Organisational Communication

Section 1 Case background Kumpulan Design bon ton is a manufacturing company that designs fire precaution equipment such as emergency signs, smoke detectors and extinguishers. It is a lessened family run concern with 40 employees, managed by Frederick Chan. Nine months past Frederick employed his br some other, Tim Chan to manage a design team of half dozen people for a new fire hydrant, as he snarl he could make a good contribution to the team. Tim has five years design experience at a big prominent firm in the city, designing electronics. earlier to the grant of Tim, the design team worked autonomously and was happy with their egalitarian company enculturation with a flat organisational structure. As the brother of the managing director, Tim felt that he had to tightly control and micromanage his team members to gain look upon and to hold in they are working to full capacity. The designers were brainstorm ideas for the new design, only when he blocked the other d esigners ideas and did non foster supple discussion. Tim acted in the manner of a aught tolerant manager, criticising other peoples ideas. When approached in regards to his group behaviour, he did non take detrimental feedback well. after(prenominal) face-to-face feedback failed, one of the team members wrote an anonymous electronic mail to Tim asking him to change his stance.

After receiving this email, Tim personalised this feedback as an insult, and as such, became even more aggressive. colloquy Failure The original email communication try to curve Tim to improve his behaviour. There were several fac tors which lead to the visitation of this c! ommunication. prototypic of all, it was hostile in the sense that it took an overly negative and unfavourable approach to Tims mistakes. It did not take into consideration Tims feelings or survey on how he should be running the team. In... If you want to have a full essay, order it on our website: BestEssayCheap.com

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