Use our essay title generator to get ideas and recommendations instantly
Organizational Communication: Success and Failure
Communication with others is an essential and necessary thing everywhere. Students have to communicate with their teachers and classmates and employees have to communicate with their clients and boss. There are many factors that affect how communication goes (American Psychological Association, 2013). The purpose of this essay is a reflection of the successes and failures of real-life organizational communication. The focus will be on a work organization of communication .The aim of this essay is for you to critically evaluate the effectiveness of communication by way of a successful and unsuccessful communication. The essay will give a description of two communication scenarios within the work organization. This will include what the context or situation was, who was communicating to who, where, when, how and why communication was taking place. This will be followed by an evaluation of whether the communication attempt was a success or…
Anderson, M.(2013). Factors of Effective Communication. Retrieved September 17, 2013 from http://smallbusiness.chron.com/factors-effective-communication-3183.html
Ruquet, M.E. (2010). Communication Failures Can Cripple Tone-Deaf Organizations, Agents Warned. Retrieved September 17, 2013 from http://www.propertycasualty360.com/2010/05/31/communication-failures-can-cripple-tonedeaf-organizations-agents-warned
Tanner, R. (2013). Organizational Change: 8 Reasons Why People Resist Change. Retrieved September 17, 2013 from http://managementisajourney.com/organizational-change-8-reasons-why-people-resist-change/
Fosset, J, J. (2010). Communication is the key to organizationalsuccess. Retrieved September 17, 2013 from http://thestrategicadviser.blogspot.com/2010/12/communication-is-key-to-organizational.html
Organizational Communications and Trust
At the foundation of any successful organization and its communication practices, systems and procedures is a very solid foundation of authenticity, transparency and trust. These three elements must pervade a corporate culture in order for it to attain a high level of performance and continued growth in turbulent times (Birasnav, angnekar, Dalpati, 2011). The highest performing companies have created a culture that celebrates and actively promotes organizational communication. Transformational leaders have been shown to be the catalyst of exceptional organization communications being attained and a culture of trust created and sustained (Dionne, Yammarino, Atwater, Spangler, 2004). The leader of any organization is the one ultimately responsible for creating this foundation of trust that enables highly effective organizational communications. It is the intent of this analysis to evaluate how this can be achieved.
Analysis of a Leader's Impact on Organizational Communications
Ultimately it is the leader of…
Berson, Y., & Avolio, B.J. (2004). Transformational leadership and the dissemination of organizational goals: A case study of a telecommunication firm. Leadership Quarterly, 15(5), 625-646.
Birasnav, M., Rangnekar, S., & Dalpati, A. (2011). Transformational leadership and human capital benefits: The role of knowledge management. Leadership & Organization Development Journal, 32(2), 106-126.
Crawford, C.B. (2005). Effects of transformational leadership and organizational position on knowledge management.Journal of Knowledge Management, 9(6), 6-16.
Dionne, S.D., Yammarino, F.J., Atwater, L.E., & Spangler, W.D. (2004). Transformational leadership and team performance. Journal of Organizational Change Management, 17(2), 177-193.
Moreover, they treat the employees with a tremendous amount of respect and look for their input. "Participative leaders allow employees to have input into the organization's decision-making processes" (yckman, 2011). Liza and Samuel treat all of their employees as if they are valued. However, the one area where Sammy's Sammies may need to improve in the participative leadership arena is in the treatment of the child-employees. While other employees' are valued for their input, both Liza and Samuel may be quicker to dismiss their children's input than the input from other employees. There is some blurring of the parent/boss line that is probably inevitable in a family-owned business and which, at this time, is not really detrimental to the business. However, one can see the possibility of this becoming a problem in the future as the children age and are less under the control of their parents.
Sammy's Sammies excels…
Baker, K. (2002). Chapter 13: Organizational communication. Retrieved November 14, 2011
from Air University website: http://www.au.af.mil/au/awc/awcgate/doe/benchmark/ch13.pdf
Baker, K. (2011). 10 methods to improve organizational effectiveness. Retrieved November
14, 2011 from Bright Hub website: http://www.brighthub.com/office/human-resources/articles/112905.aspx
Operational reporting is a key part to the every day grind of a business. It helps the flow of daily operations while providing fast and reliable reports of day-to-day activities. All businesses have some elements in common with how they report data; yet, despite genre, the importance of operational reports remains high in any industry.
There are a number of crucial elements that would need to be in operational reports for various types of organizations. It is obvious that businesses operating in different industries will have different interests and necessities based on the individual nature of their genres. Still, there are a number of similarities that are often found across genre boundaries, especially in the case of the more detailed operational report. Any and all sales type organizations will need to cover transaction data in operational reports (). This is one of the top categories in…
Lesikear, R.V., Flatley, M.E., & Rentz, K. (2008). Business Communication: Making Connections in a Digital World. 11th ed. Boston, M.A.: McGraw Hill.
Programing Pool. (2010). Advantages and disadvantages of operational reporting. PPR. Retrieved August 8, 2012 from http://www.programming-pool.com/blog/operational-reporting.html
Interview Overview -- Management in Health Care
For the purposes of this assignment, I interviewed an individual at a local hospital, to ask them, from a management perspective, what the challenges were in the present health care industry. Overall, when assured of confidentiality, the individual responded to me that health care presents some of the most difficult emotional and practical challenges, from a management perspective, for any management-level administrator. One of the most difficult organizational communication challenges is negotiating the completely different perspectives of the health care professionals in the arena of care, such as the doctors and nurses, with individuals at the hospital primarily concerned with cutting costs and fulfilling administrative, rather than care giving functions.
