Assignment 2 Discussion—Communicating Policy Even When You Do Not
Assignment 2: Discussion—Communicating Policy Even When You Do Not Agree BANKS Industries has experienced rapid expansion in the past several years. However, it appears that the HR department is just now catching up by revising policies and rapidly implementing changes. One of the new policies outlines the requirements of a new dress code, which is stricter and more formal than the previous requirements. Using the module readings, the Argosy University online library resources, and the Internet, research the concepts of communication and change management. Then, based on the above scenario, respond to the following: As a manager, what is your role when it comes to communicating policy changes to employees, especially when the policy is not one with which you necessarily agree (for example, policies regarding personal cell-phone use in the workplace)?
As a manager, how would you communicate such policies? How will you accommodate multiple cultures when communicating these issues to employees? As you prepare to address this question, take into consideration the following communication concepts: To be a successful cross-cultural communicator you must remember the following: There are no universal gestures. You should be sensitive to verbal and nonverbal communications or behaviors. It is important to be open-minded to cultural views of others and their ways of communicating.
For example, a frown could mean concentration in some cultures, whereas in other cultures, it is interpreted as anger or disappointment. By Wednesday, January 13, 2016 , post your response to the appropriate according to the APA Style Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, , and demonstrate accurate spelling, grammar, and punctuation Do the following when responding to your peers: Read your peers’ answers. Provide substantive comments by contributing new, relevant information from course readings, Web sites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your professional or personal experiences Respond to feedback on your posting and provide feedback to other students on their ideas.
Paper For Above instruction
Effective communication of policy changes within an organization is a crucial aspect of change management, especially when managers do not personally agree with the new policies. In the context of BANKS Industries' recent expansion and the implementation of a stricter dress code, managers play a
pivotal role in ensuring that communication is clear, culturally sensitive, and constructive. This responsibility involves not only disseminating information but also addressing employee concerns, fostering understanding, and maintaining morale during transitions.
Role of Managers in Communicating Policy Changes
Managers serve as the vital conduit between organizational leadership and employees. Their primary role involves interpreting policies and translating them into understandable and acceptable directives for their teams. When managers personally disagree with a policy—such as stricter dress codes or limitations on personal cell-phone use—their role extends beyond mere dissemination of information. They must act as ethical and empathetic listeners, recognizing employee concerns and providing clarity on the rationale behind policies. According to Lewin’s Change Management Model (Lewin, 1951), effective communication facilitates the 'Unfreezing' stage, promoting readiness for change by reducing resistance and fostering understanding (Kotter, 1998).
Furthermore, managers should embody transparency and consistency in their messaging. They need to communicate not only the what and how of new policies but also the why, helping employees see the benefits or necessity behind changes. This approach aligns with transformational leadership theories that emphasize inspiring trust and commitment (Bass & Avolio, 1994).
Strategies for Communicating Policies
Communication strategies should be inclusive, clear, and culturally sensitive. Managers should adopt an open-door policy, encouraging dialogue and feedback, which can help ascertain employee attitudes and misconceptions. For policies perceived as restrictive or intrusive, framing the message positively—highlighting professionalism, strategy, or organizational growth—can reduce adverse reactions and promote acceptance (Sherman & Freas, 2020).
In multilingual and multicultural settings, managers must recognize that verbal and nonverbal cues vary markedly across cultures. For example, gestures such as nodding or eye contact may have different meanings depending on cultural context (Hall, 1976). Managers should therefore tailor their communication approaches—using simple language, visual aids, and culturally appropriate examples—to ensure clarity and avoid misinterpretations.
Moreover, being aware of non-verbal cues is crucial. A smile might be welcoming in one culture but could
be misread in another. Similarly, a posture that indicates openness in one setting might be perceived as disagreement elsewhere. Managers should exhibit cultural sensitivity by learning about the diverse cultural backgrounds of their employees and demonstrating respect for different communication styles (Matsumoto & Hwang, 2013).
Accommodating Multiple Cultures
To effectively communicate across cultures, managers must foster an inclusive environment where cultural differences are acknowledged and respected. Training sessions on cultural awareness and communication can equip managers and employees with skills to navigate diverse interactions effectively (Fisher & Ury, 2011).
Using multiple channels of communication—such as emails, videos, face-to-face meetings, and written policies—caters to varied learning preferences and cultural norms. Additionally, seeking feedback and adjusting communication methods accordingly demonstrates openness and respect for employees’ cultural perspectives.
In conclusion, managers must approach policy communication proactively, empathetically, and culturally sensitively. They must serve as transparent mediators who clarify policies, listen to employee concerns, and foster an inclusive workplace climate. By doing so, organizations can smoothly implement changes while maintaining employee engagement and trust, even when stakeholders may disagree with certain policies. Effective communication is thus the cornerstone of successful change management in dynamic organizational environments.
References
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
Fisher, R., & Ury, W. (2011). Getting to yes: Negotiating agreement without giving in. Penguin.
Hall, E. T. (1976). Beyond culture. Anchor Books.
Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations. Sage.
Kotter, J. P. (1998). Leading change. Harvard Business Review Press.
Lewin, K. (1951). Field theory in social science. Harper & Brothers.
Matsumoto, D., & Hwang, H. C. (2013). Culture and nonverbal behavior. In O. H. Foschi & L. L. Wang (Eds.), Advances in nonverbal communication research (pp. 101-124). Routledge.
Sherman, A., & Freas, A. (2020). Communicating organizational change: Strategies and impacts. Journal of Business Communication, 57(2), 127-155.
Yukl, G. (2013). Leadership in organizations. Pearson.
Robinson, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.