Communication for Business and Information Technology Case Study. OLYMPIA PRODUCTIONS: Introduction: Olympia Productions is in itself a product of five independent entities, combining their resources to create an efficient and effective partnership. The transition from separate businesses to a singular partnership has been a new experience to every part of the partnership. The matter of using a participative or a hierarchical management style has yet to be determined. Management Approaches: Hierarchical: This management style requires leaders to make decisions without consolidations from fellow employees. According to Dwyer (1997), the leader of the group here is the one who announces the decision while all other members follow his / her orders.
Dwyer states that this method is more likely to favour the businesses “interests” far ahead of that of employees. The employers of the previous five independent businesses had implemented this method and since they have been using its for so long, have become accustomed to it. Participative: The participative management method makes it essential for the leader to have an active role in making decisions. Dwyer (1997) recognises, He/She must ask fellow members opinions and ideas in order to achieve maximum output. An opposite result is identified by Dwyer.
It has been suggested that the newly formed ‘Olympia Productions’, should consider this style of management. Implementation: Suggestion: Using a Hierarchical management style may have gotten objectives achieved much more timely, but team members have found the leader to be too dominating and therefore as a result: 1. “Poor team participation”2. “Low motivation”3. and “Lack of creativity ” are the consequences that have arisen as shown by Dwyer.
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The Participative method ensures that all member are actively involved in the entities operations. Dwyer displays the results as: 1. “Shared responsibility”2. “Encourages Self-Esteem”3. and “Job satisfaction ” are the benefits of a teamwork orientated management method which promotes easier communication. Dwyer explains both methods thoroughly but uses more positive incites on the participative method.
Therefore all managers should be briefed on how a participative method can effectively improve their work and gradually implement it into the general practice of managers. Social Responsibly Approach: Suggestions: By being socially responsible (Jones, George and Hill 2000), ‘Olympia Productions’, can have many beneficial results on its stakeholders and the entity itself. Since the business has expanded so rapidly, the impact upon the local environment will be great. One method suggested by Jones, George & Hill is to donate a portion of profits to local charities or running charity drives and / or finding an environmentally cleaner ways of producing its goods, ‘Olympia Productions’, can itself benefit in long and short terms. Benefits: There are many possible benefits that the business can receive by being socially responsible.
Egs: 1. Businesses tend to have “less risky investments”2. Gain more “customer loyalty”3. Gain a better “reputation”4. Encourage “long term relationships with stakeholders” (eg. Suppliers) 5.
and most importantly improve efficiency and “increase profits.” Effects: By being socially responsible there are many short and long term affects upon the business. Since ‘Olympia Productions’, operate with the aid of local services and are expanding, the local community must not be given an inappropriate image of the business. Its reputation must be upheld, and to do this the entity could ensure that its goods are manufactured with the components purchased from the local community. The initial l expansion of the business will see the cost of buying local goods may be more expensive than imported parts, but as a result, in the near future the businesses image and reputation will improve upon the consumers and eventually improve (benefits, as listed above).
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Jones, George & Hill believe that by being socially responsible, these benefits will almost certainly arise. Olympia Productions has taken to step into expansion and coercing resources, so now its main goal should be a long term one and not one that is fulfilled in the near future.
If the business is socially irresponsible, then it can make profits by reducing costs, but this will only be the temporary short term benefit, and will not sustain the entity for long. Day to day communication Strategies: By Staff and Management: To function efficiently Olympia Productions must introduce an easily understood method of communication between staff and management. Oral communication may not be enough (Crosling & Ward, 1999 p. 12) for such a large company, as its meanings can sometimes be misunderstood, due to cultural and language backgrounds of employees. However all employees must have at least a minimum standard of proficiency in English or communication will be almost impossible. Crosling & Ward state for managers and staff to communicate efficiently, there must be an open relationship between the two parties.
Without an open relationship, “fear/ distrust” can be a barrier which stands in the way of staff approaching management. The technology of Olympia Productions may also need improving since the resource of five separate previous entities are now combined. New Intranet computer systems would allow sections of the business quick and easy access (Jones, George & Hill 2000 p. 33) to needed information (eg. Sales reports requested my marketing, can be instantaneously be obtained using this system).
Suggestions of Implementation: Teamwork is the suggestive step to be undertaken by Olympia.
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By developing teamwork skill open communication will follow (Dwyer 1997 p. 17).
Management, as leaders in the business must make every effort to include staff in active roles. In large organizations such as Olympia, day to day communication between theses two parties is essential. Small groups must be allocated with the leaders directing and managing the activities. There are six crucial leadership tasks that the leader must follow to ensure an effective and open team, they are: 1.
“Developing a vision and setting a goal”2. “Making jobs meaningful”3. “Representing and supporting members”4. “Giving feedback”5. “Developing teamwork”6. and “Counselling members ” These simple steps outlined by Dwyer, display the encouraged communication in various ways.
Management could ask for contributions into developing goals, and make jobs meaningful with rewards and compliments on successful work. Leaders represent fellow staff at meetings and give recognition. This strategy will impact Olympia Productions in a positive manner, as both management and staff receive cooperation and further develop communication. REFERENCES: Dwyer, J.
1997, The business communication handbook, 4 th edition, Prentice Hall, Sydney. Crosling, G. , & Ward, I. 1999, Graduates, workplace oral communication and undergraduate curriculum, [online], Monash University, Clayton.
Jones, G. , George, J. M. , & Hill, C. W. L.
2000, Contemporary management, 2 nd edition, McGraw- Hill Higher Education, Boston. (Technical advances in communication) Jones, G. , George, J. M. , & Hill, C.
W. L. 2000, Contemporary management, 2 nd edition, McGraw- Hill Higher Education, Boston. (Social responsibility).