However, even doctors, nurses, and other practitioners primarily concerned with care can be at odds amongst themselves. In today's cost-cutting environment, nurses are often called upon to perform the tasks of…
Management of Organizational Behavior-Leading Human Resources
Organizational Communication: Leadership Communication -- to the organization
No communication or group interaction where information is transmitted, whether via one individual to another worker, between members of a work group, or even from a founding CEO to his or her larger organization, begins with an immediate sense of trust and rapport. Rather, just as at a social party, there is an icebreaking period, followed by a heated period of involvement and then an increasing level of comfortable association. Likewise, all acts of organizational communication to some degree exhibit a tenuous staring period, a formal or informal engagement of the tasks at hand, and then finally a gradual cooling-off process. One way to think of this process is as follows: (1) forming, (2) storming, (3) norming (4) performing.
Dr Bruce Tuckman published this Forming, Storming, Norming, and Performing model in 1965 (and added…
Business Balls. (2004) "Tuckman forming storming norming performing model." Retrieved 9 Jun 2005 at http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm
Clark, Donald. (1 Jan 1990) "Leadership and the Tuckerton Model." Big Dog, Little Dog Website. Retrieved 9 Jun 2005 at http://www.nwlink.com/~donclark/leader/teamsuv.html
Group Dynamics. (15 Aug 2004) "What are the stages of group development?" Retrieved 9 Jun 2005 at http://www.wilderdom.com/group/StagesGroupDevelopment.html
The use of different surveys, are more of an informal approach that can be used to: indirectly solicit new ideas and help to corroborate if the strategy is working. This works in conjunction with formalized structure, to provide an overview, as to how the strategy is being accepted and what specific tactics need to be utilized to increase its effectiveness.
Externally the assessment strategy will provide a formalized structure, by showing overall views that the community has about KUSD. Where, the various interviews will help to indentify the opinions of select members of the community. The different surveys would serve as informal mechanism of indentify ways that the image can be improved and what possible challenges could lay ahead. This is significant, because this strategy will provide the board with: the general effects that it is having and what specific actions, they could take to address this issue in…
Downs, C. (2004). Communication Audits. Assessing Organizational Communication. (pp. 1 -- 20). New York, NY: Guliford Press.
Downs, C. (2004). The Interview. Assessing Organizational Communication. (pp. 76 -- 86). New York, NY: Guliford Press.
Gillis, T. (2006). Organizational Culture. The IABC Handbook of Organizational Communication. (pp. 33 -- 42). San Francsico, CA: Josey Bass.
Ihlen, O. (2009). Commentary. Public Relations and Social Theory. (pg. 349). New York, NY: Routledge.
Managing Change at Wal-Mart
Wal-Mart is among the unique success stories in the business world. Founded by Sam Walton in 1962, the company has expanded to become the largest corporation in the world. The success of this company can be attributed to a range of strategies culminating to higher productivity and reduced costs than competitors. These strategies allowed Wal-Mart to earn a high turnover while charging low prices. egardless of all the success, the company is experiencing problems. Even with the long-term held belief that workers must be treated well; the corporation has been a target of the workers, citing discrimination and working for long hours without overtime pay. All these warrant the need for change.
Understanding shared vision and organizational culture is a key determinant of success in introducing change. It is certain that in the organization, there will be resistance to change. Employees' basic way of life is…
Kezar, A.J. & George Washington University. (2001). Understanding and facilitating organizational change in the 21st century: Recent research and conceptualizations. San Francisco: Jossey-Bass.
Mohan, M.L. (2013). Organizational communication and cultural vision: Approaches for analysis. Albany: State University of New York Press.
Yaeger, T.F., & Sorensen, P.F. (2009). Strategic organization development: Managing change for success. Charlotte: Information Age Pub.
Strategic Organizational Communication
Description of the Organization
In this discussion, my organization of choice will be McDonald's Corporation. On its website, the firm describes itself as a "leading global foodservice retailer with more than 35,000 local restaurants serving nearly 70 million people in more than 100 countries each day" (McDonald's, 2014). Like any other company keen on reflecting its intentions, McDonald's has a clear and precise mission statement that reads:
McDonald's brand mission is to be our customers' favorite place and way to eat and drink. Our worldwide operations are aligned around a global strategy called the Plan and Win, which center on exceptional customer experience -- People, Products, Place, Price and Promotion. We are committed to continuously improving our operations and enhancing our customer's experience (McDonald's, 2014)
The company also has well-defined values that not only shape its culture but also support its vision. These values include; enhancement of…
Barker, R. & Angelopulo, G.C. (2005). Integrated Organizational Communication. Lansdowne, Cape Town: Juta and Company.
Ben-Achour, S. (2013). McDonalds Fast Food Advice Becomes Corporate PR Lesson. Retrieved from http://www.marketplace.org/topics/business/mcdonalds-fast-food-advice-becomes-corporate-pr-lesson
McDonalds. (2014). Home Page. Retrieved from http://www.mcdonalds.com/us/en/home.html
O'Guinn, T., Allen, C., Semenik, R. & Scheinbaum, A.C. (2014). Advertising and Integrated Brand Promotion (7th ed.). Stamford, CT: Cengage Learning.
Likert's Four System's Theory And Organizational Communication
Within the organizational structure communication is key to overall success, efficiency and productivity. Understanding the elements that make-up successful communication within the organizational construct plays a huge role in shaping a corporation's culture and collected sense of morale. By providing all levels of the corporate structure with clear and open lines of communication facilitates trust and builds leadership qualities amongst subordinates. One can look at different theories and methods that focus on communication as a key tool for managers to gain deeper understanding of organizational behaviors and the meanings behind certain behaviors. Within the corporate setting, people communicate with different intentions to different people down the chain of command. Likert's theory of Four Systems believes in caring and nurturing employees to improve organizational operations and output. This theory believes an organization can function along a continuum of four systems or style of leaderships…
Anderson, C.M., and Martin, M.M. (1995). Why Employee speak to Coworkers and Bosses. The Journal of Business Communication, 32, 249.
