grapvine

1. Introduction
A grapevine is a communication system or process that is barely an informal communication
system. It consists of gossip and rumors. More extensive information can be transmitted via screw
communication system. However, there are some negative ideas about the grapevine
communication system. The grapevine is born from social interactions. It is just as extravagant,
dynamic and diverse as people. It is an exercise in freedom of expression, a natural and normal
activity (Keith Davis). For example, the grapevine spreads like a fire, and finding the cause of this
communication is not easy.
Overview
M. M Noorbhoy is a construction manufacturing company which situated in Sri Lanka. This
company provides the complete interior and hardware solutions. Grapevine generally develops for
a variety of reasons. One is that employees feel anxious when the organization faces a recession.
In addition, employees may not be confident. In other words, employees form a union. Managers
may prefer employees who show incentives and give different feelings to other employees.
Therefore, if employees feel the need to exchange opinions, they go to the Grapevine network.
This is because it is not possible to use a formal communication channel.
Problem Identification
Usually During the breaks in M.M Noorbhoy and the subordinates talk about the attitude and
behavior of their leader and exchange opinions with their colleagues. They discuss rumors about
the promotion and transfer of other employees.
Most inactive gossip and gossip is spread by random free-flow and random networks, including a
number of people who are not necessarily connected by an organizational thread.

2. Grapevine networks are generally criticized for their extensive capabilities. The characteristics of
grape communication can be discussed both positively and negatively. There is no formal
management of grapevine. This makes the communication system more flexible than other
communication methods. In fact, there is no administrative control over the screw communication
system (Pooja Shukla, 2018). Therefore, M.M Noorbhoy had to face critical scenario as this
grapevine.
Data
Noorbhoy Company has 60 employees in the all departments. Number of 12 managers are there.
Out of 60 employees 45 employees are believe this grapevines. To understand the importance of
grapevine communication, leaders need to first understand why this happens. At work, the
situation may change quickly. This is more critical scenario for the M.M Noorbhoy and the
managers should take immediate solution for control this situation. Therefore, they are collected
data through participatory observation. They have identified root cause of the grapevine.
Analysis
This companies has a vision of where they want to go in the future and detailed plans and strategies
to get there. However, there is a big difference between developing a strategy on paper and actually
implementing it. Without a leader, all these values are only on paper. Since employees are almost
always looking for their interests, they never see the eyes of the day. If team members do not do
their part, this can be catastrophic. Sometimes the problematic person experiences a moment of

3. testing. Leaders are responsible for supplying energy to everyone, so that the activities can run
smoothly. The team must know that the leader is aware of the dissatisfaction. Meanwhile, the
leader can also transfer his positive attitude and energy to the team. But, the leaders of M.M
Noorbhoy did not take those responsibilities regarding the employees. That’s why the roomers of
this company spread those negative massages among the employees.
Formal communication focuses on the message the company wants to convey, and considers it
appropriate and manages the areas that management currently considers right. Because it provides
information that employees care about, provides details that employees want to know, and is
distributed when employees are interested. Gossips range from groups that are divided into groups
(such as different departments) through people who are attracted to intermediate positions, creating
factional connections. These brokers control the flow of gossip and retain much power (Carol
Kinsey, 2013).
To manage this critical scenario managers decided to conduct new programs, new hires, layoffs
and new exchange implementations are all things workers must consider every day. As a result,
employees want to know about events that may affect business days, which may not be filtered by
senior management. Coupled with the fact that humans are born with a desire to communicate with
others and increase their sense of belonging, you are living a very active life. Although this
communication is informal, it is still important for leaders to understand the impact of
communication on the work environment.
Conclusion
Management decision makers often need to develop policies and strategies with a long-term
perspective. Managers typically help you identify only part of the long-term strategy to their
employees and stay focused on short-term goals. Therefore, what is going on behind the door of
the high level meeting must keep the secret and keep the secret of the high level (Reina & Reina,
2009). If management doesn't have enough information about your organization's policies, goals,
and routing, your voice will thrive across borders. Lack of access to information and emotions and
uncertainty are the reasons behind the negative consequences of screws. Managers should give
employees sufficient access to information and security sentiment. If the situation is unpredictable,
unstructured, unplanned, or out of control of a person or party, grapevine will spread. Therefore,

