COM 510 SU Week 4 Good Communication Principles Discussion

• There are several communication principles discussed in Chapter 4 that will improve your outline:Conversational words.Active verb-based sentences.Short and logical paragraphs.Good transitions.A fluid cadence.
• Pick two of these principles for good communication, explain them, and share an example of how you used them in your outline.

Template for Outline: Assignment 1
Name: Noel Sanchez
Date: 07/28/2021
1. Description:
a. What is your challenge or opportunity?
The employment market is never static as people opt out of their current employment
positions to pursue further education or even seek greener pastures elsewhere. Turnovers are
common occurrences in any workplace, and while they happen for different reasons, the expected
outcome is that the employer must devise mechanisms to address such situations. Therefore,
probing the topic helps employers appreciate internal promotions’ significance in filling different
roles and guaranteeing business continuity amid transitions at different levels. It serves as a trigger
for the organization to invest in elaborate mechanisms designed to facilitate a competent rollout of
internal promotions.
b. Why is this professionally important to you?
Internal promotion is a viable aspect in practical employment scenarios because it solves
challenges that an organization faces during transitions. The loss of a single employee creates a
rather tough situation for any organization because it must find another individual to take the
mantle and perform similar duties. The challenge with hiring people outside the company is that
they take a lot of time to fit into the organizational culture. Similarly, they take a significant amount
of time settling into their new responsibilities, understanding the scope of their job, and its
significance in the broader organizational setup. Therefore, investing in internal promotions helps
the organization avoid significant delays in operations by having people who can step up and fill
in such vacancies.
2. Goal:
a. What goals or outcomes do you want to achieve with this communication?
i.
Is the communication goal clear, concise, and actionable?
The key goal underscoring this communication is to ensure that my audience understands the
benefits that will accrue to them by embracing the concept of internal promotions and taking active
steps to implement this concept by the end of the coming financial year. This goal is clear and
concise since it gives the audience a clear picture of what my message aims to achieve. In addition,
this goal is actionable since it is well defined, can be measured to ascertain progress, possible to
attain, is realistic, and has a clearly defined timeline.
3. Audience:
a. Who is your target audience?
i.
What are the professional positions of the audience members?
I will deliver the presentation to the CEO, the board, and top executives at the company. It
is vital to ensure that such presentations are made to people who can implement the
recommendations and reshape organizational policy. The identified stakeholders play a critical
role in the entity’s human resource approach. The top leadership creates the vision that guides the
organization hence the need to convince them about the massive potential that internal promotion
bears for its future.
ii.
What demographic characteristics will the audience comprise?
Diversity is increasing within the workplace, with people from different races, ethnicities,
gender, age, and cultural heritage working together in shared spaces. As such, my audience will
comprise people with different demographic attributes. Specifically, the audience will include old
and young men and women from diverse racial and ethnic backgrounds.
iii.
What is your relationship with the audience?
I am part of the company’s management team, working within the human resources
department. The company’s management team forms the core of persons tasked with strategic
decision-making. Fulfilling this duty requires extensive collaboration by members of the
company’s management team. Such a situation then means that I interact and often communicate
with the members of my audience. This aspect allows us to have both formal and informal
relationships with the workplace. These relationships make it easier for us to work together and
come up with effective strategic decisions.
iv.
What background knowledge and expertise does the audience have?
When selecting the audience for my message, I ensured that they were members of the
company’s management team. This decision was primarily informed by the fact that these
individuals have the requisite knowledge and expertise to understand what I intend to put across
and because they have the power and authority needed to implement what I will propose.
Furthermore, they are well-versed with the company’s goals, objectives, and targets. As such, they
can critically evaluate my message and ascertain whether it will provide any value to the
organization and its employees.
v.
What does the audience know, feel about, and expect concerning this
communication?
Having an existing relationship with members of the audience gave me a chance to inform
them of my upcoming presentation. I sent an email to every member inviting them to the
presentation. The email also provided a brief summary of what they expect to hear and learn from
the presentation.
vi.
What preconceptions or biases do you possess that might prevent you from
building rapport with your audience?