Brown, B. (2000). Organizational Communication Theories: Likert and Four Systems Theory. Retrieved June 5, 2005 from the World Wide Web: http://physinfo.ulb.acbe.cit_courseware/research/theories3.htm
ChangingMinds.org. (2005). Likert's Leadership Styles. ChangingMinds.org Web site. Retrieved June 5, 2005 from the World Wide Web: http://changingminds.org/disciplines/leadership/styles/likert_style.htm
Herzberg, F. (2005). Likert management systems and styles. Accel Team Web site. Retrieved June 5, 2005 from the World Wide Web: http://www.accel-team.com/human_relations/hrels_04_likert.html
New Communication Structure for an Organization
Communication skills are crucial to the survival of people and organizations throughout the globe. Actually, people and organizations increasingly depend on communication skills in order to achieve goals, meet needs, and realize expectations. The significance of communication is the survival of mankind is demonstrated in the rapid technological advancements, which are geared towards improving communication across geographical boundaries. For organizations, communication is the premise through which workers perform their respective jobs and responsibilities towards the achievement of established organizational goals and objectives. This paper outlines a proposal for the establishment of a new communication structure in an organization based on important concepts. In this case, the author examines five vital concepts for effective communication in an organization. Effective communication in an organization is realized through establishing an appropriate communication structure based on important concepts for successful communication.
The modern working environment comprises…
Anaeto, S.G. (2010). Managing Organizational Culture for Effective Communication. Medwell Journals, 5(2), 70-75. Retrieved from http://www.medwelljournals.com/fulltext/?doi=sscience.2010.70.75
Brubaker et al. (2014). Conflict Resolution in the Workplace: What Will the Future Bring? Conflict Resolution Quarterly, 31(4), 357-386.
Kandlousi, N. S. A. E., Ali, A. J., & Abdollahi, A. (2010). Organizational Citizenship Behavior in Concern of Communication Satisfaction: The Role of the Formal and Informal Communication. International Journal of Business and Management, 5(10).
Mayfield, J. & Mayfield, M. (2002, June). Leader Communication Strategies: Critical Paths to Improving Employee Commitment. American Business Review, 89-94. Retrieved from http://uthscsa.edu/gme/documents/LeaderCommunicationStrategies.pdf
China, India, and Nigeria have all had difficult relations with the est. But the examples of Bank of America and al-Mart show that a nation can put the past behind, if there are sufficient economic incentives to do so, and if the existing organization capitalizes on local strengths, such as a need for jobs, profitable wages for both the local population and the outside organization, and the desire for foreign capital. In the case of India, India has benefited from the influx of foreign money and technical knowledge, while the foreign company benefited from local technological know-how, a common language, and new technology to make outsourcing of it jobs profitable. China created cheaper goods for American consumers and generated a new base of consumers in China. But Halliburton failed to show respect for Nigerian environmental regulations, and paid the price in profits.
Agencies. (23 Nov 2004) "al-Mart concedes…
Agencies. (23 Nov 2004) "Wal-Mart concedes China can make unions. China Daily. Retrieved 19 May 2005. http://www.chinadaily.com.cn/english/doc/2004-11/23/content_394129.htm
Bank of America earmarks $175M for operations in India." (10 May 2005) Sacramento Business Journal. Retrieved 19 May 2005 at http://sacramento.bizjournals.com/sacramento/stories/2005/05/09/daily12.html
Halliburton hit with Nigeria ban."(20 September 2004) BBC World News. Retrieved 19 May 2005 at http://news.bbc.co.uk/2/hi/business/3674370.stm
Jingjing, Jian. (29 Nov 2004) "Wal-Mart's China inventory to hit U.S.$18b this year." China Daily. http://www.chinadaily.com.cn/english/doc/2004-11/29/content_395728.htm
Part I: Description of the Organization
Tesla is a niche-market company organization that manufactures electric vehicles and batteries to advance the green energy movement in the modern world. Guided by the vision of the CEO, Elon Musk, Tesla began its car business by provided luxury brand vehicles under two models, the Tesla Model X and the Tesla Model S. Recently, the company has been working on mass production of a lower-priced brand, the Tesla Model 3, for consumers not in the market for luxury vehicles. Tesla’s mission statement is: “to accelerate the advent of sustainable transport by bringing compelling mass market electric cars to market as soon as possible” (Tesla, 2013). At the core of its business is the concept of providing a product that promotes sustainability and that does not rely upon the burning of fossil fuels for vehicle transportation. Tesla’s electric vehicles are battery powered rather…
Communication Climate in My Organization
Communication climate is defined as the network of personal relationships within an organization or the atmosphere of personal relationships/interactions within an organization (Mack, n.d.). Communication climate is an important aspect in the operations of an organization since its regarded as the glue that makes relationships within the organization to run smoothly. This concept is also regarded as the tone or mood of interpersonal communications that affect how people within an organization feel and perform their jobs. Communication climate is divided into two i.e. supportive climate or defensive climate. Supportive communication climate is an atmosphere that encourages open flow of information, enhanced employee participation and engagement, and constructive conflict. On the other hand, defensive communication climates are atmospheres that obstruct cooperation and hinder effective flow of information. This blog describes the communication climate in my organization and how it affects motivation and organizational/team commitment.
