Memo Short Report

The recent conflict in FinanceGates Project was definitely nocent to the overall success of the find and the spirit of cooperation InternetGates Company tries to promote among its employees. From my bandstand as that of a third party, I chance the issue as a communication problem created by bars that often stand between employees from different emphasizes. The solution shag action directed at upward(a) communication skills of our employees in various departments. stamp Brown, Marketing Manager for FinanceGates, as it turned expose, had long been confident that the course transportn by the project is completely wrong and doomed to fail. His impression of the ideas put forward by the Project Manager, Brian Graham, had long been negative, as he believed them to be both doless and unrealistic. However, for lack of communication skills expressed in shyness and fear to leave out rapport with the boss, andiron was reluctant to share this with him. In this conversation, however , he plain exploded, telling Brian Graham all the negatives he had in mind.I personally witnessed this conversation and can reproduce it fairly precisely as it was etch upon my memory. Frank began by reporting virtually his findings during the preparation of the marketing plan. As he was sharing his insights, Brian once again expressed his dissatisfaction over delays in Franks work. He stated Once again, you are not able to meet the deadline for your marketing plan. I just remind you that our participation places special emphasis on meeting deadlines, as I ca-ca already told you more than once.Frank seemed very frustrated by this remark and began to justify himself by saying that facts that would support the current pleader of business are very hard to find. In essence, what he has produced so far was a brief study of the market that showed limited opportunities for the diversity of product the company expected to sell and therefore turning it into a plan will be difficult, not impossible. In his speech, Frank complained around the boss limiting his initiative and lacking flexibility.The boss was comprehend to Franks tirade silently, show signs of anger with his facial expression. However, he did not interrupt Frank who seemed really carried away with his emotions. When Frank seemed make with his speech, Brian said Okay, I deem listened to you, and now you will listen to me. You have to be ready with your plan in three days. If you have nothing to show on Friday at noon, we will have to talk about your prospects in this company. Because one thing I want allbody to follow is take a positive attitude toward work and strive to complete every assignment with maximum quality. You do not seem to have it, and maybe I am wrong.Both parties in the conversation simply had their skeletons in the cupboards and reasons why they wanted to conceal part of the information. I know, for example, that Franks is driven by the perceived lack of rewards in this p osition. He confided in me at one point that in our organization he feels underpaid and misses the trappings of a managerial position, as in the previous job he was issue of a marketing department. His past record withal involved many conflicts with superiors as he sought to defy their authority this was the way he learned to interact with superiors and it is not easy to abandon. His habits include arguing with the boss, not being cooperative. In turn, Frank expects all superiors to hostile and critical toward him.His barrier to communication can be described as stereotyping that causes us to epitomize a person, a group, an event, or a thing on oversimplified conceptions, beliefs, and opinions (Erven, n.d., p. 3). Frank stereotypes all superiors as people with enormous amount of power they use to oppress subordinates. His stereotypical, habitual strategy is to offer resistance.Brians problem is nearly probably lack of understanding for human nature. Poor listening skills supply to communication barriers. In previous conversations, he could have noticed Franks unwillingness to support his ideas, but never paid attention. It seems to me often that he places alike much emphasis on authority and too little on persuasion. In this case, his mistake was forcing an employee to do something in a rude manner, without asking for cooperation and testing willingness to help.To remedy the situation, both Brian and Frank ask counselling that will help them change their communicative styles. Instead of showing quick aggression, they should both opt for communication patterns that will provide the agency for the other persons self-esteem instead of being confrontational. Brian, for instance, can change his attitude to subordinates to a more positive one, beginning to see them as people who are inherently good and are arduous to accomplish their tasks effectively instead of accusing them of being lazy or inadequate. For Frank, it can be recommended that he, too, stop s eeing the boss as an opponent and rather as one who can provide assistance to him.I also propose that InternetGates organize a training for project managers and, if possible, their teams counsel on communication. The topics could include communication styles, communicative strategies, barriers to effective communication, and how to overcome them. accomplishment more about differences in cross-cultural communication will also be relevant to our employees since we are an international company. Trainings would provide managers with a background in communication that would help them resolve day-to-day conflicts that arise out of misunderstandings.Sincerely,Peter BlackReferencesErven, B. Overcoming Barriers to Communication. Retrieved August 9, 2006, from http//aede.osu.edu/people/erven.1/HRM/communication.pdfHampton, J. (2006, May 8). Barriers to Communication. Retrieved August 9, 2006, from http//www.community4me.com/barriers.html