Fear of the unknown and the comfort of routine are the main reasons why change
introduction and implementation is quite challenging for organizations. More often than not,
people fear making adjustments to their habits since they are not comfortable changing how they
do things. Getting a person to overcome this attitude is not easy, especially if the usual way of
doing things seems effective. Even though my audience is diverse, most of them are male and
advanced in age. Such circumstances might make it harder for them to quickly adopt the changes
I will propose. They have successfully used the existing approach for years, and as such, trust it to
continue delivering good outcomes. Thus, convincing them to see the value of making the
proposed changes will not be easy since the existing framework still serves the organization well.
b. What information is available about your audience?
i.
What research or sources will you use to obtain information about the
audience?
Understanding my audience prior to making my presentation is very important. This is
because doing this gives me a chance to fine-tune my message to ensure it makes sense to all
members of the audience but also resonates with them. In essence, it enables me to personalize the
message for my audience. In addition to the knowledge, I have on my audience, which accrued
due to the various interactions I have with them regularly, looking at their company profiles and
professional history will give me an in-depth perspective of how they act and respond to multiple
situations and messages.
ii.
What conclusions have you been able to draw about the audience?
Despite my personal bias against some members of the audience, I believe that presenting
them with pertinent facts and showing them how the company will benefit from implementing the
proposed changes will make it easier for them to recognize the value adopting internal promotions
will add to the company. Once I am able to change their minds, implementation will not be quite
challenging since they are the ultimate decision-makers, and the fact that they bought into the
changes means that they will ensure everyone in the organization does the same thing.
c. What tone will you use to convey your message?
i.
Is the setting casual or formal?
Delivering my message within a casual setting will make it harder for my audience to
understand and implement the changes I will propose during the presentation. This is because such
a setting takes away the seriousness of the presentation, which makes it harder for me to convince
members of the audience to implement the proposed changes. As such, my presentation will be
made in a formal setting, specifically at the company’s conference room. Delivering my message
in a business and professional setting will allow me to inform, educate, motivate, and persuade my
audience.
ii.
Is the communication personal or impersonal?
Despite delivering the message within a formal setting, communication with my audience
will predominantly be personal. I know all the members of the audience and constantly interact
with most of them. Except for the board members, I interact with other audience members daily
through face-to-face conversations, emails, and calls. Such circumstances ensure that the
conversation will be very detailed and the dialogue quite expressive.
4. Key Message:
a. What is the primary message you must convey to your audience?
When making my presentation, my primary focus will be on ensuring that members of the
audience understand what the concept of internal promotion entails and how embracing it will add
value to the company and its employees.
i.
Is the message compelling and memorable?
My primary message will be very compelling since it will be backed by empirical evidence
from published journal articles and studies within human resource management. Furnishing the
audience with facts and evidence will enhance the accuracy and reliability of my message, all
aspects that make the arguments contained therein very compelling. In addition, using appropriate
humor and jokes at opportune moments during the presentation will not only break the monotony
of the presentation but also make the presentation quite memorable.
ii.
Is the message clear and concise?
Ensuring that my message is well-defined and actionable is very important. This is because
I would like to see the changes I will propose during the presentation implemented as soon as
possible. Ensuring that the message being delivered is clear and concise guarantees the attainment
of this goal.
iii.
Is the message aligned with your audience’s goals and needs?
My organization values its stakeholders and the input they have in its performance and
success. As such, one of its core goals revolves around providing value to its shareholding and
non-shareholding stakeholders. To attain this goal, it needs to come up with a reward system that
gets the best out of its employees by motivating them to be engaged with their work and duties.
Once employees are motivated and engaged, their productivity level will improve, translating to
improved individual and organizational performance and success. Retaining talented and
productive employees is also critical to attaining the company’s goal. Presenting the audience with
a viable option, internal promotion, motivating its workforce, and retaining its pool of talented
employees aligns with the audience and company’s goals and needs.
5. Supporting Points:
a. What three or four points, reasons, or justifications support your message?
