Abstract
Communication is seen as the key factor in the success of any organization but when it comes to effective communication, there are certain barriers that every organization faces. Large organisations have deficiencies in their decentralized departments especially when dealing with large volume of clientele whose needs are divided amongst their personal and organizational obligations. Hence communication gaps leading to conflicts and information breakdown among employees in the organization. The ramifications of these conflicts and broken information flow has been poor performance of team members, negative impact on general productivity, inefficiencies in responding to clients’ demands, bad publicity for the company and lose of million in service delay. It is against this background that the aim of this study was to identify the major factors leading to intra and inter departmental communication gaps in Quasi-Institutions and come up with a model in order to address these communication gaps. The study used a quantitative study approach based on a sample space of 150 self-administered survey questionnaires with 83% response from Quasi-Government Institutions. Quantitative data was analysed using Chi-square and P-value statistical analysis with Statistical Package for the Social Sciences (SPSS) software tool. The study found that there are existing communication gaps due to conflicts within and between departments. This was validated by the results from chi-square test which yielded a chi-square value of 4.419 and the p-value of 0.036. The difference was statistically significant at 4.419, because p-value (0.036) was less than alpha level (α = 0.05). Hence, the results suggested that respondents deal with conflict at their place of work. Further results revealed that, personal conflicts are not always sorted out quickly by supervisors and managers, poor inter-personal communication, and poor inter-departmental communications are the causes of the existing communication gaps. The study therefore recommended that management should provide conflict resolution training which gives employees more assurance in their capability to resolve both personal and professional conflicts.
Highlights
Communication is the glue that holds a society together
The ramifications of these conflicts and broken information flow has been poor performance of team members, negative impact on general productivity, inefficiencies in responding to clients’ demands, bad publicity for the company and lose of million in service delay. It is against this background that the aim of this study was to identify the major factors leading to intra and inter departmental communication gaps in Quasi-Institutions and come up with a model in order to address these communication gaps
Employees should feel that they can communicate with their team members in the department as well as upper management because this contributes to productivity and overall results [3]
Summary
Communication is the glue that holds a society together. The ability to communicate enables people to form and maintain personal relationships. The quality of such relationships depends on the caliber of communication between the parties [1]. Communication is a vital part of personal life and is important in business, education, and any other situations where people encounter each other [2]. Communication is important for any organization to function effectively. Employees should feel that they can communicate with their team members in the department as well as upper management because this contributes to productivity and overall results [3]. Communication is the process of sharing ideas, information, and messages with others in a particular time and place. Communication includes writing and talking, as well as nonverbal communication (such as facial expressions, body language, or gestures), visual communication (the use of images or pictures, such as painting, photography, video or film) and electronic communication (telephone calls, electronic mail, cable television, or satellite broadcasts)
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