Improving Employee Communication and Motivation

This assignment focuses on enhancing employee communication and motivation within an organization. It emphasizes the importance of collaboration, inter-staff interactions, and clear communication channels to foster a positive and productive work environment. The text highlights strategies like assigning tasks that require teamwork and promoting open communication to build confidence and a sense of unity among employees.

Running head: LEADERSHIP
Leadership
Name of the student:
Name of the university:
Author note:

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Table of Contents
Introduction:....................................................................................................................................2
Planning for achieving team outcomes:.......................................................................................3
Developing cohesiveness within team:........................................................................................4
Enhancing participation among the staffs:..................................................................................5
Communication with the management:.......................................................................................6
Conclusion:......................................................................................................................................6
References:......................................................................................................................................7

2LEADERSHIP
Introduction:
In order to improve the team effectiveness as well as build up the morale of the
employees along with having an effective communication with the employees, there is a need to
take few measures that will be helpful for the Specsavers Company as well as the employees. the
staff mix that the company has that includes eight full time workers, another eight who are
working for 20 hours every week and 9 assistants who are also university students working
around eight hours every week. The store may seem to be working one but the identified integral
problems clearly state that the store needs effective communication among the manager and the
staffs as well as the cohesiveness of the team also needs to be increased (Chen et al., 2017). This
can only be done by practising good leadership for the team so that they can perform better.
Effective communication is always important for the growth of any organization. Effective
communication is something, which helps the managers to work with the basic functions of
management. The basic factors of management include Planning, Organizing, Motivating and
Controlling. Communication knowledge in any form helps in securing the basis of any business
activity (Williams, 2014). Communication helps in establishing the foundation of motivation in
an organisation. This helps the manager to evaluate how a job can be performed and how the
performance can be improved if it is not in the right way. Communication works as a cause of
information, which helps in the decision-making process as well as identifies the alternative
course of action. Having a perfect communication with the employees can help the store to get
better results and thus there is a need of establishing effective communication among the
employees. The manager of the place has formed the teams as part of workplace, like the human
resources team that takes care of every issue within the organisation starting from recruitment
and ending at employee management, another team looks after the marketing or testing this is

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because an organisation always requires many employees to manage the work. The manager can
make the teams cohesive and this can be done by making the team members trained about the
personalities of the other members’ strengths and weaknesses (Treadway et al., 2014). Managers
and team leaders are the only one who can take steps in order to improve group performance.
Performance measurements in the team will include team-building and confidence boosters.
Team cohesiveness can be incorporated by having communication with the less performing
employees.
Planning for achieving team outcomes:
1) The roles the staffs among eight full time workers are three optical dispensers and five
optical assistants. Similarly, among the eight staffs who are working for around twenty hours
per week includes one optical dispenser and seven optical assistants. Among the nine
university students who are working like eight hours per week, are all optical assistants. The
role of an optical dispenser is that an optical dispenser gives advises about the fitting and
supplying of the most perfect spectacles taking into consideration visuals, monetary choices
and vocational needs of each patient. Optical dispenser even plays an effective role in
advising and administrating low vision aids to those who have less sight as well as advising
on the administration of the children when needed. The role of optical assistant is to welcome
the patients and greet them at their arrival; their role also involves the noting down of queries
and helping the patients with the required solution. Members will be provided with a work on
a daily basis achieving which they will be given recognitions. This will document a work
environment within the team and they will be aware of their responsibilities (Thorner, 2017).
2) The team requires consultation about their roles and this process will involve flexibility in
work, if the new employees are allowed to work in the activity of their choice they will

