The Role of Communication Adaptation Theory in Facilitating Cross Generational Communication
Introduction
Generational diversity and workplace diversity are two of the major diversity issues that companies in the 21st century have to deal. Everyone appreciates diversity and would like to experience something different every now and then. However, generational diversity is proving to be a major conundrum for organizations, especially in relation to communication. Members of different generations seem to have different approaches to communication and they also fancy different communication mediums. This makes it difficult for employees from different generations to communicate properly with each other, the impact of this on cooperation and
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First and foremost, the theory suggests that people transform their approach to communication in order to accommodate the variations exemplified by whoever they are communicating with (Miller, 2005). This effort to make communication smoother and successful signifies a willingness to communicate and not to discriminate. As a result, this can be used as a metric to determine how hard employees are working to eliminate generation discrimination in communication by looking at how hard they try to adjust to the techniques and medium preferred by their counterparts (Gehrke, 2009). For instance, if a baby boomer is seen struggling to adapt to the language and communication methods of a generation Y colleague at the workplace, this signifies a desire within the workplace to put aside generational differences in order to promote effective communication. Otherwise, it will indicate unwillingness to adjust. This can be used by the management as a benchmark to make decisions about communication strategies and organization culture as they are able to determine which direction the organization is headed when it comes to tackling generational based communication differences (Murphy, …show more content…
As it stands, companies find it hard to develop a metric that can be used to determine whether or not the strategies that they have put in place are working or not. However, communication adaptation theory provides a way forward by outlining a key communication aspect and human behavior during communication. The theory sustains that human beings are usually willing to change their approach to communication in order to adjust to the communication ability or approach of the party that they are trying to communicate with. This comes in naturally, at least with people that they are willing to communicate with. Communication discrimination and conflicts among members of different generations occur because they are unable to find a common ground between them on how to communicate or manage information flow. Consequently, managers are forced to install strategies that seek to restore sanity across these groups. However, the biggest problem that they face in this regard is that they do not have an elaborate metric of technique that they can use to measure whether or not the strategy that they have put in place is working. This is where the communication adaptation theory comes in. by observing the degree of willingness exhibited by employees to accommodate the communication technique or medium preferred by their counterparts from a different generation helps the management determine
Due to the existence of diversity, organizations need to use a communication process that promotes quality relationships among employees and the overall productivity. However, the type of communication model depends on the degree or type of diversity that exist in an organization. Therefore, the communication process must be inclusive to enhance the general perception and understanding of the existing business communication (Claretha, 2014). For example, some employees consider frequent departmental meetings and memos are time wasting and such perceptions can prevent effective communication especially in diverse
Within an organization one of the key tools that they use is that of: communication. Communication is a primary key to any organization and without it there is no cohesion, no leadership, and no functionality. As communication begins to diminish, so does the organization – as one article puts it: “These new economic…. imperatives have significantly contributed to the demise of the old classic command-and-control bureaucracy…” (Tiernan et al, 2002, 47-48). From what this article states, the lack of communication has led to a semi-collapse of the mechanistic structure of an organization. Though communication does seem like a huge factor of an organization, communication does not come without its troubles within the inter-organizations; if there is communication going on in a company, there is going to also be a lack of communication. When a company has employed thousands of people (or maybe just a small amount) they are hiring a whole selection of individuals to work as whole group in unity – though this does seem like an amazing idea, these sets of individuals will have quite ...
Diversity can be differences in age, gender, ethnicity, and religion. Having such a diverse workforce can be very challenging. (1) Today’s workforce is very diverse in respect to age. Before, corporate America consisted of workers ranging from twenty one up to late thirties to early forties. Now, we see people in their mid to late fifties going back to work. This trend has both advantages and disadvantages. One advantage of an older employee over a younger employee is his ability to use his years of experience in situations where a younger employee lacks experience. Another advantage for an older employee is his built relationship with existing customers. The disadvantage of an older employee over a younger employee is his inability to quickly adapt to his changing environment. Younger employees are more “hungry” compared to their older counter parts. Their hunger is fired by their goal to quickly move up the corporate ladder.
Edward S. Lyba, Ed.D. proclaimed, "Diversity in the workplace means creating an environment where people from dissimilar backgrounds can utilize their talents and work productively together,” (NEPA Diversity Guide, 2007). Organizations have been striving to understand and create an abundant amount of diversity amongst their employees. It has been instilled in the minds of today’s employees that everyone is different and unique and companies want originality. Since companies have been putting a strong focus on diversity, it has encouraged employees to develop excuses as to why they are different. Recently, organizations and employees the same, have turned to the excuse of a generation gap as justification to resist this change. Should leaders treat employees of different generations in the same job differently only because they were born in different times? As Edward S. Lyba said, diversity means bringing together employees of different backgrounds; different backgrounds being the key word. For years, leaders have tried to tell employees that each and every person is drastically different; no two people are the same. Are people really that different, or are these notions of difference derived from the varied backgrounds from which they come? The answer is simple. People are much more similar than they are different. First, people are not different; they just resist change, making excuses to challenge it. Second, organizations have been promoting diversity, employees need to as well. Lastly, people of all cultures and nationalities possess very similar sets of core values. This paper will discuss why different generations, baby boomers, generation x, and generation y, do not have significant differences that would cre...
