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Wednesday, June 16, 2010

BP: 'Small People' Matter To Us, Chairman Carl-Henric Svanberg Says (VIDEO)

BP CEO Tony Hayward: "I'd like my life ba...Image by elycefeliz via Flickr

Oh, us "littles" will do a good bit of deserved BP-bashing over this one! Can one corporation have more incompetent executives (both when they have microphones in front of them and when they're ordering corners to be cut on safety!). Let's vent - that's all us "small people" can do for now!





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Top Ten Management on Communication Barriers: An Overview of Communication Barriers

This overview of Communication Barriers was prepared by Courtney T. Harper while a Management major in the College of Business at Southeastern Louisiana University.

Originally published by BizCoveringhttp://bizcovering.com/business/top-ten-management-on-communication-barriers-an-overview-of-communication-barriers/


Introduction
This report is a general explanation of communication barriers and how to overcome them. People communicate in every aspect of their lives, such as personal relationships and in the work environment. Communication with another person successfully requires work by the sender and the receiver. In this report, I discuss how to convey your message sufficiently and explain what is needed to be a good listener.



The Idea in a Nutshell
Communication barriers are obstacles that distort interpersonal or organizational communication processes. Barriers can take many forms, such as physical, emotional, or structural. Each barrier may not be preventable or anticipated. The barriers can be on the end the receiver, sender, or both. There are ways to overcome barriers and achieve successful communication. Successful communication can be achieved by overcoming barriers. If a message is delivered to the right person at the proper time with the correct amount of emphases on the important parts, the information likely to be perceived by the receiver is at its fullest potential. It doesn’t matter how important or impressive the subject of the communication is, if it is delivered without any ‘punch’, it will not get people to take the desired action intended.



The Top Ten Things You Need to Know About Communication Barriers.
1. On average, an individual must hear new information seven times before he or she understands accurately. Many communication problems can be directly attributed to misunderstanding and inaccuracies. Active listening, which is listening for full meaning without making premature judgments or interpretations, demands total concentration. A manager can ask questions about a message to determine if it was received and understood as intended. To be an active listener you must be empathic, make eye contact, exhibit affirmative head nods and appropriate facial expressions, ask questions, avoid distracting actions or gestures, paraphrase, avoid interrupting speaker, and don’t over talk.
2. Defensiveness can damage the way someone perceives the message at hand. When someone believes he or she is threatened, the individual will become defensive toward the speaker, using sarcasm or may attack the person delivering the message. This can reduce the listener’s ability to understand and minimize the chance to reach an agreement.
3. Different words can have different meanings to each individual person. Because language can be a barrier, managers should consider the audience to whom the message is directed and tailor the language to those individuals. Taking the time to paraphrase what has been said can help clarify the intended meaning.
4. Communication can be affected by the emotional state of the sender or the receiver despite what is being said and how it is being said. Emotions can cloud and distort communication. It is best to calm down and get your emotions under control before communicating. When delivering an emotionally charged message pick the most appropriate time.
5. Body language also gives meaning to the message. Remembering to remain aware of nonverbal cues and what the cues may be saying Is important. Actions speak louder than words; therefore align words with actions so to express a clear meaning. Using a yes head nod and saying no can give a mixed message to the receiver.
6. Background noise or large work areas can cause a physical barrier in communication. These can be overcome by the use of technology or they can be taking care of prior to delivering the message. Physical barriers can be easily created by distance of the speaker or by outside sources.
7. Structure is an essential part of how well the message is being received. Every message should have a beginning, middle, and end. The points and supporting details just be easily identifiable by the receiver. This makes active listening easier and the message more comprehensible.
8. Using the wrong type of medium can also harm the delivery of a message. If the content is confidential then the message should not be given in a group meeting. Same as if the message can be delivered to more than one person at a time it is more efficient to hold a meeting rather than going to each person individually.
9. Cultural differences can hinder the meaning of a message. Not all countries promote a relatively formal approach to communication. Some cultures rely on face to face conversations and more interpersonal interaction, while other cultures may become offended by eye to eye contact.
10. Sandra Baigel, author of “Overcoming Communication Barriers” says, “See yourself as a hurdles champion the next time you need to communicate something important”. Her closing advice is to take time to identify those barriers that are unique. Only then will you find the best way to approach your task and deliver your message.



My Take
Many barriers should be considered when preparing to convey a message. Not all barriers are under your control. With proper preparation and consideration for the audience and the surroundings you can almost eliminate any communication barrier. In today’s business world it is important to treat people with respect when talking to them and showing respect by listening well.


