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http://blogs.hbr.org/ashkenas/2011/02/your-communications- may-not-be.html Summary Every administration has communication problem. Large organization has always struggled with challenges of communication. A study noted that the ideal depend of span of control was pegged at seven which the interactions surrounded by supervisors with workers are from 490 to 1080. Today, organizations are not only by dint of face-to-face communication, nevertheless also through modes and media. There are three honey oil problems exist in those communication. First of all, insufficiency of context; the older leaders usually assigns tasks to project leaders without telling what was merchantman it or wherefore it was important. Secondly, lack of questions and dialogue; For example, interview may remember little information in well-prepared, informative presentations because of the audience has no opportunity to digest the content through discussion. Thirdly, lack of connection; Communications can often be interpreted unlikely depending on the person, for example, because an executive don’t drop relationship with workers, he can not realize the pinch from the workers point of view. To make a communication effectively, communicators should take the snip to provide context, encourage questions, and stay sufficiently connected to the different ways. Today the communication methods are diversity, it is not only through face to face communication, but also through Medias such(prenominal) as newspaper, magazines, email, videos and traditional meetings.



Some large organizations have accomplished that there are some problems in the communication between supervisors and workers. The article shows three main problems. 1. Lack of context. It talks almost supervisors or leaders assign tasks without telling what was behind it and why it was important. Without telling these information, the workers consider the tasks as general assignment. They have no idea about the purpose of the assignment. 2. Lack of questions and dialogue. For example, in a...

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