My post:

One of the causes of breakdown of effective communication between management and rank-and-file employees is the lack of understanding and communication to the line workers. Managers believe that pay and job security are important to employees but fail to understand that it is the employees' needs, attitude and feedback are the most important (Matthews, 1982).

Managers need to understand that the line employees usually have the best knowledge in improving productivity and efficiency. However, managers rarely elicit the employees' viewpoints or obtain such feedback. Managers feel that they have to be the ones that suggest change and are the authority on processes or procedures.

Prevention of such lack of communication would be to encourage line employee participation in productivity and efficient. An awards program should be established to recognize employees' efforts in making the company a better place and increasing company values.

These simple open communications, meetings and encouragement will help establish better relationships between managers and line workers.

Reference

Matthews, M. A. (1982). Productivity/QWL (part 3). Management World, 11(3), 18. Retrieved 07-20-18 from https://search.proquest.com/docview/222354165?accountid=33575.

Response to my post, Need a reply to this:

The company you highlighted for reinforcing strong external communication sounds great. There are a lot of employers who are less than transparent with their employees and in turn do not feel included in the overall company. On the other hand, the least effective behavior you identified as fraudulent actions or the mismanagement of resources. Even being the least effective, do you think there is any employee directed action that could make it better?

I need a reply to my fellow classmate’s question. Should be at least 1-2 complete paragraphs and should end with an open-ended question back to her.