Effective communication is benefit for everyone. Principles of effective communication to develop positive relationships: - Engage with the person you are talking to. - Showing respect to the person. - When speaking to a person be at the similar level to he or she to have equal power and give and receive information equally. - Communication style needs to be adapted accordingly.
Robinson, M.Segal and R.Segal (2014) stated that effective communication helps us to understand a situation and a person better and implement us to resolve differences, build respect and trust, and to create an environment where ideas, problem solving and caring are present. Communication is not always understood and so by these effective communication skills misunderstandings will be prevented. In our everyday life we have to send and receive several numbers of messages, but effective communication is based more about the understanding of emotions behind the information, rather than just receiving the message. This kind of communication can enhance relationships such as at home, at work and also in social situations by expanding connections with others to improve team work, problem solving and for decision making. Effective communication enables us to communicate easily without creating any conflicts or destroying trust.
One of the keys to effective communication is being able to communicate on the same level as the individual and therefore it is self explanatory why the use of jargon and such terminology will create barriers and feel impersonal. Other factors could include: Cultural differences This could include using words in a different context, speaking with different inotation and tones. Values or belief systems Values and belief systems will be different amanongst individuals and these may impact upon how the individual cocommunicates and how they receive and interpret messages of communication
STRESS MANAGEMENT IN MODERN DAY ORGANISATIONS. INTRODUCTION: Stress management in organizations means various psychotherapies and techniques used to control an individual’s stresslevel. Stress management is important in organizations because if in an organization workers will be stressed, then such workers will work demotivated, inefficiently. And thus, such organizations are not very successful in modern day competitive world. Therefore, in order to improve functioning and productivity of employees as well as to maintain good relationship with co-workers and employers companies have to undertake stress management programs.
Listening is not the same as hearing. It is very unfortunate that only few people are good at listening. From an organizational point of view we need to understand the importance of the listening carefully not only for the employees working but also for the leaders. A good leader must have or he should develop listening skills. Being an active listener is a talent that can be puzzling for many since there are a number of points that can impede listening.
There are several ways that can be used to improve the communication, and they are embrace the approach of audience- centred, promoting the open communication climate, constructing lean and efficient messages, executing to ethical communication, accommodate the difference of culture, and last but not least, fostering the professionalism in relationship. Audience centred communication description effectiveness (n.d), stated that the communicator or the speaker will evaluate every each one of the listener in order to resolute the body language, and the content. Massila Hamzah (2010) wrote that in order to be a good speaker, the speaker must keep the audience in the mind all of the time during the communication process by learn about the audience 's age, level of education, status and background. This
The first of which is, although there is legislature in place that ensures each and every organisation has health and wellness practices in place this does not mean that the organisation is actually adhering to them (Rick et al, 1997). Each organisation is different and has a range of people working for them, it is thus challenging to know how every single employee is doing and assessing whether they are coping with the work load and stress (Viljoen & Rothmann, 2009). It is also a challenge for the organisation as a whole to know if their management and leadership people are actually putting into play the support systems that are there for its employees (Rick et al, 1997). For example, if an organisation claims it has open lines of communication for employees to use if they are in need of assistance, whether that is through EPA’s or the needing of mentorship of someone from a management team, if the management itself does not cooperate then, the system is not being implemented, therefor it is there on paper but not in action. Another challenge for organisations is that although there may be practices in place to help people cope with stress, the employees themselves have to take it upon themselves to reach out and accept that help (Viljoen & Rothmann, 2009).
Stress in workplace is experienced by those who working in any organization or institution. Work-related stress can be said to be experienced when the demands from the work environment exceed the employees ability to cope with (or control) them. It is not a disease, but it can lead to mental and physical ill health. Work-related stress is a symptom of an organizational problem, not individual weakness. Economic upheavals, downsizing, merger and bankruptcies and the major factor that cause hundreds of thousand worker feeling stress in workplace.
Highlight the various processes that are involved in managing stress in the organization. 4. Analyze the impact of the stress management program on the employees’ performance and on the overall performance of the organization. 1.7. Plan of Work The arrangement of this dissertation in the form of a plan of work shows the systematic construction of various topics that reflects the main idea of the topic in details and also describe the dissertation aims and objectives for understanding of the topic in a broader aspect.
The aim of the article is to demonstrate that, Organization related stress is generated from job roles, particularly those that traverse more than one framework. A role is kept from becoming burdensome because of its periphery or boundaries because it sets limits. The job title of managers is stressful because of needs traversing more than one framework or system making its boundaries unclear. Of the three tested hypothesis, role conflict is a major component. People having defined boundaries like in non-managerial posts are less probable to have role conflicts.