TANSACTIONAL ANALYSIS MODEL
Communication plays an extremely important role in the success of any organizational culture. How employees and management communicate with and respond to each other is what determines the level and type of communication that exists in the organization. In this connection, Transactional Analysis Model can help in identification of problems/conflicts that exist in communication method and offer useful suggestions. In short TA model can be effectively used to understand and analyze behavior of different organizational members. Transactional analysis Model was developed by Dr. Eric Berne MD in 1960s and it ruled the world of communication theories during the next two decades. It is still used widely to remove communication blocks. Transactional Analysis Model works on two important concepts: a) every person has three sides to his personality and b) when two people communication, one of these sides is evoked leading to a transaction.
It is important…
James, Muriel: Transactional Analysis for Moms and Dads. Addison-Wesley. Reading, 1974
Laurel J. Dunn Communication: Information Conveyed Through The Use Of Body Language, Department Of Psychology, Missouri Western State College, 1999
This is exacerbated by the problem that Carmen is close friends with the owner Kenneth. Kenneth has a similar conflict management style to Carmen. He can be extremely nice when dealing with people casually, but whenever a problem arises like Carmen he makes excuses, avoids the problem, tries to pass it on to someone else, or resorts to texting or faxing messages rather than confronting complaints. Their favorite 'nonverbal' communication strategy is simply not being there.
A failure to listen is one of the most common workplace communication problems. "When people or groups are in conflict, communication between them tends to get worse and worse. As a conflict escalates, people limit their direct contact with people on the other side, because such conflict is uncomfortable or threatening….Eventually all direct communication between parties may be cut off. Sometimes, communication is cut off in protest" (Lack of communication channels/avoided communication, 2005, OTPIC).…
Craig, Suzanne. (2012). What restaurants know (about you). The New York Times. Retrieved:
Lack of communication channels/avoided communication. (2005). Online Training Program
on Intractable Conflict (OTPIC). Retrieved:
Communication in organizations includes all the means, both formal and informal, by which information is passed up, down, and across the network of managers and workers in a business. These various types of communication may be used to distribute official information between workers and management, to trade hearsay and rumors, or anything in between. The dispute for businesses is to control these countless communications so they serve to advance customer relations, encourage employee satisfaction, build knowledge-sharing all through the organization, and most significantly, improve the firm's competitiveness (Communication in Organizations, 2012).
Communication is one of the most prevailing and important activities in organizations. Basically, relationships grow out of communication, and the functioning and survival of organizations is based on effectual relationships amid individuals and groups. Additionally organizational capabilities are developed and carried out through intensely social and communicative processes. Communication helps people and groups manage activities to attain goals, and…
Aul, P. & Siira, K. (2010). Organizational Communication and Conflict Management
Systems. Nordicom Review, 31(1), p. 125-141.
Berger, B.K. (2008). Employee/Organizational Communications. Retrieved from http://www.instituteforpr.org/topics/employee-organizational-communications/
Boesky, J. (2011). Active Listening. Retreived from http://www.johnboesky.com/activelistening.php
Employees become frustrated and develop negative views concerning management. Any animosity that the employee may exhibit could result in workplace violence. If employees are terminated or laid off under such conditions, resentment could lead to violence (Chenier 1998)." stressful work environment can also lead to poor service and customer dissatisfaction (aner 1995). In severe cases, problems communicating in the workplace can lead to the demise of a business or enterprise. Therefore, it is vitally important that workplace communications problems are addressed in a timely and appropriate manner. Over the next few paragraphs, we will discuss how communication problems in the workplace can be resolves.
Resolving Communications Problems in the orkplace
Stoppler (2005) explains that problems communication in the workplace will always exist to some extent. Therefore, managers and employees alike must find ways to resolve these conflicts. The author argues there are ten ways that communication problems in the workplace…
Brownell, J. (1994). Managerial listening and career development in the hospitality industry. Journal of the International Listening Association, 8, 31-49.
Carmichael, K. (1996). Conceptualizing Business Communication. The Journal of Business Communication, 33(3), 327+. Retrieved Chenier E. (1998) the Workplace: A Battleground for Violence. Public Personnel Management. Page Number: 557.
Cooper, L.O. (1997). Listening Competency in the Workplace: A Model for Training. Business Communication Quarterly, 60(4), 75+..
Communication in Organizations
Define organizational culture and provide analysis of organizational culture relating to role, power, people and task culture as discussed by Charles B. Handy (1994) "Understanding Organizations"
Organizational culture is many things including the values and behaviors an organization and its members adopt to create the environment in which they work. esearchers have struggled for decades to define organizational culture as one thing or another. They have also worked diligently to define what skills or components are necessary to promote a successful 'culture' within an organization. To understand how organizational culture can benefit any enterprise one must first define organizational culture.
Organizational culture is defined differently depending on who you talk to. There are several consensus opinions however about what organizational culture includes. Organizational culture includes the morals, values, beliefs and strategies a firm and its employees or managers adopt to conduct business successfully (Bonache & Cabrera, 1999).…
Bonache, J., Cabrera, E.F. (1999). "An expert HR system for aligning organizational culture and strategy." Human Resources Planning, 22(1): 51.
Handy, C.B. (1994). Understanding Organizations. New York: Penguin.
