Essay on Management Communication

Management Communication and Teamwork

In an increasingly globalized world economy, the importance of management communication is increasingly recognized. For enterprises, people are increasingly emphasizing the establishment of a learning enterprise, more and more emphasis on the spirit of teamwork, and in colleges and universities and other institutions also need to improve the level of management, effective communication with the department is the key to success. For the external communication of universities, in order to shorten the distance with the world's leading universities, and to strengthen the combination of strengths and complementary advantages between universities, people need to master the negotiation and cooperation and other communication skills. For universities themselves, in order to better realize the further development of higher education and serve the whole society under the existing policy conditions, and to deal with the relationship between universities and the government, universities and the public, and universities and the media, etc., these cannot be separated from the skillful mastery and application of the principles and techniques of management communication. For individuals, establish a good common sense of management communication. It is obviously very important to gradually develop the habit of being able to consciously apply the theories and techniques of management to communicate effectively in any situation, so as to achieve twice the result with half the effort. Allowing each staff member to do what he or she is best at is the highest state of management, but we are often unable to do this. Understand the staff, not only to observe the staff's work behavior, but also pay attention to more communication with them, especially management communication, seriously listen to the majority of teachers and students on the management of colleges and universities and departmental management of the recommendations, to understand the staff's ideological dynamics, and to let the staff of their own evaluation of their own work, in order to unify the staff and their direct superiors on the work of the understanding. It is on this basis that the goal of teamwork can be realized, and the increasingly complex work of higher education can be accomplished and ambitious goals can be achieved. I

I. Effectiveness of management communication

Management communication refers to both the formal transmission of organizational information, but also includes the emotional exchange of visits between people and groups. Communication within the organization can make managers understand the opinion tendency, values and labor results of employees, their source of motivation and needs, interpersonal relationships between departments, the efficiency of management, etc., which can control and direct the operation of the whole organization in time, and provide information for the realization of scientific and effective management. Managers should realize the important role of communication and communicate effectively in the process of management to achieve the goals of the organization. Communication not only affects the manager's management efficiency, but also affects the efficiency of employees. Also departments and people within the organization must communicate effectively to get the information they need. Communication can also meet the psychological needs of employees, improve interpersonal relationships, enhance mutual understanding, and through communication to establish the kind of mutual understanding, mutual respect, so that each other can frankly discuss their personal feelings and personal issues of confidence and trust is exactly what managers are looking for, in order to improve the organization's internal morale of employees, enhance interpersonal harmony, and create a smooth development of the organization. People and" conditions for the smooth development of the organization. Adequate communication can not only promote managers to improve management. But also to stimulate the enthusiasm of employees and participate in the management of enthusiasm, so that employees to improve confidence, proactively contribute to the development of the organization and the department, enhance the sense of responsibility, thus enhancing the internal cohesion of the organization, so that the management of the work is more productive, the organization can flourish.

Second, the characteristics of the university talent

First of all, the talent team of the university is different from other industries, they are more dynamic and creative individuals. They prefer to have an autonomous working environment, not only do not want to be subject to things, and even can not tolerate the remote command of their superiors, they have an independent mind. With the ability to identify and solve problems, they emphasize more on self-direction at work. This kind of autonomy is also manifested in the workplace, working time, working method of flexibility requirements and have a loose organizational atmosphere. Secondly, the results of the vast number of people engaged in teaching and research in universities are often the result of long-term wisdom and efforts, which makes it difficult to measure individual performance in the short term. And the results themselves are sometimes difficult to measure qualitatively and quantitatively. Teaching is an interactive process between two parties, and the factors affecting the effectiveness of teaching are diverse. Furthermore, talents in colleges and universities are more keen on challenging work, and regard overcoming difficulties as a kind of fun and a way to reflect their self-worth, so they are capable of choosing a space more suitable for their development and realizing their own value.

Three, the premise of communication is the rational use of talent

The premise of communication is the use of talent, if you can not correctly use the talent, we can not talk about what effective communication. To use good talent, first of all, we must recognize people, should be through the daily work and conscious of the test, to find the strengths of each person, to do with the strengths of the people, to avoid the shortcomings of the people.

When recruiting and introducing talents, we must distinguish between first-class talents and a little bit of five-stream talents to use. Treat first-class talent, must give him first-class treatment, first-class positions, and give him full authorization, because as a first-class talent, generally has been recognized by the community, with strong social activities and a variety of opportunities, before he did not establish a deep affection for the new unit, only by giving him with the ability to adapt to the higher wages and management positions, in order to make him feel respected. His own value has been recognized, in order to establish feelings for the unit, for teaching and research work wholeheartedly, otherwise, it can not be easily hired, so as to avoid him in the future because he can not resist other great temptation and resignation, to the school to cause major losses. As the saying goes: a thousand soldiers are easy to get, a general is hard to find. Since Liu Bei has invited Zhuge Liang, if he is not allowed to be the military adviser, Zhuge Liang will have to leave sooner or later.

For one point five streams of talent, is the main force of our team building. So, what is one point five streams of talent? The so-called one point five streams of talent, that is to say, those in the original unit of talent, or great talent, they have a very comprehensive professional knowledge and a high level of overall quality, with a strong desire to progress, but for various reasons in the original unit or be ignored, or suppressed, personal talent is not fully recognized, if we find his talent, give full trust and give great responsibility, they are often able to do their best to do a good job. Often be able to go all out to do their own work, become the backbone of the business, and because of their personal ability is to the new post is fully tapped, only we can fully recognize their value, so the new post has a strong sense of knowledge and a sense of belonging, and once you leave this post, it is difficult to be recognized by other units, so these people are the core of their unit strength. Among our past recruits, a large number of them belonged to this type of talents. The use of these one-point-five streams of talent must be methodical, and the general procedure is: training, trust, authorization, constraints, assessment and rewards. First of all, we must carry out comprehensive business training and full communication, so that they can quickly and thoroughly understand the work of the new post tasks, development direction, identify with the school's philosophy and values, so that they consciously unify their interests and work content, from the inside into a strong enthusiasm for work, maximize the mobilization of their own work enthusiasm and subjective initiative. Especially when their research results are recognized and they taste the joy of success, they will work harder. As far as higher education is concerned, loyalty to the educational cause is extremely important, but how to examine the loyalty of the teaching staff to the university? This should be treated differently according to different types of talents. For the introduction of first-class talent, usually high self-esteem, the work of a wider range of choices, their loyalty is very low, the beginning of the time is generally through the higher salary and position to attract him, only through the time to gradually establish loyalty, the so-called "the road is far away to know the horse power, the day see the people's hearts". For a little bit of five streams of talent, we through a period of time after the integration of them as a first-class talent to use. For the personal quality of the staff, only through time and major events to test, especially when it comes to personal interests, reputation, position, money and other issues, is the best time to test a person's quality. "Doubtful people are not to be used, but not to be used without doubt". When we use ~ individual, we must build on mutual trust and give him full authorization to recognize the responsibility on his shoulders in order to give him the best play. Of course, trust and authorization is not without constraints, must be built on a more complete, scientific management system, so that everyone has a very clear understanding of the boundaries of business activities, recognize the consequences of violating the principle.

As a department head, how to fully mobilize the work of each faculty member's enthusiasm and subjective initiative, to play the spirit of teamwork, often more important than the individual's ability, because the individual's ability is limited, but the collective wisdom of the team can be expanded indefinitely. And the establishment of teamwork first to establish a variety of processes, the first is the establishment of the management process.