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Employees' Interpersonal Communication Competencies

Article Review

 An Interpersonal communication competency is principally an  optimistic and constructive approachon the way toraising organisational productivity and efficiency. The theory is grounded in a qualitative facet and a comprehensivenotion which means to comprise all the employees to work as a team and serve clients(Lolli, 2015). This research gives the importance on work without regulations. It enlightens how employees from the different cultural background can work well and in a healthy custom for the evolution and maintain productive group relationships(Lolli, 2015). The employees are unrestrictedtoshare their opinions and queries, seeking clarifications as they possess a positive attitude and display responsible personal and work behaviour.

The outcome of the article is apt and appealing; it stresses that interpersonal communication is fundamental to the organisational ambience. The better the communication level is, the more will be work engagement and performance metrics(Amabile & Kramer, 2011). This positive linkage between work outcomes and interpersonal communication has been averred by many scholars(Lim, Cortina, & Magley, 2008). Companies are rising to the fact that work ambience plays a significant role in employee performance. As such, reflecting holistically on the topic is one of the best aspects of the author. The research topic is interesting and concerns recent organisational issues(Tucker & Powell, 1995). It is expected to throw more light on modern day organisational matters.

Fundamentally, this article has identifiedmany behavioural facets of the employees employed in an association. There are several characteristics under the topic which are being worked upon such as business practices, case studies, corporate thinking, and interpersonal skills(Lim, Cortina, & Magley, 2008). With the help of such competency, entities can accomplish their targets in a more cohesivemanner of any communication.

This article is groundedin the U.S based company work style to accomplishcorporation’s goals, through theenergetic and dynamic participation of the employees collectively, given their emotional well-being and offering drill in interpersonal communication(Hopkins, Raymond, & Carlson, 2011). The qualitative study of this article has evidenced that interpersonal communication is the most operative formula of communication. For instance, the benefits of such type of communication can be observed in comprehensive and multifacetedmost importantventures where it can aid evading glitches and concentrating on crucialargumentsand gaining new information about the subject(Hopkins, Raymond, & Carlson, 2011).

According to thequalitative study of the article, the objective clearly directs the idea of “face-to-face interaction” accompanied by the body language, emotional well-being of mind of the employees and understanding of co-workers outlook and perspectives through verbal and nonverbal communication(DeKay, 2012).  Moreover, it clarifies the employees to be honest, respectful, responsible and dependable. The qualitative research study helps in demonstrating acommitment to ethical principles, open and responsive attitude to feedback from other team members as well as accountable for his/her actions(Hopkins, Raymond, & Carlson, 2011).

Such competencies are agreeable, informal and holda friendly approach. Edificeoperative and beneficial relationsinside and outside the organisations(Amabile & Kramer, 2011). It values multiplicitiesand engenders an air of reception and generosity towards everyone. Also, disseminates unpredictable interpersonal situations and disarming hotheads.

The Scholars in the article have opened the methodology of interpersonal communication competencies that it is an appropriate use of self-disclosure; understand appropriate boundaries and display general ability to manage boundaries. The qualitative research imparts to use accessible resources to advance and encompass interpersonal skills.

Based on the above discussion, we can agree that the findings of Amabile and Kramer’s (2011) are built on realism that “the inner work life of the employees influences performance on four dimensions- creativity, productivity, work commitment and collegiality”. Moreover, Herzberg’s view cannot be denied that the technique of interpersonal communication motivates the employees to accomplish their goals even under challenging scenarios(Riketta, 2012). The article puts forward convincing recommendations that include popping up interpersonal communication at work, and a transparent interaction with the company to enhance productivity and job satisfaction.

Powell, and Meyer (1995) outlook is also justified that qualitative studies can be “an important contribution to the corpus of business communication research”, as it involves the significant interaction with employees through verbal and non-verbal communication.Through Interpersonal competencies, we can analyze how good an employee is at interacting with others, respectfully communicate with someone which correspondingly take in active listening(Riketta, 2012).

