9.What Is Organizational Communication?

Organizational communication includes formal and informal communication throughout an organization, including
communication among employees and employee-manager communication. We can divide organizational
communication into 4 main types:

1. Formal communication : Being formal, clear and specific is a great way to ensure a proper flow of information in
the workplace. With formal communication, everyone is informed about and aligned with the business goals. This
type of communication is also required to meet legal requirements. For example, work arrangements, as well as
safety rules and guidelines, have to be communicated to the employees in a formal way (emails, printed documents).

2. Informal communication
As you might have guessed, this type of communication is the opposite of formal communication. It is also known as
“grapevine communication“. In essence, it includes dialogues, chats, phone conversations as well as the “water
cooler talks” that usually take place near the coffee maker that don’t rely on any formalities. One of the top
advantages of informal communication is the fact that it is a faster way of sharing information in the workplace.
3. Horizontal communication:This type of organizational communication occurs amongst teams, groups, or
individuals at the same hierarchical level. Horizontal communication plays an important role in breaking down silos
and improving cross-departmental collaboration in the workplace. It plays a critical role in aligning tech, marketing
and sales teams and making sure that everyone is on the same page.
4. Vertical communication:The most common form of communication within structured organizations follows an up-
and-down vertical pattern. It includes communication between business leaders, team leaders and employees. This
type of communication is essential in the workplace. Without vertical communication, it wouldn’t be possible to share
guidelines, feedback, or ideas. No matter what type of communication we are talking about, communication in the
workplace is a vital management component to any organization.

Barriers
Language barriers
Language barriers involve miscommunications related to vernacular differences or translation difficulties.

Even when speaking the same language, dialects, accents, and unique communication quirks can all result in
misunderstandings and other unintended consequences.

Cultural barriers
Cultural barriers to communication stem from differences in social norms and values.

It’s important to be aware of ethnocentricity, or the assumption that all cultures share your values, beliefs, and
lifestyle. Addressing ethnocentrism and emphasizing inclusion in your company culture will help team members feel
valued and included, regardless of their background.

Physical barriers
Distance is the most common physical barrier. As remote work becomes increasingly common, team members may
find themselves sitting hundreds or even thousands of miles away from their colleagues. Without strong systems in
place to keep them connected, they will struggle to communicate effectively.

Psychological barriers
Psychological barriers are caused by individual mindsets or mental health concerns.

Although disagreements are inevitable in most workplaces, sometimes these conflicts can cause serious problems.

Organizational barriers
Organizational barriers to communication stem from a lack of understanding of your business structure and individual
roles within it.

Organizational barriers can affect businesses of all sizes, and they often occur because employees are unaware of,
or do not fully understand, an existing structure.
10.What is conflict management?

Conflict management refers to the way that you handle disagreements. On any given day, you may have to deal with a dispute
between you and another individual, your family members, or fellow employees.

5 conflict management styles

It’s human to deal with conflict by defaulting to what’s comfortable. According to University of Pittsburgh professors of
management Ken Thomas and Ralph Kilmann, most people take one of two approaches to conflict management, assertiveness
or cooperativeness [1]. From these approaches come five modes or styles of conflict management:

style

1. Accommodating :An accommodating mode of conflict management tends to be high in cooperation but low in
assertiveness. When you use this style, you resolve the disagreement by sacrificing your own needs and desires for
those of the other party.
2. Avoiding :When avoiding, you try to dodge or bypass a conflict. This style of managing conflicts is low in assertiveness
and cooperativeness. Avoidance is unproductive for handling most disputes because it may leave the other party
feeling like you don’t care. Also, if left unresolved, some conflicts become much more troublesome.
3. Collaborating :A collaborating conflict management style demands a high level of cooperation from all parties
involved. Individuals in a dispute come together to find a respectful resolution that benefits everyone. Collaborating
works best if you have plenty of time and are on the same power level as the other parties involved. If not, you may
be better off choosing another style.
4. Competing :When you use a competitive conflict management style (sometimes called ‘forcing’), you put your own
needs and desires over those of others. This style is high in assertiveness and low in cooperation. In other words, it’s
the opposite of accommodating. While you might think this style would never be acceptable, it’s sometimes needed
when you are in a higher position of power than other parties and need to resolve a dispute quickly.
5. Compromising :Compromising demands moderate assertiveness and cooperation from all parties involved. With this
type of resolution, everyone gets something they want or need. This style of managing conflict works well when time
is limited. Because of time constraints, compromising isn’t always as creative as collaborating, and some parties may
come away less satisfied than others.

process

1. Be aware :Conflict can arise at any time. Knowing this enables you to take steps to effective conflict
management. Approaching conflict as a normal occurrence helps you to turn potential disagreements into clear
communication and improved processes

2. Be proactive :Prevention and early resolution are the most effective. When issues arise, listen and reflect on
what is happening. Consider how you can address difficult issues before they escalate to conflict.

3. Seek to understand all sides of the issue :There is always more than one way to interpret a situation. Reflect on
what this issue means to you, to the others involved, and what is at stake for everyone.

4. Initiate dialogue :Initiate dialogue by listening and asking questions. This will help you gain a greater
understanding of what is hindering progress, and will help you better address the central issue.

5. Know when to ask for help :Enlisting the help of a neutral third party can assist you to clarify communication
and prevent conflict escalation. When early awareness and response measures uncover issues that need greater
attention, consult others, including a conflict management practitioner for assistance.

6. Assess your options :There are a variety of ways to handle conflict, such as negotiation, conflict coaching,
facilitated discussions, mediation, arbitration and litigation. A conflict management practitioner can help you
assess your options so you can decide the best possible way to manage the situation.

7. Take action :Use your knowledge and resources to take action. This could mean developing or fine tuning your
conflict management skills through conflict coaching, taking time to prepare for a difficult meeting, or
preparing for a facilitated discussion.

8. Reflect on the situation :Reflecting on the situation is a key element in maintaining and enhancing productivity.