Organizational Communication for Leaders

This research paper focuses on the management of conflicts and the importance of communication in leadership. It discusses conflict management, effective leadership, and the role of communication in managing conflicts and facilitating positive changes within organizations.

Running head: ORGANIZATIONAL COMMUNICATION FOR LEADERS
Organizational communication for leaders
Name of student
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ORGANIZATIONAL COMMUNICATION FOR LEADERS
Table of Contents
Introduction................................................................................................................................3
Conflict management.................................................................................................................3
Effective leadership....................................................................................................................4
Importance of communication in management..........................................................................6
Managing Conflict & Change....................................................................................................7
Problem solving.........................................................................................................................8
Conclusion..................................................................................................................................9
References..................................................................................................................................9

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Introduction
The research paper is presented to focus on the management of conflicts and how can
it help in managing the personal and professional development with the consideration of
communication management. The communication within the organisations is managed with
the assistance of leaders to deal with the conflicts and this can be responsible for the
development of professionalism with much ease and efficiency. The leadership and
communication are important aspects that are responsible for managing conflicts within the
organisation and at the same time, facilitate positive changes, which can benefit both the
organisation as well as its staffs (Noe et al., 2017). To facilitate the management of conflicts,
the organisational communication for the leaders of the organisation is important to transfer
or exchange messages and information rooted in the organisational culture and values. This
would help in creating a positive impact on the various stakeholders such as the employees,
shareholders or investors, strategic partners, customers, etc. by reflecting the vision, mission
statement and the culture as well.
Conflict management
The conflicts are evitable to arise and is common considering the interactions or
communications between the human beings. To ensure that the people do not get stuck in
different situations due to the conflicts, it is not only important to develop the organisational
policies, but also is important to ensure that the organisational policies and procedures are
informed to the employees and made knowledgeable about with the involvement of the
leaders or managers. According to Dozier, Grunig & Grunig (2013), this should allow the
staffs to follow these policies and rules and even become aware of the consequences that
might result from the conflicts, furthermore could help in facilitating the communication
process between the manager and employees and ensure development of conflict resolution

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strategies, no matter what the size of the organisation might be (Dozier, Grunig & Grunig,
2013). The conflicts might arise due to the opposing needs and incompatible preferences
along with change in internal and external demands that could hinder the successful
management of communication and this in turn, should result in conflicts and
misunderstandings all throughout. As stated by Schlaerth, Ensari & Christian (2013), there
could be interpersonal, intrapersonal, intragroup and intergroup conflicts, all of which,
involve individual values, behaviours and also the organisational behaviours that get affected
due to the interpersonal disagreements, furthermore leading to differences in opinions and
responses and creating conflicts all throughout (Schlaerth, Ensari & Christian, 2013). The
conflicts are managed with the enabling of proper communication process and by involving
the managers and leaders to make the employees informed about the organisational policies
and procedures, which can create scopes for dealing with the conflicts conveniently.
Effective leadership
There are various principles of managing effective communication among the
organisational leaders such as the openness, personalisation, prioritisation, maintaining
clarity, trust, listening and finally inspiring. These are the key aspects for driving
collaboration and success, furthermore ensure maintenance of good leadership skills to
promote better understanding from the person who are being communicated with along with
being open while communicating with the members of the organisation (Hillson & Murray-
Webster, 2017). The personalisation is another aspect that has helped the leaders to prioritise
on the communication what the leaders want from the organisational members, furthermore
manage clarity and ensure successful production all throughout. The effective leadership
communication allows for managing clear and simple communication, furthermore discuss
among themselves, i.e., the manager and employees to gain clarity of any solutions that can

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resolve the conflicts with ease and efficiency. Siebert & Costley (2013) stated that inspiration
is another major aspect that the leader should do to the organisational members to encourage
them as well as keep them motivated to perform to their potential, which can also make them
understand the importance of communication and make sure to prevent any kinds of conflicts
thereafter (Siebert & Costley, 2013). The leadership in the organisation requires knowledge
and skills about the various ways to communicate with the various components of the
organisation such as the employees, customers, managers and investors or shareholders. The
leaders and managers must adapt to certain communication styles according to the group size
and nature and understand that the skills of communication are important for the achievement
of portfolio of experience and skills (Singer, 2018).
The organisational leaders must communicate verbally as well as non-verbally and the
organisational members pay much more attention to the actions rather than the words that are
spoken representing the messages and information. Franks et al. (2014), the nonverbal
communication would be possible with the management of facial expressions and by
maintaining positive eye contact and body posture for ensuring that the leadership
communication promotes trustworthiness and loyalty among the organizational members
(Franks et al., 2014). The effective leaders must adapt to the different communication style
according to the audiences, furthermore ensure encouragement of people for meeting the
communication goals and objectives. The leaders must also switch between the authoritative
style with the organisational members and influencing the stockholders to follow an inspiring
style of communication to manage positive responses and verify the understanding of
communication process to deal with the conflicts (Cummings & Worley, 2014). This would
also help in making the leaders lead the team members by example, which could also allow
them to get encourage and consider the leader as an active listening style for suiting the needs

