Applied Communication

Research and Writing Assignment: Part 1

Section 1: Refining your research topic

My ultimate career goal is to become a human resources manager in an educational firm.

The example or key issue I am planning to focus on in my research report is how communication can support the managers to carry out their responsibilities more effectively.

Section 2: Six scholarly sources you plan to include 
(Complete for all six journal articles, book chapters or books)

Reference (1)

Shelby, A. N. 1993, ‘Organizational, Business, Management, and Corporate Communication: An Analysis of Boundaries and Relationships’, Journal of Business Communication, vol. 30(3), p.241-67. Available from: The University of Western Australia Library Course Materials Online. [7 September 2016].

Summary of main argument

The author cites an argument of Lesikar’s 1981 paper in The ABCA Bulletin about a total concept of communication in business that is “developing theory, interpersonal, organizational, writing, listening, and nonverbal communication”. Besides, the author gives a conclusion about communication based on definitions of organizational communication and on expanding content in its management and writing "tracks”. Communication is considered as a combination and an integration of many other academic skills; therefore, it requires individuals to self-improve their interpersonal skills such as listening, negotiation, problem solving, decision making, assertiveness, verbal and non-verbal skills, and to apply flexibly these skills in organization environment.

Why it is useful

The argument first provides an overview of communication including the definition and features of communication. In addition, the idea of the author also contributes to make clear the requirements of communication along with a manager. For instance, in an organization, managers can be recognised as having an effective communication skill if they are master in writing, listening, presenting their ideas to others regardless of using words or without words.  As a result, the argument raises an awareness of readers about elemental skills included in communication, and links to the question how communication is effective along with a manager in an organization, that is answered in the next arguments.

Reference (2)

Schermerhorn, J.R., Davidson, P., Poole, D., Woods, P., Simon, A., McBarron, E. 2014, ‘Communication and Interpersonal Skills’, Management 5th Asia Pacific ed., p.390. John Wiley & Sons Australia, Ltd 42 Mc Dougall Street, Milton Qld, Australia.

Summary of main argument

The authors argue that “effective communication occurs when the intended message of the sender and the interpreted meaning of the receiver are one and the same”. Particularly, the argument mentions to the transparency of sending and receiving accurately information within an organization and workplace affairs. Besides, the authors also highlight that effective communication can be achieved only when there is a minimum cost in terms of resources expended. These resources include time, capital, labour, property and equipment, patents and so on. It means that minimizing resources, cost and expenses used for communication activities in a business organization should be always highly considered by managers.

Why it is useful

The argument supports the first role of communication along with managers: communication is a tool for managers to present convincingly their ideas to employees. In an organization, managers always have the role of giving tasks for others, so communication enables managers to announce information clearly to team members. Communication transparency contributes a positive impact on the feeling of employees and enhances trust between them and managers; as a result, it helps managers can convince not only staff but also higher managers agreeing with their ideas. For example, by communicating with team member, manager helps everyone understands deeply about how to undertake the job; therefore, work can be easily and smoothly completed.

Reference (3)

Stone J. R. 2013, ‘Strategic Human Resource Management’, Managing Human Resources 4th ed., pp.11-13. John Wiley & Sons Australia Ltd 42 Mc Dougall Street, Milton Qld, Australia.

Summary of main argument

The author’s main argument is that a human resource manager should become a changing factor who serves as a catalyst for changes in an organization. This can be achieved by developing communication and influence skills. In an organization, the role of a manager is not only to maintain the unbroken line between employees and employers but also to aware of changes. These changes can come both from internal factors such as mobilization of labour flows, allocation of material resources, turnover of employees, and from external factors such as signed contracts with new suppliers, consequences of economic recessions and environmental issues.  

Why it is useful

The argument plays as a contributing factor which supports the second role of communication along with managers: communication is an organizing tool of managers to promote employee engagement with the company. By communicating, managers can encourage employees to apprehend and integrate with the culture of a company. The more adaptation with the working environment of a company employees have, the more economic benefits and optimal performance the company gains. In additions, communication enables manager to present to higher managers about essence of cultural change to match with market changes in the world. As a result, managers can reinforce the belief of all members within an organization.

Reference (4)

Groysberg, B., Kelly, L.K. and MacDonald, B. 2011, ‘The New Path to The C-suite’, Harvard Business Review, Vol. 89 Issue 5, p.27. Available from: The University of Western Australia Library Course Materials Online. [7 September 2016].

Summary of main argument

In the article, the authors argues that a human resources manager must be capable of marketing the value of the human resources function within their organization, the media and the general community. It highlights the role of human resources managers as ambassadors who communicate the image of their company to internal and external audiences. Insides an organization, marketing the value of human resources function can be training and evaluating activities along with the performance of employees. Outsides the organization, marketing can be described as launching advertising and developing strategies to improve reputation and image of the company to media and general community.