A comprehensive overview of the article expresses that interpersonal communication skills can be developed by improving nonverbal communication through facial expressions, understanding of body language, efficient communication, setting goals, recognizing culture norms, etc.(Hopkins, Raymond, & Carlson, 2011).

In an interesting outcome, this case study approach denoted to a cluster of methods and approached which stress upon qualitative analysis. Facts, information and data are gathered minor form figure of establishments through various means and systems, for example, participant-reflection, detailed and exhaustive interviews and discussions and comprehensive outlook. The case studies approach hunts for to comprehend and recognise the issues being examined and studied. Furthermore, the qualitative case study makes available the prospect to ask questions and apprehend the productivity of organizational behavior, but then again, the assumptions made may be precise to the certain organization and may not be comprehensive(DeKay, 2012).

The qualitative research study is principally associated with investigative research. An understanding of fundamental motives, reasons, opinions and motivation can be acquired through such case study(Pamela, 2009). This method of approach is more flexible and is beneficial and suitable for generating thorough and detailed knowledge of an organization. It creates information and data about human groups in communal backgrounds(Pamela, 2009).  For the present research study, this approach suits well as quantitative data could fetch opinion-based results and only mathematical data will not facilitate comprehensive understanding on the issue(DeKay, 2012).

However, besides the above strength of the qualitative research study, there are certain drawbacks or weaknesses associated with the same. The process is comprehensive andtime-consuming(Hopkins, Raymond, & Carlson, 2011). The author has adopted the case-study approach that is difficult to be universalized in other cases of real-world scenarios. The data obtainedin the qualitative research is not empiricallydemonstrable. It is subjective and encompasses biased opinions(Riketta, 2012). Conflating it with an objective approach could have provided better results regarding objectivity and generalizability.Moreover, itincreasingly involves labour intensive breakdownprocedurefor instance categorization, recording, demo, etc. Additionally, the qualitative study can overlook a certain central subject involved(Amabile & Kramer, 2011). And last, of all, it is obvious that expertand trained consultations to bring out the primary data collectionactions and activities are required. 

Given the above, based on entirety, we can conclude that the system of Interpersonal communication has only been an advantage for the productivity of any organisation. Aworthy interpersonal communication skillis very crucial to succeed in management(Hopkins, Raymond, & Carlson, 2011). The importance of Qualitative Interpersonal communication competencies will be anassistanceto gain an awareness of employees’ skills and understand that an awareness of the interpersonal skills of others can help enormously in commerce with the work tasks. It is to be noted that the qualitative research delivers understanding and awareness into the issues and aid to developing thoughts, ideas, concepts and theories for quantities research(DeKay, 2012). It is moreover a scientific research involving seeking answers to questions, a collection of evidence and systematic usage of a predefined set of procedures. Therefore, a qualitative research study is the most operative technique in recognising incorporeal aspects, for instance, social norms, gender roles, ethnicity, culture and religion.



Amabile, T., & Kramer, S. (2011). The progress principle: Using small wins to ignite joy, engagement, and ceativity at work. Harvard Business Review.

DeKay, S. H. (2012). Interpersonal Communication in the Workplace: A Largely Unexplored Region. ERIC: Business Communication Quarterly, 75(4), 449-452.

Hopkins, C., Raymond, M., & Carlson, L. (2011). Educating Students to give them a sustainable competitive advantage. Journal of Marketing Education, 33, 337-347.

Lim, S., Cortina, L., & Magley, V. (2008). Personal workgroup activity: Impact on work and health outcomes. Journal of Applied Psychology, 95-107.

Lolli, J. C. (2015). Interpersonal communication skills and the young hospitality leader: Are they prepared? International Journal of Hospitality Management, 32(1), 295-298.

Pamela, O. (2009). An analysis of the strengths and limitations of qualitative and quantitative research paradigms. Problems of Education in the 21st Century, 13.

Riketta, M. (2012). Improving Employees’ Interpersonal Communication Competencies: A Qualitative Study. BPCQ: Business and Professional Communication Quarterly, 89-99.

Tucker, M., & Powell, K. (1995). Qualitative research in business communication:A review and analysis. Journal of Business Communication, 383-399.