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between workers and management. Employees are more involved and concerned at individual and departmental level rather than at interdepartmental or company level perspectives, probably because they are not motivated enough.

Recommendations

For Improving Communication in Chesapeake:
Before proceeding to practical techniques for improving communication in the Chesapeake, it is necessary to clarify some absolute essentials for any communication irrespective of the technique utilized. These keys factors of effective communication and their effect on the organization are depicted in the diagram below:

Source: Marques, J.F. (2010) Enhancing the quality of Organizational Communication

Any communication within the company should be timely, clear, accurate, credible and pertinent. Apart from satisfying these key requirements the communication should be responsible such that the information may not be misinterpreted or hurtful; should be concise but deliver its message directly and optimally; should be professionally formulated and expressed; and should be sincere because irrespective of their educational levels people do possess certain emotional intelligence which requires that people trust the information before they believe it (Marques, 2010).

Having stated these absolute requirements for any communication within the company, the following paragraphs would present more specific recommendations to improve the communication in Chesapeake.

The recommendations on improving communication satisfaction in Chesapeake are mainly organized around three fundamental aspects: 1) Building trust, 2) Motivating employees, 3) Actual implementation of communication strategy. The operations director or the company spokesperson should call an informal meeting with the employees to encourage them to openly participate in utilizing the different communication channels by:
1) Developing Trust in employees:
Before the program is actually implemented, the supervisors, team leaders and managers should be made acquainted with the program, its purpose and benefits, and then harnessing their support, subsequently the workers can be involved. Another concern is getting the support or approval of the union before the plan is implemented so that the efforts are not seen as management’s scheme of decreasing the power of union officials (Fenn and yankelovich, 1972). Therefore the following steps may be taken to address, first the supervisors, team leaders and union leader, and then communicated to the workers by the company spokesperson:

Assuring that the survey and interviews conducted recently were a part of the management’s interest in finding and addressing employees’ views, issues and concerns and acknowledging the employees’ co-operation in the survey (Gieselman, 1968).

Disclosing basic results of the survey (Gieselman, 1968) and acknowledging previous inconsistencies or delays in providing timely and assured personal feedbacks.

Stating support and commitment of management in improving the communication process and forming a base for a more open communicative environment in Chesapeake.

Assuring that the modifications in the communication process are based on 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。