As an HRM concept, internal promotion denotes the promotion of employees as long as
they qualify for the vacant position instead of bringing on board persons from the external job
market. Doing this ensures that whenever a vacancy arises in the organization, employees in the
current workforce submit their names for consideration as candidates suitable for holding that
particular position. The company will accrue numerous benefits by adopting internal promotion as
part of its HRM practices. The approach benefits the organization via its time-saving effect and
cost-friendliness. Replacing a qualified person, especially one who has discharged that role for a
significant period, is no easy task.
The typical approach of hiring employees from outside the company requires extensive
planning and advertising to help the organization cast its net as wide as possible to get the most
qualified and talented candidates to hire. This process is relatively time-consuming, considering it
takes a lot of time for the organization to vet the candidates and select the most suitable applicants.
Furthermore, doing this forces the company to allocate extensive resources to the individuals
tasked with receiving applications, verifying that the candidates meet the set criteria, and
interviewing them. In contrast, internal promotion helps the entity save time because it understands
the employees well. It does not have to conduct extensive background checks because it already
undertook such processes at first instance. Therefore, the internal promotion shall save the
organization time and money.
Internal promotion also reduces the risks associated with hiring processes. External hiring
increases the likelihood that the chosen candidate may not be the best fit for the job or be
misaligned with the organization’s values. Internal promotion allows the organization to pick an
individual from a pool of candidates whose work ethic and personal values align with those
embraced by its workforce. This aspect is more crucial in a high-ranking managerial position
where a mismatch could lower productivity. Internal promotion also motivates employees by
providing them with a clear path for career progression. Consequently, employees are more
productive and take a keener interest in learning different facets of organizational operations.
i.
What research or sources will you use to obtain facts and data about your
message?
The existing studies, publications, and articles, published by researchers and HRM
scholars, and experts will provide the guiding framework for the arguments I will make during the
presentation. Doing this gives me a chance to present accurate and reliable data pertaining to the
efficacy of internal promotions and propose an evidence-based approach to implement the
proposed changes. Some of these sources are;
I.
Bidwell, M. (2011). Paying more to get less: The effects of external hiring versus internal
mobility. Administrative Science Quarterly, 56(3), 369-407.
II.
Stahl, G., Björkman, I., Farndale, E., et al. (2012). Six principles of effective global talent
management. Sloan Management Review, 53(2), 25-42.
III.
DeVaro, J., & Morita, H. (2013). Internal promotion and external recruitment: A theoretical
and empirical analysis. Journal of Labor Economics, 31(2), 227-269.
IV.
Kossivi, B., Xu, M., & Kalgora, B. (2016). Study on determining factors of employee
retention. Open Journal of Social Sciences, 4(05), 261.
V.
Aarabi, M. S., Subramaniam, I. D., & Akeel, A. B. A. A. B. (2013). Relationship between
motivational factors and job performance of employees in Malaysian service industry.
Asian Social Science, 9(9), 301.
6. Channel Selection:
a. What communication style will you employ (tell/sell or consult/join) and why?
To ensure that my message is heard and adhered to, I will have to inform the audience of
my proposed changes and persuade them that implementing the changes will benefit the company
and its employees.
b. What channels will you use to deliver your message, and why will they be the most
effective?
My preferred communication channels will be both verbal and non-verbal. Using these
channels ensures that my audience can comprehend the full spectrum of the message I intend to
pass across.
c. What purpose is served by each style and channel you have selected?
Ensuring my audience is fully informed of the proposed changes and persuaded to implement them
is critical. Getting such an outcome will require me to use facts and empirical evidence to convince
them to hear me out and adhere to the recommendations I will make. Furthermore, verbal
communication guarantees that my message will be clear and concise, and as such, leave little
room for misinterpretation. Non-verbal communication will act as the mechanism to show the
audience my emotional connection to the presentation, specifically how passionate and invested I
am in the message I will share with them.
7. Action Request:
a. What is your action request?
The audience members have to come to the presentation on the value of embracing the
concept of internal promotion within the company with an open mind to ensure they can
understand and internalize the message I will be communicating to them.
b. Is the action request you are making to your audience clear, concise, and easily
actionable?
My action request is clear, concise, and easily actionable since it is well-defined, specific,
attainable, and realistic. Members of the audience know precisely what attitude they should have
when coming to my presentation and how such an attitude will benefit them.