Inclusive Communication Strategy in the Organization

Inclusive Communication Strategy in the Organization

Nurse leaders play a significant role in monitoring the changes in the organization. They assist in pinpointing the problems within their departments and try and get the best solutions. In order for the nurse leaders to spearhead the achievement of the organizational goals, some of the biggest problems that the employees may be facing should get eliminated. The leaders should also create a conducive environment that will facilitate the achievement of the organization’s goals and mission.  Currently, there have been complaints that employees in the organization are not communicating with their clients with the right etiquette. Additionally, there have also been complaints from the team leaders that there has been an increase in lateness among the staff in the organization. After a thorough analysis of the credibility of these issues, I noticed that that the primary problem is motivation. Problems with motivation often manifest themselves in the employee’s behaviour.

Miner (2015) asserts that motivation within the organization is specifically caused by lack of transparency in the communication. Problems with communication often result in the project failures, disgruntled employees and lack of adequate teamwork within the organization. Staffs, therefore, compensate for being lazy and uninterested since they believe that their efforts will not be rewarded after all.  Liu, Tang & Yang (2015) argue that most leaders believe that primary motivation is to revolutionize the world and bring something long-lasting. One of the realistic, specific changes that will be made that would be done to address the issue of motivation within the organization is the improvement of communication within the organization. Leadership is primarily influencing others, and this cannot be met without efficient communication in the organization.

There is a close association between communication and the organizational mission and vision. The primary mission of the organization is to deliver quality health services to the people. On the other hand, the vision of the organization is to be the leading organization in the delivery of therapeutic interventions to the people. This mission and vision cannot be achieved without harnessing the energies of all the employees in the organization. Communication will assist in ensuring that there is an establishment of clear expectations in the organizations. According to Pervin (2015), clear expectations will reveal how their performance will impact the achievement of the organization goals and objectives. It will also help in building strong relationships within the organization. Loyalty and trust are essential ingredients in any relationship, and both are augmented by effective communication. At the professional level communication assists in promoting professional standards in the organization. Employees will be able to relate well and promote strong teamwork. These are the ideals of professional standards.

The change strategy that will guide in planning and implement the change would be the inclusive communication strategy. The strategy would involve a comprehensive swot analysis of the current communication structures within the organization.Singhal& Rogers (2012) point out that a coherent communication strategy provides the framework for which the necessary planning and implementation would be done. It is also essential to point out that inclusive communication strategy is a strategy in which all the members of the organization get invited to be part of the decision-making process in the organization. It encourages employees to deliver their creative and productive ideas for the organization. Some of the critical steps that would be followed to facilitate the change would include the recognition of the unconscious biases within the organization, writing of the statement of purpose and the evaluation of the current situation. Additionally, we will conduct PEST analysis. It involves an in-depth assessment of the organizational political, economic, social and technological factors that have a significant impact on the organization’s work. The other step that would be followed to facilitate the change is carrying out a SWOT analysis so as to identify the organization’s strengths, weaknesses, opportunities, and threats to effective communication within the organization. Moreover, there would be the determination of the organizational and communication objectives about the mission and vision of the company. These objectives will closely reflect the overall corporate plan.

Finally, identification of the principal stakeholders who would assist in the achievement of the strategy would be done.  Austin &Pinkleton (2015) assert that collaboration with the necessary stakeholders is required for the attainment of inclusive communication strategy objectives. Some of the people who would be involved in managing to initiate and managing the change would be the team leaders in the various organization departments, the employees and the communication committee that would get formed to assist in promoting the ideals of the strategy. Additionally, the organizational leadership at the top echelon would assist in providing the necessary resources to achieve the organizational goals. Finally, all the stakeholders would be required to have the right skills and characteristics so as to facilitate the change. One of the characteristics is right characteristic sound interpersonal skills. Interpersonal skills would assist in bridging the gap that existed before in the organization. Secondly, the employees would be required to have self-motivation so as to promote the achievement of the inclusive communication strategy. Finally, teamwork is also a necessary ingredient in propping up the ideals of the communication strategy.







Austin, E. W., &Pinkleton, B. E. (2015). Strategic Public Relations Management: Planning and Managing Effective Communication Campaigns (Vol. 10). Routledge.

Liu, B., Tang, T. L. P., & Yang, K. (2015). When does public service motivation fuel the job satisfaction fire? The joint moderation of person–organization fit and needs–supplies fit. Public Management Review, 17(6), 876-900.

Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Pervin, L. A. (Ed.). (2015). Goal concepts in personality and social psychology. Psychology Press.

Singhal, A., & Rogers, E. (2012). Entertainment-education: A communication strategy for social change. Routledge.