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expectations of employees in relation to internal communication

Most of the problems occurring in companies, such as problems with cooperation, lack of openness, the low level of identification or low acceptance of change, involves a malfunctioning communication with employees.

Frima GFMP Management Consultants undertook zestwaienia 13 studies, made by them, the theme of communication in order to verify pracownków expectations in relation to internal communication.

In order to show why internal communication is such an important element in the life of the company will use a chart drawn from the report of the above mentioned company.

According GFMP Management Consultants, the above statement shows how markedly different opinions of people who feel doinformowania and those who complain communication. Help to improve employees are more satisfied with their work, they are more proud, more likely to recommend a company, are less likely to change employer, a better perception of openness and cooperation within the company and to further support the changes.

why internal communication can be regarded as key to increasing motivation and zaanfażowania WORKERS, raising work efficiency, the success of change and building a positive image inside and outside the company. Therefore, in all studies should be the subject of special attention and action improvement and during the change, a key area.

full report is much broader and shows a study on:

• Sense doinformowania
• most desired sender information
• most interesting topics of information
• most effective channels communication
• position and the Relation between obtained and expected information
• Relationships between jobs and obtained and expected information
• Relationships between length of employment and information obtained and expected

The full report was invited to the GFMP Management Consultants

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To creating a proper, thought-pay system, we use the idea of \u200b\u200bG. Doran 's, whose name is SMART. The figure below shows what features should be well-defined system of remuneration.

This is such a general model that can be used to build each component of remuneration, but it requires a rethink.

[Doran, GT (1981, November). There's a SMART way to write Managements's goals and Objectives. Management Review, pages 1935-1936]

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Think SMART What is the basic salary - a little theory

wage is a fundamental variable that forms the bedrock of remuneration in organizations. It is the basic and most frequently used tool, often regarded as mandatory, which allows you to compensate for the inserted job [Jacukowicz, 1997, p. 50]. However, with appropriate manipulation of paying the principal, it can be a flexible tool that serves to communicate the values \u200b\u200band priorities of the organization, thereby creating a solid base salary. The simplicity of form in which it is paid and what percentage of your income is, causes the greatest possibility to compare it to the market, therefore it is important a tool to attract, maintain and encourage employees [ed Lance A. Berger, 2008, p. 63].

to describe the basic salary should move first on the form in which it is paid, namely the subject of money. According to the basic definition of money is called a "means to exchange goods and services" [Nojszewska, 1999, p. 346]. The feature described in the definition of the economic function that allows to carry out the process of buying - selling. The possibility of purchasing the necessary measures to life seems to be one of the most important aspects posed by money. However, money also has a social function. The first social function is a function of behavioral therapy. Money urge humanity to take action, and is a measure of the value of the assets owned or nieposiadanego. Further aspects relating to money, is disintegrative and integrative functions. Money causes of social differences, thus leading to the breakdown of social structures and the formation of interpersonal relationships [Bylok, and al, 2001, pages 87-108]. Thus, money is not only used to buying products, but also to gain respect and power, so the values \u200b\u200bdesired by man. Money means that "someone of flooding," "that someone is happy" or "that was a success." Basic salary offers something more, it also provides security. Thanks in advance a specific salary, the employee knows exactly how much to earn this month, a month, maybe even next year. In this way does not need to worry about running out He livelihoods. You can also say that basic salary is the product of the employee. The employee is unable to bring any services or working environment, but is unable to take the money. In a sense it is the basis of basic salary for construction work and the status of a worker at her attract attention [Tropman, 2001, pages 1964-1965].

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X Vs. Y management styles

The reminder of one of the most interesting theory of motivation associated with the styles I wanted to remind the management theories of Douglas McGregor, dividing management styles to the style of X and Y. style

According to Douglas McGregor, Theory X and Theory Y represent two extreme views about people. Theory X says that employees do not like to work and the employer needs a system of rewards and punishments to get the desired results. The author cited the theory says that the most appropriate number of subordinates, which can control supervisor, is about five. Each of these subordinates should be closely watched, and the supervisor must have his superior. This creates a hierarchical structure of employment in the organization. Theory Y, however, says that employees want to work and feel the satisfaction of a job well done. Business function, is completely different than the control theory of X. Instead, it aims to enable the proper performance of the task. Very easy to conclude that the structure of the organization consistent with that theory Y is more flat. Employees perform their tasks and communicate with his superiors in case of encountering the problem. Solutions in accordance with this theory provide significant time savings of workers who, instead of spending it on the control of others, wear it to perform tasks on a productive sense for the company. The theories presented by McGregor concern management styles of managers in the organization, despite the expectations of workers. Managers, hołdujący theory of X, show a greater propensity for autocratic leadership, which may encounter resistance of subordinates. Communication in the management style is a one-way, from managers to subordinates. Managers Y according to the theory, however, lean toward the democratic leadership, which can increase accountability and employee participation in the activity performed. Communication in the management style is a two-way, not only from managers to subordinates, but also the other way.

[ McGregor, D. (2006). The Human Side of Enterprise. McGraw-Hill, pages 1943-1982]