Hansen, D.A. (2005 -- March). "Total Quality Management." Available:
Organizational eframing Program
Four Frames of Organizational eframing
Human esource: -
Structural Contingency Theory
Structural Contingency Theory in Human esource Management:-
Social Network Analysis
Impact of reframing plan and ethical issue's
Impact on the department being reframed:-
Impact of reframing on other departments:-
The study shows an organizational plan of a department. The aim of the study is to emphasize on how the theory of organizational life is applicable with the help of utilization of the action research process.
eframing means to redirect or change the way of thinking and look at things with a complete different mindset. In simple terms reframing is change of plans or basic details of an idea. Looking at events from a complete different mindset helps you to avoid individual biases. It also emphasizes the importance of adjustments and flexibility in the organization. The process of reframing suggests finding out…
Hatch, M.J. (2006), "Organization Theory: Modern, symbolic, and postmodern perspectives." 2nd Ed. Oxford University Press
Kanigel, R. (1997). The One Best Way, Frederick Winslow Taylor and the Enigma of Efficiency. London: Brown and Co
Robbins, Stephen P. (2004) Organizational Behavior - Concepts, Controversies, Applications. 4th Ed. Prentice Hall
Fredric M. Jablin, Linda Putnam (2000). The new handbook of organizational communication: advances in theory. p.146
This means training that is focused on increasing the knowledge economy of the transforming firm rather than in simply standardizing processes. According to the text by Chapman (2009), this may even call for a change in the linguistic approach to this process. Chapman advises that "training implies putting skills into people, when actually we should be developing people from the inside out, beyond skills, ie., facilitating learning. So focus on facilitating learning, not imposing training." (Chapman, p. 1) It is conceivable that an appeal to this approach might have spared much of the uncertainty that permeated Cutting Edge Paper during and after the changeover in ownership.
Another recommendation is for the opening of dialogue during the process of transformation so that leadership can become more attuned to the needs of personnel. It is conceivable that during this transformation and Cutting Edge Paper, some ambiguity might have been reduced if leadership…
Chapman, A. (2009). Organizational Change, Training and Learning. BusinessBalls.com.
Corley, K.G. & Gioia, D.A. (2004). Identity Ambiguity and Change in the Wake of a Corporate Spin-off. Administrative Science Quarterly, 49(2).
Eisenberg, E.M. (1984). Ambiguity as Strategy in Organizational Communication. Communication Monographs, 51, 227-242.
Eustis, J. & McMillan, G. (1997). Technology Initiatives and Organizational Changge: Higher Education in a Networked World. CAUSE '97.
The Power of Communication in Organizations
The unifying dynamic of all successful organizations is communication. The foundational elements of all successful collaboration, coordination and the synchronization of complex systems and tasks are predicated on a multifaceted and well-integrated communications network across an enterprise (Smeltzer, Glab, Golen, 1983). The highest performing organizations often have the most agile, open and knowledge-rich networks of their industries, making tacit and explicit knowledge easily shared across the entire ecosystem (Huseman, Alexander, Driver, 1980). When an organization's communication channels at the individual, group, division and corporate level are stifled or limited, productivity and eventually profitability will suffer. The upward and downward flows of communication within an organization determine the level of agility the company achieves as well (Huseman, Alexander, Driver, 1980). The goals of this analysis are to evaluate what happens in an organization when communication is limited, and second, how downward and upward communication…
Eisenberg, E.M., & Witten, M.G. (1987). Reconsidering openness in organizational communication. Academy of Management and the Academy of Management Review, 12(3), 418-418.
Huseman, R.C., Alexander, Elmore R., I.,II, & Driver, R.W. (1980). Planning for organizational change: The role of communication. Managerial Planning, 28(6), 32-32.
Nelissen, P., & Martine, v. S. (2008). Surviving organizational change: How management communication helps balance mixed feelings. Corporate Communications, 13(3), 306-318.
Smeltzer, L.R., Glab, J., & Golen, S. (1983). Managerial communication: The merging of business communication, organizational communication, and management. The Journal of Business Communication, 20(4), 71-71.
Communication Management and Organizational Change
Communication management in the organization and most specifically in the organizational change environment is critically important. The work of Heathfield entitled "Communication in Change Management" state that it is impossible to "over-communicate when you are asking your organization to change." (2011, p.1) According to Heathfield, there are four critical components of effective communication as follows:
(1) The person sending the message must ensure that the message is presented clearly with great detail and that the message be perceived as containing integrity and that the message be authentic;
(2) The individual reading the message must make the decision to listen and to ask questions to ensure clarity and finally must trust the message's sender;
(3) The method of delivery must be chosen as appropriate for the context and for the needs of the sender and receiver of the message;
(4) The message content must resonate and…
Albrecht, Karl G. The Northbound Train. N.Y.: AMACON, 1994.
Blake, R. And Mouton J. Corporate Excellence Through Grid Organizational Development. Houston, 1968 Gulf Publishing Co.
Cohen, Eli and Tichy, Noel. "How Leaders Develop Leaders" in Training in Development. May 1997 pp. 58-73
DiFonzo, N., & Bordia, P. (1998). A tale of two corporations: managing uncertainty during organizational change. Human Resources Management, 37, 295-303. Retrieved May 10, 2006, from the LIRN, ProQuest database.
Smith provided the appropriate managerial direction which struck the right balance between creativity, performance and productivity. His farsightedness which encompassed a wide vision was long-term, ambitious and the same time entirely practical and feasible. (Section 7: Leadership and Management, p. 243)
Having earlier steered a floundering company towards a successful path, Smith's work was uphill. He had to drastically change the organizational culture and structure while reducing conflict within the very talented set of employees and provide them with a collective direction. He was also expected to reduce the atmosphere of uncertainty prevailing in the organization and use the "countercultures" of the earlier two companies to foster innovation and creativity and thus get a competitive advantage for the new organization. (Section 2: Organizations & Culture, p. 64)
d. Organizational goals, vision, mission, objectives and values
Organizational mission defines the very reason for its existence. It basically refers to a general…
Banerjee, M., 1995. Organization behaviour. Allied Publishers Limited.
