Sample English Essays on Management Communication Journal

Management Communication Journal


Communication acts as the basis for effective human interrelations irrespective of the nature of the organization in which it arises (West, 2012). With advancement in a progressively intricate work setting, the significance of communication within an organization acts in driving success more profoundly. In this regard, there is a mounting interest in the identification of criteria for effective organizational communication. Success in the majority of large organizations is hampered by intricate communication challenges where precise interactions are vital. More restrained, pervasive, and capacitating communication problems arise from the reality that organizations depend on the shared information. There are different policies and criteria that aim at guaranteeing effective communication, resulting in enhanced comprehension, which boosts performance. This paper keeps a written record establishing criteria for successful organizational communication, defining and evaluating management communication style in terms of the criteria, discussing approaches that boost the style, and assessing the efforts for the execution of the techniques for improvement; the criteria that will be discussed include responsibility, sincerity, conciseness, and professionalism. The establishment of an effective communication style permits determination of the points of enhancement and assists in the successful management of an organization.


Based on the dissimilar reactions obtained in this study, responsibility may be split into a couple of sub-groups, which encompass context and content. With respect to content, it has been established that communicators should be responsible for the information they are passing, and the recipients ought to be accountable with the received details (Daim et al., 2012). This not only considers confidential details but all the information shared within an organization. Responsibility is an extensively interpretable expression but all the probable explanations seem sensible. With regard to responsibility, I employ assertive management communication style, which is obtained from high self-esteem. Assertive management communication style is the best and most successful approach. When one is assertive, he/she has the confidence of communicating responsibly devoid of turning to manipulation or favoritism.

To improve my style, I will seek to construe responsibility as much as possible when acting as the communicator with the aim of conveying information in a manner that is not spiteful to any party by ensuring that it is presented in a way that eradicates misconception. When acting as the recipient, I will endeavor to understand responsibility as appropriate fortification of confidential details or suitable interpretation of information devoid of any unwarranted fault or uncertainty. With respect to the perspective of communication, a wide pool of studies has evaluated the factors of implementation or delivery layout of the information, emphasizing that communication ought to be done responsibly as maintained by its content. For instance, some messages are not appropriate for delivery through the electronic mail while others may call for face-to-face settings. Hoon, Kolb, Hee, and Kyoung (2012) underscore a notion-provoking take regarding responsible delivery of information by affirming that there are restriction and cultural facets entailed in the means of communication, which any organization may select. Although information technology-anchored communication could be fast, it as well eradicates the control of reaction by the communicator and hands it to the recipient, which might not augur well with organizational managers.

There is a need for concern when taking communication through electronic mail as it is less formal since just a few organizations employ e-mail as the preferred means of communication. To ascertain utmost triumph in the manner of communication, studies imply that the used way of communication is done based on excellent comprehension of the things that are achieved instead of what is conveyed. Verburg, Bosch-Sijtsema, and Vartiainen (2013) particularly underscore the significant factor of the manner in which workers feel regarding the responsibility of communication in an organization and emphasizes that a good approach is only realized if the stakeholders comprehend and back the intended value. Though computer-arbitrated communication in an organization may influence the sociology and psychology of the communication progression, it is vital to comprehend the best way of encouraging employees to carry out their duties responsibly. Only when communication in an organization is done responsibly will it be possible to plan support that is more appropriate to actual communication conduct.

In an effort of implementing the methods for improvement, I set my limits and do not permit myself to be pushed past them because another person requires something from me. Such an approach is essential for communicating responsibly within an organization as it ensures that the shared information attains both purpose and form, with individuals attaining a sense of how accurately or non-literally details ought to be taken. Apart from the direct concerns offered by responsible communication within an organization, there is a need to recognize an additional perspective of commitment in information sharing, which is applicable to both framework and content (Blazenaite, 2012). Commitment to communication within an organization ensures that the most relevant message is shared with the right persons, at the intended place, at an opportune time, with the application of the correct words and actions, via the best practices, and employs germane communication proficiency. While highlighting the significance of responsibly undertaking organizational communication, it is vital to understand that it is a never-ending challenge that demands an ongoing management of people, practices, and expertise.



In the approach of the criterion of conciseness, it is evident that very many occurrences of organizational communication resemble hot air for being time consuming and insubstantial (Jiang & Probst, 2014). Research affirms that communication that is done directly and efficiently is highly preferred as it appears that a long-winded message may be greatly draining. Effective organizational communication calls for the capacity to draw together one’s ideas and put them into considerations that achieve the desired goal. Such communication ought to be done when essential but expressed in the perspective of conciseness, in addition to pertinence where an individual ought to steer clear of the impulse to strengthen (Jiang & Probst, 2014).

