BUS3050 Capella Unit 7 Internal Communication Challenge At OHFA

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write a rough draft of final project paper using the attached documents Please make necessary changes to the communication theories used in the summary and outline.

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Project Template Title of Paper Your name Your e-mail address Course title Course section Instructor’s name Date © Capella University 1 Project Template Introduction The introduction lets your reader know what to expect in the paper. It should stand alone to give an overall description of what the project is about and how it is organized. It should be concise and written in a style that grabs the reader so that they will want to read on. You can accomplish this by using an insightful personal statement or an interesting quote from an outside source. Please note that the entire paper should be written in third person rather than first. The format should include an indent of .5”, as demonstrated, and the entire paper must be doublespaced. All citations should have corresponding references listed on a separate page at the end of the paper, and citations and references should be formatted following APA guidelines. Follow the layout of this template to determine which sections and heading to include. Overview of the Organization and Case Study Include a brief description of your organization and a brief introduction to the case study. Use information from the summary you provided in assignment u07a2. Make this section flow smoothly from your introduction, and match verb tense and third-person perspective. Identify and Describe the Situation or Problem Knowledge Develop this and the following subsections, headings for which are included below, from your answers to the matching questions (the questions under each heading starting with "Identify and Describe the Situation or Problem", likely starting on page 100 of the textbook) that you included in your project outline for assignment u08a1. Support and explain your writing by referencing a variety of sources. Cite and reference this information following APA guidelines (6th ed.). For more information, visit the APA Style and Formatting tutorial on the Capella University Writing Center Web site. © Capella University 2 Project Template Sensitivity Skills Values Develop Alternatives and Test Possible Solutions Develop this section and the next from your answers to the matching questions on (the questions under each heading starting with "Identify and Describe the Situation or Problem", likely starting on page 100 of the textbook) that you included in u08a1 Project – Outline. Support and explain your writing with a variety of sources that you cite and reference following APA guidelines (6th ed.). Propose Solutions and Suggest Implementation Plans Summary The summary stands alone, as your introduction does, to explain to readers what was covered in the paper. This is aspect of writing will help your paper stand out to readers. Individuals often will simply scan the introductions or summaries of papers to see if the material might be applicable to their needs. Include your own insights and comments on the entire case study. Consider using an interesting quote to close the paper creatively. © Capella University 3 Project Template References References are listed on a separate page. This list includes all of the sources you cited in your paper. References should be formatted following APA guidelines (6th ed.). For more information, visit the APA Style and Formatting tutorial on the Capella website. Turnitin checks the originality of written works. Access is available to you at no cost from the navigation area of the course home page. © Capella University 4 Internal Communication Challenge at OHFA Jennifer Gooch Capella University Bus 3050 3/2/2019 Internal Communication challenge Having worked with the Oklahoma Housing Finance Agency (OHFA), it was apparent the institution worked towards improving the lives of low and medium income earning families by offering them excellent and affordable housing programs. OHFA operates in the entire state of Oklahoma touching 77 Oklahoma counties. The main objective includes helping families pay rent and purchase affordable homes. The organization collaborates with other Non-governmental organizations, housing developers and affected municipalities to offer residents of Oklahoma quality housing options. OHFA has a Human resource department, which plays a significant role in ensuring the organization attains its objectives. The department works towards having satisfied, qualified and loyal employees, hence involved in management of internal stakeholders. The main issue the department has faced when communicating with employees includes maintaining effective internal communication. Internal communication at OHFA helps in developing mutual relations between OHFA and their employees ( www.ohfa.org). However, the Human resource department has faced some challenges among them, lack of clear understanding of internal communication mechanisms by management. OHFA management lacks awareness regarding internal communication, aimed towards improved knowledge management to