Read the case and answer the question each question 300-400 words

Based on the case, what are some potential communication barriers at Hofland Ltd? How might those barriers you have identified be avoided?

CASE - Small Business Communication Practices JOHN G. HOFLAND LTD. / John G. Hofland Ltd., a family- owned floral business located in Mississauga, Ontario, has been in operation since 1956. Over the years, Hofland has evolved into one of Canada's largest full-service floral wholesalers. They maintain two warehouse facilities, a retail store and office, and a fleet of 15 delivery vehicles. The company has two physical locations. Five employees work from the remote warehouse, about 6 kilometers from the main location where approximately 115 employees work. As a full-service floral wholesaler, John G. Hofland operates across North America, offering a wide selection of unique flowers and greens imported from around the world. Hofland also carries a selection of complimentary giftware. "Providing World Class selection of the highest quality products backed by unmatched service" is Hofland's driving business philosophy. They attribute their loyal customer base to their pursuit of this philosophy, which also drives company operations. In 2006, John G. Hofland Ltd. was recognized by the Great Place to Work Institute as one of the Best Places to Work in Canada. According to Debbie Montanera-Bojda, human resources manager at John G. Hofland Ltd., the culture at Hofland is casual, fast-paced and team-spirited. "Employees are willing to help one another. We are a seasonal business, which means we have weeks throughout the year that are extremely busy and extremely fast-paced." The president of the company is responsible for internal communication and for the corporate updates and smaller brainstorming sessions the company uses to engage employees in planning and problem-solving. The president encourages open communication. Hofland relies on a mix of formal, planned employee communications and informal employee communication practices. Informal communication is more frequently used and is characterized by an "open door policy" where employees are encouraged to speak freely and voice opinions or concerns to company management. According to Montanera-Bojda, the best way to learn about problems or inefficiencies is to speak to the employees. They know what will work best in their jobs and may have suggestions for improvement. At Hofland, major business decisions are discussed with employees. Decisions are first discussed at quarterly corporate update meetings where the president discusses business results or strategic plans. Later, smaller discussion groups are formed to brainstorm ideas, discuss concerns or offer suggestions. An example of an issue that was addressed through brainstorming sessions included streamlining procedures to improve productivity. Also, when the company was feeling the stress of "outgrowing their current warehouse," brainstorming sessions were held to discuss the implications of moving to a new location or splitting the business and the impact these issues would have on the cash-and-carry customers. Face-to-face communication is encouraged because questions can be thoroughly answered and additional questions can be fielded in a dialog. Other forms of communication the company uses to keep employees informed and engaged in the operation of the business include monthly printed newsletters, the quarterly corporate update meetings, meetings with supervisors/manages Pomme facility, e-mail discussed with employees. Decisions are first discussed at quarterly corporate update meetings where the president discusses business results or strategic plans. Later, smaller discussion groups are formed to brainstorm ideas, discuss concerns or offer suggestions. An example of an issue that was addressed through brainstorming sessions included streamlining procedures to improve productivity. Also, when the company was feeling the stress of "outgrowing their current warehouse." brainstorming sessions were held to discuss the implications of moving to a new location or splitting the business and the impact these issues would have on the cash-and-carry customers. Face-to-face communication is encouraged because questions can be thoroughly answered and additional questions can be fielded in a dialog. Other forms of communication the company uses to keep employees informed and engaged in the operation of the business include monthly printed newsletters, the quarterly corporate update meetings, meetings with supervisors/managers, postings throughout the facility, e-mail and attachments to pay slips. These more formal communication strategies are used to make announcements and provide business results, news of upcoming events; changes to benefits, health and safety news, and other information that affects everyone in the company. Supervisor and manager meetings, coupled with the president's message in the corporate address, encourage two- way communication. According to Montanera-Bojda, "We encourage employee feedback, suggestions and opinions. It is what keeps our employees engaged." Communication practices may change depending on the situation at hand, the immediacy of the information, and the impact it has on the business and employees. For example, a reminder about benefits coverage can be communicated through the newsletter and postings because this information is straightforward and does not require a reply from the employees. Situations in which feedback is requested from employees will require more face-to-face communications. Communication practices contribute to knowledgeable and engaged employees. "When employees feel like they matter to the company and that their job is important to the company's success, then they will work harder, as a team, for a common goal. Hofland does not formally evaluate its employee communication practices at this time. Participation in the Great Places to Work employee survey provides information that can be used to assess communication as one of many business components that contribute to a successful company