Organisational Communication: A Report on Barclays

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ORGANISATIONAL COMMUNICATION
Individual Report on organisational communication on Barclays
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Table of Contents
Literature review..............................................................................................................................3
Analysis and discussion of both questions......................................................................................5
1. Measures to recommend colleagues and subordinates to take....................................................5
2. Kind of barriers in communication and strategy to overcome those...........................................6
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

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Literature review
Analyse purpose and principles of diverse forms of organisational communication
Each organisation has formal communication. As argued by Ajala (2012), formal communication
clearly delineates the chain of command and thus information flow constantly. In Barclays,
policy manuals and internal memoranda are basic examples of organisational communication.
The main purpose of this communication is developed the effective communication between
workers at the similar level, such as in the work groups or task forces. The flow of information is
necessary for the managerial effectiveness and the process of decision-making. As opined by
Rajhans (2012), organisational communication supports the people to better reducing the
misunderstanding and making the clarity of expression and thoughts. In the organisation,
employees at the levels should be kept informed about the organisational objectives and other
sections are taking the position with organisation. By organisational communication, employees
may be coordinated themselves towards attaining the organisational objectives.
According to Okoro and Washingto (2012), the connection of all the employees and their efforts
is the main aspect of management that may achieved through efficient communication. The
effective and proper communication is a significant tole for the management to bring about the
overall change within the organisational procedures, policies and working style of employees.
Major principle is to make the staff active and reply positively in every case. From the opinion of
Robles (2012), managers and employees may exchange their thoughts, ideas and perception with
each other through the organisational communication. It supports them to recognize each other
better. They may identify the difficulties faced by their colleagues in the organisation. Further, it
directs to promote the better connection of human relations at the workplace. The principle of
feedback is very significant to create the communication efficient. There may be a feedback
information from the recipient to understand whether has recognised the message in the similar
sense of sender.
Effective communication enhances practice
Organisation gets the benefits of effective communication where employees openly share their
views and thoughts. One of the main benefits of effective communication is that it enlarges

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accountability at all the phases of an organisation. As opined by Boud and Hager (2012),
effective communication enhances the responsibility of employees, as they are more focus to
accomplish their task on time. In this way, employees are more accountable for their task and
they are motivated to attain the organisation culture. On the other hand, effective communication
skills may support the organisation to decrease the misunderstandings among the employees.
These problems may drastically decrease the production at the workplace. Further, it allows the
employees top resolve the issues faster. While an issue is occurred, it is much easier to
communicate with managers and staffs to sort out the problem. As argued by Brockbank et al.
(2012), if the employees are unable to honestly and clearly communicate the problem, they may
never discover a proper solution. However, teamwork and collaboration has extremely improved
through effective communication at the workplace. Regular basis communication may support
the employees to perform better in the organisation. Additionally, open communication may
support to solve any problems among several departments of the organisation. As noted by
Carlström and Ekman (2012), effective communication may increase employee job satisfaction.
Workers have felt empowered if they are capable to have the upward communication. In addition
to, they are also happy if there may be intense downward communication. However, it may also
have a positive impact on the absenteeism and the rates of turnover. Employees have to feel safe
that they are getting truthful and updated information from their superiors.
Communication practices of your organisation and other team members
Organisational communication is the method by which groups of people convey the
organisational targets and the way to reach them. Besides, it is an integral part of efficient
management practices in the workplace. In Barclays, several communications are found in the
organisation.
1. Formal communication- As opined by Chuang (2013), it starts through the proper channels
officially identified the position with organisation chart as it is typically in black and white form.
Formal communication is a purposeful attempt to control the surge of communication to analyse
that the information flows precisely, timely and smoothly. The major benefit of the formal
communication is the authorized channels allow the standardised and routine information to pass
without maintaining much of administrative notice. Managers would like to dedicate most of the
time on the matters for the utmost importance.

