Field observation of the inconsistency of business discourse in an SME company and how this message is not reflected in concrete actions. Another variable is its incidence on staff behaviors and attitudes - dissatisfaction. Noises caused in informal channels are taken into account, causing disbelief in the organization's values. We analyze what was said, what was done, who said it and its impact on the human behavior of its members.
Hypothesis: the inconsistency produces dissatisfaction and demotivation in the staff of the organization.
1. I observe from the speech what was said:
«Generate continuous improvement teams in all internal processes; Promote upward, downward and vertical communication; generate proactive internal environments; training; Autonomy for all levels of driving and all staff must be kept informed about the decisions the company makes to adapt to new market trends. ”
2. By making the discourse compatible with the facts observed, the continuous improvement teams were discontinued, as they were more focused on operational tasks, not allowing spaces for the interrelation of internal sectors. Few spaces for communication and integration. Training is lacking as a continuity of a process, due to lack of budget and taking care of expenses. The staff is uninformed about the decisions made by the company, not communicating the objectives to adapt to the market. Autonomy is still deficient in the driving levels, there is a rupture between these levels and the managers.
3. Who reported these speeches: The General Manager, Manager of the different areas and heads of Human Resources.
The situation was investigated, observing that the " radio corridor " began to have more power in the organization, manifesting on this channel the contradictions of the speech. The effects of demotivation, dissatisfaction, frustration, increased negative prejudice and the lack of credibility of those who gave the speeches are also observed.
Theoretical background
The situation raised from the transactional analysis is analyzed taking into account its philosopher; as for the human being and for being a theoretical system of personality and social exchanges.
The relationships between adult parent and child are observed, group dynamics, psychological games, authentic emotions and rummages (emotional components of behavior).
It is observed from the communications theory, the interrelationships between the groups, feed-back and informal channels. Noises caused by lack of communication spaces or negative communication are taken into account. Inconsistencies are measured from the speeches, by interlocutors who today lost credibility.
Measuring instrument
The measurement instrument used was a staff opinion survey. In which results and conclusions were given by the total company and by areas, observing the same trend that is said and done, both in general and particular data.
Work itself:
Indicators that show through the survey tool, in the inconsistency variables between what is said and what is done, dissatisfaction at the company level and how this trend is repeated in almost all the surveyed areas.
Graphs and trends where a non-interval order is found in relation to the incongruity.
| Inconsistency between what is said and what is done (from highest to lowest consistency) | Satisfactory% | Neutral% | Unsatisfactory% |
| Marketing | fifty | 39 | eleven |
| Commercialization | 36 | 38 | 26 |
| Administration and finance | 37 | 26 | 37 |
| Human Resources | twenty | 60 | twenty |
| Systems | 8 | 42 | fifty |
Conclusions
From the foregoing as a result of this field observation, it can be inferred that when what is said through the discourse is inconsistent, observing it in concrete actions, it produces dissatisfaction in almost all areas of the organization, bringing with it the demotivation of human resources and their non-commitment to their daily tasks.
One of the main values that is lost in a company of this nature is Credibility, which is so important to sustain the vision, mission and objectives of any organization.
If those who run an organization do not act like adults analyzing everything they say and promise their employees, committing themselves to what they declare, they will not be able to unite the group to achieve the general objectives.
