Which of the Following Is the Final Step in the Communication Process?

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Which of the Following Is the Final Step in the Communication Process?

The transmission or flow of information or a message from the sender through a designated route to the receiver, while overcoming impediments that slow it down is referred to as the communication process. The communication process is cyclic in nature, as it starts with the sender and ends with the sender in the form of feedback. Idea generation, message encoding, message transmission, message decoding, and feedback are the five processes in the communication process. The final phase in the communication process is to provide feedback. The receiver’s response to the sender’s message is referred to as feedback.

When the message has been effectively conveyed, received, and comprehended, the communication process comes to a close. The sender, in turn, receives a response from the receiver, indicating that he or she understands.

What Is the Procedure for Communication?

The communication process is a dynamic framework that outlines how a message is sent and received across multiple communication channels. Its purpose is to ensure that the communication is successfully decoded and that the receiver may provide feedback quickly and easily.

Components of the Communication Process That Is Essential:

The following are seven fundamental components of the communication process.

  • The individual who came up with the idea and wants it sent to the recipient is known as the sender.
  • Encoding is the process of describing or translating data into a message.
  • The sender’s message is the concept, information, or opinion that he or she wishes to convey.
  • The mechanism of sending the message is referred to as the communication channel.
  • Receiver: The message’s intended audience.
  • Decoding is the process of interpreting a message.
  • After decoding a message, a receiver’s response or action is called feedback.

What Are the Steps in the Communication Process?

The communication process is divided into seven steps, which are as follows:

1. The sender creates a message:

Communication begins with a thought. You must organize your thoughts in order to create a clear and actionable message.

2. The communication is encoded by the sender:

Once the sender has developed an idea, they must communicate it in a logical manner. To have a better understanding of the receiver’s communication style, ask appropriate questions.

3. The sender decides which communication channel will be used:

Consider how you’ll deliver your message. Your information should be organized in a way that supports your message through the communication channel you utilize. When making your decision, think about the four basic forms of communication channels: vocal, nonverbal, written, and visual.

4. The message is sent over the following communication channel:

The message’s medium should be selected by the sender. This will be determined by your relationship with the recipient, the message’s purpose, and the message’s urgency.

5. The message is delivered to the recipient:

The message is then delivered to the intended recipient. The message will be processed by the recipient according to the communication channel used by the sender.

6. The message is decoded by the receiver:

The sender’s message is subsequently decoded by the receiver. The receiver processes the information recognizes its context and evaluates its consequences at this level. One of the most important stages in the communication process is this. The effectiveness of the communication process is determined by the receiver’s ability to decipher the message.

7. The receiver responds by saying:

The most crucial step in the communication process is feedback. To examine and improve your future communication, ask questions corresponding to the receiver’s response.

What Is Feedback, And Why Is It So Important?

Feedback is considered as a contrivance that may be used to assist people to assess themselves and their work, as well as how they are seen by others. While employees and students require feedback, it is equally critical for leaders who believe in growth to solicit input, set an example, and serve as an inspiration to others.

What Role Does Feedback Play in the Success of an Organization?

When done correctly, the feedback process brings the team together for higher performance and keeps everyone on target. When done on a regular basis, it aids in the development of a transparent communication process and the elimination of duplicate errors, resulting in improved team understanding.

What Role Does Feedback Play in the Corporate World?

Feedback is crucial information that will be utilized to make key decisions. Top-performing firms are top-performing because they are constantly looking for ways to improve their best. Effective feedback benefits the giver and the receiver, as well as the organization as a whole.

When Does the Feedback Mechanism Take Place?

Feedback is the last step in the communication process. When the sender and recipient confirm that they have received each other’s communications, this occurs. Feedback can be either verbal or nonverbal. By asking questions or supplying as much information as the receiver can take, the sender can elicit feedback. The receiver can also give feedback by shaking their head or performing other movements that indicate whether or not they understood what was stated.

What Is the Significance of Feedback in Education?

Giving students feedback entails explaining what they are doing correctly and badly, with the emphasis on what the pupils are doing correctly. When a student is given an explanation of what is correct and incorrect about their work, it is most beneficial to their learning.

What Is the Importance of Receiving Feedback?

Feedback and opportunities to use that feedback help to improve and enhance, whether an individual, group, business, business unit, company, or organization, and that knowledge may be used to make better-informed decisions, according to both common sense and research.

What Is the Most Effective Form of Feedback?

The most effective type of feedback, to begin with, is impact feedback, which tells a person about the outcomes of their behavior without dissecting the intricacies, presuming motivation, or assigning blame.

The Importance of Giving And Receiving Performance Feedback:

  • Feedback on performance boosts motivation:

In comparison to management in the private sector, management in the public sector and government agencies is a different ballgame. Managers must engage employees with regular and consistent feedback in order to guarantee that the agency and its mission run as smoothly as possible. Continuous performance monitoring combined with timely, effective feedback will yield the best results. Managers can acquire a thorough grasp of an individual’s strengths and limitations through improving employee observation, assisting them in growing and developing with the agency, and so increasing their incentive to achieve.

