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Definition of middle management: Managers in an organization should have three skills for managing the company; they are technical skills, human skills and conceptual skills. Managers at the middle level management are called middle managers. They should have the moderate level of all these three managerial skills. They need to know some technical skills like how to use the computer, human skill that they can work well with the others, and conceptual skills like financial theory as well as marketing theory;; The use of managerial skills by different level of management Middle managers are under the level of top managers. They are able to design and carry out new systems, and also redirect staff responsibilities in different posts. Furthermore, as the middle managers have their fingers on the pulse of operations, they can conceive, suggest, and employ new ideas that the top managers may not have thought of. Problem 1: Upward communication Problem: The most serious problem middle managers encountered is the informatio n sharing with employees. Employees were reluctant to share bad news and ask questions. At the same time, Jeff also acted in the same way with his boss. It is seemed that they were afraid of making their boss unhappy by transmitting the bad news. This phenomenon is common to many middle managers with their subordinates in the workplace. Causes of the problem: Why are employees reluctant to share bad news? One of the explanations is that subordinates are rarely required to express their ideas and opinions. A manager in the article said that, his General Manager never ask how things are going on. The other factor is that employees worry about the consequences of communicating bad news. For example, if employees tell their boss something that is not expected to know, they are afraid that they would be fired. This can also explain why employees like using some indirect communication ways to report things to their managers or bosses. Solutions: Suggestion from the article for rectifying the upward communication problems is to encourage information sharing even there are negative news and information. As a manager, they are responsible to recognize the impacts their everyday communication behaviors have on their employees. Managers should let employees know they will listen to their problems openly and objectively. To do this, managers can practise listening skills by asking questions from employees and checking their perception rather than making judgmental statements. Another way to solve the problem is to take initiative and to be creative in some problem-solving activities. For example, managers can hold monthly meeting for discussion and expression of ideas with his colleagues. Problem 2: Downward communication Problem: For downward communication, middle managers offer insufficient concrete information to their employees. They are reluctant to explain the reasons behind making decisions. Thus, employees are often unclear with what they are required to do. This may bring employees’ dissatisfaction. Causes of the problem: It is known that managers are stated as upper level in the workplace, they have right to set up rules and regulations. They can distribute work to employees. Therefore, employees should follow the instructions given by the managers. It seems that employees have no right to ask anymore about the reasons for doing the assigned job. With management philosophy, people always place great emphasis on cultural leadership, vision, and symbolic management. However, we should know that concrete information is still needed at the right time and in the right place. Solutions: The possible solution for this problem is to communicate with employees by creating a clear picture for them. This can be done by telling them from the start that, the action to set rules or guidelines is to increase professionalism and to maintain consistency for all staff. It will be easier to enforce the rules if employees know the reasons behind any decision. When employees are asked to do a task, managers have the responsibility to tell subordinates why they should do, what and how they need to do. They also need to get feedback from employees in order to make sure the information conveyed in concrete and specific. Problem 3: Horizontal communication Problem: For horizontal communication problem, the middle managers faced the challenge of peers’ perspectives, defensiveness and reluctance of sharing information. Defensiveness is one of the most serious and frequent managerial communication. Many managers are already defensive before enter a conversation, and they also put the others on the defensive as well. They tend to withhold information between departments. If one of the managers takes a stronger leadership, others will be unpleased. This will result in personality’s conflicts and making people work together difficultly. Causes of the problem: Factor of the horizontal problem is the competition of resources between departments. Manager of a particular department would afraid of the other departments getting more resources or performing better than his own department. Therefore, they tend to withhold useful information. Also, the loyalty to a particular department causes managers to take a short-sighted view. They don’t handle communication with an open mind. This would result in rivalries, gossip, and back stabbing in the workp lace Without clear lines of authority, it would be easy for someone to take a stronger leadership role between colleagues and result in discordance. Solutions: Possible solution for solving this problem is to talk with other managers for ensuring smooth and effective management. Implementing of new ideas should be get approval from peers to remove any misunderstanding and worrying. This can help motivating the others to interact actively. To develop openness and trust is also an effective way. Managers can make a few changes begin by approaching all communication situations with an open mind, and practicing behaviors that are with reduced defensiveness. Being open-minded and try to understand how their colleagues think can help improving communication with peers. On the other hand, managers should try to describe problems that are bothering rather than making critical judgment. They should focus on finding solutions to problems instead of placing blame to their co-workers. Moreover, managers need to modify the wordings when dealing with controversial statements. It should be bear in mi nd that showing concern for the others can reduce the feeling of defensiveness.