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eventually perform better. As a manager, it is very important to bring flexibility in the
workplace so that the problem of old employees taking their preferable tasks no longer exists
in the workplace.
3) To ensure proper performance from the employees’ end, as a manager it is very important to
provide them an environment, which they will prefer, and this will gradually lead to the
supporting and meeting of sales targets, customer satisfaction and the other related factors
(Salas et al., 2015).
Developing cohesiveness within team:
1) The two ways using which the members will feel that they are a part of work process from a
manager’s side includes; involving them in the decision making process and secondly,
providing recreation time to the employees (Goetsch & Davis, 2014). Involving them in the
decision-making process will help the employees be attached to their work because for the
concern of putting up their words or helping the management to take decisions they will need
to perform their individual roles in an organised way and check whether the other employees
are doing the same. Secondly, recreation time will offer the employees with a time of their
own in which they can relax or they can do whatever they feel like so that they do not get
bored of working (Lazaroiu, 2015).
2) For helping the team to be cohesive, the two recommended options from the manager’s role
are; employee motivation and training. As the team is already lacking behind, it is very
important to input some motivation to help them feel revived about their work. Training of
the employees is important, as only during the training, they will get to know about each
other’s strength and weaknesses and work on the same (Dobre, 2013).

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3) Providing feedback will be done during the training sessions, as only then the employees will
be able to identify the situations where they are lacking and work on the same.
4) The best way to address the issues and concerns faced by individual team members is to
conduct individual sessions for considering their problems and assist them to overcome the
situation.
To strengthen the team bonding the workers will be made to work alternatively with each
other so that they can reduce their problems and work willingly with each other
(Cunningham, 2016).
5) For modelling the behaviours and approaches that as a manager is expected from the team
members, interacting with them is very important, unless they are able to rely on their
managers they will not be able to behave accordingly (Lahap et al., 2015).
Enhancing participation among the staffs:
1) Developing proper communication among the staffs are very important and this can be done
by involving the staffs in tasks in which they will need each other’s help and eventually they
will start to communicate with each other regarding the tasks that needs to be done. This will
gradually bring a familiar behaviour among the employees and they will start interacting with
each other and work with each other in a wilful manner. Having communication will
gradually help the employees to not give up working with each other and encourage them to
work together for raising the team performance (Jones & George, 2015).
2) As a manager, to initiate team performance it is very important to first have the knowledge of
team problems and then find out ways to support them. The identified problems within the
organisation are lack of motivation and team spirit, lack of cohesiveness, lack of work
environment and lastly but the most important thing is lack in presence of the owner of the

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store. In order to resolve the identified problems, the role of a manager will include giving
them team support and that is by helping them understand their roles on which they are
allocated to work (Grunig, 2013).
3) The staffs working in the store have many expectations for their manager and this is because
of the absence of the owner. Hence, as a manager, it is extremely important to have
knowledge about the problems that the employees will have and this can be done by
contributing time to them so that they can be familiar with their manager and state their
problems to the manager. Building the employer-employee relationship is very important for
every organisation and in this case building the manager-employee relationship is important
to be a role model for others as well as the employees (Hayat, 2014).
Communication with the management:
1) Communication is a process that needs consideration of few factors. An effective way to
establish communication with the owner is to build communication or try to interact to him
over emails on a regular basis regarding the daily work report. Even if he is busy he will
initially with time revert to the interactions. As a manager, the word itself is enough to
describe the role it plays and that is why it is necessary to try out things without thinking
about the results (Hammond & Berman, 2013).
2) For communicating the message of the retail director, as a manager, firstly, as the owner is
absent in the store, video calling can be done with him along with the employees after taking
his consent, in this way the employees will see his involvement and he will see the workers
and get the idea of the place (Certo, 2015).
3) In order to communicate the problems of the employees to the owner, being a manager,
asking for his time and meeting him on the same is very important. As many problems