My individual management communication style in terms of conciseness is the passive-aggressive style. This style occurs in numerous ways but could generally entail having non-verbal violence that manifests in negative conduct. It leads to my being angered by people but failing to let them know about it since I seek to express much in just a few words that do not allow me to explain the things that are ailing me at any given time. Rather than communicating honestly whenever I feel angry, distressed, infuriated, or dissatisfied, I might at times hide the feelings, remain silent, show angry looks, make clear transformations in conduct, or remain obtrusive and resentful. Such a style could entail circuitously resisting demands from other people through evading or generating uncertainty about the concerns while going against the arising situations (Jiang & Probst, 2014).

In trying to improve my style, I put efforts not to all the time express my anger or resentment by endeavoring to look as though I am in accord, responsive, well-mannered, sensible, well-meaning, and tolerant. Nevertheless, underneath the guise could be extreme manipulation. I strive to make my style appear superb, which could emerge as a defense mechanism that is just employed for protection (Jiang & Probst, 2014). My approach mostly happens automatically and could possibly have originated from my early experiences. The things that I protect myself from are unique and differ with each person or occurrence but mainly encompass underlying sentiments of terror, rejection, distrust, insecurity, and low sense of worth.

It sometimes appears as though I use my conciseness in organizational communication coupled with the passive-aggressive style as a manner of control and coercion. I at times appear infuriated, grumble inwardly, or appear angry when assigned tasks to undertake or concur courteously even though take a very long time to accomplish the tasks. I might also use passive-aggressive style when concisely addressing the challenges facing my colleagues while brushing off and not confronting facts or addressing genuine instances of harassment and pressure. My avoidant conduct is frequently damaging to people and groups of individuals in the organization. In most instances, my communication approach helps in avoiding direct conflicts with other people within the organization as I do not express my bitterness and anger implicitly (Jiang & Probst, 2014).


It is widely believed that information that is written in a poor way might be detrimental to people’s reputation (Daim et al., 2012). Even though such information could be opportune, clear, concise, relevant, and convincing, it could raise the notion of mediocrity. For instance, if a supervisor conveys poorly formulated or incorrectly spelled information to his subjects within the organization, he could suffer from declined reputation. Therefore, it may be affirmed that professionalism is vital within an organization to ensure effectiveness of communication. Professionalism is of great significance, especially in psychologically laden conditions.

The management communication style that I uphold with respect to professionalism is also assertiveness. The assertive style offers the capacity to articulate my needs while upholding my honor and decorum devoid of infringing the rights of other people (Daim et al., 2012). Assertiveness in professionalism in terms of effective communication within an organization seeks the articulation of one’s requirements in the best and mostly efficient form of communication. It appears as a charming spot involving being highly aggressive or extremely passive. The moment people become assertive, they gain the confidence of communicating devoid of turning to exploitation and diversions (Daim et al., 2012). Assertiveness ensures that professionalism is upheld while sticking to the limits and not allowing oneself to be thrust past them on the basis of different persons coming with their demands. Shockingly, nonetheless, assertiveness is the least employed style in organization communication.

Since communication within an organization entails multiplication, particularly one to numerous ways, it is nearly vital that I turn more assertive and professional to better my style. On this note, I have to be confident and bold in whom I am and convey my perceptions devoid of fright but as well through showing reverence for other individuals. Boldness is fundamental to enhanced and fast decision making and swift, as well as fruitful activities (Andrade, 2016). The moment I express my sentiments freely with no fear of other people, more notions are created, which result in resourcefulness and efficiency. An organization reaps highly from stakeholders that can discuss, challenge, and rectify any approach, operation, or perception. Effectiveness in organizational communication no longer warrants discussions guided by people that exclaim the loudest (Andrade, 2016).

The assertive style in organizational communication acts as the mainstream, enhancing the naturally diffident, like me, to being fluent and moderating the forceful expressions while promoting me to be thoughtful and open to the notions of others. It is evident that an assertive expression appears self-assured and demonstrates professionalism (Andrade, 2016). Being confident ascertains that a person is aware of the plans ahead as one appears to at all times have an apparent mission, an objective that seeks to identify conduct. When one is knowledgeable of his objectives, it is easy to view past signs and expressions and begin searching for the actual purpose and significance. Professionalism drives a person to desire identifying the motivation behind all forms of achievements and communication. Such an attitude decreases misapprehension between individuals as every person will have his standpoint, in addition to that of others, in mind. For people to have the capacity to express themselves assertively and freely, there is a need to distinguish what the rightful approaches are. In this regard, it is essential to identify every person’s rights with the aim of successfully establishing the common concerns and work upon them. Studies establish that in organizational communication, the most fundamental rule entails the expression of one’s sentiments professionally. Though there are numerous misapprehensions to what professionalism demands, its most essential components are having control over the arising sentiments while expressing and sustaining a ‘business-like’ impression (Andrade, 2016).


