Evaluation of Communication Plan for Accounting Inc. Assignment

This report provides an evaluation of the communication plan implemented at Accounting Inc. The plan's structure, which involved gathering employee perceptions, holding meetings, and disseminating information through posters, is analyzed for its strengths and weaknesses. The report highlights positive aspects such as fostering employer-employee collaboration and motivating employees through transparent performance metrics and incentives. However, it also identifies potential issues, including the possibility of cognitive biases influencing employee perceptions and the vagueness of performance parameters across different job responsibilities. The report concludes that while the communication plan aligns with strategic human resource management, individualized targets and feedback mechanisms are crucial for its effectiveness. It emphasizes the importance of managerial feedback and employee participation in strategy formation. The analysis considers the potential for selective exposure, perception, and retention biases within the communication strategy and recommends a more nuanced approach to performance management to mitigate these effects and improve overall employee engagement and performance.

Running head: COMMUNICATION PLAN FOR ACCOUNTING INC.
Communication Plan and Clarity
Name of the Student:
Name of the University:
Author Note:

COMMUNICATION PLAN FOR ACCOUNTING INC.
Answer 1:
The communication plan of the Accounting Inc consists of two main pillars. The first
plan consists of gaining information on employee perceptions on core competencies of the
company. The next component of the communication plan consists of holding meetings,
distribution of frequently asked questions and placement of posters within the premises of
Accounting Inc informing the employees about the relation between the core competencies and
new strategic priorities. The posters would also provide information on performance
measurement parameters and performance related incentives. The posers even provide
information on ratings, employee benefits and the expectations of the employer under the new
system (Kerzner & Kerzner, 2017). An evaluation of the communication plan would bring out
the following positive facts before the apex management:
1. The communication plan involved gaining information from all employees which
actually presented their strategic importance to the management, thus boosting employer-
employee collaboration. As per management principles, the employers should maintain
transparent communication with the employees on the company policies. This emailing of the
apex management clearly shows that the management actually proved that its employees are of
strategic importance to it and its adherence to the management principles (Nguyen et al., 2017).
2. The next positive aspect of the new communication was motivation of employees to
perform higher. The posters communicated the new performance management parameters and
the incentives the employees would be getting for over-achievement of the parameters. These
posters would as a result give the employees a transparent idea about the expectations of the

COMMUNICATION PLAN FOR ACCOUNTING INC.
company. This would as a result motivate them to achieve higher performances to get the
incentives and other employee benefits mentioned in the posters (Kerzner, 2017).
3. The next advantage of the new communication system is that it would enable more
dynamic decision-making. The posters clearly mention the performance parameters clearly to
all employees including the subordinates. This would in turn enable the departmental heads to
form strategies aligned to those parameters. The subordinates would also have a clear idea about
the parameters that would minimize the chances of conflict between the departmental heads and
the lower level employees (Schwarz, 2014).
An evaluation of the new communication plan of Accounting Inc. also reveals the
following issues which can be pointed out to supervisors for them to address:
1. The new communication plan leaves opportunities for cognitive biases which might
in turn create conflicts. The apex management gained information on perceptions of the
employees on core competencies. One can point that perceptions would differ according to the
cognitive biases of the employees. These different perceptions would eventually inhibit smooth
collaboration among employees, thus paving way for conflicts.
2. An evaluation of the new communication plan points out that it is very vague. The
posters reveal the performance parameters employees have to achieve for incentives. However,
as per management principles, performance and incentives of employees differ according to their
job responsibilities. For example, employees of the marketing department acquire clients to
generate revenue for the company and entitled to incentives. The HR department employees are
generally not involved in revenue generation directly and not entitled to incentives. Thus, the

COMMUNICATION PLAN FOR ACCOUNTING INC.
communication of the performance parameters did not take into account the variation of job
responsibilities and are vague and ambiguous.
Conclusion:
The communication plan for Accounting Inc is very effectively aligned with the strategic
human resource management of the company. However, the targets and the incentive structure
should be informed to the employees individually according to their job responsibilities. The
mangers should encourage feedback from subordinates and encourage them to participate in the
formation of strategies.

COMMUNICATION PLAN FOR ACCOUNTING INC.
References:
Kerzner, H. (2017). Project management metrics, KPIs, and dashboards: a guide to measuring
and monitoring project performance. John Wiley & Sons.
Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Nguyen, T. T., Mia, L., Winata, L., & Chong, V. K. (2017). Effect of transformational-leadership
style and management control system on managerial performance. Journal of Business
Research, 70, 202-213.
Schwarz, N. (2014). Cognition and communication: Judgmental biases, research methods, and
the logic of conversation. Psychology Press.