References
Baigel, Sandra . “Overcoming Communication Barriers” businessperform. 10 Jun. 2010 .
“Barriers to Effective Communication” buzzel.com. 10 Jun. 2010 .
“Communication Barriers – Reasons for Communication Breakdown” Managment Study Guide. 10 Jun. 2010 .
Coulter, Mary, and Stephen P. Robbins. MAnagement. 10th. Upper Saddle River, New Jersey: Pearson, 2009.
McIntyre , Suzanne . “Avoiding Communication Barriers in the Workplace” suite101.com. 14 May. 2010. 10 Jun. 2010 .

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Contact Info: To contact the author of “Top Ten Management on Communication Barriers” please email Courtney T. Harper at Courtney.harper@selu.edu.

David C. Wyld (dwyld.kwu@gmail.com) is the Robert Maurin Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a management consultant, researcher/writer, and executive educator. His blog, Wyld About Business, can be viewed at http://wyld-business.blogspot.com/. He also maintains compilations of his student’s publications regarding book reviews (http://wyld-about-books.blogspot.com/) and international foods (http://wyld-about-food.blogspot.com/).

AN INVITATION TO WORK WITH US, TODAY!
If you enjoyed this publication, why not make one of your own with us! Are you a college or university student from anywhere in the world who would be interested in publishing your work in an edited online journal appropriate to your topic? Such a move can help put muscle into your resume and make a great impression on potential employers and graduate schools (and needless to say – and perhaps most importantly in the age in which we live – likely be the first thing that companies/universities view about you when “Googling” you)! If so, we can help you get that first publication for free (and more if you desire)! Visit Wyld Publishing Services (http://wyldpublishingservice.yolasite.com/) for details. We can work with you to publish your quality essays, research articles/papers, reviews, etc. – and even audio and visual media and PowerPoint presentations – given our network of edited publications and relationship with publishers around the world who want to work with you and your work. Contact us today at dwyld.kwu@gmail.com.


Read more: http://bizcovering.com/business/top-ten-management-on-communication-barriers-an-overview-of-communication-barriers/#ixzz0r1qUD8Om







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Top Ten Management on the Path-Goal Leadership Theory: An Overview of the Path-Goal Theory

WASHINGTON - FEBRUARY 13:  Republican U.S. pre...Image by Getty Images via @daylife


Introduction
Leadership is commonly perceived as being powerful and having all the control. This concept does not apply to organizations. In the business world, effective leadership isn’t about coming out on top. The fundamentals involve managing personalities, leading by example, displaying the proper amount of control, delegating responsibilities efficiently, listening to suggestions, and communicating what needs to be done. A successful business requires leadership that is capable of establishing a direction while simultaneously motivating its followers. This is the foundation of the path-goal theory. This theory states, “The leader’s job is to assist followers in obtaining their goals and to provide direction or support needed to ensure their goals are compatible with the goals of the organization” (Robbins, & Coulter, 2009).


The Idea in a Nutshell
The concept of the path-goal theory is that there are several different forms of leadership that should be taken into account depending on the nature of the situation. The type of guidance required is contingent upon several factors such as the capabilities and emotional state of the employees, the timeline of the work, and the complexity of the project. This theory was originated in 1971 by Robert House. It constitutes four different behaviors: directive, achievement-oriented, participative, and supportive. These styles increase effort and improve performance. Empirical evidence would prove a large portion of the success of a company can be accredited to the style of leadership used to encourage employees. A workforce that is properly directed and incessantly motivated will undoubtedly be more efficient which will increase the economic benefits for the corporation. Ultimately, management is the key factor in maintaining a strong workforce.