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2. Informal communication- In Barclays, it is mainly free from all types of formalities as it may
mainly use to make the informal relationships among the parties. As noted by Keyton et al.
(2013), people in the executive position use the informal communication while they find the
difficulties to gather information from the employees.
3. Downward communication- This kind of communication flows from the superiors to
subordinates position. In the organisational culture, executives should work out their powers to
attain their preferred objectives. It indicates that they may be implicated in issuing the
instructions, orders and guidelines towards the persons at the lowest stage.
4. Upward communication- In this communication process, reactions and suggestions from the
workers are necessary to recognise for attaining the organisational objectives (Melnyk et al.,
2014). It is just the reverse from downward communication.
Analysis and discussion of both questions
1. Measures to recommend colleagues and subordinates to take
To develop the co-ordination between several sections of Barclays, effective communication
may be the most significant aspect to overcome the external barriers in organisation structure. It
communicates with other employees within an organisational culture. Every department should
discuss about services and products, sales items and new ventures of company (Mir and
Pinnington, 2014). It is the main duty of an employee to know about the products and manager
supports him to recognise the issues that should overcome by him in future.
To develop the method of inter-department communication, some measurements may be
suggested to colleagues to take it. For the developed organisational structure, it is necessary to
make a better connection between several workers of the department like HR, distribution, sales
and production. It supports to avoid the conflict situation while delivering the required services
and items to the customers (Anitha, 2014). In Barclays, their management must motivate the
employees in a way that they know about other colleagues. For example, an employee may
develop the relationships with their subordinates by inviting them for a coffee or lunch.
Organisation with efficient communication has been known to be successful their employees

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have felt the motivation and they are ready to deliver high production. In Barclays, their
management can achieve its organisational objectives by adoption of effective communication.
In the company, HR manager seems to be familiarized with the method of changes and it has
modified departments by implementing different strategies and methods. They should convince
their workers to meet with different people of other departments (Jenifer and Raman, 2015). For
example, Barclays must offer a proper training and programs to their workers as it supports them
to learn the organisational communication. In addition to, organisation may engage their
employees with several tasks as they may perform jointly and take support from each other for
executing a particular task.
Every company has the terminology that they follow to make possible the process of effective
communication. However, while several employees of departments perform united, the leader or
manager should discuss about the task to every worker. The company should hire someone who
may play as a bridge among the several departments. In case of Barclays, their management
should arrange a meeting in which employees easily recognise each other and discuss about the
task (Manuti et al., 2015). To develop efficient communication among departments, workers
must follow a chatting network in which every worker is connected by means of that. For
example, social media platforms such as WhatsApp and Telegram may be done to develop the
communication process and strengthen the connection between several departments. A better
organisational communication would be extremely efficient to promote the working environment
of several management groups. In Barclay’s organisation, top management has to determine the
whole design and management levels in a way several employees must be present for a specific
task (Mir and Pinnington, 2014).
2. Kind of barriers in communication and strategy to overcome those
In the organisation like Barclays, communication process has several barriers. The barriers in
effective communication may be of several types like emotional, cultural, psychological and
physical etc.
External barriers- This language barrier is one of the major barriers, which limit efficient
communication. Language is the most commonly employed method of application. External
barriers may be sub-divided in two types- emotional barriers and semantic barriers. Semantic