  •  Performance is boosted by feedback:

The importance of feedback in enhancing performance cannot be overstated. Although constructive criticism can be misinterpreted as criticism, well-delivered constructive criticism can serve to enhance decision-making and performance. Employees will either be unaware that their performance needs to improve or will be stifled in their efforts to change owing to a lack of clear information on what will help them fulfill expectations if timely and honest constructive feedback is not provided.

  • Employee engagement is boosted by performance feedback:

Providing employees with regular feedback is critical to their professional development, and most employees seek it. As a result, continuous communication between employees and their managers is often linked to higher levels of engagement. When done correctly, it can drive employees to work better and serve as a tool for establishing and maintaining team communication.

  • Feedback as a career development tool:

Training programs, in particular, will help employees advance their careers while also increasing their commitment to the agency and their management. Finally, a good performance management system allows managers to create goals, provide regular informal feedback, and help employees grow. A performance management program, in conjunction with regular communication between employees and supervisors, helps to employee growth as well as the agency’s mission when done correctly.

Here Are the Best Parts of Effective Feedback, Each of Which Can Help Your Team

  • Effective feedback is specific, timely, meaningful, and candid:

Once we’ve established the correct purpose, we need to consider when and why we should give effective feedback.

  • Goal-oriented feedback is effective:

Feedback isn’t just about giving advice, praising someone, or evaluating them. A person must have a goal, take action to attain the goal, and receive goal-related information about his or her actions in order to get effective feedback. Your input should be directly related to the aims of the person with whom you’re speaking.

  • Effective feedback is future-oriented:

Effective feedback recognizes that you can’t change what has already occurred. Instead, you should be entirely focused on the future and how you may assist someone in altering their course to come closer to their ultimate goal.

  • It’s about the process, not the person when it comes to giving effective feedback:

Allowing your emotions to have a role in offering good feedback is one of the worst things you can do. Effective feedback should focus on the activity rather than the person. Never criticize the individual. Always be critical of others’ actions. And when you’re offering suggestions, focus on the acts rather than the person. This not only focuses only on the action that occurred and the action you’d like to see occur in the future, but it also emphasizes actions that someone has the authority to change, which is both empowering and respectful.

  • Effective feedback isn’t afraid to be negative:

It’s easy to avoid giving feedback because you’re afraid it’ll be misconstrued. We persuade ourselves that we don’t know what to say, that the action isn’t important, or that providing critique will harm our relationship with our teammate.

  • Positive feedback can be useful:

With so much emphasis on critical feedback and changing negative behaviors, it’s easy to overlook the fact that effective feedback is also about reinforcing and boosting positive behaviors that colleagues are currently engaging in.

  • Effective feedback does not make the assumption that it is correct:

You should always remember to keep your ego and emotions in check, even if you’re offering feedback from a position of strength. To effectively influence someone’s behavior, they must appreciate what you’re saying and trust that you are acting in their best interests. It all starts with a desire to listen to what they have to say.

  • Simple to comprehend:

Avoiding the issue, providing convoluted or sugar-coated comments can lead to confusion and misdirection. Feedback should be simple to comprehend, and the employee should repeat what was said.

  • A suitable amount:

An employee who receives too much feedback will become overwhelmed and confused. They are less likely to remember the feedback or take corrective action as a result of it. A change will not be affected if there is insufficient feedback.

  • Rooted in culture:

Foster an environment of continual feedback and professional development by embedding it in the culture. Feedback must be an intrinsic part of the job experience, encouraged among employees, and supported inside the firm in order to achieve this.

  • Focused:

Feedback should be directed at key outcome areas. Managers should focus on a few key areas that are critical to the company’s success and deliver feedback that is tailored to those areas. Feedback should also be tied to the company’s or department’s objectives.

  • Specific to the employee’s performance:

Managers should not add aspects in the feedback process that are beyond the employee’s control. They should assess whether the feedback is directly related to the employee’s performance before offering it.

  • Collaborative:

Allowing the employee to participate in the feedback process and propose solutions will make it easier for them to take the comments.

Conclusion

Feedback completes the communication process and guarantees that there have been no misunderstandings. The communication process has failed if suitable feedback is not supplied or if the feedback clearly shows that the message has not been understood. In communication, feedback is necessary to determine whether the recipient has comprehended the message in the same terms as the sender intended and whether he agrees or disagrees with the message. A person must have a goal, take action to attain the goal, and receive goal-related information about his or her actions in order to get effective feedback.

About the author

Indu has been educator since last 10 years. She can find all kind of scholarship opportunities in the USA and beyond. She also teach college courses online to help students become better. She is one of the very rare scholarship administrator and her work is amazing.

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