This Article is About
communication barriers
poor communication
organizational communication
personal beliefs
listening skills
Communication Barriers And Strategies
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Workforce diversity is considered to be inclusive of everyone, and creates a non-discriminatory work environment. Furthermore, it promotes, and compliments the integration of professional differences, without bias of gender, race, social status, e.g. ethiniticiy. The benefit of diversity integration is the enhancement of relationship building, and increased opportunity for positive outcomes. For example, opportunity to learn from individuals with a diverse perspective, advantages for organizational growth/restructuring, and implied appreciation of all without castrating identities.

Each individual difference, e.g. similarities contributes significantly to the organizational communication culture, and provides a balance in its operation. Since beginning this course I’ve noticed several barriers that effect the development, and maintaining of positive values, and attitudes surrounding diversity. First, poor listening skills exhibited by particular management. Counselors do not feel their ideas, suggestions, e.g. opinions are valued by both high, and mid-level management.

Second, lack of employee advocacy, this mutes the voice of those in the midst. Overall impression, is poor communication by management decrease workplace morale, employees feel unappreciated, and supervisee’s lack respect for authority. In a 1991 article by Sachs, the writer states, “effective communication requires that you listen as well as you speak”. The inability for superiors, e.g. colleague’s to hear impacts the agency financially, prevents innovation, and it diminish the validity of various perspectives.

Understanding the complexities of diversity, values, ethics, and the environment, one would assume the behaviors of management are directly responsible for challenges in maintaining positive workforce values and attitudes. Our environment shapes the attitudes, and behaviors of individuals regardless of personal beliefs. In the business environment our actions are influenced by presenting barriers, primarily between lower level workers, and those of recognized positions. Many are able to fight the urge to oppress their subordinates; however, many flourish the opportunity to have power. Without a doubt this type of thinking and behavior always end in negative consequences.

High level executive personnel must adhere to the governing code of ethics of their agency. Therefore, if organizations are to maximize their interpersonal skills, superiors must be accountable for setting positive examples. Two barriers arising from diversity are preconceptions and stereotyping. Both barriers are uniquely related, as they overlap in the formulation of assumptions without actual insight of an individual.

For example, management/employee whom choses to listen to hear-say about a new employee without getting to know the individual is prejudgment. Moreover, it spreads disinformation resulting in resistance to change or their ability to adapt to a new work environment. Typically, the opposition is act/react; either way it plays a mediating role in the ability to translate, receive, and process communication appropriately. Second barrier is stereotyping, assumptions derived from over generalizing; again, mere hear-say, e.g. deformation of one’s character.

For example, assuming that all men from Nigeria are possessive and controlling to women. One’s indigenous origin should not be interpreted as a determining factor of anyone, e.g. possible behaviors/practices. Akinola, 2006; and Thomas, 2008, developed a strategy to “enhance effectiveness of workforce diversity”. Without spending which the organization may not be able to afford, implement the three category diversity initiative strategy.

First, features which evaluates and observe the leaders actions. Features stage assesses, and evaluates the quality assurance surrounding workforce diversity. Secondly, monitoring of intermediate outcomes, this focus on psychological, behavioral, and relational outcomes, this is the process of input. Lastly, measuring of effectiveness and meeting target goal. Every work environment should promote a healthy, safe, and respectful environment to all its employees. At the end of the day executive level should be confident in a climate that’s supportive of workforce diversity.

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