Effective communication and coordination, a catalyst for organizational growth?

What do communication and coordination have in common? Both involve interactions and transfer of ideas/messages. Which when used effectively could result in the growth of an organization.

For example, if the top level management of an organization wants to grow bigger. It should always communicate its message of growth to every level of their organization. To ensure that the communication has an effective result; the sender of the message (In this scenario the top management) should never fail to coordinate with each levels of management if the message was properly understood by those who received it.

When there is successful communication and coordination of organizational objectives. It follows that there would also be harmony and growth in the organization. But there are also instances that failure of communication occurs and this is caused by failure of coordination. But how could we avoid failure of communication? Whenever we send a message we should never fail to coordinate if the message that we’ve sent was received and properly understood.

In this era of high-tech internet/intranet communication there’s still failure of communication every once in a while. And this failure is not in anyway caused by not being able to successfully send the message. This is rather caused by failure to coordinate if the message has been successfully received and understood by the intended receiver.

It’s a must therefore for organization/s who desires growth to see to it that there’s always an effective process of communication and coordination. Otherwise there would be failure of growth and harmony in the organization. – Marino J. Dasmarinas 

Your purpose in your organization

What is  your purpose in your organization? It’s to work hard for your organization this is simply your purpose. It doesn’t matter how high or how low is your position. For as long as you’re employed one of your important duties is to work hard so that every centavo that is paid to you would be worth it.

But somehow this is not always the reality because when an employee is employed his main motivation is to earn. An employee will work because he/she wants to earn, he doesn’t know yet his purpose in his organization. Who will inform an employee that he is not employed simply to earn? It depends on the organization, but essentially this should be done before the newly hired employee officially does his job.

Then as he do his job the responsibility to reinforce his purpose in the organization rest on the shoulder of his immediate boss/manager. The manager will do this in two ways: The first is through verbal motivation and the second is leadership by example. Verbal motivation is most effective when it’s done without emphasizing who is the boss and subordinate.    

In the aspect of leadership by example, the manager should lead the way. If he tells his subordinate that his purpose is to work hard then it is incumbent upon the manager to work hard also. The manager should walk his talk and not simply talk and talk.

Why is it important for an employee to know his purpose in the organization? This is for the employee to know that he has an important role to play in the organization. And this is for the employee to know that he belongs to the organization and he is valued and needed by the organization. – Marino J. Dasmarinas

Cooperation and harmony in organization

Do you desire cooperation and harmony in your organization? Of course every leader wants to have harmony and cooperation in their respective organization otherwise there would be dysfunction and chaos.    

How does an orchestra conductor harmonize his orchestra? He studies the music that he will orchestrate. After studying he communicates to each member of the orchestra what he wants to achieve. The conductor does this by consciously practicing the music that they are going to play or present to their audience.    

To many of us cooperation and harmony in organization is hard to achieve but a good leader must find ways on how to build harmony in his organization. The first thing that he should do is to study his organization and he should also know the kind of people working for the organization. By doing so he will now have an idea about his organization and what he needs to do to achieve harmony and cooperation.

Having done this, the leader now should properly communicate his ideas to his organization. This he can do best by calling for a general meeting and an open forum for all the members of the organization.

After which he will now present his plans for his organization and this does not end here. He should make himself available for his subordinates; he must have a listening ear. He should continue to build bridges and destroy any form of barrier that could impede the flow of cooperation and harmony in the organization. - Marino J. Dasmarinas

This blog features my insights and commentaries on Human Behavior in Organizations. I conduct Lectures/Talks on Organizational Behavior and Values.

This blog features my insights  and commentaries on Human Behavior in Organizations. I conduct Lectures/Talks on Organizational Behavior and Values.

Your words can build or destroy the confidence of your subordinate/s

Do you always see to it that the words that you say are always motivating and remarkable? For example in your workplace, do you always see to it that you avoid negative words or words that create a stigma on those who hear and receive it?

Your words are very powerful it can build or destroy your subordinates. If your words are always words that condemn or words that bring down the dignity of your subordinates. You can be sure that your subordinates morale and productivity will be affected. He/she will lose confidence in himself which is very important for your subordinates growth and development.

When you speak to your subordinate/s see to it that you only speak words that build, words that inform and words that motivate. Why? Because this is how it should always be, what if a subordinate is at fault? Doesn’t he/she deserve to be lectured or treated more strictly than the others? No, for the reason that this is not the right way to solve this problem.    

Harsh words will never correct a faulty behavior it could even aggravate a defective behavior. The correct method to approach this problem is through composed and calm face to face communication. When the boss is calm it follows that the subordinate/s will be calm also but when the boss is angry and feeling superior there’s always the tendency for the subordinate to be angry also.    

If you always approach with diplomacy and respect your problem subordinates you could even build their confidence. You will also be highly respected by your subordinate/s for the simple reason that respect always begets respect and disrespect begets disrespect also.  

Therefore be careful with your words for it can build or destroy the confidence of your subordinate/s. It can also enhance or destroy your own reputation as a Boss/Manager - Marino J. Dasmarinas

What makes an organization successful?

There are many factors why an organization is successful foremost of this are these three (3):

1   1. Communication – This means that every member of the organization is communicating or are able to communicate what they want to happen to their organization. For example, in the area organization mission and vision. The top management must be able to communicate the mission and vision that they want to perpetuate for their organization. This communication of ideas should be pervading to every member of the organization even to the lowest member of the organization. When the people under the organization are effectively communicating they therefore know their purpose in the organization.

2  2. Proper treatment of its Human Resource – In this era of internet communication, downsizing and rightsizing, does human resource still matter? Of course! Even if organizations today are trying its best to reduce their need of human resource. Nevertheless, human resource still matters for the simple reason that HR drives organization. Oftentimes we think of ways how to increase the value of organization yet we neglect to properly take care of our human resource. How could we increase the value of our organization if our human resource is left-behind or neglected?

3    3. Effective Research and Development – Organizations these days come and go, they exist today but they may not be existing a year from now even months from now. What is the cause of this organizational failure? One of the many causes is poor research and development. The business environment that we are in today is very dynamic and this is primarily driven by the advance of technology. What will happen to our organization if our R & D are poor or nonexistent? - Marino J. Dasmarinas

Who is the loser if there’s triumph of favoritism in an organization?

Favoritism is the display of partiality toward certain individual or group of individuals. Unfortunately some managers succumb to this behavioral trap. They favor individuals or group of individuals in their organization without regard to the negative effect that it will create to their organization.  

For example during job promotion; there are many instances most especially in government   that an employee is not promoted based on his/her competence. He is promoted because he has connections or he is a favorite of some powerful people in the organization. This person is promoted not based on what he knows about the job, his promotion is anchored on his connections.

Who is the loser if there’s a triumph of favoritism in an organization? The first loser here is the person who exercised favoritism and the second is organization itself.  Consider here the damage that is done to his reputation and the dysfunction that it creates to the organization. This is one of the many negative effects when someone pushes his weight around just to get what he wants.

The second loser is the person who was promoted based on his powerful connections. There would be negative remarks about himself and questions also about his competence would arise. The third loser is the human resource manager. What if the competent person who was not promoted would question the decision of the human resource manager? What if there would be a groundswell of support coming from the employees union for this deserving person who was not promoted?   

Favoritism in organization is immoral because it will sooner or later destroy the organization. Just imagine an organization being run by undeserving employees and visualize the havoc that it will create in the organization. - Marino J. Dasmarinas