Bryan, Lowell. L; Joyce, Claudia I., 2007. Better strategy through organizational design. McKinsey Quarterly, no. 2, pp: 22-29.
De Laurentis, Giacomo., 2004. Strategy and organization of corporate banking. Springer.
Gitman, Lawrence J; McDaniel, Carl. 2009., The Future of Business: The Essentials. South Western Cengage Learning.
At the intersection between the executive and upper managerial levels, effective communication is equally important to implement executive decisions, as it is at the middle management and operational levels where most executive decisions with respect to strategic visions of organizational redesign must be executed to accomplish organizational goals (Maxwell, 2007).
My Contribution to Organizational edesign
I have worked hard to improve my knowledge base and other aspects of technical skill in my intended profession, and I also make a specific effort to manage details efficiently in every aspect of my life, both personally and professionally. However, in terms of my contribution to organizational redesign, my communications skills would be most valuable. I have been practicing my active listening skills as well as my ability to communicate in different business settings in the manner most conducive to the accurate transmission of ideas to others. In my experience, my communications skills have…
George, J.M. And Jones G.R. (2008). Understanding and Managing Organizational
Behavior. Upper Saddle River, NJ: Prentice Hall.
Locker, K.O. (2006). Business and Administrative Communication. Boston: McGraw-
These organizations tend to embrace change, but because of a quick flow of persons in and out of the organization, the organizational change plan may not be as thoroughly instated, because employees are impatient to see results and may leave before the benefits of change are realized. A club culture, where the most important requirement for employees in the culture is to fit into the group, when employees start at the bottom and stay with the organization like military and some law firms is likely to be as resistant to change as an academy culture, and may have the added drawback that even higher-ups of the organization lack the confidence in the concept of change to provide effective leadership over the course of a change plan. Finally, a fortress culture where employees have timely, specialized skills like large car companies or volatile financial institutions, are more likely to embrace change…
McNamara, Carter. (1999) "Organizational Culture." Management help. Retrieved Jul 11, 2006 at http://www.managementhelp.org/org_thry/culture/culture.htm
Organizational culture and communication happen to be closely connected as they are interdependent and have a major impact on the operation and performance of the organization. According to Kayworth & Leidner (2014) organizational culture influences the kinds of communication within the organization and the communication within an organization also helps to shape the culture. This paper seeks to determine identify the kinds of communication that shape the organizational culture and how culture shapes communication within Prima Community College. This is done through the use of face-to-face interview with a non-freshman expectant student. The discussion will be done on the premise of interaction with teachers and socialization with fellow students.
Interaction with teachers
The college has a laissez faire-oriented culture that is characterized by academic freedom, inviolable values, and autonomy. These characters impact the connection amid teachers and students, and the communication methods used, and even the content…
Organizational Behavior Analysis
Explored here will be a former employer, whose culture and method of communication in the workplace made it difficult for the organization to work together as a whole. Many organizations struggle with this particular issue, because they are not aware of what they can do to make much-needed changes that will allow for better communication in the workplace. The company in question was domineering in a sense, in that it did not allow for a good mixing of the cultures of the people who worked there. There was some mixing, because that is inevitable when there are a number of people who have different cultural beliefs all working in one spot. However, there was far less mixing and understanding than could have been seen and then could have been expected. This made it very difficult for people to do their jobs properly, because a significant number of…
Barney, J.B. (1986). Organizational culture: Can it be a source of sustained competitive advantage? Academy of Management Review, 11(3), pp. 656 -- 665.
Black, R.J. (2003) Organizational culture: Creating the influence needed for strategic success, London, UK.
Jex, S.M. & Britt, T.W. (2008) Organizational psychology, a scientist-practitioner approach. NY: John Wiley & Sons.
O'Donovan, G. (2006). The corporate culture handbook: How to plan, implement and measure a successful culture change programme. NY: The Liffey Press.
Organizational Assessment as Impetus for Change at a Vet Center
Organizational Assessment as an Impetus for Change at a Vet Center
Organizational Context. Every type of organization has, or should have, as a major goal, the need to optimize the productivity of its human resources (Farr, Schuler & Smith, 1993). One organization that has recently assumed critical importance in the U.S. is the Department of Veterans Affairs (VA). Today, the VA is responsible for administering an enormous healthcare and benefits network for its active duty and retired service members and their families at U.S. taxpayer expense.
Among the most prominent of such government-administered programs is the healthcare systems comprised of VA medical centers (VAMCs), outpatient clinics (VAOPCs), community and outreach clinics, and numerous Vet Centers. In fact, taken together, almost one-third of the American population (around 70 million persons who are veterans, dependents and survivors of deceased veterans) are eligible…
Alioth, A., Duell, W., Frei, F., Hugentobler, M., & Schurman, S. (1993). Work design for the competent organization. Westport, CT: Quorum Books.
Becker-Reems, E., & Garrett, D. (1998). Testing the limits of teams: How to implement self- management in health care. Chicago: American Hospital Publishing.
Coopman, S.J. (2001). Democracy, performance and outcomes in interdisciplinary health care teams. The Journal of Business Communication, 38(3), 261.
Dallimore, E.J. & Souza, T.J. (2002). Consulting course design: Theoretical frameworks and pedagogical strategies. Business Communication Quarterly, 65(4), 86.
These costs are less obvious than direct costs, but can be an important factor in organizational competitiveness ("Project managers," 2003). As an example, long lead times for hard-to-find, specialty resources can result in additional hidden costs. These include the costs of warehousing extra resources, to compensate for these long lead times. If production runs short of these resources, and they are not readily available, this can result in stopped production. The lost productivity results in increased overhead costs as a percentage of production. This can then lead to reduced competitiveness, resulting in reduced revenues, and an inability to continue to take advantage of economies of scale, for not only that particular resource, but also all other resource inputs for that product or service.
