Through the interpersonal communication process, people maintain and adjust this self-image. The paradigm of human communication is dyadic: two people have a conversation. However, humans have always sought means of extending and enhancing face-to-face communication.
New technology as extended the reach of communication as well as altered the way human relate information to each other.
First, media have had a powerful impact on people’s initial perceptions of other interpersonal transactions. Second, they have influenced the manner in which information about other transactions is processed and interpreted. Third, media distracts persons from the gathering the kind of information they need for effective interpersonal communication.
Models of the interpersonal communication process provide the basis for understanding the complexities of organisation communication.
In the Workplace
Performance appraisal is an interpersonal communication process. Even between two people, it is often not done well. Automating the process is a waste of money and time, and HR departments that go that route are doing charitable work for the vendors of the software. Perception is a vital aspect in the interpersonal communication process. How we perceive ourselves and others affects the way we interpret messages and how we handle ourselves in a given situation.
Beliefs, expectations, hopes, and the other thoughts of both parties affect the interpersonal communication process. People often assume they have successfully delivered or understood a message when in reality they have not. Communication involves more than just talking. It also takes deciding what to say and how, listening, “decoding” signals—words and body language—and checking back on the accuracy of interpretation.
The Ultimate objective of an organization can be attained by maintaining an effective interpersonal communication process, which is an essential part of the organizational behavior study.