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of conflict resolution techniques properly. Al these necessary skills could also foster personal
and professional development along with creating more scopes and opportunities for
sustaining in the future career effectively as well.
Importance of communication in management
The significance of communication in management tend to bring in various benefits
such as improve the effectiveness of decision making process, manage smooth and efficient
working through potential efforts put by the organisational members, facilitate coordination
work and increase the effectiveness of the managers to deal with the conflicts that might arise
within the organisation as well (Batool, 2013). The leaders facilitate communication, which is
essential for the process of decision making and for the planning and most essentially, the
managerial decisions are based on the communication quality. Rosenbach (2018) stated that
by promoting communication, it can not only allow for the enhancement of skills and
knowledge for the managers, but could also facilitate own knowledge and gain better
experience in dealing with the organisational members. This could also be beneficial for
making the organisational members informed about the organisational policies and plans
required to manage the organisation in an effective way too (Rosenbach, 2018). The ways by
which personal and professional development would be possible include smooth and
effective work flow along with the managerial ability to regulate the actions of the
subordinates for undertaking the desired action. The management of conflicts should be
possible with the enhancement of coordination at work along with fostering better
communication to share and exchange ideas and information aimed at achieving a common
goal or objective by engaging people altogether and creating better teamwork as well. In
terms of professional development, the communication in leadership can improve the level of
morale and enhance the motivation level while at the same time, gain the ability to effectively

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control the subordinates and make them satisfied with the job conditions easily (Aktas,
Gelfand & Hanges, 2016). One of the most important benefits of managing communication
within the organisational management could be the improvement of skills for democratic
management where the manager should engage the employees and obtain their opinions and
responses prior to making an effective decision in business without any sort of authority
decentralisation and delegation.
Managing Conflict & Change
The resolution of conflicts allow multiple parties to find an effective solution and treat
the disagreement between them and it can be either financial, political emotional or even
personal. The best courses of actions are undertaken with the involvement of the manager or
leader of the organisation to resolve the disagreement between the two parties, furthermore
engage the employees of the organisation to manage discussions and agree on certain aspects
for overcoming the differences and resolve the conflicts with much ease and efficiency. The

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organisational leaders need to communicate about the issues that have resulted in the
conflicts, furthermore assist the employees to become part of the decision making process for
resolving the conflicts effectively (Hesse et al., 2015). The conflict management techniques
include collaborating, compromising, accommodating, competing and finally avoiding the
consequences of such conflicts.
To manage conflicts, not only is communication essential, but also it can facilitate
changes within the organisation by making the organisational leaders allow the employees to
present their opinions and respond to changes. This would facilitate democratic management
changes as well as enable communication skills to be formed among the employees and
managers to improve the efficiency of decision making process. This could also ensure
increased productivity and at the same time, reduce the costs of operations (Erozkan, 2013).
By managing good communication, the organisation would be able to establish a positive
corporate image and establish positive relationships with the employees, clients, Government,
shareholders or investors, Government and the community as well.
Problem solving
The problem solving is a team sport and the success of a team comes from proper
management of communication and cooperation among the organisational members
including the managers and employees. It could facilitate the professional by making the
employees understand about the significance of sharing or exchanging information and
manage collaboration through development of shared ideas and information. This would
enhance the performance level of managers and employees and make them capable of
undertaking coordinated action along with obtaining skills of decisiveness while working as
an unit, in coordination. In case of requirement for high performance , great quality
communication would be essential to prioritise on the areas of weaknesses and focus on the

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dividends of the organisation too for leveraging the skills and expertise, furthermore ensure
appreciation and encouragement of employees by the manager to deal with the conflicts
much conveniently (Wallensteen, 2018). The leaders must communicate with the
organisational subordinates and assess the impacts of conflicts and even the downstream
implications for gain a better understanding of the problem and then make an effective
decision by considering the entire system. This could also be effective in the inclusion of a
broader stakeholder audience in problem communications and become enough skilled and
knowledgeable to make decisions by their own and select the right actions to be undertaken
to resolve issues and problems appropriately and within quick time.
Conclusion
The research paper focused on the management of conflicts with the consideration of
leadership communication and to ensure professional growth and development. This could
benefit both the organisation and its members through effective communication, furthermore
enable better transfer or exchange of information and messages needed to establish scopes
and opportunities for the professional development of managers and employees. This could
promote coordination, better management of communication and make the employees follow
the right approaches to deal with the conflicts and ensure maintaining a positive working
environment with ease and efficiency.

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References
Aktas, M., Gelfand, M. J., & Hanges, P. J. (2016). Cultural tightness–looseness and
perceptions of effective leadership. Journal of Cross-Cultural Psychology, 47(2), 294-
309.
Batool, B. F. (2013). Emotional intelligence and effective leadership. Journal of Business
Studies Quarterly, 4(3), 84.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Dozier, D. M., Grunig, L. A., & Grunig, J. E. (2013). Manager's guide to excellence in public
relations and communication management. Routledge.
Erozkan, A. (2013). The Effect of Communication Skills and Interpersonal Problem Solving
Skills on Social Self-Efficacy. Educational Sciences: Theory and Practice, 13(2),
739-745.
Franks, D. M., Davis, R., Bebbington, A. J., Ali, S. H., Kemp, D., & Scurrah, M. (2014).
Conflict translates environmental and social risk into business costs. Proceedings of
the National Academy of Sciences, 111(21), 7576-7581.
Hesse, F., Care, E., Buder, J., Sassenberg, K., & Griffin, P. (2015). A framework for
teachable collaborative problem solving skills. In Assessment and teaching of 21st
century skills (pp. 37-56). Springer, Dordrecht.
Hillson, D., & Murray-Webster, R. (2017). Understanding and managing risk attitude.
Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.

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Rosenbach, W. E. (2018). Contemporary issues in leadership. Routledge.
Schlaerth, A., Ensari, N., & Christian, J. (2013). A meta-analytical review of the relationship
between emotional intelligence and leaders’ constructive conflict management. Group
Processes & Intergroup Relations, 16(1), 126-136.
Siebert, S., & Costley, C. (2013). Conflicting values in reflection on professional practice.
Higher Education, Skills and Work-based Learning, 3(3), 156-167.
Singer, L. (2018). Settling disputes: Conflict resolution in business, families, and the legal
system. Routledge.
Wallensteen, P. (2018). Understanding conflict resolution. SAGE Publications Limited.