of The Volunteer

Communication plays a key role in organizations as it allows organizations to be able to work effectively. Employees in an organization also benefits by communicating with other members and feeling being a part of the organization. It is not possible for an organization to operate without any communication between various levels, departments and employees.

Without organizational communication, it would be extremely difficult to know what an organization stands for, why it exists, who its customers are, how work is completed, who has authority over others and so on. “Organizational communication serves as the glue that holds everything together while, at the same time, acting as a magnifying glass by making this clearer” (Hartzell, Sherri;, 2003-2015) What this means to me is that, be clear, and have everyone on the same

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,

The past two summers I was fortunate enough to go on two mission trips with my church. Our group teamed together with other churches and we worked with the Carolina Missions Team or known as “CMT”. This past summer was defiantly an eye-opening experience for me being able to work with an underprivileged community. One of the things I learned and realized during this trip is that even though these people have very little of anything, they are still so willing to give other people they don’t know so much love and compassion. Having this opportunity to volunteer has made me more aware of the needs, not just for the people in our own country, but also those in other countries who have much worse circumstances. The experience has led me to want to reach out to those other countries. Hopefully one day being able to travel and give them the help, knowledge, information and hope they need to prosper.

Based on the eight elements discussed in our book, The Lincoln Family YMCA doesn’t meet the criteria of a System of Good Volunteer-Staff Relations. The only element that they followed was “Overall Policy on Volunteer Involvement” being that, they do provide a clear policy explaining why they involve volunteers and have a volunteer program (McCurley, P. 238). In fact, their website indicates that the volunteer program raises funds, supports the youth, influences societal issues, and gives back to the community (http://www.valleyymca.org/about-your-y/support-your-y/volunteer/). The YMCA fails to asses staff capabilities, which is important and can help volunteer and staff interaction be successful. The Lincoln Family YMCA should consider developing a system that evaluates staff’s attitude and previous experience toward volunteers, so they will be able to know how much staff members can contribute to the involvement of volunteers (McCurley, P.239).

A company’s type of organizational structure affects its communications. In the traditional setup — the boss on top, managers beneath and staff at the bottom — the tight, formal hierarchy makes for controlled, formal communication channels. Establishing a clear chain of command and corporate policies for how disputes and communication breakdowns are to be handled. Using this approach, if there is a difference of opinion on who is responsible for a given task, the approach or timeline, a decision maker is on board to iron out the issue.

The life span period that begins in the early twenties and last through the thirties is known as Early Adulthood. During these time frame individuals establish personal and economic independence. They begin to advancing in career, select a mate, start a family, and rear children (Hollingsworth, 2016). However, there are a lot of other factors that affect some of the norms in this life span development. Therefore, we are going to review a case study of a volunteer, during the duration of this paper I will use “JB” to represent the individual. JB is a twenty-nine-year-old Native American male. He originates from a small town in DeKalb county. However, he is currently enlisted in the United States Army. During the time of the interview he was stationed in North Carolina waiting on his deployment to Germany. In regards to his immediate family, JB is the middle child of three children. He has a younger brother and an older sister. Currently JB is going through the divorce process with his wife.

“Organizations lacking effective channels of upward, downward, and lateral communication limit the quality of service they can provide to their customers” (Managerial Communication p.12). The lack of a great flow of communication, can lead to turmoil

Consequently, communication is not only an essential aspect of organizational change but effective communication is viewed as the foundation of modern organizational success.

Certainly, an individual’s behavior, or performance is affected by their environment. Individuals have psychological and physical needs, and when the needs are not met, this may have an effect on the follower’s performance, willingness, or efforts. Therefore, organizational structure is important, and the composition of any organization should be well organized. Since a building is a place for dwelling, communication plays a vital role in an organizational climate. The lack of communication may create barriers and those barriers may lead to misconceptions, and decrease effective production. Subsequently, goals and expectations are introduced to the follower via verbal and nonverbal communication. Therefore, communication forms a pathway that

There are two types of communication in an organization, formal and informal. Informal channels of communication are often found in informal groups, such as a peer group or a unit based council. This communication is most effective, and allows for the discussion about ideas and issues that are present and understood by all (Fallon, Begun & Riley, 2013). Formal channels of communication are stricter and fall down the hierarchy from managers to the subordinate people or vice versa. Such formal communication could include things like a verbal presentation or document that expresses a problem, new idea or policy. Communication is especially important in the organization because of relevance of conflict between employees. A person who exhibits positive communication techniques during conflict is an active listener, is able to decipher information and turn it into something both parties involved can understand and shows others that they are competent and able to stimulate a resolution to issues (Porter-O’Grady & Malloch,

This paper will show my ability to “identify common communication barriers, describe effective communication strategies within organizational hierarchies, and discuss structured sources of conflict in organizations and methods to manage conflict (Franklin University, 2017).”

In today 's workforce communication and conflict resolution are paramount to a successful organization. As with any leadership trait, these skills must be developed and regularly practiced by leaders. There are many skills involved in both the communication process as well as with conflict resolution. According to Schermerhorn, the communication process is a simple process of sending and receiving messages with attached meaning (2005). The process is further defined by having three elements, those being a source, a receiver and in some instances feedback. Conflict resolution according to the text, is a situation in which the underlying reasons for a given destructive conflict are eliminated (Schermerhorn, et al, 2005). We will take a look

The structure and lines of communication in an organization starts with the board of directors, then line managers and heads of departments then the other workers. The

This paper will formulate a solution to the potential communication deficit. As Lois Edmund wrote in his studies that “conflict is not static; rather, it evolves over time” (Edmund, 2010) further recommendations will be suggested in this paper to address the marketing, finance, accounting, legal and ethical issues, possible global impact and the affected organizational polices over the next two-five year period.