Communication supports factual approach, mutual relationships, and customers focus

As corporates and organizations evolved over the years, a standard edge of meeting customer requirements was set being a success basic, in this content, upper order need to assure efficient communication throughout the organization that conveys messages clearly of the importance of meeting end users needs and expectations including: people in the organization,  legalities,  stakeholders (investors, owners, public sectors, or those who have interest in the organization), society, and communities that might be affected by the organization outcomes.

The organizations would then maintain balance response to the interested parties to secure opportunities for continuing partnerships, by demonstrating responsibility for health and safety, considering environmental impact, including conservation of energy and natural resources, and identifying current and potential impacts on society in general, and the local community in particular.

The management of the organization should define and implement an effective and efficient process for communicating the strategies, requirements, plans and accomplishments. Providing such information can aid in the organization’s performance improvement and directly involves its people in the achievement of strategic plans. Management should actively encourage feedback and communication from people in the organization as a means of involving them.

Communicating activities includes:

  • management-led communication in functional areas,
  • templates reports (financial, marketing, etc..)
  • horizontal, and cross departmental communications,
  • team briefings and other meetings, such as for recognition of achievement,
  • notice-boards, (in-house) journals/magazines,
  • audio-visual and electronic media, such as email, social media and websites, and
  • surveys and suggestion of various schemes.

Communication interacts with every process of the organization, though striving to maintain a lively system in place, it is very common that communication gets distorted due to: errors or omissions, perceptions, physiological noise, social and cultural noise, technical failure, language limitations, and intentional misinformation.

In a sustainable module, all shortcomings will be analyzed and improvement initiatives should be installed, to assure livelihood of the systems in all levels (instructions up to strategy) that interact with communication.

It is important to highlight that  customers, organization, corporate, employee, etc… as referred in this article vary in their application depending on level of review.

For expatriates, relationship between employer and employee is governed by the following references arranged by importance:

  1. Labor department contract – and job offer
  2. Qatari labor law of the year 2004.
  3. Relevant immigration laws.

Once the expatriate enters the country on (work Visa) then all of the above laws that defines relationship between employer / employee / immigration department takes effect.

I observed that it is common in almost all new recruits / potential hires, they are in lack of basic knowledge of employment documents, and initiative to further request additional information’s officially, yet, they will base their conclusions either on other resident friends – relatives opinions (in many cases found to be misleading), or unfruitful web search.

Documents 1 & 2 above is of extreme importance to both parties, as the labor law defines the lowest requirements on employee rights scale (generally), and the contract either confirms the Labor Law, or, exceeds the employees benefits and rights, or, in some cases goes below that scale.

The labor law is on a broad form in most of its clauses that mechanism of application had not been demonstrated leaving doors open to speculations and gestures.though it goes specific as on defining maximum working hours case.

I sensed that organizations take on the benefit of the employees illiteracy, lack of management well -generally speaking- is evident by nonexistence of internal inductions.

To achieve efficient human resource deployment and potential, and reflect positively on progress programs, then law abuses by organizations, wasted energy, doubtful uncertainty, and foggy guidelines should be minimized to zero target by partnering communication policy to other higher interactive policies,  specific procedures, plans, , tool-kits, and checklist can all bet set.

If communication was prioritized, then i think it will lead to:

  • Revisiting the labor law, imposing amendments, references and clarifications.
  • Agreeable induction tool illustrated the defines full employee lifecycle interactions with legal formalities, this may require cross referencing of labor law, interactively with other laws in simplified format, shortening procedures, definition of approval and information lines, etc…
  • Conduct surveys to asses public level of understanding, and note cases, recommendations, with proper application, factual approach will be enhanced.
  • Media plan to be put in place.

System had seen significant improvements and crossed long ways in relatively shortened time, i believe that time had come to open communication channels on different directions, to assure principles of: mutual relationship, factual approach, and customer focus.

Article by: Tarik Altoubasi

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