Unclear communication in management

Unclear communication in management

we often fail to do what we want to do for one single reason and that is when our objectives are not
clearly defined. our long term goals should impact on our daily activities and be included on our "to do" list. Without a clear-cut goal or objectives, people tend to just drift personally and professionally. It is generally hard to believe that there are managers who neglect this participatory approach and they tend to be their own worst enemies. They make the incorrect assumption that their
time-effective work habits will be clear to all and over time will be adopted by the supervisors reporting to them, the group as a whole, and other people and groups in the organization. But the reality is that such an occurrence is not automatic. Further, these managers' behavior may be misconstrued and may be seen as curt or abrasive. The resultant resentment may adversely affect work routine and productivity.

It is often difficult for a manager to recognize the impact that his or her actions have on others. Managers usually function with positive and constructive intent. But methodology of communicating the intent may not be appropriate, if one or the other is inappropriate, a manager's actions can be perceived as a real obstacle to achievement. Where the manager functions in a counterproductive manner with subordinate management, the subordinate managers not may be diverted from what is important may also misdirect their own subordinates.