The consequences of obtaining resources for an organization are both external and internal. Externally, the primary consequence is that that resource is no longer in the environment…
Blegen, H. (1968). "The system approach to the study of organizations." Acta Sociologica, 11(1/2). p. 12-30.
Dobrev, S. (Dec 2007). "Competing in the looking-glass market: Imitation, resources and crowding." Strategic Management Journal, 28(13). p. 1267-1289.
Hickson, M. (Spring 1973). "The open systems model: Auditing the effectiveness of organizational communication." Journal of Business Communication, 10(3). p. 7-14.
Kangas, R. (2007). "The changing face of the Russian Far East: Cooperation and resource competition between Japan, Korea, and China in Northeast Asia." Perspectives on Global Development & Technology, 6(1-3). p. 441-460.
Situational Overview - The situation involves two individuals within a department inside a large industrial organization, Bing (employee) and Hart (supervisor). It appears that Bing is taking 2-3 electronic panels to his workbench, inspecting them together, and charging double or triple set-up time for his work. Hart has received a number of complaints about this and finally confronted Bing. Bing was upset about the confrontation, and brought in the Union representative.
Bing's view is that Hart is negatively focused on him directly, jealous because he has musical talent and works outside of the job. He portrayed Hart's comments as sarcastic and puerile, without anything constructive to say. Hart's view is that Bing is cheating and has been asked several times to stop the behaviors, but refuses to do so. Hart believes that he has the responsibility to the company to ensure honesty, and simply can no longer tolerate…
Gregory, N. (February 26, 2010). 12 Secrets of Effective Business Communication. NOUPE. Retrieved from: http://www.noupe.com/how-tos/12-secrets-of-effective-business-communication.html
Shaw, M. (September 8, 2003). Hearing vs. Listening. Network World. Retrieved from: http://www.networkworld.com/newsletters/2003/0908manage1.html
S.-based company is indeed confronted with a dilemma.
To remain competitive and ensure the survival of the enterprise, key expatriate executives are being compelled to engage in business practices that are deemed unethical in many parts of the West, but are an accepted way of doing business in other countries. To make matters even more serious and complicated for these U.S. enterprises, the Federal Corrupt Practices Act (FCPA) and other recent legislation prohibits American companies from bribing officials of foreign governments. In response to a series of corporate bribery scandals involving foreign government officials during the 1970s, the FCPA was enacted in 1977 following inquiries by the U.S. Senate and the Securities and Exchange Commission, at which time Congress became concerned that disclosures of corrupt corporate practices seriously undermined public confidence in the business community and harmed America's image abroad (Diersen, 1999).
Clearly, though, the legislation has not had all…
Skilss in Interpersonal, Group and Organizational Communications
The objective of this study is to examine interpersonal communication and spoken skills. This work will examine communication skills using the theories of Pragmatic Perspective, Psychological Perspective, Social Constructionist, and social responsibility theory. Trenholm (2008) states that communication "is very important to everyone. One form of communication that occurs among individuals is known as interpersonal communication. Interpersonal communication is a term "reserved for two-person, face-to-face interaction and is often used interchangeably with the term dyadic communication."
Interpersonal Communication: Speaking and Listening Skills
Interpersonal communication can be understood as the interaction that takes place between individuals and concerns the deliver and receipt of information or a message. Involved in interpersonal communication are listening as well as nonverbal forms of communication and speaking. Listening is the capacity to both understand and provide appropriate response to what others are saying. Listening requires the evaluation of what…
Pearce, WB (nd) Communication and Social Construction: Claiming our Birthright. pp. 33-56 in Wendy Leeds-Hurwitz and Gloria Galanes (Eds). Socially Constructing Communication. Cresskill, N.J.: Hampton Press. 2009.
Ramaraju, S. (nd) Psychological Perspective: Interpersonal Communication. Journal of Arts, Science and Commerce. Retrieved from: http://www.researchersworld.com/vol3/issue4/vol3_issue4_2/Paper_09.pdf
Suresh, K. (nd) Theories of Communication CHAPTER 2: Retrieved from: http://www.peoi.org/Courses/Coursesch/mass/mass2.html
Tips for Communication Skills with Groups. About Leaders. Retrieved from: http://www.aboutleaders.com/tips-for-communication-skills-with-groups/
Mechanistic structured individuals will often oppose alteration more than an organic structure. These people often feel doubt and lack of confidence when the alteration is being put into place. It is important to implement change at a gradual rate that will allow the people time to regulate to the alteration without feeling snowed under. Selective awareness is also often high amid these people since they are not incorporated in the over all picture of things (Organic Structure vs. Mechanistic Structure, 2007).
Depending on what structure is put into place it is hard to say what opposition an organization will have. If the structure is organic, then alteration will not be so difficult on the company. Nevertheless, if the structure is mechanistic, it may be more opposed to alteration. Alteration influences a company as a whole including the groups and people. It is very significant throughout any alteration that the entire…
CHAPTER 4. Diagnosing the Performance of Your Organization. (n.d.). Retrieved January 5,
2011, from Web site: http://www.idrc.ca/geh/ev-28256-201-1-DO_TOPIC.html
Kohl, Priscilla. (2008). Marrying Two Business Cultures-What to Consider When Merging
Companies. Retrieved January 5, 2011, from hrtools Web site:
Effective communication is vital to the success of any organization as it is the process through which information is exchanged. Indeed, this is precisely why organizations need to identify and address the many factors that may enhance or weaken communication, including organizational structure, culture, information networks, conflict management and individual communication skills. It is the objective of this paper to discuss one such factor, namely, the effect of environment on communication. The role played by the environment in influencing the nature and efficacy of communication will be demonstrated through a focus on business discussions in formal conference rooms.
