How to Ensure Effective Communication of Work Responsibilities in a Team

Running head – CASE STUDY
Case Study
Name of the student
Name of the university
Author’s note

1CASE STUDY
Task 2
How could you ensure that strategies and processes are in place that
communicate information on work responsibilities to all members of the
team?
It is has been seen that without the proper creation of strategic plans and processing
communication at the workplace, work responsibilities cannot mandate within all the members
of a team. Adequate flow of information helps the employees in doing their jobs efficiently, and
it also meets organisational requirements.
According to Salas et al. (2017), any working team needs information on the following
requirements –
a. It should touch the moving targets and the goals
b. There should be explicit instruction regarding the processes and the procedures
c. Responsibilities and roles of each should be prominent
d. Communication medium or channel should be free
e. Codes for the conduction should have validation
It should be kept in mind as being a supervisor, strategic plans and the processes
should build a structure of culture that would not only support but also provide effective
sharing of information. Trust, consistency and reliability ensure the pathway to communicate
info’s among co-workers and build responsibilities. For ensuring such strategies and
processes, the first step for being a supervisor would be thinking about the impact on the
workplace. It should be the priority of the supervisor to keep in mind the vision of the

2CASE STUDY
organisation and the needs of the team. The full success methods of these steps would be
visibility and transparency among the employees and also between manager or supervisor
and their peers. If the action plans of the leader do not lines up with the corporation moto,
it is likely not to get validation. Thus, it should be followed accordingly to the needs of the
organisation.
Outline what you think are the key issues that need to be raised or addressed?
Performance managing meetings have always helped understand the needs and
requirement of any employee who was had a problem in fitting in or having a condition with the
authorities. Previously on approaching Ben, it was found that he has been non-communicative,
claiming that there have not been any such issues and the supervisor has been imagining. After
the conduction of the performance review meeting, some questions came into light that Ben has
been spreading in the workplace.
Ben has been non-committal. Ben’s responsibility towards the organisation and the team
has been deteriorating. It is not something that happened from the beginning. It all started since
the appraisal of when Ben’s former employee became his superior, and he did not get the
promotion. Since then, Ben has been criticising the newly appointed supervisor and have been
raising question against the decision of the supervisor on every opportunity Ben is getting. This
has led other employees to question the ability of the supervisor. The key issues that need to be
raised are the acknowledgement or the problem Ben has. It is required to find out if Ben is
jealous of the promotion of his former employee or he doubts the capability of his former
employee. It should also be taken into account the reason behind Ben’s badmouthing about the
supervisor, his reasons behind it. The negative attitude that Ben is attributing towards the

3CASE STUDY
supervisor is not only affecting the reputation of the supervisor but also concerning the
performance of the team.
What steps could you take to resolve the issues raised?
According to Madrid, Patterson & Leiva (2015), it has been seen that there have been
many occasions where a supervisor or a manager has faced negative feedback or behaviour from
employees. Usually, those people’s nature makes them unveil towards the superiors. They
merely try to avoid such employees. Although, the author has some different views towards such
behavioural aspects.
The authors have mentioned about some steps that can be taken by the supervisors to
tackle an employee with a negative attitude. The first thing the author explains is to listen. At a
point when it becomes difficult to deal with a fellow employee, the supervisor stops merely
paying attention towards them. The authors recommend looking to the real problems behind such
behaviours. The managers should highly appreciate behavioural feedbacks. Sometimes, rather
than concentrating on the right points, the superiors only complain about the lousy performance
of the employee. The supervisor should provide harsh feedback to maintain sustainability in the
workplace, or else, day by day, numbers or such employees would start increasing. Consistency
is a huge key role in such a problem. It is not okay to murmuring when it comes to taking
charge. It is seen that subordinates instead that listening looks up to their superior’s actions.
Rejection of excuses is also a huge game changer. Consequences are needed to be set when
such events are being repeated.
Thus the following actions should be taken to resolve issues within an employee and their
superiors or more specifically; by the supervisor towards Ben regarding this case study.