reengineer company’s success. Ineffective internal communication from HR department affected employees’ morale, especially During appraisals’. The HR department had different appraisal measures for employees on Contractual and permanent basis, which were deemed unfair to workers on contract. The main Contradicting factor included the decision not to pay contractual employees bonuses, despite Being forced to conduct appraisals’. OHFA experienced go-slow effects from contractual Employees, as well as poor teamwork between the two forms of employees. For instance, when asked to engage in additional roles after normal working hours, especially on days when clients had to be served beyond working hours, there was reluctance. The employees revealed in a survey done by the organization that they felt no desire to put the company first, when it was apparent that the firm looked at them as second-class compared to permanent staff. This feeling from contract employees can be described as latent conflict. Latent conflict occurs when conflict exist but, is not expressed. Such a decision by HR and top management prevented OHFA from taking full advantage of the human resources. Another limitation included creating a poor working environment, where employees categorized themselves depending on whether they earn bonuses or not, this can be perceived as felt conflict. The firm’s decision to conduct a survey regarding their decision after two years gave HR department an opportunity to receive suggestions from employees, hence promoting effective feedback mechanisms. Encouraging effective feedback frameworks promotes appropriate internal communication, and helping employees regardless of their position change their attitude towards the company (Hola, 2012). In the end the customer benefits the most, through effective service from employees. A happy employee results leads to a happy customer, ensuring the company attains its set objectives and goals. Appropriate internal communication at OHFA could enhance the role of HR department, entire management, thus promoting positive attitude change in the company. More so, the organization has an opportunity to solve conflicts among employees before they turn into a crisis. Similarly, it helps in sustaining employee commitment, allowing them to commit on a task at hand, leading to attainment of the firm’s objectives. Without a doubt, OHFA must create a synergy among its employees to permit appropriate utilization of employee’s knowledge and skills, making use of its communication tools. OHFA’s Communication happens in all of its activities, allowing connection and coordination of all organization activities through management of people. Therefore, the HR department must learn to obtain feedback from employees, treat them equally and use the internal communication channels as a way to exchange give and receive information relying on available feedback and comprehension. In conclusion there is several communication theories present in this situation that OHFA faces. Latent conflict occurs when conflict exist but, is not expressed. The second communication theory that is present is Confirmation bias; it is a cognitive error that people make when they are only willing to accept new information when it confirms what they already believe. References Holá, J. (2012). Internal communication in the small and medium sized enterprises. University of Pardubice. 15 (3):32-35. Shockley-zalabak. S (2010). "The New Career Development Program That Ruins Careers" case study from Fundamentals of Organizational Communication. https://www.learning-theories.com/confirmation-bias.html References Holá, J. (2012). Internal communication in the small and medium sized enterprises. University of Pardubice. 15 (3):32-35. Shockley-zalabak. S (2010). "The New Career Development Program That Ruins Careers" case study from Fundamentals of Organizational Communication. Running header: ORGANIZATIONAL COMMUNICATION Organizational Communication Project Outline Jennifer Gooch Capella University Bus 3050 1 ORGANIZATIONAL COMMUNICATION Organizational Communication Project Outline I. Identify and describe the situation or problem A. Knowledge 1. What are the major and minor problems in this case? The organization faces the challenges of making internal communication effective to satisfy employees, the management, and customers. 2. What communication theories apply to these problems? Latent communication theory is one aspect present in the problem the organization faces. Other aspects are Felt conflict and Confirmation bias which must be addressed to initiate satisfaction and loyalty. 3. What organizational theories or perspectives are apparent? The company champions specificity of goals and formalization. The rational system perspective is profound in the gesture of perfecting organizational theory (McPhee & Zaug, 2001). 4. What information is missing? The data provided does not provide mechanisms of how to create a balanced environment where both the employees and the employer are bound to benefits equivocally. 