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Communications Challenges and Strategies
Shontel Kemp
LDR/531
July 23, 2018
Dr. Wallis Stemm
Communications Challenges and Strategies
There are several communication and behavioral issues that might arise in an organization such as McDonald’s Corporation when hiring or recruiting employees for their first job. As the world’s leading food retailer, McDonald’s recognizes the importance of having good people in place to deliver exceptional customer experience (Adams ; Anderson, 2016). McDonald’s has a rich history of developing leaders. Founder Ray Kroc, once said, “As long as you’re green, you’re growing” (FCG Case Study, n.d.). McDonald’s supports this philosophy and commitment to their people by providing opportunity, nurturing talent, developing leaders, and rewarding achievement. This is evident in McDonald’s tradition of promoting from within: nearly half of corporate managers and 60% of owner-operators started as crew members. For many people, McDonald’s represents a place to develop basic skills that can help them achieve success in future life pursuits. For others, McDonald’s represents a pathway to a long-term career that provides rewarding opportunities to grow, contribute, and advance over many years. McDonald’s values state their belief that a team of well- trained individuals with diverse backgrounds and experiences, working together in an environment that fosters respect and drives high engagement, is essential to their continued success (Adams ; Anderson, 2016).

On the other hand, hiring an inexperience worker can be very unpredictable. A person that has previous work experience knows and understands how to function and perform specific task. Leaders are faced with the problem of not knowing what kind of person they are hiring. There are two particular areas that inexperience workers fall short, ethics and attendance. These areas are a major key to a company’s success. In this paper, we will discuss those communication and group behavioral issues. We also discuss a strategy to address these challenges.
Challenges
Employees usually fall into one of two categories: experienced or inexperienced worker. Normally candidates with vast experience come with a higher price tag while ones will little or no relevant work history will fall lower on the salary spectrum. Many people mistakenly believe that it is better to hire younger workers over their more seasoned employees. While younger workers bring a number of benefits to the table, there are also some disadvantages to hiring them. Here are some reasons a younger employee may not be the ideal employee for hire.

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· “Poor quality of work. While it may not be obvious at first, a bad hire can affect the quality of your services or products by cutting corners or making frequent mistakes. These mistakes are often not caught until it is too late to repair the damage.

· Poor attitude. Other times the destructive effect on the office is more obvious. A negative attitude can affect the rest of your team and can create unnecessary drama. Even worse, the negative behavior can affect your customers.

· Poor attendance. If you experience a red flag in the interviewing process, such as the candidate being continuously late, you may want to rethink your hiring decision. Lateness affects your ability to conduct business and it is disrespectful for your time or the time of your other employees and clients.

· Poor customer feedback. A bad hire goes beyond the office environment. If their performance begins to affect your customers you may have bigger problems on your hands. Regular negative feedback about a certain employee’s performance is never something to take lightly.

· Poor time management. Missed deadlines can create an avalanche within your office. When something doesn’t get done on time someone else may need to pick up the slack or the project may go unfinished or be extremely late. Address missed deadlines from the start and track the problem.

· Poor teamwork skills. One bad apple can spoil the whole bunch. If you notice your previously productive team has been negatively affected by a new hire it may be time to make a drastic decision. If the seeds of dissatisfaction spread you could face a large problem” (Anserteam, 2014).

Strategies
Problem employees unsurprisingly surface in most workplaces. From time to time, the issues are obvious, such as attendance issues and a failure to deliver results. As a leader, there is a need to ensure the anticipated workplace behavior is clarified and reinforced for every new employee. This requires leaders to have patience with an unproductive employee behavior stems from troubles at home. In other cases, the problems are so undesirable and worrisome, the employer needs to take swift, effective action to stave off a major loss. Here are list of strategies to help employees with communications and group behavioral issues that arise in an organization hiring them for their first job.
Leaders should communicate work rules so that employees understand what is expected. They should ensure employees are aware of the rules before they break them, and constantly remind them of the rules.

Listen, communication is not about doing all the talking. A great deal of communication involves you listening to other people. One mistake people make is that when someone else is talking they tend to only be thinking about what they want to say when it is their turn to talk again. That’s when key information is missed.

Leaders should pay attention to what they are saying with their body language. We communicate so much just with the expression on our faces, the gestures we make, and the way that we stand or sit. When interacting with others, always put your best self forward.

Leaders should be mindful of their reactions. They should know their behavior affects the behavior of others. Their response to the individual’s behavior affects whether the behavior escalates or stops. When leaders are self-aware, and equipped and empowered with other effective and respectful behavior management strategies, they do better at de-escalating difficult behavior, help individuals regain control and make better choices.

Encourage the team to embrace their differences. There should be establish rules for appropriate behavior and take disciplinary action when violations occur. Effective managers help build a productive team environment by encouraging employees to minimize their differences by not solely focusing on those differences. The main focus should be on achieving the company’s strategic goals. When the diverse groups are brought together through social situations it allows them to see their differences should not be a threat. By bringing the group together in a social setting managers help their teams work together more cohesively.

Conclusion
Communication plays an important role in the success of an organization. It is an essential part of an employee development. Businesses cannot grow, change and develop without communication, the social interaction through employees of all levels influences ideas, attitudes, knowledge and behavior of others. Communication can be used as the main vehicle of transmission of useful messages for application through implied behavioral change. It is the means to achieve the objectives of extension education, which cannot exist in the absence of effective communication.

References
Anserteam Website (2014). High Cost of Inexperienced Workers. Retrieved from http://www.anserteam.com/2014/05/09/high-cost-inexperienced-workers/

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