Organizational Communication
Flinch Farm is a Human Resource organization that has focused on building a strong reputation as the best recruiting agency which attracts clients across different industries. The ability of the organization to critically assess its candidates had been a significant factor in helping define a great change within the industry. Maintaining competitive advantage had been a significant focus within the organization, considering that the approaches and business operational strategies that are integrated within the business are aimed at increasing its market share and diversify its operations. Implementing a more reliable communication strategy help in defining specific performance measures within the organization. Competency and promotional change help define better systems that can help create a more reliable system for change and integration of better systems that can help the company in meeting its operational goals.
Source credibility
Communication within the organization has been well structured with an emphasis on different levels of management. Source credibility has been highly integrated within organization operations, especially sharing information. The strong organizational, operational values have presented a more significant commitment to better measures which help in defining the level of engagement among employees. The credibility of employees has been highly emphasized based on the trust level and the ability to protect organizational information. The success of the company is based on the ability to protect its crucial information from outsiders (Richmond, McCroskey & Powell, 2013). Thus the emphasis on goodwill, competence and trust have been essential in defining the company operational environment.
Trust is highly evaluated based on individual integrity level, which helps in defining a more substantial platform that can help assess the varied elements that shape business performance. Recruitment aspect is highly emphasized upon in the company recruitment strategy. The assessment of employee integrity level is reviewed based on the level of interaction in the lower communication levels and the ability to control the sharing of the company information. Competence is a critical factor that defines promotion and career development among all employees. Performance evaluation has been essential in assessing employee competence and the ability to focus on better performance measures which help protect organizational information based on the identified communication strategy (Richmond, McCroskey & Powell, 2013).
Goodwill provides focus on the level of business development and commitment to ensure that it is successful. Employees within the company are required to care for the company with a commitment to the identified communication platforms as well as focus on improving the wellbeing of colleagues which is essential and help define an enhanced level of performance. Thus the company has adequately focused on source credibility in helping implement a structured system that allows in identifying change and overall consideration of better policies that help implement change (Xu, 2014).
Approaches to management
The management within the organization has been primarily structured, which present a more substantial context within which it is possible to help implement a more robust change strategy that helps in defining change. Organizations consistently respond to various issues differently based on the underlying principles that have been identified. Leaders across different settings have a vital role in transforming the level of interaction as well as an application within a given context.
The company has focused on developing strong relations with its employees. Strong relations with employees help in presenting a reliable system that allows implementing better strategies that focus on consumer needs (Gómez & Ballard, 2013). The company has embraced employee needs which create a more reliable system that helps in defining change as well as the integration of better approaches that help define change and improved level of change. Human relations present a greater emphasis on different systems that can help identify a structured system that allows implementing change and improve the level of commitment within the organizational context.
Behaviour management presents a clear strategy which is adequately considered in helping improve change and integration of different measures that define improved success. Employees are essential players within an organization, and thus the company has focused on ensuring that they are well protected by appreciating their value. The organization conducts numerous training as well as offering academic scholarships to top-performing employees to help in advancing their knowledge and skills to assist in improving organizational performance (Jablin, Putnam, & SUTCLIFFE, 2016). This approach has been very successful in enhancing the rate of retention.
Power and status
Power and status have a significant influence on organizational performance. The need to improve business change and performance requires an integration of a better culture which present a more substantial system that helps in defining change.
Power and status within an organizational environment have both positive and negative impact. Power involves the ability to persuade others and get them to do the right thing. Power is significantly associated with influence. Status mainly focuses on control and the ability to help build a strong change approach based on the existing concerns within an organizational context. It is significantly influenced by the desire to be at the top and achieve power (Gómez & Ballard, 2013). Therefore, negative engagement on both power and politics provide a challenging environment where developing change can be useful. Change within an organizational environment should be developed based on positive elements where different stakeholders can be able to participate fully.
The company has a clear management structure with every role defined effectively as well as the subsequent responsibilities. The outline of these structures has created a favourable structure that limits the use of power and status to influence business performance. The company has a strong operational policy and code of conduct that is highly adhered to in influencing business decisions. Development of a well-organized communication plan has ensured that all conversation and information that is shared within the organization is recorded a stored which is essential in defining a high operational level (Richmond, McCroskey & Powell, 2013).
The culture of the organization
Culture presents transparent processes that help in improving change and interaction within an organization. Building a robust change process within the organization has ensured that the company operations are streamlined and emphasize fundamental approaches that help in shaping organizational performance. The company has emphasized on cultural diversity as its operational strategy, which influences decision making and integration of better methods that help shape business development (Pfeffer, 2013).
Diversity within an organizational context presents a well elaborate system that helps identify better approaches that help in maintaining a favourable system that embraces the differences among individuals. Diversity encompasses different aspects of the workplace, which include race, gender, sexual orientation, and ethnicity (Sekerka & Yacobian, 2018). Having a highly diverse workplace plays a significant role in attracting employees because it shows a high-level commitment to the needs of its people.
Diversity within workplace context focuses on the ability to achieve a high level of development based on an understanding of different roles within an organizational setting. The need to have a positive interaction is essential in creating a strong focus on fundamental concepts that are critical in maintaining positive outcomes (Holness, 2016). The level of concentration within an organizational context is based on understanding individual differences that exist among employees from a different background. Diversity within a given workplace plays a vital role in limiting shortages, especially considering the increasing global trends in management that emphasize a higher level of organizational growth.
Communication relating to change and conflict
Despite the development of a clear communication strategy, it is challenging to control conflict within the organization, considering the existence of different personalities and traits that define individual performance. Communicating change has presented a more exceptional system in commitment and integration of better policies that help in creating a structured system that allows promoting change and creating an improved level of evolution. This can be adequately considered in enhancing the level of performance and development (Jablin, Putnam, & Sutcliffe, 2016).
Implementing change within an organization is always a challenge considering that different individuals have different expectations to change hence might develop negative feelings towards the perceived change and focus on derailing the efforts that are being made. Implementation of a clear communication plan provides a more substantial basis where it is possible t control conflict regarding change and help identify essential measures that can help improve the level of change as well as different systems that define change and development. Establishing a highly operational environment presents a more reliable system that represents a change for better performance (Richmond, McCroskey & Powell, 2013).
Communication forms a better environment under which it is very much possible to adopt significant organizational change and ensure that it is successful. Better communication strategies within the organizational environment help in improving employee workplace engagement. Employeetheir issues are adequately handled through ensuring that they understand the essential steps that the organization is putting in place to grow on the existing issue being addressed.
Richmond, V. P., McCroskey, J. C., & Powell, L. (2013). Organizational communication for survival. Boston: Pearson.