5. What assumptions are we making about the organization, its people, and their problems? The organization is a large one, and the people working in it give output labor that is directly proportional to their pay. B. Sensitivity 2 ORGANIZATIONAL COMMUNICATION 3 1. Who or what appears to be most responsible for the communication problems? HR seems to have undermined the importance of internal communication as a motivating factor. 2. What are the shared realities in the organization? The firm is inclined towards improving the living standards of its population. 3. Are the principal individuals good communicators? The principal individuals are partial communicators; the communication does not involve everyone in the company; some are favoured where others are ignored. 4. Are the principals, in this case, assuming responsibility for the communication behaviors? No the principals are not taking responsibility for the communication issue. C. Skills 1. What skills do the case principals exhibit? The need to promote a positive attitude is the primary factor in the project. Workers must engage in teamwork to produce quality output. 2. What additional skills are needed? The motivational framework that creates a conducive environment to make people in the workplace understand there has to be juniors and seniors for task completion to take place effectively. 3. How could these skills be developed? Through synergy and equal treatment where proportional remuneration according to task level is primary will make the firm organized. Additionally training could be helpful. ORGANIZATIONAL COMMUNICATION 4 4. What overall organizational skills are lacking? The management is dwarfed on making decisions and communicating such decisions on how to treat its employees to create understanding for optimal individual performance. 5. What are the major organizational strengths? The company has a platform of synergy where it utilizes employees’ knowledge and skills to produce the best output. D. Values 1. What is important or valuable to the involved individuals? Appropriate internal communication to solve inherent conflicts will help sustain employees' commitment. 2. Do they share similar values? The involved individuals share the same values; they are inclined towards customer satisfaction where employee commitment cut across to help the organization achieve its goals (Organization Communication, n.d). 3. How would you describe the culture of the organization? The firm has a set of beliefs and assumptions that will help it interact with its immediate environment to realize its goals, and the culture is a positive one. 4. Are the individual and organizational goals compatible? The firm is inclined towards achieving its goals but dormant in creating a conducive environment for its employees. The goals of both individual and organization are indifferent. II. Develop alternatives and test the “reality” of possible solutions A. What should be done? ORGANIZATIONAL COMMUNICATION Teamwork should be encouraged for customer satisfaction. Internal communication should be enhanced to reach all the levels in the organization. B. How many alternatives can be generated? The firm can generate several alternatives through encouraging a platform of communicating when there is a challenge in the cooperation. C. Can alternatives be combined? For higher output, the alternatives can be combined. This is with the aim of ensuring that every channel in the firm is reached. D. What can be done? Efficient communication is the antidote to organizational pain. It is still best to involve everyone in the running of the firm’s affairs. E. Are the people involved willing to change? People are willing to change. The organization is the motivating factor that is supposed to create a conducive environment for production. III. Propose solutions and suggest implementation plans A. Explain your reasoning for solution selection. When compensation is carried out proportionally to labor provided, motivation is achieved, and this relates to customer satisfaction. B. Identify who is responsible for what. The firm is responsible for communicating its culture and goals and setting up strategies for achieving the same. The employees are supposed to ensure they are treated fairly in the workplace through platforms such as effective communication. C. Determine a timetable for implementation. 5 ORGANIZATIONAL COMMUNICATION 6 The firm should carry out the implementation of tasks early enough to provide room for change and advancements where the need arises. D. Suggest how your solution might be evaluated. The solution should be evaluated first by employee satisfaction and then based on the results generated by customers. The satisfaction of customers speaks a lot about firms policies. This is how to know if a firm is underperforming or hitting its set target. ORGANIZATIONAL COMMUNICATION References McPhee, D. & Zaug, P. (2001).Organizational Theory, Communication, Knowledge, and Problematic Integration. https://academic.oup.com/joc/articleabstract/51/3/574/4110024?redirectedFrom=PDF Organizational Communication. (n.d). Modern Theories of Organizational Communication. https://2012books.lardbucket.org/books/an-introduction-to-organizationalcommunication/s06-modern-theories-of-organizatio.html https://www.learning-theories.com/confirmation-bias.html 7 ...
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