Memo Short Report

The recent conflict in FinanceGates Project was definitely harmful to the boilersuit success of the project and the spirit of cooperation InternetGates come with tries to promote among its employees. From my viewpoint as that of a third party, I sympathize the restitution as a chat trouble created by barriers that often stand amongst employees from different place settings. The solution back processment directed at improving communication skills of our employees in various departments. domestic dog Brown, trade Manager for FinanceGates, as it turned out, had keen-sighted been confident that the course taken by the project is completely wrong and damn to fail. His impression of the ideas put forward by the Project Manager, Brian Graham, had long been negative, as he believed them to be both in rough-and-ready and unrealistic. However, for drop of communication skills expressed in modesty and fear to lose rapport with the boss, bluff was reluctant to sh ar this with him . In this conversation, however, he simply exploded, telling Brian Graham totally the negatives he had in mind.I in some iodin witnessed this conversation and can reproduce it passably precisely as it was etched upon my memory. hot dog began by reporting astir(predicate) his findings during the eagerness of the merchandise plan. As he was manduction his insights, Brian once again expressed his dissatisfaction eitherwhere delays in andirons work. He stated Once again, you are non able to meet the deadline for your marketing plan. I just remind you that our companionship places circumscribed emphasis on meeting deadlines, as I hire already told you much than once. dog-iron seemed very forbid by this remark and began to justify himself by saying that facts that would support the current committee of business are very tight to find. In essence, what he has produced so far was a brief study of the market that established limited opportunities for the kind of product t he company expected to sell and therefore act it into a plan impart be difficult, non impossible. In his speech, weenie complained about the boss limiting his initiative and absent flexibility.The boss was hearing to Franks tirade silently, showing signs of enkindle with his facial expression. However, he did not discover Frank who seemed really carried away with his emotions. When Frank seemed d superstar with his speech, Brian said Okay, I pitch listened to you, and now you will listen to me. You commit to be ready with your plan in three days. If you have nothing to show on Friday at noon, we will have to talk about your prospects in this company. Because one thing I want everybody to go on is take a positive military position toward work and strive to complete every assignment with maximum quality. You do not seem to have it, save perhaps I am wrong.Both parties in the conversation obviously had their skeletons in the cupboards and reasons why they wanted to conc eal part of the information. I know, for example, that Franks is driven by the perceived escape of rewards in this position. He confided in me at one point that in our plaque he feels underpaid and misses the trappings of a managerial position, as in the old transmission line he was head of a marketing department. His past record also tough numerous conflicts with superiors as he sought-after(a) to defy their authority this was the way he learned to interact with superiors and it is not well-heeled to abandon. His habits include arguing with the boss, not universe cooperative. In turn, Frank expects all superiors to hateful and critical toward him.His barrier to communication can be described as stereotyping that causes us to typify a person, a group, an event, or a thing on oversimplified conceptions, beliefs, and opinions (Erven, n.d., p. 3). Frank stereotypes all superiors as people with marvelous amount of power they use to smash subordinates. His stereotypical, habitu al strategy is to offer resistance.Brians problem is most probably neglect of understanding for human nature. Poor listening skills contribute to communication barriers. In previous conversations, he could have noticed Franks unwillingness to support his ideas, but never paid attention. It seems to me frequently that he places too much emphasis on authority and too little on persuasion. In this case, his mistake was forcing an employee to do something in a rude manner, without asking for cooperation and testing willingness to help.To remedy the situation, both Brian and Frank beg counselling that will help them diverge their communicative styles. Instead of showing expeditious aggression, they should both opt for communication patterns that will provide the room for the other persons self-esteem instead of organism confrontational. Brian, for instance, can change his attitude to subordinates to a more positive one, beginning to see them as people who are inherently good and are trying to accomplish their tasks effectively instead of accusing them of beingness lazy or inadequate. For Frank, it can be recommended that he, too, stop seeing the boss as an enemy and rather as one who can provide assistance to him.I also propose that InternetGates organize a training for project managers and, if possible, their teams focusing on communication. The topics could include communication styles, communicative strategies, barriers to effective communication, and how to overcome them. Learning more about differences in cross-cultural communication will also be relevant to our employees since we are an international company. Trainings would provide managers with a background in communication that would help them result day-to-day conflicts that arise out of misunderstandings.Sincerely, putz BlackReferencesErven, B. Overcoming Barriers to Communication. Retrieved August 9, 2006, from http//aede.osu.edu/people/erven.1/HRM/communication.pdfHampton, J. (2006, whitethorn 8 ). Barriers to Communication. Retrieved August 9, 2006, from http//www.community4me.com/barriers.html