The Top Ten Things You Need to Know About the Path-Goal Theory
1. There are two variables that manipulate which leadership style will be chosen:
1. The follower’s attributes which include experience, self-confidence, and locus of control. These factors affect how the behaviors are interpreted by the worker.
2. The task’s attributes are basically affected by the structure, the type of management, and the workers assigned to the task. These environmental aspects determine the most effective style of leadership.
2. A leader can affect its workforce by exploiting several different methods. He or she can offer incentives or rewards for exceptional performance, clarify the direction in which to achieve these goals, or simplify the path to complete a given task. The option of utilizing a strong or narrow approach is contingent on “the situation, including the follower’s capability and motivation, as well as the difficulty of the job and other contextual factors” (”Path-goal theory of…”).
3. The path-goal theory of leadership was inspired by the concept that a particular path will lead to a particular goal. This is the general idea of the whole theory. If the right management behavior is selected, there will be a greater chance of the achievement of the desired goal and the maximization of profits.
4. In 1996, a revised version of the theory was developed. It includes a crucial point that the leader has the responsibility of employing a style of leadership that not only complements the worker’s performance; it makes up for the employee’s lack of abilities as well. When a leader compensates for deficiencies, the workforce is significantly improved.
5. The reality of the business world is that the top priority is the bottom line. To maximize the industry’s revenue, management must be knowledgeable and capable of effectively directing the task at hand. Leaders must also be flexible concerning which leadership path to take. It is essential for them to be versatile considering there are several different types of situations.
6. Leadership behavior is multi-faceted. Many elements such as “initiating structure” have been evaluated to further clarify the path-goal theory. This particular aspect generates the idea that the leader specifies details and expectations of a given task. Initiating structure is helpful in ambiguous situations.
7. The Supportive leadership style is sensitive to the needs and self-esteem of the worker. The leader displays courtesy and concern for the subordinate’s welfare. As a result, a warm and friendly atmosphere is created. This style is most effective when the task at hand is stressful.
8. The Participative leadership style consults with workers to include them in the decision-making process. The subordinates relay their suggestions or concerns to their superior and the ideas are taken into account prior to making the decisions. This technique works best when the workers are experienced and their expertise is needed.
9. The Directive leadership style clarifies what is expected of the worker and what needs to be done to successfully complete the task. The leader provides specific instructions and proper guidance when giving the subordinate a task. This method is very helpful regarding an ambiguous task or an inexperienced worker.
10. The Achievement-oriented leadership style sets challenging goals and high expectations for the worker. This ultimately benefits the worker because they are continually improving themselves, learning how to handle multiple responsibilities, and increasing their confidence in their ability to achieve goals. This style is appropriate when the task is complex.

My Take
The path-goal theory is still relevant both inside and outside of the field of business. There are many different types of leaders around the world who should exercise this theory to improve their leadership skills. Whether it’s pertaining to the royalty of England or a teacher in a classroom, the path-goal theory is a great guide to use when determining what methods will be most effective in achieving a desired goal. A typical leader is intrinsically one-dimensional, therefore; they will be authoritative, controlling, impatient, and insensitive. Followers have all different types of personalities which would frequently clash with these harsh traits. Consequently, counter-production will inevitably occur. To avoid this inefficiency, the leader should choose a style of leadership depending on the nature of the situation. Managers should be knowledgeable of this theory because it is primarily applied in the business world. A manager that adjusts his leadership style according to the unique situation would gain respect and ultimately create a strong employer-employee relationship that would be highly effective in the workplace.

References
Path-goal theory. Wikipedia. Retrieved (2010, June 14) from http://en.wikipedia.org/wiki/Path%E2%80%93goal_theory
Path-goal theory summary. (n.d.). Retrieved from http://faculty.css.edu/dswenson/web/LEAD/path-goal.html
Path-goal theory of leadership. (n.d.). Retrieved from http://changingminds.org/disciplines/leadership/styles/path_goal_leadership.htm
Robbins, Stephen, & Coulter, Mary. (2009). Management. New Jersey: Pearson Education.
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Contact Info: To contact the author of “Top Ten Management on the Path-Goal Theory,” please email Chancie Sibley at chancie.sibley@selu.edu.

David C. Wyld (dwyld.kwu@gmail.com) is the Robert Maurin Professor of Management at Southeastern Louisiana University in Hammond, Louisiana. He is a management consultant, researcher/writer, and executive educator. His blog, Wyld About Business, can be viewed at http://wyld-business.blogspot.com/. He also maintains compilations of his student’s publications regarding book reviews (http://wyld-about-books.blogspot.com/) and international foods (http://wyld-about-food.blogspot.com/).

AN INVITATION TO WORK WITH US, TODAY!
If you enjoyed this publication, why not make one of your own with us! Are you a college or university student from anywhere in the world who would be interested in publishing your work in an edited online journal appropriate to your topic? Such a move can help put muscle into your resume and make a great impression on potential employers and graduate schools (and needless to say – and perhaps most importantly in the age in which we live – likely be the first thing that companies/universities view about you when “Googling” you)! If so, we can help you get that first publication for free (and more if you desire)! Visit Wyld Publishing Services (http://wyldpublishingservice.yolasite.com/) for details. We can work with you to publish your quality essays, research articles/papers, reviews, etc. – and even audio and visual media and PowerPoint presentations – given our network of edited publications and relationship with publishers around the world who want to work with you and your work. Contact us today at dwyld.kwu@gmail.com.




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Yashi

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