SEMI CONDUCTOR INC.

PROBLEM

The main problem of Semiconductor Inc. maintenance department is

communication. Because the employees had been through a lot of job, and over time

works, their new maintenance supervisor Mr. Rod Santiago was being set aside.

Employee multitasking is also been observe as to the case was written, this must

be the first basis on why Mr. Noli Guzman’s staff and MR. Rod Santiago’s staff

oversleep on their work after break time.

Effective Communication is significant for managers in the organizations so as to

perform the basic functions of management, i.e., Planning, Organizing, Leading and

Controlling. Communication helps managers to perform their jobs and responsibilities.

Communication serves as a foundation for planning. All the essential information must

be communicated to the managers who in-turn must communicate the plans so as to

implement them. Organizing also requires effective communication with others about

their job task. Similarly leaders as managers must communicate effectively with their

subordinates so as to achieve the team goals. Controlling is not possible without written

and oral communication.

OBJECTIVES

The following are the objectives I have put up for the case of Semiconductor INc.

1. To promote effective working communication among semiconductor workers.

2. To give our reasons about the importance of communication in a workforce and

the efficiency of checklist for their work done.

AREAS OF CONSIDERATION

The areas should be considered by Mr. Edgar Baretto was the friendship of his

staff, their relationship as co-workers and their tasked to be done. Mr. Baretto should

consider the feelings of both Noli and Rod, which were all best workers for him. If this

miscommunication will continue more work would be disregarded and much more

deadlines would be resorted.

There are also more needs in a workforce. Therefore Mr. Baretto should ask both

of them for their thoughts about the issue. It isn’t a one man company, and thus, most

of them are technicians and engineers that should work with each other and with good

communication skills to continue the growth of the company.

Miscommunication can be caused by the following:

•Non-cooperation - There is no cooperation between the different employees, or

the management and the employees, and that gives rise to miscommunication.

•No Feedback - There is no effective communication by way of giving feedback to

the others. Which is just another way of inviting trouble.

•Criticism - There is a lot of criticism and backbiting among the staff. The blame is

placed on others and therefore there is mistrust and lack of confidence in others.

•Threat of Favoritism - There is a general belief that some people are being given

more preference than the others. And this leads to the lessening of the want to work.

ALTERNATIVE COURSES OF ACTION

-Pros

• Internal cross-training is made easier when departments work together.

• Improves productivity

• Reduces turnover

• Boosts corporate profitability

• Less manpower less salaries and wages

-Cons

• Unresolved communication/language barriers can lead to resentment.

• Loss of flexibility in job assignments

• Greater complexity in hiring and firing employees

• The need for collective bargaining and contracts with employees who would

otherwise be “at will”

• The threat of job slowdowns

RECOMMENDATION

I recommend Mr. Baretto the following actions so that semiconductor inc. would

not again repeat this kind of situation between their staff:

• The right communication in the workplace is very important. This means

that when you are putting forth some information and are expecting results from it, then

you should be crystal clear about the message you dispatch. A message that is vague,

unclear and open to interpretation is one of the most potent ways by which

miscommunication can happen. To avoid that, first formulate the message in such a

way that there will be no room for doubt left and there will be no scope for interpreting it

in different ways. If you say something like "I want this to be done by tomorrow" and do

not specify the deadline, the person responsible and other details, the employees will

interpret it according to their convenience and that will lead to major conflicts.

• Be clear and to the point. Do not beat around the bush and dwell on topics

that are not important. The message should be so clear and concise that each one

should understand it and remember it well, because a long drawn message with a lot of

confusing matter will only increase the chances of miscommunication taking place.

• Find the best medium for communicating the message to the employees.

Something by way of which the message will reach all, will be comprehended by all and

results will be a definite outcome. Find out what medium suits best - is it a meeting? A

conference? A one-to-one meeting? A generic mail? Or appointing a staff member like

an HR or manager who has a great rapport with the employees and can therefore do a

better job of communicating things? Once you have the perfect medium that will fulfill all

your needs, many instances of miscommunication can be avoided.

• Once you have dispatched the message in the most effective way, do not

sit back thinking that all will be cared for. Make sure that you get feedback from the

employees asking if they've understood the nature of the message well and what is

expected of them

PLANS OF ACTION

Mr. Santiago is an Assertive leader, being assertive means standing up for what

one believes in. It also means taking into consideration feelings and rights of others

while doing what is right. It has many advantages, such as it helps in amicable conflict

resolution and it helps in reducing stress and anxiety. A person who is assertive is able

to express his feelings to others easily and hence, nothing is left unspoken which can

otherwise cause stress.

Being assertive is often confused with being aggressive, although both of them

are completely different from each other. In order to be successful, a person has to

inculcate and display assertiveness, at the same time eliminating any tendency to be

aggressive. Below are some plan of action Mr. Baretto should do to improve

coordination and communication in the workplace.:

First is to organize the information about their work, Mr. Rod and

Mr. Noli should know their responsibilities regarding their work

status. They should be informed properly what they should do to

be able to cope up with the company and their co-employees.

Second is to clear up the miscommunication between the two.

Give Mr. Noli his doubts about Mr. Rod’s work, and vice versa.

They should learn to trust each other and to avoid questioning

about their owns work instead cooperate coordinate and work as a

team.

Third, make them knowledgeable about Inconsistent Policy

Enforcement. If your company applies employee policies

inconsistently or doesn't have formal guidelines at all, it can pose a

barrier to staff productivity. If employees feel that there is a level of

unfairness in the workplace, discontent, low morale and questions

of favoritism can arise. In addition, employees in classes protected

by state and federal laws pertaining to issues such as race, sex,

disability, religion and age may claim discrimination due to unequal

treatment. Inconsistent policy enforcement acts as a barrier to

productivity by denying employees an opportunity to work in an

environment free of suspicion and discontent.

Give financial rewards to employees who are performing well.

These can be in the form of a cash bonus, days off with pay or a

salary increase. Financial rewards minimize the problem of

employees resigning to look for better offers elsewhere. By offering

competitive financial rewards, chances are that you will motivate

them to work harder for you.

Communicate to your employees and share with them the goals

and objectives of the company. This will help them to understand

what is expected of them and prevent any misunderstandings about

employees' roles and responsibilities. Knowing the objectives of the

company may also work to boost your employees' morale as they

will understand what they are working to achieve.

And lastly ; to remove barriers between Rod and Noli, One way to

remove barriers to workplace productivity is to specify performance

expectations for all employees. Upon hiring, new workers should be

given a performance plan that describes their most important duties

in detail and how they should be completed. This form of

communication leaves no doubt about how your staff's productivity

will be evaluated and eliminates unintentional inconsistent

treatment. In addition, if employees understand which tasks are

priorities, they can focus on fulfilling requirements and not attempt

to perform several duties at once. If applied consistently, appraisals

that accurately reflect an employee's performance based on the job

plan can motivate employees to continue to be productive or to

improve for their own benefit and that of the company.