Interpersonal Communication Case Study

To analyze an organization requires one to look deeply into several aspects, such as evaluating the interactions between employees. What is the interpersonal communication like? How do personalities and values fluctuate throughout the organization? Do they contribute to the greater success of the company? We also need to look at the organizational strategy and how it is implemented throughout and the logic behind why they chose to run the organization as it is. Exploring company culture is also important as it will give us greater insight to how the organization responds to change and other possible issues. It's also useful to see if company culture is in line with the organizational strategy they have chosen. Communication plays a major role
It was sometimes a delicate situation because obviously you want to work well with others and have strong camaraderie with your co-workers but there were times when it was difficult to build solid relationships with them when they're not so willing to reciprocate the same feelings. Under normal circumstances this would probably lead to an organizational failure but for franchised English-learning centers in China, that's not always the case. We learned about the triple bottom-line during the course but for many ESL centers in China, that doesn't really apply and as long as the center is creating a profit, everything else is largely secondary, performance along social or environmental dimensions aren't really considered in the business model. People were still mostly respectful and would acknowledge each other politely or cordially but I don't believe I'd be totally out of line in saying that there could be some coldness throughout the
Most people in the office wanted to do well and had no problem working with others. If you consider the five personality traits and other personality dimensions, there were different degrees of each trait spread across the office but you could also generalize a bit in some ways. Openness was not something everyone was always so enthusiastic about. You had a lot of older, tenured staff who were riding a wave and didn't feel the need to alter any of their habits or way of operation in the work-place. You also had managers who had been there for several years who also weren't so keen on being open to new ideas or fresh ways of doing things and preferred to maintain the status quo. Sometimes when changes were made, they would eventually be dropped or ignored because people wanted to naturally just carry on their normal ways and the lack of follow-up hurt the chances to maintain any progressive ideas. The staff however was mostly conscientious of other workers and understood that we had to work together to reach common goals. My only criticism here is that while the staff was conscientious of other employee needs, that didn't necessarily translate to higher work efficiency as sometimes the speed of how things got down was a bit slower compared to Western standards. This is more likely to be a cultural difference where the Chinese usually don't have the same sense of urgency in the work-place as you would expect to see in the West.