The people that established the criterion of sincerity particularly referred to the inclination of hypocrisy in the contemporary organizations. Sincerity in organizational communication elaborates the fact that employees, with the inclusion of the ones with a low level of education,  have emotional intelligence and can swiftly determine whether information is authentic or not. The moment a lack of sincerity in communication is established, the communicator may experience reduced confidence and reputation from the recipients. Research emphasizes the issue of sincerity in the shared message within an organization by affirming that every person has to be sincere and truthful with the others. One has to earn the trust of others in the organization before they can start believing what he/she says. Andrade (2016) evaluates the significance of dissimilar phases of communication in an organization and asserts that with all stakeholders, a person should communicate in a manner akin to the way he/she desires to be communicated with. Truthful and sincere communication leads to the success of the operations within an organization and highlights the interdependence involving sincerity and organizational communication largely.

I employ manipulative management communication style with regard to the criterion of sincerity. In the organization, I use manipulative communication approaches mainly in promotions and marketing in an effort of attracting prospective customers to prefer a given good or service. Manipulative communication style may appear in several dissimilar kinds, but have at all times a given rationale, to convince or persuade others that a given perspective or approach is the best. Such a manner of communication in an organization calls for skill, practice, and accuracy with the purpose of drawing and encouraging people. Employing sincerity in organizational communication as a manipulative communicator entails attempting to sway others without having to do it directly (Hoon et al., 2012). Incidentally, I engage in discussions that leave the recipients feeling blameworthy or sorry for their actions.

As a supervisor in the organization, I sometimes like telling members of any team such things as in their struggle for excellence, they should not focus at some teammates that do not put adequate effort. I affirm that though everybody is gifted differently and some people choose to be indolent deliberately, the accomplishment of those who seek to do their level best at all times is unparalleled. This is a characteristic manipulative approach as it is scheming, manipulative, and insightful. Manipulative communicative style necessitates my proficiency at swaying or guiding people to their benefit (Hoon et al., 2012). On this note, the style employs information that conceals an underlying point of view, which the recipient could be completely uninformed. Of course some employees could feel that they are being overworked and in the wrong for wanting to be lazy, but when they achieve success and are greatly rewarded for their efforts, they will appreciate the manipulative efforts of the supervisor.

In evaluating the attempts of implementing the efforts for improvement, I employ a trust-anchored model that centers on interrelations between the supervisors and workers. It is apparent that sincerity and manipulative communication approach eventually results in enhanced trust, as well as openness to reforms. In the same manner, the expression of sincerity and manipulation in organizational communication forms dissimilar forms of leadership techniques such as passive, prevailing, and concerned, where the concerned communicators realize the most satisfying achievement. Sincere and manipulative communicators have the capacity of boosting perceptions of self-reliance thus encouraging employees to develop into high levels of achievement and, if need be, sacrifice for the good of the organization or team (Hoon et al., 2012). It is indubitable that sincerity and manipulative communication style enhance a feeling of reverence and appreciation, which result in improved rates of people’s respect, confidence, self-sufficiency, truthfulness, and candidness. All such factors contribute to effectiveness of communication within an organization, facilitated morale, and higher performance.


Communication acts as the source of effectual human relationships irrespective of the nature of the organization in which it happens. In this regard, there is a swelling concentration in the detection of criteria for valuable organizational communication. Triumph in the majority of large organizations is impeded by intricate communication challenges where specific interactions are imperative. The creation of an effective communication style permits resolve of the points of enhancement and assists in the successful administration of an organization. The assertive style proposes the capacity to articulate my needs while supporting my honor and decorum devoid of violating the rights of other people. The moment people turn out to be assertive, they gain the self-assurance of communicating devoid of turning to utilization and diversions. Sincerity and manipulative communication style augment a feeling of reverence and appreciation, which result in advanced rates of people’s esteem, confidence, self-sufficiency, truthfulness, and candidness; all such aspects contribute to effectiveness of communication within an organization, facilitated self-esteem, and higher performance.



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Blazenaite, A. (2012). Effective organizational communication: In search of a system. Social Sciences, 74(4), 84-101.

Daim, T. U., Ha, A., Reutiman, S., Hughes, B., Pathak, U., Bynum, W., & Bhatla, A. (2012). Exploring the communication breakdown in global virtual teams. International Journal of Project Management, 30(2), 199-212.

Hoon, J., Kolb, J. A., Hee, U., & Kyoung, H. (2012). Role of transformational leadership in effective organizational knowledge creation practices: Mediating effects of employees’ work engagement. Human Resource Development Quarterly, 23(1), 65-101.

Jiang, L., & Probst, T. M. (2014). Organizational communication: A buffer in times of job insecurity? Economic and Industrial Democracy, 35(3), 557-579.

Verburg, R. M., Bosch-Sijtsema, P., & Vartiainen, M. (2013). Getting it done: Critical success factors for project managers in virtual work settings. International Journal of Project Management, 31(1), 68-79.

West, M. A. (2012). Effective teamwork: Practical lessons from organizational research. Hoboken, NJ: John Wiley & Sons.