Diversity is a changing constant that is brought about by “race, ethnicity, gender, sexual orientation, social class, disabilities, culture and cultural characteristics”. The recent issues between older and millennial employees throughout the department are due to these changing constants accompanied with changes in “global labor demographics”. Although focus can be placed on arising issues between older employees and millennial employees, a greater efforts should be placed on achieving cultural competency. Building a foundation for cultural competency for employees within the department will not only benefit the employee but also benefit the individuals we serve. Formulation of this foundation will transition if not help guide other departments within the organization as similar issues arise.
This theory has been subject to many articles and studies in the communication and social departments. Indeed, studying this theory can help us understanding human relations in interpersonal communication. Each of us has been one day confronted to uncertainty, whereas in initial encounters, or moving to a new a new place, or beginning a new work.
The Communication Accommodation Theory states when people interact they alter their speech to fit in or accommodate for others. CAT describes the psychological, social, and linguistic behaviors that people exhibit when communicating with each other (Coupland, Coupland, Giles, Henwood, 1988). Each individual has his or her own personality and motivation when involved in a conversation, this attribute is reflected in how the individual speaks, listens and then responds to the other person involved in the conversation. According to this theory, communication between two people can at any time be adjusted by either party in response to actual, perceived, or stereotyped expectations of the other person (Coupland, et al., 1988). This means that either party can change their communication style based on what they feel or pick up on during the conversation.
... maintained over lengthy periods of time, a more comprehensive approach to understanding the subjective interpretations of communication partners could help an intercultural partnership enhance their working relationship (Heffernan, 2008). In a sense, miscommunication and conflict could be not only minimized but hypothetically avoided all-together by communication partners. The possibility of this phenomenon could make Communication Accommodation Theory an inviting prospect for researchers interested in the development of cross cultural communication practices, organizations operating over-seas, and individuals who engage in intercultural discourse on a regular basis. The practicality of CAT in addressing the causes of intercultural conflict management, could make a significant impact on the way modern business and social interactions are conducted across the world.
Smola, Karen Wey, and Charlotte D. Sutton. "Generational Difference: Revisiting Generational Work Values for the New Millennium." Journal of Organizational Behavior 23 (2002): 363-82. JSTOR. Web. 28 Mar. 2012. .
...The importance of the generational mix within an organisation is that it brings about inclusivity and helps generate new innovative ideas that could bring the organisation to its sustained competitive advantage. With each age group with its expectations by interacting with one another, there is knowledge and experience exchange.
Needles C., & Knapp, K. (2004). Communication Strategies in a Technical Age. Boston. Little, Brown.
For the first time in history, there are four generations of people working side by side in the workplace. Think about your place employment and the different people who work there. It is sometimes hard to get your point across to someone in a different age generation. This especially becomes a problem in the supervisor employee relationship. In order to effectively communicate with your peers, you have to understand the context in which they view the world. This problem is a real concern for managers. There has even been a Center for Generational Studies created.
Workplace diversity has become a growing concern within organizations. Managers are now challenged with learning new ways to effectively communicate the importance of embracing different races and ethnicities. Diversity encompasses many different characteristics including age, gender, ethnicity, religion and disabilities (Robbins). As of late, age has become more of a concern as the baby boomer generation begins to reach retirement age; many are not retiring early but instead are working well into their seventies. Unfortunately for those baby boomers, the number of retirees decreased during the 2008-2009 recession mostly due to economic struggle. People cannot afford to retire, perhaps because they did not save enough for retirement or had to dip into their retirement fund to survive earlier in life. In addition to age discrimination, gender discrimination is another common diversity issue. According to “Organizational Behavior,” as of 2000, more women are working full time, have more education, and have started to close the earning gap between men and women (Robbins). Most commonly, women are targeted in the workplace fo...
Communication helps the organizational members to make both personal and organizational goals. And also help them to co-ordinate on the internal activities of the organization. To the extent the less effective communication of any organization is the less e...
The term “culture” refers to the complex accumulation of knowledge, folklore, language, rules, rituals, habits, lifestyles, attitudes, beliefs, and customs that link and provide a general identity to a group of people. Cultures take a long time to develop. There are many things that establish identity give meaning to life, define what one becomes, and how one should behave.