Envy, corporate jealousy, unpleasant feelings and emotions caused by insecurity, mistrust, and conflict should be given outlets for expression and those in charge should know how to manage these outbursts. (3) Steps Involved in Restoring Organizational Communications Binneman (2007) indicated that to restore organizational communications, the following steps must be followed: (1) determine the status of current organizational communications by determining the strengths and weaknesses of the ongoing process; (2) consider altering the approach in transforming organizational communications; (3) prioritize communication concerns and issues at all levels in the organization; (4) keep communication lines open; (5) implement strategies that focus on coaching and mentoring employees with identified communication dilemmas; (6) encourage communication across teams, divisions and departments; (7) build interactions, intercommunications and relationships among various stakeholders; (8) incorporate monitoring communication behavior through performance evaluation programs; (9) encourage the use and application of diverse communication tools; and (10) instill responsibility and accountability to each and every personnel. (4) Ways to Improve Existing Organizational Communication Practices Loftus (n.d.) presented ways to improve existing organizational communication practices through the following measures: (1) reinforce awareness of the organization’s mission; (2) enforce knowledge of personnel; (3) listen, recognize, and create a positive environment; (4) set standards and appropriate expectations; (4) maintain and ensure lines of communication are open...
This paper analyzes that race, ethnical background and cultural orientations affect the way people understand the messages that organizations want to relay. Organizations must evaluate the universality of the message to ensure that different peoples from diverse racial backgrounds understand communication patterns. The clarity of the language used for the message must be understood by people despite diversity in culture.
The report concluded that gender, as a dimension in communication is crucial in terms of diversity in perspectives and points of view. As averred by Daniels (par. 2), “most people view women to be more likely to discuss problems and to seek out advice before making important decisions, whereas, men are more susceptible to make decisions without the consultation of others”.
The relevance of age should also be aligned in organizational communication to incorporate strategies depending on the identified target market. If organizations target the young generation, communication messages, advertisements and promotional campaigns must be attractive to that particular group to entice them to purchase their products or services.
There are tendencies for organizational communication to neglect disabilities of people or clients in their corporate campaigns. As indicated by Daniels (par. 5), “the physically disabled are often patronized and avoided usually because of the visibility of their difficulties and also our lack of awareness on how to interact with them”. By recognizing this dimension, messages and communication strategies could be aligned to incorporate disabilities, as required.