According to human resource management experts, communication gap refers to the condition in which poor communication hinders work efficiency and relations within an organization (Caputo & Palosaari, 2003). Communication gaps result from misinterpretations, one-way communications, late communications, or poorly worded communications.
In our everyday lives, there are several instances where the lack of effective communication leds to misunderstandings. Poor communication causes misunderstandings, conflicts, stress, burnout, and high employee turnover (Agarwal, 2010).
In the work place, each employee should understand his or her role in the process of achieving organizational goals in order to avoid conflicts and misunderstandings. As such, good communication eliminates barriers to high performance by creating communication satisfaction.
With respect to the above-mentioned, effective communication is essential in achieving a cost-effective and well-organized relationship among several parties searching for a mutually helpful corporation. For managers, communication is a very essential facet of their job.
Agarwal asserts, “Communication in management is used for all messages that people communicate to one another while working” (Agarwal, 2010). With effective communication skills, managers can improve their effectiveness. However, when challenges such as communication gaps exist, managers encounter numerous problems.
For instance, it becomes hard for the employees to complete their tasks appropriately when their manager’s instructions are not clear. Communication gaps are considered to be among the main causes of poor performances in the work places.
All over the world, human resource experts assert that communication determines the efficiency levels in organizations (Newsom, 2007). This assertion is evidenced in the current high-stress and demanding organizational environments, where employees are often required to extend past their call of duty to achieve the desired organizational objectives.
In this regard, managers are required to disperse appropriate information to their subordinates for them to complete their tasks as necessitated. As such, managers should convey information in understandable, brief, and informative manner. It is the mandate of all managers to lay down appropriate guidelines when handing over tasks to their subordinates (Caputo & Palosaari, 2003).
In addition, an efficient manager should be able to pass on instructions with little or no ambiguity. On the other hand, an effective manager should allow subordinates to give their feedback to verify that they have received and understood the instructions provided. Generally, to avoid communication gaps managers should not assume that employees know what the organization expects them to do.
Instead, they should explain the requirements of different tasks clearly and guide employees accordingly. They should always note that poor communication facilitates development of negative attitudes in employees, which leads to poor performance and low productivity. Alternatively, proper communication creates positive attitudes in employees, which strengthens their relationship with their managers (Caputo & Palosaari, 2003).
By enhancing a positive working relationship in the workplace, managers can prevent problems related to communication gaps from happening (Newsom, 2007). According to Francis La Manga, positive working relationship in the working place enables the management staff and the employees to be comfortable around each other (Newsom, 2007).
This implies that the greater the amount of open communication in an organization, the greater the amount of respect among the parties is. With regard to task communication, open communication increases productivity in a particular organization. Therefore, task communication should specify the results somebody is trying to achieve.
When managers specify the deadlines, budgets, and the actual task, supervisors will allow the subordinates to determine the most suitable methods for the tasks. Moreover, task communication makes the subordinate accountable for the completion of the task (Edelstein, 2001). As a result, managers should bridge the communication gaps that exist in their organizations to ensure that open communication is enhanced.
Skilled communicators create good relationship with both the colleagues and business associates (Newsom, 2007). Due to this fact, more projects and tasks can be accomplished with ease. As such, skilled communicators know whose expertise is well suited for a particular project when they are in need of assistance, when settling disagreements, or building consensus between the involved parties.
According to several popular workplace theories, effective communicators should seek to highlight on the dissimilarities that exist between employees, leaders, men or women. Equally, effective communicators should note that sexual division is a major cause of communication gap. As such, women are more sympathetic and oblique as compared to men. In addition, other factors enhance communication gap in the workplace.
These factors include age, social norms, and socioeconomic background. On the other hand, a diverse cultural team possesses different linguistic forms, language perception, cultural and historical presumptions, and varying interactive routines. Therefore, managers should strive to develop communication strategies that encompass the diversity of their teams to overcome these communication barriers (Newsom, 2007).
In general, open communications in an organization inspires employees to meet organizational goals and enhance their self-esteem. Thus, managers should note that effective communication enhances employees’ productivity and retentions (Newsom, 2007).
In a work place, open communication ensures that employees understand their responsibilities and duties leading to more production and higher job satisfaction. On the other hand, communication gap within an organization causes misunderstandings that result in internal conflict leading to decreased production (Caputo & Palosaari, 2003).
References
Agarwal, O. P. (2010). Business communication. Mumbai: Himalaya Pub. House.
Caputo, J. S., & Palosaari, J. (2003). Effective communication. Twickenham, Eng.: Dramatic Lines.
Edelstein, A. S. (2001). Communication & culture: a comparative approach. New York: Longman.
Newsom, D. (2007). Bridging the gaps in global communication. Malden, MA, USA: Blackwell Pub..