Course Code: HRM 512 Course Title: Workshop on Interpersonal Communication

Course Instructor: Dr. Shikha Goyal

Academic Task No.: CA-2

Date of Allotment: 23 August, 2020 Date of submission: 13 September 2020

Student’s Roll no:Q1E20(A021) Student’s Reg. no: 11907407

Evaluation Parameters:

Learning Outcomes: Through this assignment I am able to learn about importance of Interpersonal
Communication skills.

Declaration: I declare that this Assignment is my individual work. I have not copied it from any other
student’s work or from any other source except where due acknowledgement is made explicitly in the
text, nor has any part been written for me by any other person.

Student’s Signature: Rahul Sethi

Evaluator’s comments (For Instructor’s use only)

General Observations Suggestions for Improvement Best part of assignment

Evaluator’s Signature and Date:

Marks Obtained: _______________ Max. Marks: _____________

Topic – Interpersonal Interaction in workplace.

Purpose – Interpersonal communication is a soft skill which helps an individual to communicate
with others. These skills are also known as “People Skills” or “Social Skills” and it is one of the
most important for success in workplace. Key Elements of Interpersonal Communication is
Problem Solving, Decision Making, Listening, Assertiveness and Negotiation. Explanation part
shows what measures Google are taking to improve interpersonal communication and
relationship building.

Organization – Google

Explanation- It is a well-known fact that Google is famous for its unique culture. Google focus
on maintaining productivity and keeping their employees happy. To promote interpersonal
interaction and relationship building Google is taking various steps. Every step Google take is
based on data and findings. The culture was built on the basis of Qualitative and Quantitative
data. A finding of survey within Google show that the longer people wait in lunch line, they are
wasting time and they don’t get to meet new people. They had made lunch tables long so the
employees can expose them to more people and they can interact with more people at a moment.
This also helps in building relationship in there and other departments.

Google HR Statement

“Casual collisions are what we try and create in the work environment. You can’t schedule
innovation, you can’t schedule idea generation and so when we think our facilities around the
world we’re really looking for little opportunities for engineers or for creative people to come
together.”

This statement shows that company promotes healthy discussions on almost every topic. Because
of these discussions employees are able to listen different viewpoints, analyze the problem
arising and negotiate or find common ground and helps in decision making. They even held open
discussions in which any Google employee from any department can join the discussion and give
their viewpoints and recommendations. Google HR team also found that innovation does not
come in conference halls, so they use dinner booths for discussions. People feel comfortable their
which leads to efficiency, creativity and productive healthy discussions.

Some Good Behaviors According to Survey Findings (Source- New York Times)

1- Express interest in team members success and well being

 Get to know your employees as people, with lives out of work
 Make new members of your team feel welcome and help them.
2- Be a Good Communicator and listen to your team
 Communication is two way, you both listen and share information
 Hold all hands meetings and be straightforward about the message and goal of the
team.
 Encourage open dialogue and listen to the issues and concerns of the employees
 3- Have a clear Vision and Strategy for the team.
 Keep the team focused on goals and strategy in adverse situations.
 Involve the team in setting and evolving the teams vision and making progress
towards it.

Areas where Google is lacking –

1- Have trouble making a change to the team

 Sometimes fantastic contributors are promoted to managers without the necessary
skills to lead people.
 People hired from outside the organization don’t always understand the unique
aspects of managing at Google.
2- Lack of consistent approach to performance management and career development.
 Don’t help employees understand how things work at Google.
 Not proactive waits for the employee to come to them.
3- Spend too little time in managing and communicating.

Conclusion

In the end we can conclude that Google is promoting relationship building and interpersonal
activities but there is also scope of improvement in some areas of management.