u07a2 Unit 7 Assignment 2
Wallace Design Group – Responsibility Conflict
Andrea D. Diaz adiaz10@capellauniversity.edu BUS3050 – Fundamentals of Organizational Communication
Section 10
Andrew Kozak
March 1, 2015
Introduction
In a small organization, the hiring of new individuals has the potential to have a greater impact on day-to-day interactions in which organizational communication can be observed. More often than not, exactly who does what and for whom, is based arbitrarily on the need of the moment within the organization and one must be flexible when responding to differing demands. The potential for conflict is extremely high and because of the more intimate setting, extremely challenging.
The potential for hurt feelings, misunderstandings, and outright interference due to an unwillingness to relinquish a role or include a new hire into the fold is more readily observable when an organization is smaller. In fact, a smaller organization can be said to operate and behave much like a family-unit, with all the pathos and joys of that kind of that intimate grouping. “When new employees are brought into the organization, they need to receive a comprehensive introduction into the proper ways to communicate throughout the organization. Companies that do not include communication training in their new-hire orientation programs will be forced to struggle with new hires who are forced to learn proper communication procedures by a process of hit and miss.”
( http://smallbusiness.chron.com/examples-communication-problems-workplace-11243.html).
Overview of the Organization and Case Study
Wallace Design Group owned by Kevin Wallace is an architectural services company. The location is in Farmers Branch, Texas. Kent Wallace, the marketing director, resides in California and remotely operates in the office. The organization is very small, yet group communication is very poor.
Wallace Design Group is in the process of increasing staff and preparing for the office manager to retire.
Andrea D. Diaz adiaz10@capellauniversity.edu BUS3050 – Fundamentals of Organizational Communication
Section 10
Andrew Kozak
March 1, 2015
Introduction
In a small organization, the hiring of new individuals has the potential to have a greater impact on day-to-day interactions in which organizational communication can be observed. More often than not, exactly who does what and for whom, is based arbitrarily on the need of the moment within the organization and one must be flexible when responding to differing demands. The potential for conflict is extremely high and because of the more intimate setting, extremely challenging.
The potential for hurt feelings, misunderstandings, and outright interference due to an unwillingness to relinquish a role or include a new hire into the fold is more readily observable when an organization is smaller. In fact, a smaller organization can be said to operate and behave much like a family-unit, with all the pathos and joys of that kind of that intimate grouping. “When new employees are brought into the organization, they need to receive a comprehensive introduction into the proper ways to communicate throughout the organization. Companies that do not include communication training in their new-hire orientation programs will be forced to struggle with new hires who are forced to learn proper communication procedures by a process of hit and miss.”
( http://smallbusiness.chron.com/examples-communication-problems-workplace-11243.html).
Overview of the Organization and Case Study
Wallace Design Group owned by Kevin Wallace is an architectural services company. The location is in Farmers Branch, Texas. Kent Wallace, the marketing director, resides in California and remotely operates in the office. The organization is very small, yet group communication is very poor.
Wallace Design Group is in the process of increasing staff and preparing for the office manager to retire.