Understand Communications Roles

Farmeit Inc Company experiences a problem of reduced quality production. The inconsistency of the vendor partly contributes to the poor quality of goods produced. As a result of the vendor demanding production of goods of a different line, the quality of the product provided has substantially dropped. The database system in the current situation disapproves of the quality of products, and the customers have complained about the quality and made enormous returns. The growth of this problem has reached the executive management.

               However, at a critical review of the root cause of the problem experienced in Farmeit Inc Company, the problem lies in communication within the company and poor leadership portrayed by Roger (production manager). The difficulty experienced could be easily solved initially before the situation worsened if the earlier made by Jenna (production employee) was looked into the relevant action taken. The inefficient leadership traits displayed by Roger is, therefore, the main problem the company faces. The poor quality production of goods could be avoidable if the head of the production manager Roger gave the concerns of the employees’ attention. 

               Roger lacks practical leadership skills and communication skills with the employee. As a result, the relationship between Roger and the employees is strained and distant. Roger is a comfortable dictator who has preserved his managerial sit for five years. Roger cares less about what the employees think of him since his position apparently cannot be revoked by the employees’ opinions.  Roger is a one-way communication leader; he only requires the employees to listen to what he has to say but fails to pay attention to details expressed by the employees. Roger fails to address the vendor’s inconsistency when they change the line of goods as raised by Jenna. Also, from the previous meetings, the same question was unsolved; this proves that the production manager Roger does not listen to his employees as expected. Roger assumes the suggestion made by Jenner. As a leader, Roger lacks clarity during the meeting, he is vague in his communication, and the employees are less likely to understand what he means during sessions. Rogers threatens Jenner of facing the consequences because ensuring high-quality goods is supposedly her responsibility. Roger is a leader who uses force, instills fear in the employees, lowers their esteem and morale, and does not value a personal relationship with them.

               Jenner displayed the right communication steps as the sender of the message. Jenner develops the idea of causing the problem in production, frames it, and conveys the message in the meeting. However, Roger fails to complete the communication process, and in the end, he fails to address the issue presented by the employees. The production manager, Roger, fails to receive the intended message well conveyed by Jenner by assuming her suggestion and failing to listen actively. Roger also lacks relevant information to precisely assess the validity of the message Jenner raised (Lee, 2011). Roger assumes Jenner’s assertion and regards the message as not part of the “work.” Rogers also fails to understand his employees; therefore, he does not know the impact of the communication strategy he uses. In this scenario, Jenner feels that the blame lies on her, yet she did her best to inform the manager in an attempt to solve the matter. Roger fails to notice the impact of his decision on Jenner, who is displeased and seeks to consult the HR for help.

               The production manager Roger lacks transparency in his leadership. A good leader should be honest. A should be sincere and comfortable to express his mind without necessarily threatening the employees. Roger’s strategy of communication is ineffective and less likely to boost the morale of the employee. A good leader should capture the employees’ attention and convey a message transparently. Effective communication involves active listening, creative questioning, and responding to powerfully. The effective leadership process also consists of solving problems without blaming employees at all. A manager should always be positive regardless of the situation at hand (Thompson, 2019). Also, a good leader should aim at motivating and building confidence in employees. The employees should have the mentality that it is possible to improve the quality of goods in the company regardless of the vendors’ inconsistency. However, Roger only lowers the morale of the employees by punishing Jenner.

               By actively listening to Jenner’s grievance, Jenner would feel appreciated and have her esteem boosted to perform excellently. Roger should gather information and explain to the employees if the problem indeed is associated with the vendor change in demands. If so, Roger should communicate with the vendors about the issue. Also, Roger should find means of avoiding particular finger-pointing individuals by creating a forum of teamwork where each individual will play a role. Roger should also change his methods of punishing employees. Rather than tarnishing Jenner’s performance review, the manager should at least relieve her from the responsibility after addressing her concern. Roger’s action instills fear in the employee, and they consequently grow distant, and they may deliver services poorly. Listening and understanding the employees’ concerns probably will forge a close relationship and inspire the employees to be at their best.

References

Lee, A. (2011, July 12). 7 stages of communication. Bert Martinez. https://bertmartinez.com/7-stages-of-communication/

Thompson, S. (2019, January 8). Leadership skills for managers and the importance of these skills. VirtualSpeech – Soft Skills Training with VR. https://virtualspeech.com/blog/leadership-skills-for-management

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