Communication in Organisation

RUNNING HEAD: Communication in Organisation
Communication in
Organisation

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Communication in Organisation
Communication is the process well-known to everyone in form of exchanging the ideas and
thoughts in many forms like in written, oral or by implied expressions. This is the process to
delivering ones ideas and thoughts to other (Summers & Smith, 2010). The purpose and
motive of this essay is to identify the role and importance of communication. Organisation is
the place where everyone operating needs to communicate all information effectively to each
other hence changing the understanding, thoughts and ideas to operate the processes is
communication. An organisation use many ways like verbal communication and non-verbal
communication and many more (Akmajian & Harnish, 2017). The strong bonding in
organisation depends on the ability of the communicators to communicate in organisation.
This essay will describe the importance and use of non-verbal means of communication to
save the time and the occurred feedback and its importance.
Non-verbal communication is used as to conduct the analysis of the event. Non-verbal
communication arises when the communicator communicate without writing or speaking just
by the signs and expressions. This kind of communication needs high-level of understanding
between the speaker and the listener because a listener have to decode the physical
appearance and movements, signs, symbols and facial expressions used by the speaker in
encoding of the message (Summers & Smith, 2010). A non-verbal communicator can use
eye contact, body orientation, touch, humour, symbols, charts, diagrams and personal
appearance to communicate (Burgoon & Floyd, 2016).
Use of non-verbal communication can be effectively understood by taking the example of an
airport or a hospital. Normally hospital and airports are crowded place where people use sign
boards to get the essential information they need. The sign boards are applied by the
management to make the people facilitate about the services and make the services easily
accessible for them. This is a better form of communication an organisation use to deliver the

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Communication in Organisation
information on a broad level and in a very clear way. Understanding in the communication is
formerly known as the listening (Akmajian & Harnish, 2017).
Skills and abilities to understand the conveyed message or information is the part of active
listening. Listening is the process of actively receiving the communicate information and
giving the positive feedbacks to the sender of the information. A communication is assumed
to be completed when a listener properly decode the messages, evaluate the messages and at
last response in proper manner to the communicator (Bonaccio, 2016).
Effective listening require the listener to be fully present with the mind in the conversation
without thinking about the results and the cross questions about the communication,
participate in the communication without cutting the flow of the communication, listen the
facts and arguments without judging the person in the communication. Hearing, listening and
active listening are completely different terms in the communication. An active listener is the
person honestly trying to understand the meanings of the speaker and giving the feedback to
him in appropriate manner (Jones, 2016).
Feedback is a ripe fruit received by the speaker after an effective communication. Listeners
are the persons giving their feedback to the communication process. Feedback is totally
depending on the process of active delivering of the information and active receiving of the
information. Feedback is typically given in two forms disparaging feedback and productive
feedback (Eaves & and Leathers, 2017).
Productive feedback is positive in manner and very helpful for the both the speaker and the
listen as well. It helps in co-operation among the organisation, improvement of the talents
and skill, make the clear way to achieve the desired target and make person feel confident
and helpful in the end (Summers & Smith, 2010). At the other hand destructive feedback
is negative in nature and not good to the organisational communication for development. It