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cannot be described through any other means. Interaction with him is the best way to
communicate about the problems. A manager cannot solve every query of the employees and
that is why setting up a conference when the owner gets time can also be fruitful.
4) Apart from being a manager, working as a middleman or conveyer is a vital role. Being a
conveyer, conveying the issues that the owner has identified can be described to the
employees through meetings, conferences, and training sessions and through other ways as
well. After describing the issues, being a manager, it is very important to try and resolve the
issues from both end, hence, to ensure follow up is done, the performance of the employees
will be judged on a regular basis (Brock et al., 2013).
Conclusion:
From the above discussion it can be concluded that, Communication works as a cause of
information, which helps in the decision-making process as well as identifies the alternative
course of action. Having a perfect communication with the employees can help the store to get
better results and thus there is a need of establishing effective communication among the
employees. Effective communication is always important for the growth of any organization.
Effective communication is something, which helps the managers to work with the basic
functions of management. A manager cannot solve every query of the employees and that is why
setting up a conference when the owner gets time can also be fruitful. The team requires
consultation about their roles and this process will involve flexibility in work, if the new
employees are allowed to work in the activity of their choice they will eventually perform better.
Managers and team leaders are the only one who can take steps in order to improve group
performance. Performance measurements in the team will include team-building and confidence
boosters. Team cohesiveness can be incorporated by having communication with the less

8LEADERSHIP
performing employees. As the team is already lacking behind, it is very important to input some
motivation to help them feel revived about their work. Training of the employees is important, as
only during the training, they will get to know about each other’s strength and weaknesses and
work on the same. The identified problems within the organisation are lack of motivation and
team spirit, lack of cohesiveness, lack of work environment and lastly but the most important
thing is lack in presence of the owner of the store. In order to resolve the identified problems, the
role of a manager will include giving them team support and that is by helping them understand
their roles on which they are allocated to work. Developing proper communication among the
staffs are very important and this can be done by involving the staffs in tasks in which they will
need each other’s help and eventually they will start to communicate with each other regarding
the tasks that needs to be done. This will gradually bring a familiar behaviour among the
employees and they will start interacting with each other and work with each other in a wilful
manner. Communication and confidence works as two pillars of an organisation and the
problems in the above discussion the role of these two factors is very important.

9LEADERSHIP
References:
Brock, D., Abu-Rish, E., Chiu, C. R., Hammer, D., Wilson, S., Vorvick, L., ... & Zierler, B.
(2013). Interprofessional education in team communication: working together to improve
patient safety. BMJ Qual Saf, 22(5), 414-423.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Chen, M. H., Chen, M. H., Chang, Y. Y., Chang, Y. Y., Chang, Y. C., & Chang, Y. C. (2017).
The trinity of entrepreneurial team dynamics: cognition, conflicts and
cohesion. International Journal of Entrepreneurial Behavior & Research.
Cunningham, A. (2016). What are the Key Drivers Used to Promote Employee Motivation and
Engagement in a Manufacturing Environment?.
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied
Socio-Economic Research, 5(1), 53-60.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Grunig, J. E. (Ed.). (2013). Excellence in public relations and communication management.
Routledge.
Hammond, R., & Berman, B. R. (2013). Your success in the retail business (collection). FT
Press.
Hayat, S. (2014). Communication: Issues of Morale and Motivation in the Work Place.

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Jones, G., & George, J. (2015). Contemporary management. McGraw-Hill Higher Education.
Lahap, J., Ibrahim, S. Z., Said, N. M., Azmi, A., & Syuhirdy, M. N. (2015). Training and
Development Program as a Source of Improving Employee Job Performance.
Lazaroiu, G. (2015). Employee Motivation and Job Performance. Linguistic and Philosophical
Investigations, 14, 97.
Salas, E., Grossman, R., Hughes, A. M., & Coultas, C. W. (2015). Measuring team cohesion:
Observations from the science. Human factors, 57(3), 365-374.
Thorner, N. (2017). Motivational Teaching. OXFORD University Press.
Treadway, D. C., Douglas, C., Ellen III, B. P., Summers, J. K., & Ferris, G. R. (2014). Leader
political skill and team effectiveness: The positioning of political skill in the framework
of leader competencies. Leader interpersonal and influence skills: The soft skills of
leadership, 173-206.
Williams, E. (2014). Employees on their game when they feel they are advancing. Management
Today, (May 2014), 22.