PTB Company Communication and Organisational Practices

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Table of Contents

Introduction
An analysis of the issues
Conclusion
Recommendations
Reference List

Introduction

It is very important for any organization (PTB included) to ensure that they have effective communication that manages diversity, values emotional intelligence, and considers perceptual differences. For communication to be successful and take care of conflicting interests in an organization, it is supposed to manage diversity (Crossman, 2010, p. 15). This is because an organization hires people from different areas with varying cultural preferences.

Communication is done for different reasons and sometimes there might be need for individual attention. This therefore demands total efficiency. There are different and competing demands in an organization and that is why it should cater for emotional intelligence and perceptual differences (Littlejohn, 2002, p. 9).

From the case, it is evident that there are cultural diversity problems that could have been solved by an effective communication approach. This is because Japanese workers felt that they were not taken care of more so in terms of food. Emotional intelligence was not valued. This is because James did not really appreciate that he was supposed to work with Mika. There was need to manage the emotions of other workers as far as signs are concerned.

Perpetual differences are also seen in a broad way. For effective communication to be guaranteed, the company is supposed to ensure that these continuing differences are dealt with (Emory, 1997, p. 11). Perpetual differences are seen between James and Mika and these needs to be taken care of as it might be extended to other employees who might feel that their counterparts did a wrong thing yet it was just a communication problem that needs to be sorted out.

These aspects have an integral role to play in communication and that is why an organization like PTB needs to ensure that they are well taken care of. As a matter of fact, the management seems to be placing more emphasis on these aspects because they have a direct impact on communication. They are doing this because it is necessary to have effective communication in the workplace for success.

On the other hand, work place communication covers different disciplines like; management, marketing, public relations etc. In addition, they are correlated with these aspects and that is why the management seems to be laying more emphasis on them. There might be added complications in relation to this aspects and that is why the management is always keen to ensure that such incidences like cultural diversity do not affect communication.

The company has approached me because there are various communication problems that need to be investigated and addressed to ensure that they do not recur in any case. Wholesomely, there are circumstances that gave rise to this request after the staff gathered for a two day conference in Sydney to learn new sales and marketing directions and to have the opportunity to network with other PTB staff.

There were a number of complaints from the PTB staff (both Australia and Japan). They include inadequate signs and the choice of food not meeting the needs of the PTB staff from Japan. In addition, there were complaints that James was a poor communicator and organizer. This should be looked at for the company to avoid such communication problems in future as they might affect the way employees relate.

An analysis of the issues

There are issues that seem to suggest that there are difficulties in the areas of understanding cultural diversity, insufficient development of emotional intelligence, and awareness of perceptual differences. These issues emanate from the way the whole communication about the two day conference in Sydney to learn new sales and marketing directions and to have the opportunity to network with other PTB staff was done.

The organization initially delegated this task (of organizing the conference) to two representatives; James and Mika. This is wholly explained from the number of complaints by the PTB staff (both Australia and Japan). Because he did not consult, James was not in a better position to tell the food that his Japanese counterparts liked. It should be understood that employees are culturally diverse and should be appreciated through good communication (Miller, 2005, p. 21).

There is insufficient development of emotional intelligence as James assumes that employees will be able to read signs and know where to go. This is not the right way to communicate as they were supposed to be shown around by their host. In addition, when it comes to the guided walk James assumes that signs will help the situation. There also seems to be perpetual differences because there was no proper contact between James and Mika yet they are the main representatives who are supposed to organize the conference.

Perpetual differences are always continuing and these can also be explained from lack of contacts (by James). There is no proper explanation from James to justify that he was busy. The same applies to Mika who was supposed to ensure that she properly communicates with the Australian office on the way forward. Cultural diversity is supposed to be appreciated and taken care of as it can not be wished away (Werner, 2007, p. 9).

On the other hand, emotional intelligence is supposed to help in the management of other individuals emotions to enhance communication (Witzany, 2010, p. 13). Because perpetual differences are bound to exist, they are supposed to be sorted out for sustainability (Barnlund, 2008, p. 24).

Conclusion

The company seems to be facing some key problematic issues as far as communication is concerned. It seems that they do not have a good understanding of cultural diversity yet it is important for effective communication. On the other hand, there are poor communication structures that need to be looked at. This is because the two representatives could not communicate well while organizing the meeting.

The importance of effective communication has not been well understood by employees and the management concerned. In addition, there is no proper plan for effective communication. This is because James seems to be organizing the whole conference alone and the management in place is not concerned. These issues are supposed to be corrected.

Failure to do this will result in poor employee relations which affects the working environment. Poor communication will also lead to misunderstandings which might lead to conflicts. On the other hand, tasks will not be carried out effectively which will lead to loses in the business. Communication holds the key to success in any company and failure to do this will lead to conflicting interests.

Recommendations

The company needs to develop communication strategies that will serve their objectives to ensure that there is a better understanding of cultural diversity, emotional intelligence and perceptual differences. This means that they need to identify different groups that they will communicate well with. On the other hand, there should be proper identification of tools and activities that will enhance communication.

This means that the management needs to plan and enhance employee interaction to improve communication (Goffman, 1973, p. 23). Because they have different employees with diverse personalities they should understand them well for these strategies to be effective. The communication approach should not be strenuous as far as their resources are concerned for it to be successful.

Reference List

Barnlund, D. C. 2008. A transactional model of communication. New Jersey: Transaction.

Crossman, J. 2010. Communication & Organizational practices. New York: McGraw Hill.

Emory, A, G. 1997. A first look at communication theory. New York: McGraw-Hill.

Eysenck, H.J. 2000. Intelligence: A New Look. New York: Bantam Books.

Goffman, E. 1973. The Presentation of Self in Everyday Life. New York: Anchor/Doubleday.

Goleman, D. 1995. Emotional intelligence. New York: Bantam Books.

Littlejohn, S. W. 2002. Theories of human communication. Belmont, CA: Wadsworth.

Miller, K. 2005. Communication Theories: Perspectives, processes, and contexts. New York: McGraw-Hill.

Werner, E. 2001. Cooperating Agents: A Unified Theory of Communication and Social Structure. USA: Pitman press.

Witzany, G. 2010. Biocommunication and Natural Genome Editing. Springer: Dortrecht.

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