Organizational Workplace Communication and Processes at 30 Rock

Organizational Communication Observation
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Organizational Communication Observation
Table of Contents Organizational Communication Observation. 2 Executive Summary. 2 Introduction. 3 Brief Institutional History. 4 Observation. 4 Employee Dissent 4 Employee Morale. 6 Collaboration. 8 Leadership Communication. 10 Internal and Interpersonal Communication. 11 Summary. 12 Recommendations. 13 References. 15
Executive Summary
I observed and analyzed 30 Rock’s communication and other processes in this assignment as an outside management consultant. I discovered several management and employee strengths and weaknesses, recommending areas that needed improvement. Donaghy is a strong manager, as we see him tolerating many frustrations when working with individuals with different aesthetic sensibilities from his desires. After evaluating his workers' talents, the administrator also changes his management style to benefit 30 Rock. Lemon and Maroney are also strong as they decide to date outsiders and avoid co-workers to keep a professional work relationship.
On the other hand, when Jenna and Tracy appear rude to their manager, it is a sign of weakness. The employees’ other weaknesses include being undependable, problematic, and self-absorbed. Also, Donaghy is a weak manager when he demeans his subordinates and sees them as nobodies. The administrator does not seem to understand that these employees are the 30 Rock’s talents at the organization is part of his empire. Furthermore, Donaghy is incapable of allowing flexibility, hence might cost the firm’s productivity. Therefore, my recommendations include embracing professionalism, having an effective conflict management system, teamwork enhancement, and having a great organizational culture.
Being professional at 30 Rock will help the staff succeed by using their time well and having a strong work ethic. On the other hand, having an effective conflict management system will assist the employees in communicating and freely exchanging their views effectively. Teamwork enhancement will ensure inclusivity, with workers having clear outlines of all their duties. A great organizational culture lets staff decide on their own and comfortably express their views while the organization recognizes them for their contribution to the business's success.
Introduction
In this observation, I analyze the organizational workplace communication and processes at 30 Rock as an outside management consultant. I will recommend areas that need to improve and affirm those with competence. My observation will help us understand the ongoing processes and circumstances at 30 Rock. I will closely monitor and watch the activities in the organization, gathering information on the employees’ conduct, especially how they interact among themselves. Among the interesting issues are leadership communication, employee morale, and interpersonal or internal communication. 30 Rock is a big organization with many workers who require skills to communicate and align with colleagues at the workplace. One way that can assist the employees in communicating and aligning with others is by the firm formulating a code of ethics. Rao (2019) asserts that great communication results in the ideal sharing of ideas among people. Therefore, such communication might help 30 Rock to innovate more, improve the workers’ output and self-esteem, increase their loyalty, and successfully perform their duties in the company.
Brief Institutional History
30 Rock refers to New York City’s 30 Rockefeller shopping center, NBC Studios’ location, and where Liz Lemon wrote Saturday Night Live (SNL). Liz brings her experiences at SNL to 30 Rock playing the head writer’s role for That Girlie Show (TGS). According to Horn (2015), Liz Lemon created 30 Rock, a U.S humorous comedy television show, in late 2006 and ran it until early 2013. In one of its first season’s episodes, “pilot,” 30 Rock focused on Liz Lemon as a show’s boss who should know how to relate with its charismatic producer and unpredictable star. The show’s other actors include Tracy Jordan, Jenna Maroney, and Kenneth Ellen Parcell. Currently, the artists perform in other areas; for instance, Liz Lemon produces and plays at the “Girls5eva” show. On the other hand, Tracy Jordan produces “The Last O.G.” show, while Jenna Maroney has continued hosting “Name That Tune” since its inception in 2021. Kenneth Ellen Parcell appears on “Drunk History” and “The Middle.”
Observation
Employee Dissent
Employees should understand their organizations’ culture because it helps them to relate well at work. According to Assens-Serra et al. (2021), an organization’s culture assists the firm in functioning, and the management can understand the workers’ sufferings or challenges. Consequently, I advise Donaghy to properly manage his employees’ challenges by first understanding 30 Rock’s culture and its relationship with the workers’ jobs. At the company, I realized workers do not take mentorship seriously, particularly when I watched the first season.
However, I applaud the manager for taking Liz Lemon under his wing and mentoring her. According to implicit followership theory, effective leaders should set high expectations for their workers (Veestraeten et al., 2021). These expectations help employees to engage more at work. On the other hand, when the staffs want to perform to their industry’s standards but realize that their managers do not expect high results, they engage less at work. Donaghy should have personal assumptions regarding his followers’ behaviors to help him when he interacts with them. I realized that the manager lacks this trait, making him fail to influence the workers.
Liz Lemon’s instance is one case where Jack Donaghy flops. The employee resisted the manager’s attempt to mentor her because she saw Donaghy as a naive corporate leader. Nevertheless, after some time, the worker understood that the manager mentoring her was not a small issue. In my observation, I also understood that Jack had performed well in his previous assignments, so he wanted to achieve the same success at 30 Rock. Therefore, I realize that Jack Donaghy is selfish and wants to ensure that his mentees, including Liz, are loyal to help him easily ascend the corporate ladder. Jack’s problem is that he surpasses a boss’s responsibilities by trying to make his mentees attain all their goals.
