Oral Communication is better than the Electronic Medium


Advanced Business Writing : Oral communication is better than the electronic medium in a workplace.


The entire report will be completely based on "Oral communication is better than the electronic medium in a workplace". In the recent times, it has been observed that the offices around the globe are using a lot of electronic devices for their communication purposes, for instance even if two persons are in the same building they prefer communicating via emails, calls or Skype and face to face communication is avoided by practicing communication through the electronic medium. Being a project manager at the company some of the ways will also be suggested so that the employees use the electronic medium less for the communication purposes rather the oral way of communicating with others are better and beneficial. Furthermore, for doing an extensive research on this specific topic help from the credible journals will be considered that will clearly highlight this topic more. On the other hand, for the argument purpose, the articles will demonstrate the problems related with the electronic medium of communication. 


Ideas of the articles (Synthesis) 

It has been witnessed that the Email communication has a negative impact on the employees with regards to the communication. This entire report is subjected to the supervisor at the company showing through various articles how the email communication is a bad medium of communication instead of this other application/methods should be used for improving the communication. The report will be entirely evidence-based by highlighting some of the articles based on this topic.
 In "A" article data were collected from a huge car rental firm located in the U.K.  Showed that the direct email interference on tasks and also the study was conducted for investigating the original concept of the email addiction that has been regarded as one of the growing trends in the workplace. The methodology that was used for the study was observation method and the questionnaire method. In the questionnaire method, 100 employees working in the particular organization was sent a questionnaire for catching the addictive characteristics with regards to the email communication behavior among the employees. On the other hand, in the observation method, it was noticing closely the effects of stimulated email interference on some of the employees by measuring the interference handling time, the interference recovery time, and the extra time required to complete each and every job gave the number of interference (Marulanda-Carter and Jackson, 2012). 
One of the main limitations that have been noticed in this study was the availability of the participating firm and the timeframe. The main idea of this study was to determine the impact of the email communication on the tasks by observing the workers and presenting a method for determining the addition of the email. Furthermore, by understanding these types of factors the firms can manage their workflow strategies for improving the effectiveness and efficiency of the employees. 
In "B" article the behavior of the employees has been studied with regards to the email communication over the face to face communication in the organization. On the contrary, this study showed that the employees who had face to face communication with their managers were more benefitted than the employees who chose the email communication method. On the other hand, it has been observed that the costs associated with the mode of communication required the firm to make decisions about when the resources that are scared to be allocated for performing the face to face communication and when the alternative/substitute was a less costly resource of the electronic communication could be replaced. In this article also it has been witnessed that the central idea for conducting the study was showing the negative impact email communication had on the employees (Bishop and et al, 2013). The study also highlighted determined that the workers recognized that the human resource information that is personal, confidential and sensitive as main that can be received only by the face to face communication method. It is also one of the main findings of the study that can be related to the article "A" highlighting the ineffectiveness of the email as one of the communication tools (Kupritz and Cowell, 2011). 
In "C" article the negative effect of the email as one of the major communication tools in the workplace have been demonstrated in a slightly different and in an interesting method. In this study, it has been showcased that the rise of internet at an alarming rate has been one of the major barriers towards the face to face communication. Throwing light on the above-mentioned statement it can be said that email plays the part of a villain in this case as it is highly changing the performance and the psychological outcomes of the employees in the workplace. For this particular study 48 employee was taken into account that interacted with their supervisor via email. The data that was collected for this study was completely based on the cardiac activity, engagement, task performance, mood, and energy. The findings from this study indicated that email had a negative effect on them and the quality of their work also degraded as the moods of the employees were greatly affected. Therefore the findings from this article are also completely relatable with the findings of article "A" and "B" (Giumetti and et al, 2013). 

Suggestion to the supervisor 

On the basis of the above-mentioned articles, there are some of the suggestions that can be presented to a supervisor with regards to stop using email communication and replace it with another mode of communication. The alternative electronic that can be used for replacing the email communication is likely to be the telephone was to some extent the purpose of the face to communication can be served and the misinterpretation will also hardly take place if this method is used (Zhang and Venkatesh, 2013).. A telephone call will be one of the most effective media of connecting the supervisor with the employees as it is one of the most personal ways of communicating. 

Disadvantages of email communication from the articles 

There are some of the disadvantages of using the email as the main tool for communication and the information is completely gathered from the articles which will be presented in this segment. Firstly, one of the main challenges for an employee is that they cannot think clearly about the content of the email that they will be sending to their managers and supervisors and it is the reason that their emails generally land up in the wrong box, for instance, spam that is completely ignored by the manager (Johri, 2011). Secondly, it has been also learned that the email is also perceived to be quite rude even if the person is not at all rude and in this scenario it ends up in the miscommunication that further affects the mood of the employee hampering the productivity. Lastly, another important element that email lacks is in the segment of the personal touch it is completely zero. 


The main findings from the three articles are: From the article "A" the main findings are: The email communication has generally a negative time impact on the workers and show that both of the recovery time, as well as the interrupt handling, exists. From the article "B" the main findings are: It has been noticed that the email communication is not at all confidential at all whereas the human resource information is quite confidential in nature. From the last article "C" the findings are: Email affects the mood of the employees to a great extent because email communication is generally perceived to be rude so it hampers the productivity also (Keyton and et al, 2013).


The entire study revolved around the main subject matter that is oral communication or the telephonic communication that is the substitute for the email communication is much better. The report and the argument are completely highlighted by using 3 articles that were against the email communication. It is also advised by the supervisor to consider telephonic communication instead of the email communication.

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Bishop, T. F., Press, M. J., Mendelsohn, J. L., and Casalino, L. P. (2013). Electronic communication improves access, but barriers to its widespread adoption remain. Health Affairs, 32(8), 1361-1367. 
Giumetti, G. W., Hatfield, A. L., Scisco, J. L., Schroeder, A. N., Muth, E. R., and Kowalski, R. M. (2013). What a rude e-mail! Examining the differential effects of incivility versus support on mood, energy, engagement, and performance in an online context. Journal of Occupational Health Psychology, 18(3), 297.
Johri, A. (2011, March). Look ma, no email!: blogs and IRC as primary and preferred communication tools in a distributed firm. In Proceedings of the ACM 2011 conference on Computer supported cooperative work (pp. 305-308). ACM. 
Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., and Wu, C. (2013). Investigating verbal workplace communication behaviors. The Journal of Business Communication (1973), 50(2), 152-169. 
Kupritz, V. W., and Cowell, E. (2011). Productive management communication: Online and face-to-face. The Journal of Business Communication (1973), 48(1), 54-82.
Marulanda-Carter, L., and Jackson, T. W. (2012). Effects of e-mail addiction and interruptions on employees. Journal of Systems and Information Technology, 14(1), 82-94.
Zhang, X., and Venkatesh, V. (2013). Explaining employee job performance: The role of online and offline workplace communication networks. Mis Quarterly, 37(3), 695-722. 

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