4. it is the best way to manage and control it to provide employees with accurate and substantial
information about the situation. Managers must collect false submissions and provide appropriate
information. Before managers make a decision or action, they should consider the potential impact
on groups and informal systems in the organization. Management can use the screws as a
barometer of public opinion within the organization or feel the heart rate of employees in certain
situations. This will certainly help them make the right political decision.
Moreover, the management needs to find out who is the most aggressive informal group to vine.
These people need to be thorough and knowledgeable so that false voices that cause excitement
and uncertainty do not spread among employees. Managers need to realize that the workplace
community is maintained not only by work itself, but also by informal relationships. Therefore,
leaders must sincerely seek to integrate their interests with those of informal groups. If managers
can build trust with their employees, it is easy to eliminate the negative effects of grapes.
Even if the executive team puts a lot of effort into it, it is not the same as stopping the
communication of grapes between employees and employers. Communication, after all, is a
natural human activity. There are several ways to deal with grape communication, but then this
company can use it as a medium-sized channel between employers and employees in this
organization. Organizations should not eliminate grape communication because they can help
employees do their jobs.
Recommendation
Set Limitations for Informal Communications
Leaders can't determine what they say, but they can let employees know what the boundaries are.
Languages considered intimidating, racist or inflamed should be prohibited. Leaders must be true
to this by establishing zero-tolerance rules that do not protect this type of interaction.
Explicate How the Organization Communicates
Surprisingly, some employees may not know how they can hear from senior management. This
allows you to create uncertainty, wait for employees to hear feedback and wait for decisions from
senior management. Leaders must be clear whether communication is given directly, by e-mail or
other means.

5. Do Not Be seated on a Rumor
If there are tweets around the company that are not inflamed but not true, act quickly and dispel
the information. The more time something moves, the more employees tend to believe it and react
to it.
Create an Information Distribution Plan
All leaders want to stop the wrong information at the source, but this is not always possible.
Therefore, executives need to work with marketing departments and PR teams to come up with an
information-spreading plan that can be used in case of difficulties or to address serious voices that
find themselves too big on their way organization. You'll need an overview to address the story,
what's important to your organization and discuss whether it's true or false.
Examination the Waters
Leaders should share information to get employee feedback on new procedures, policies, or
departments immediately. Management should have a plan to explain the voice so that employees
do not diminish trust.
In summary, individual work has a great personality in one's life, so one's work often dominates
the perception and behavior of the person. If a management decision is recognized as a threat to
an individual's work, his interest in him is to develop the desire to feel unhappy and to control and
in adverse conditions Gossip.

6. References
Baerjee et al, Managers’ Perspectives on the Effects of Online Grapevine Communication: A
Qualitative Inquiry, The Qualitative Report, 2015.
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Business-achievers.com. (2019). How to Avoid Grapevine Communication in Order to Improve
Efficiency. [online] Available at: https://www.business-achievers.com/general/avoid-grapevine-
communication-order-improve-efficiency [Accessed 30 Oct. 2019].
Blog, A. (2019). Definition and Types of Grapevine Communication. [online] Articles-
junction.blogspot.com. Available at: http://articles-junction.blogspot.com/2013/08/define-
grapevine-communication-and-types.html [Accessed 30 Oct. 2019].
BA Knowledge Base. (2019). How to Manage Grapevine Communication in an Organization?.
[online] Available at: https://www.mbaknol.com/business-communication/how-to-use-the-
grapevine-effectively-in-business-organizations/ [Accessed 30 Oct. 2019].