In my observation, I realized that Donaghy is a tenacious manager that might help this organization grow. When Liz resisted Donaghy’s initial appeals, the manager presented the employee with his achievement. The executive tells Lemon how he transformed Howard Jorgensen from a worker to a leader. This narration shows me a successful Jack since Jorgensen is the current General Elective locomotives’ vice president. Before meeting the manager, Jorgensen hardly knew to dress well and had unkempt hair and bad posture. After Jack’s interaction with Jorgensen, the latter changed his salary to a seven-figure and finally wedded a Filipino lady. Therefore, although Donaghy fails to understand the behaviors of his employees, those who accept his mentorship can easily rise the corporate ladder.
Employee Morale
In the company’s episode “The aftermath,” I observed Donaghy tolerate his workers’ peculiarity. The manager could endure the employees entering his office with strange demands or arriving at work late. I also observed that even though most workers’ morale is low, Tracy Jordan tries to motivate them. On the other hand, the employees, including Jenna Maroney and Tracy Jordan, though colorful individuals, appear to be rude to their manager. The workers’ weaknesses comprise being undependable, problematic, and self-absorbed. In addition, I detected Donaghy’s weakness when I saw him demeaning his subordinates and seeing them as nobodies. The manager should realize that these employees are the talents at the firm, which is part of his empire.
Fortunately, the administrator is forbearing and might motivate the subordinate staff to continue working in harmony because of their skills. This action is in line with achievement motivation theory, which I advise Donaghy to use when dealing with other staff members. Silver and Kernek (2019) assert that “achievement motivation theory posits that the goal orientation a person adopts prior to engaging in an achievement task determines the mental framework of how that person will interpret, evaluate, and act in pursing the achievement goal” (p.93). This theory posits that individuals’ motivation comes when they participate in events that assist them in proving or developing their talents. Donaghy demonstrates his strengths by tolerating many frustrations when working with individuals with different aesthetic sensibilities from his desires. After evaluating the employees ' talents, Jack changes his management style to benefit the organization.
Still, in the season, I looked at how the team reacted to Tracy Jordan’s casting and The Girlie Show’s changes by the manager. Without consultations, Donaghy changed the show’s name to TGS. Among the dismayed employees are Tracy Jordan and Jenna Maroney, but Liz Lemon struggled to make them happy. Therefore, Liz and Tracy decide to revel on a ship. This action reveals that 30 Rock has an unhealthy working environment that might not have a culture of inclusivity. The company should embrace the neo-classic organizational theory’s recommendations. According to Sarker and Khan (2013), neo-classic organizational theory motivates people to accept and encourage one another to perform well in their institutions. However, from my observation, 30 Rock’s employees do not encourage teamwork. I particularly saw this behavior from Lemon, who became furious when her boss prioritized Jordan on TGS. Furthermore, although Jordan is happy with his new role, Maroney worries that he might start outshining her. I realize that the gap between the two workers widens when they appear in the company’s promotion, where Jordan annoys Maroney as he forgets her name and does not want her to talk.
After the corporation's promotion, Lemon tells Maroney that all the people in the company except the manager dislike Jordan. On the other hand, Kenneth Parcell informs Lemon that all the workers heard them talking ill of Jordan and their boss. Rabinovich (2020) posits that scandalmongers disunite individuals because they tell evil about others, particularly untrue things. When Lemon discovers that everybody might turn against her, she tries to amend as I see her chatting with Jordan when they rehearse, this time negatively talking about Maroney and other employees. Again, Kenneth Parcell informs Lemon that all the workers heard them talking ill of them with Jordan. Finally, Lemon's irritated colleagues throw over several items, but she discusses how to embrace teamwork in the company with Jordan. All the employees agree to party on board Jordan's yacht. According to Bell et al. (2018), team diversity increases conflict and unhappiness when the larger institutional context is homogenous and not heterogeneous. My advice to 30 Rock is to embrace diverse ideas and for all the workers to love and accept one another. Everybody, including Maroney, cooperates with Jordan at the get-together, but Lemon learns that the vessel is not Jordan's when the owner comes with the New York Police.
Collaboration
Jack Donaghy’s management style is problematic as he regards some of his employees as superior to others. I discovered this when I observed that his relationship with Avery Jessup, his new wife, was deteriorating. Jessup complains about Lemon and Donaghy’s close relationship, which makes the manager try out other mentees who are highly incompetent. However, according to Horan et al. (2021), workers have low trust and solidarity feelings and are less honest with colleagues who date managers. Unquestionably, I observe that the manager fails to implement Max Weber’s theory of bureaucracy. Jack Donaghy does not mentor his workers based on their strengths, only that he picks them haphazardly. Dash and Padhi (2020) support Max Weber’s theory by suggesting that although many modern organizations neglect it, bureaucracy is important due to its inherent rational appeal. I propose that the manager mentors the workers by dividing their duties based on their functional specialties and capabilities. Thus, all the employees will know their worth at 30 Rock and what the business expects from them. Therefore, mentorship does not require treatment like that of Donaghy, where some workers are worthy of his irresistible energy while others are not. The administrator cannot imply ...