This document discusses a case study on effective communication through trust. It outlines several major communication barriers at a company, including a lack of transparency when an employee was assured of a job but then not selected during interviews. Other issues included conflicting statements from management and a lack of communication between employees and HR. To improve communication, the document recommends greater transparency, sticking to commitments, clarifying doubts, and making HR more accessible to resolve issues.

1. A CASE STUDY ON
Effective Communication
Should be done & developed
through TRUST
Done by:
Mridhula shri.M
Abhinandana.K
Divya darshini.A
Rupa Yasaswini.D

2. CONTENT
Introduction
Major Communication Barrier
Lack of Transparency
Over coming the situation
Mistakes committed by the management
Conflicting statements
Role of HR
Conclusion

3. INTRODUCTION
 Transparency, and sticking to the commitments are very
important while communicating.
 Effective communication is driven through loyalty and trust
of the people.

4. MAJOR COMMUNICATION BARRIER
Lack of communication with HR and team members.
Shantanu’s expectation was quite genuine.
 Major communication barriers were the lack of
transparency in communication, non- fulfilment of
commitment by Ravi which indeed led to lack of trust.

5. LACK OF TRANSPARENCY
 Yes, I think there was lack of transparency.
Because the company didn’t provide any of the
documentation, mails, or call letter.
So there is no guaranteed job for Shantanu’s extension of
three months internship.

6. OVER COMING THE SITUATION
To overcome the situation he could have hold the proposal of
Sheela.
After the confirmation of the permanent job he could have
confirmed it with her.
 He could have been very careful while handling this situation
because he has to think not only for his responsibility but
also for company’s benefit.

7. MISTAKES COMMITTED BY THE
MANAGEMENT
 Shantanu's project manager did the mistake by giving assurance.
 Ravi shouldn't have assured him, rather should have told him to
prepare well without giving any guarantee beforehand.
 He should have justified Shantanu at the end, stating him the
actual reasons for not hiring & should have clarified all his doubts.
 Shantanu should have been given with adequate time to make
necessary arrangement in the meantime & to make up himself for
the interview.

8. CONFLICTING STATEMENTS
Ravi’s earlier statement was "No need to worry. You can
decline your proposal from Sheela & also from other teams
if coming to you. Interview is just a formality. You are in.
Now don't think about your interviews much & concentrate
on your projects.
But his later Statement was "Our Company's policy says that
while recruitment it is the interviewer who decides the final
selection. The panel of your interviewers is not ready to hire
you.

9. ROLE OF HR
There should be an open door policy where employee can
approach HR with any sort of problem they have.
HR department should train those Managers without a
Management Degree about communication barriers. How to
tackle them. How to frame sentences so that they don't
deviate from their statements.

10. CONCLUSION
To maintain effective communication, maintaining
transparency within the company and sticking to its
commitment plays a very important role.
Doubts should be clarified and HR should resolve issues
Organizational structure should be designed in such a way
that it is easy for employees to sort out their problems with
HR and is genuinely clarified with the cause behind such
decisions.

11. THANK YOU