Role of Communication in Enhancing Productivity in an Organization. A Case Study of Federal Polytechnic Ekowe Bayelsa State.
CHAPTER ONE
OBJECTIVE OF THIS STUDY
The following are the specific objectives which the researcher intends to achieve:
- To evaluate ways of improving effective communication in an organization.
- To evaluate the roles of communication.
- To determines barriers to effective communication in an organization.
- To ascertain the relationship between communication and organization productivity
CHAPTER TWO
REVIEW OF RELATED LITERATURE
INTRODUCTION
Communication covers all activities that an individual does when he wants to make a transformation in someone else’s mind. This is a meaning bridge between an individual or individuals and organization. Communication is a process that contains expressing, listening and understanding (Banerji and Dayal, 2005). Similarly, emphasizing social aspect of communication, communication that takes part on the base of social life and forms the content of organizational structure is a process which aims at conducting good relationships between groups and organizations (Dogan, 2005). Price (1997) defined organizational communication as the degree to which information about the job is transmitted by an organization to its members and among members of the organization. Ayatse (2005) observed that communication is needed to establish and disseminate the goals of the enterprise. This is because the competencies and skills they possess will enable them to exhibit work behaviours appropriate and relevant to the performance of the job. It is further theorized that employees are likely to be more productive if their performance is rewarded assuming that the reward received has value to them, as argued by the expectancy theory (Victor Vroom, 1964). Communication is vital in organizations such that Orpen (1997) argued that communication has a vital role in the failure or accomplishment of any organization, it is used for the purpose of resolving the contradictions in work organization in other that such organization may progress. People must come together, think together, work together, learn together and advance together. Human interaction allows man to forge new horizons and explore new possibilities. Thus, by meeting people, they can communicate in the language of themselves. The variety of communication aids/ techniques used in an organization depends on the nature of the organization, its kind and range of personnel that best suits the management and also the location of the workplace. According to Ince and Gül (2001) communication is the exchange of ideas, emotions and opinions through words, letters and symbols among two or more people. He states that this may be defined as a technical fact. Yet it is uncertain whether symbols are transfer truly or not, to what extent symbols meet the transmitted message and how effective transmitted fact on the receiver (Kalla, 2005; Baltas and Baltas, 2002). Without communication, through readings, listening (the receptive skills), speaking and writing (the productive skills) mankind would find it difficult to unravel some of the mysteries of life. Those things that we are ignorant of or have knowledge of, or that we have doubts about can be explained to us better through communication. Altinöz (2008) defines communication as a means through which the task and the resources needed to carry out an assignment, the roles and duties and the expected results are made known to the subordinates. This means that communication is the transfer of information (a message) from one person to another. Thus effective communication is therefore the transfer of message, followed by feedback, from the receiver to the sender, indicating an understanding of the message. Multidimensional aspect of the notion of communication along with its analyses from different viewpoints affects its definition, communication is needed to review, conceptualize and direct interaction in an organization. Employee communication is the dissemination of information which is related to the daily performance of an employer‟s job and also important if the worker is expected to be an effective member of staff. It connotes a consideration of human beings as a vital resource (Buchanan and Doyle 1999).
CHAPTER THREE
RESEARCH METHODOLOGY
Research design
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought role of communication in enhancing productivity in an organization. Case study of federal polytechnic Ekowe, Bayelsa state
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain role of communication in enhancing productivity in an organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of effective communication in organizational productivity
Summary
This study was on role of communication in enhancing productivity in an organization. Four objectives were raised which included: To evaluate ways of improving effective communication in an organization, to evaluate the roles of communication, to determines barriers to effective communication in an organization and to ascertain the relationship between communication and organization productivity. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of federal polytechnic Ekowe, Bayelsa state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made HODs, senior lecturers, graduate assistants and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
The results suggested that work-oriented communication is a statistically significant positive predictor of affective commitment and normative commitment. Moreover, vertical social-emotional-oriented communication significantly predicts affective commitment. Furthermore, social-emotional-oriented communication affects work-oriented communication; especially social-emotional-oriented communication that flows vertically significantly predicts work-oriented communication. These results are consistent with the literature regarding the general functions and the features of communication flows in different directions and the features of formal and informal communication. Particularly, vertical communication with both social-emotional-oriented content and work-oriented content plays an important role in enhancing affective and normative commitment. Therefore, communication in the organization serves for transmitting, for instance, commands and regulations, for reducing the ambiguous, and for creating and maintaining social relationships among the members in the organization (Conrad 1985), which contributes to enhancing the employees’ organizational commitment.
Recommendation
The effectiveness of communication is determined by both parties; hence it becomes necessary that they must pursue the same objective, which is high performance rate in all affairs of the institution. All cadres of staff should be involved in decisions and issues that affect their performance, for it will lead to organisational development and positive. Every organization endeavours to make effective communication an essential integral; part in effect management strategies to help minimize organizational conflict, less misunderstanding, improving information management and cordial relationship between management and workforce. Change is needed but when it is badly communicated it will likely lead to poor performance and negative outcome. Consequently, all staff members should key into the google programme of the university to enable them be at abreast with the use of the google applications and email address. It should also be backed up with work’s seminar to enlighten them on the important of effective communication, training and retraining to increase their performance in their academic and administrative responsibility. It also suggested that a result driven- communication since it gives room to measure results and performance as it the communication process within the organization and this in turn impacts on decision making, problem solving as some of the issues undergo a bureaucratic process and this slows down the dispute Finally, an open communication environment is one in which all members of the organization feel free to share feedback, ideas and even criticism at every level, thereby encouraging staff to freely give their views without being victimized by the management. Therefore, follow up of information encouraged for organizational performance
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