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barriers are occurred in the method understanding or receiving the message to decoding the
words and ideas (Keyton et al., 2013). In this communication process, employees are utilised
primary words and every word has the several meanings. On the other hand, emotional barriers
are mainly occurred within interpersonal communication. It has mainly created obstruction, as
the employees have to recognise the main concept of communication in a different way.
Psychology of a worker is entirely dissimilar from other workers. In the time of meeting, a
worker may be thinking about another incident instead of focussed on the tasks that may discuss
in the meeting (Carlström and Ekman, 2012). It develops the barriers while the whole team is
trying to perform the task. Different employees respond in dissimilar ways. In the organisation,
a worker may not remember the full discussion while the whole plan has discussed earlier that
would be an issue when execute the project or any task.
Business barrier- In the company, a leader has failed to gain the trust from the employees and he
has not motivated them by giving several rewards and respect. It may generate delay and time
lag to execute the task in a systematic way (Chuang, 2013). For having a difficult organisational
structure, employees have required lots of time to communicate with other colleagues.
Sometimes, they do not get the proper information to perform the task.
Individual barriers- Leader in a team may have too much overload in the task that causes him to
overlook the information to deliver the task in a proper way. The way of communication has
affected the overall task that may huge loss for the company.
To overcome the communication barriers
For efficient communication, it is evident that an employee must be communicating in a manner
that the listener may recognise it well. An environment of mutual belief and trust should be
developing in Barclays as the employees may communicate with each other correctly
(Brockbank et al., 2012). The proper language should chose by the communicator, as the listener
must pursue his instructions. By effective communication, leader and their employees should
share their thoughts and views in a given task. Thus, a proper relationship may be developed
between leaders and the employees within a company. Several communication channels like
social media, WhatsApp, E-mail and Facebook should be chosen to develop the effective
communication as it may overcome the external barriers within a company. Team leader must be
polite and interact with their employees on the regular basis (Boud and Hager, 2012). Motivate

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the employees by rewarding them for their good performance and contribution in the success of
organisation. While talking about on a subject, every employee should share his or her views as
everybody may converse and the procedure is executed correctly.
Conclusion
From the report, it may be cited that to develop the effective communication in Barclays, it is
essential to maintain an appropriate framework of efficient communication. Without appropriate
communication, no task would be performed easily. The obstructions arising within the path of
communication must be reduced as soon as probable to attain the success. Employees and team
leaders must also get rid of their personal differences and clinch each other in the direction of
work to execute a common target. It would support to make the industrial functions and the
organisation would be survived in the end.

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References
Ajala, E.M., 2012. The influence of workplace environment on workers’ welfare, performance
and productivity. The African Symposium.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3), p.308.
Boud, D. and Hager, P., 2012. Re-thinking continuing professional development through
changing metaphors and location in professional practices. Studies in continuing
education, 34(1), pp.17-30.
Brockbank, W., Ulrich, D., Younger, J. and Ulrich, M., 2012. Recent study shows impact of HR
competencies on business performance. Employment Relations Today, 39(1), pp.1-7.
Carlström, E.D. and Ekman, I., 2012. Organisational culture and change: implementing person-
centred care. Journal of health organization and management, 26(2), pp.175-191.
Chuang, S.F., 2013. Essential skills for leadership effectiveness in diverse workplace
development. Online Journal for Workforce Education and Development, 6(1), p.5.
Jenifer, R.D. and Raman, G.P., 2015. Cross-cultural communication barriers in the
workplace. Internafional Journal of Management, 6(1), pp.348-351.
Keyton, J., Caputo, J.M., Ford, E.A., Fu, R., Leibowitz, S.A., Liu, T., Polasik, S.S., Ghosh, P.
and Wu, C., 2013. Investigating verbal workplace communication behaviors. The Journal of
Business Communication (1973), 50(2), pp.152-169.
Manuti, A., Pastore, S., Scardigno, A.F., Giancaspro, M.L. and Morciano, D., 2015. Formal and
informal learning in the workplace: a research review. International journal of training and
development, 19(1), pp.1-17.
Melnyk, S.A., Bititci, U., Platts, K., Tobias, J. and Andersen, B., 2014. Is performance
measurement and management fit for the future?. Management Accounting Research, 25(2),
pp.173-186.

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Mir, F.A. and Pinnington, A.H., 2014. Exploring the value of project management: linking
project management performance and project success. International journal of project
management, 32(2), pp.202-217.
Okoro, E.A. and Washington, M.C., 2012. Workforce diversity and organizational
communication: Analysis of human capital performance and productivity. Journal of Diversity
Management (Online), 7(1), p.57.
Rajhans, K., 2012. Effective organizational communication: A key to employee motivation and
performance. Interscience Management Review, 2(2), pp.81-85.
Robles, M.M., 2012. Executive perceptions of the top 10 soft skills needed in today’s
workplace. Business Communication Quarterly, 75(4), pp.453-465.