Humans are about a bunch of volatile emotions. We can carry our emotions everywhere we go – home, work, to the gym, school and even on a holiday. Isn’t that true? Most of the time, it’s with these bio-chemically generated reactions that we are at a constant tussle. The day we manage to keep them under control, under the measurable line of “acceptable,” we are happy but the day it spills over to the danger zone of “unacceptable,” it causes a turmoil within, about the rights and wrongs.

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Communication is the key factor in the success of any organization. When it comes to effective communication, there are certain barriers that every organization faces. People often feel that communication is as easy and simple as it sounds. No doubt, but what makes it complex, difficult and frustrating are the barriers that come in its way.

Here are a few of the most commonly-found barriers in communication in an organization:

1. Perceptual Barriers: The most common problem faced these days is that of the difference in opinion between two people. The varied perceptions of every individual give rise to a need for effective communication.
2. Emotional Barriers: Another main barrier is the fear and mistrust that form the roots of our emotional barrier which stop us from communicating effectively with our co-workers.
3. Language Barriers: Language that describes what we would want to express and communicate to others, may at times, serve as a barrier to them. In today’s global scenario, the greatest compliment we can pay to another person is by speaking and effectively communicating to them in their local language. We need to understand that the native language of employees can be different from anyone else’s.
4. Cultural Barriers: The world is made up of diverse cultures. A cultural barrier arises when two individuals in an organization belong to different religions, states or countries.
5. Physical Barriers: Research shows that one of the key factors in building strong and integrated teams is proximity. Most offices have closed doors and cabins for those at higher levels of the organizational ladder while the large working areas are physically placed far apart. This kind of barrier forbids team members from effective interaction with each another.

The only way one can improve effective organizational communication is by changing one’s thoughts and feelings with one’s colleague. In this way, we don’t just break down communication barriers, but also build relationships that work successfully for long.

If every individual in an organization takes personal responsibility to make sure he works in complete effectiveness with his or her co-worker, no matter how many barriers come in the way, a responsible employee will always know how to overcome them.

Do share your thoughts on the same.

The adage, ‘Change is the only constant’ is true since most people resist change. They prefer to live their lives, professional or personal, dictated by a routine. Even a slight change in their routines is not appreciated. Similarly, if changes for betterment of a company are proposed, many employees resent those changes. This holds true especially with long term employees of an organization. It is human nature to choose a stable and predictable environment where all change seems unnatural. Though change is inevitable, people fear it because of:

• Their incapability to understand change and its implications
• Their belief that change is irrelevant and inappropriate
• Their difficulty in coping with the level and pace of work after the change
• Their unfounded notion that change is a temporary phase
• Their perspective that their superiors regard them as incompetent, hence instituting change
• A lack of authority or control
• A lack of faith in their ability to learn new skills
• The feeling of too much happening too soon
• The staff’s aversion to some managers/superiors and total distrust in them
• Job insecurity
• A compromise on their salary
• The feeling that this would impinge on their family time
• The belief that the organization does not require the much-needed extra effort
• The fear that in accepting change one may prove to be unfaithful to the traditional way of working
• The fear that any change would highlight the weakness of employees in the new environment
• Being burdened with more responsibilities, irrespective of the current workload
• The ill-feeling which would result from a senior staff member reporting to managers or superiors younger to them
• Mistrust amongst managers and employees
• Reluctance to use new technology to simplify work processes
• Resistance from unions who harbor ulterior motives
• A lack of proper communication channels between the management and employees

Sometimes it makes me wonder whether it is possible to overcome resistance to organizational change. I think that proper and effective communication with employees will definitely help them transition to new changes. Other factors which drive change are:

• Strong support to employees from top level management
• Monetary or incentive programs for work performance
• Open door policy between brass level management and employees
• Encourage meetings between managers and employees involved in the power game to discuss goals and tactics.

There is no doubt that change is important for today’s business. As new facets of economy evolve, organizations have to keep themselves a step ahead of the curve or suffer and crash.

On a subjective note, I end this blog. Please do share your thoughts on this.