Lacking in Existing Communication System of Grameen Phone free essay sample

Lacking in the existing communication policy There is now organization without any kind of lacking in their communication policy. There must be certain issues which create problem among the departments and teams. As we have already mentioned and described the existing communication policy, so we also need to share the lacking in these communication policies. Grameen Phone is always working hard to overcome this communication gap, but new and new technologies and its features again start to create gap between the departments and even in the single team management. Moreover, there is now organization without any kind of lacking in their communication policy. There must be certain issues which create problem among the departments and teams. So following issues we found creating problem and might create problem in the near future. Communication Gap between departments This is the common problem Grameen Phone started to face when it was getting bigger since 2004. We will write a custom essay sample on Lacking in Existing Communication System of Grameen Phone or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Like any other organizations when it is getting bigger, distance between the employees of different department increased. As a example, three departments used to sit together in the same floor space of office. So they have a very good communication between them not only in the professional ways but also in a friendly way. People used to know which department is facing what kind of problem and also the source of the problem. So if the reason is legitimate, other departments come and help them to out of this problem. In the early 2004, when the company was getting bigger in business by gaining more customer day by day, management faced the need to increase the man power of the departments for the smooth communication. So that time it was not actually possible to accommodate 2-3 departments in a single floor. So the distance started to getting bigger. And also the interpersonal support they were getting from others was not available any more. Even after this situation the communication was still strong and bonded as they used to work in the same premises. But the condition curve started going down when some of the departments sent to a different location. It became tough for the employees to communicate with them frequently, just only for the official purposes. So the binding they used to have was no more. This started to put effect also in the official communication among them. In many times people don’t know the objective of the departments and they started to misunderstand the motive of different departments. One of the big examples can be the relationship among the marketing, customer service sales department. Whenever marketing department coming with some new promotional activities it creates confusion in customer service and also in the sales. They think marketing has introduced this promotional offer without thinking about the impact and the consequences of this in other departments. In many time these departments need to face a tough time to handle this promotional offer. But in most of the time this was not the mistake of the marketing department. After the market and competitor analysis they come up with the new promotional offers, but the mistake was they don’t involve any of the people from the other employees from other department. Even if they involve any of the employee from another department, but that concern person don’t communicate the information properly in their department. In the sales end people failed to communicate the complicated offer properly to the customer, so at the end of the day customers phoned again in the hotline and the hotline congestion increased and the service quality decreased. And as the quality decreased, they have to face the questions from the management and it become tough to explain the problem to management. And if the management is not satisfied with the explanation from the department, their KPI become more complicated and tough. So the communication gaps become bigger. In some of the departments employees start to have grievance about the other departments. Same thing also happens in the other departments. In the case of termination of employment, employees don’t get the actual option to know the actual reason of the termination as the Human Resource Department wants to make it secret. But in many case this information should be communicated properly to the employees. It effects not only in the employee who is leaving but also in the job performance of the existing employees. A huge amount of de-motivation work among them. At the end of the day organization face the effect of this thing. Protecting Internal Secrecy In many departments, head of department keep the information from management in secret. Without disclosing the reason and the motive, they set a new KPI or increase the existing KPI. An increased KPI and work pressure without knowing the main objective makes them de-motivated for the specific work. Only a few supervisors are co-operative and they describe the actual situation with his subordinates and make them realize the importance of the increase KPI and motivate them according that. But this amount is very low. It becomes a tendency of the supervisor keeping the information secret. Sometimes this situation even forces the employee to quit their job. Not having any combined portal for share information Grameen Phone has different software and portals for the employees as all of the employees are not working in the same premises and they also believe in the paper less work. Some department has multiple portals for their work process. Even there is another portal which is for all of the departments, where the company discloses the recently happened incident and the employees get the opportunity to share their view and comment regarding this. But this is only for sharing the common organization based information. There is no portal for the entire department where they can get the information of another department and why any kind of change is being taken. As they are different department with different job description, but as they are under the same roof of the organization there will be some impact of the decision in other departments also. So even if there is any feedback of any employee, they can put it in the comment box. Their valuable comment might be helpful to make the decision of that department more perfect. Other than this benefit people will get to know about the reason and the fact about the recent taken decision by the different departments. Frequent Change in the Organizational Policy It is another big problem of Grameen Phone. They frequently change the policy and the work process of the organization. After the telecommunication boom in late 2002, this policy change trend becomes frequent in the organization. At first employees are good with it, but the situation got worse with the more frequent policy change. Employees become fad-up with the situation. So there mind set start to build that we don’t need to follow the policy as it will be going to change very soon. So when management observed that the tendency of the employee is not satisfactory, they set some anti steps to stop this. This anti steps turn into a de-motivating factor for the employees. Not only in the policy, Grameen Phoen frequently change the name of the department and the designation of the employees along with bringing change in the whole organogram. In same cases employees are not properly aware about the change within the organization. Sometimes even the employees become confused with the name of the department. Some of the departmental even termed as 3 different names in 2 years. So it easily it creates dissatisfaction not only for the employees of the other department but also for the employee of that certain department. Wrong Strategy Developments This situation happens in many Multinational companies. They just think to earn money in any available way. Most of the cases they forget about the source of the money, which is the customer base. In many case the strategy they build without considering the benefit of the customer and forget about the consequences of it. As the consequence root level employees of the organization have to face the problem. In the ling run company realizes its problem but most of the time it was so late to overcome the whole situation, even if it is possible it take much time, effort and money. So if the strategy is not appropriate they will not get the perfect feedback. And their long term goal is not fulfilled.