Importance of organizational communication
Communication is the main working instrument that allows to know human talent within an organization, since through it we evaluate its performance, we observe its productivity, among other elements. It is essential to give efficient and effective compliance with the objectives, since it is the means that as a whole access to the development of its members to face the challenges and needs of society day after day. For this reason, the manager, is responsible for maintaining the balance between the management of resources, of time, coordination, planning, administration of tasks, positions and performances, also articulates the ideas and projects as a transmitting agent, thus obtaining aFormal communication to establish what mustperformance retaining a better structure. For the purposes of our arguments, says Ferrari cited by Rincón, Restrepo, and Vanegas, (2018). The following: Communication is defined as a matter of knowledge that is handled as an intermediary between strategic thinking and the action that transforms the message with the intention of reaching its audiences. Communication in organizations must be visualized and exercised as an indispensable resource of management, because in the face of the uncertainty facing future scenarios, communication must appropriate the fundamental role in promoting a sense of belonging with the organizational structure. (p.20) Likewise Habermas (2002), highlights in its theories that communicative action, studies and analyzes communication and its different dimensions, raising a valuable set of principles that refer its transcendence and value, as well as an optics of great meaning to assumecommunication within a climate of depth and complexity with respect to being. The principles and postulates in Habermas theories are relevant as resources to face organizational communications, no organization is oblivious to them, and that constitute valuable opportunities to promote groups favorably to groups.
It should be added that communication is the primary basis of the systematic process of any organization, through it, you can establish equipment creating methods that conform to the success of an organization. Therefore, it must be the backbone that a manager cannot ignore when specifying the objectives and goals of the organization that belongs.
In the case of complexity, Professor Ethkin (2006) in his prologue to the book Complexity in organizations, argues that “the organization cannot be considered as a mechanism (programmed), or an organism (natural) but a complex system,Social, political and technical base. He also adds that complexity arises because in the system multiple logic and diversity of forces operate that do not constitute a harmonious and stable whole ”. (P 22)
From there arises the concern of precisely deepening the influence of communication on management management and how communication barriers can be solved and strengthening the scheme of their competences.
The different types of conflict are also defined, and their consequences as a contradictory element for the organization. In that case it is necessary to specify that when negotiation and conflict are studied, several elements must be considered: first, the problem or situation generated by the conflict, and its causes both external and internal and secondly the circumstances that precipitateThe conflict, which can be events such as hostile interactions, strong disagreements, sincere confrontations, internal temptations, among others;And thirdly, the negotiation that arises when two or more interdependent parts recognize divergences in their interests and decide to try to reach an agreement through communication, in order to avoid the conflict.
In this order of ideas, Zapata’s reflection (2011) is added, who defines conflicts as situations where the interests of the parties disagree. However, it can be assumed that they are not good, although sometimes you need to raise situations to solve them. On the other hand, according to Ury (1993), negotiation is a process of mutual communication aimed at achieving an agreement with another party, when there are shared interests and opposite interests. Paraphrasing Chris Argrys (1997) can be said that the typical individual is frustrated in a formal organization, since it prevents him from developing and limits the use of his skills. “It can be corrected by recognizing that a greater contribution of human capital is necessary in the decision -making of the organization to dignify the work done and among other things."
To achieve transformations or changes, as pursued in the focus of this research, it is necessaryThe worker and not for employment.
Therefore, this article seeks to be a very useful mechanism for the scope of both individual and collective goals and goals within organizations by making known the mechanisms through the complexity that lead to overcome the pitfalls that occur in thenegotiations and conflicts through communication and appropriate strategies.
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