Communication within a formal conference room setting, in fact, highlights the degree to which nonverbal communication is highly context dependent (Harris, 1993, p. 124). Consider, for instance, the contrast between the formal setting of a conference room with that of more relaxed, informal office areas. Indeed, the very presentation of a hushed…
Harris, T.E. (1993). Applied Organizational Communication: Perspectives, Principles, and Pragmatics. Hillsdale, NJ: Lawrence Erlbaum Associates.
umors can be detrimental to any organization. There are four kinds of grapevine rumors that often lead to unnecessary gossip in any group setting. The first one is wish fulfillment and in this type of grapevine rumor, there is an identification of the hopes and wishes of the organization or company's employees. The second kind is bogey rumors. This second kind of rumor exaggerates the concerns and fears of employees.
The third is the wedge-drivers. These rumors are damaging, aggressive, and unfriendly; splitting and dissolving groups/allegiances. The last rumor is home-stretchers and these are based on anticipation of announcements or decisions. They serve the purpose of filling the gap in times of confusion or ambiguity.
esearch provides a figure for grapevine information accuracy and places it at an estimated 80% (Papa, Daniels, Spiker, & Daniels, 2008). This is because the basis of such rumors starts with a personal account that…
Levine, J. & Hogg, M. (2010). Encyclopedia of group processes & intergroup relations. New Delhi.: SAGE Publications.
OPM,. (2016). Hiring Reform. U.S. Office of Personnel Management. Retrieved 28 September 2016, from https://www.opm.gov/policy-data-oversight/human-capital-management/hiring-reform/#url=Security-and-Suitability
Papa, M., Daniels, T., Spiker, B., & Daniels, T. (2008). Organizational communication. Los Angeles: Sage Publications.
Riccucci, N. (2015). Public personnel management. Routledge.
Communications # Technologies #Organization
What is Information Communications and Media Technology (ICMT)
ICMT is derived from two fundamental terminologies -- information communication technology and media technology. Information communication technologies refer to the resources and tools used to create, manage, store, and disseminate information (Gray, 2012). They include telephony, broadcasting technologies (television and radio), computers, and other technological media for communication. Each of these media has its technological limitations -- radio, for instance, could broadcast an event live, but one would only hear the sound and not be able to see the performers; similarly, a television would be able to deliver video and sound, but not text (Croteau, Hoynes & Milan, 2011). Media technologies are platforms of computer networks that allow for the delivery of all media forms; interactive, video, picture, sound, text and live (Croteau et al., 2011). Information communications and media technologies, therefore, refer to the various…
Croteau, R., Hoynes, W. D. & Milan, S. (2011). Media/Society: Industries, Images and Audiences (4th ed.). Thousand Oaks, CA: Sage Publications.
Gray, D. (2012). The Connected Company. Sebastopol, CA: O'Reilly Media Inc.
Townsend-Hall, B. (n.d.). Communications Audit: How can it Help You? The Sideroad. Retrieved December 2, 2015 from http://www.sideroad.com/Business_Communication/communications-audit.html
RESOLVING ORGANIZATIONAL CONFLICT
Management Theory and Thought: Identifying and Resolving Organizational Conflict
Understanding Individual Preferences
The modern business environment has become more complex and diverse than ever before. Globalization has been driven by technological innovations that allow for greater communication, information sharing, travel, and business networks that span the globe. Employees today expected to handle workloads that push their productivity beyond that of any generation in the past. Furthermore, the complexity and diversity found in this environment often significantly increase the potential for organizational conflict. Teams are now more commonly spread out across geographic locations and often represent individuals from far different backgrounds.
There are many perspectives that can be used to try to build organizational conflict resolution capabilities in an organization and this objective can be viewed from many perspectives. For example, you can try to build conflict resolution skills in the individual,…
Brenner, M., Fairris, D., & Ruser, J. (2004). "Flexible" Work Practices and Occupational Safety and Health: Exploring the Relationship Between Cumulative Trauma Disorders and Workplace Transformation. Industrial Relations, 242-266.
Gherri, B., & Eimer, M. (2011). Active Listening Impairs Visual Perception and Selectivity: An ERP Study of Auditory Dual-task Costs on Visual Attention. Journal of Cognitive Neuroscience, 23(4), 832-844.
Hunt, G., & Cusella, L. (1983). A field study of listening needs in organizations. Communication Education, 32(4), 393-401.
Terestre, D. (2004, March 26). Talking him down: the crisis negotiator. Retrieved from Police One: http://www.policeone.com/columnists/PoliceMagazine/articles/82818-Talking-him-down-the-crisis-negotiator/
Communication Climate at the Workplace
The communication climate at Digital Prints is supportive. This is mainly because the workplace is warm, supportive, and open. A supportive climate is encouraging to the subordinates as compared to the defensive climate that puts an individual on the guard. It is easy for an employee to talk to each other and understand one another. With an open exchange of ideas and everyone is open to listening and discussing projects it is easy for the employees to get work done. Employees are allowed to test out their ideas and the management is more accommodative. This support has been beneficial to the employees in terms of being open and sharing their perceptions. Communication at the workplace is supportive in that employees will respond to emails promptly and they will listen to one another without interruption (Mohammed & Hussein, 2008). The viewpoints of each other are considered…
Communications Audit eport: A Case Study of Walmart Inc.
A Case Study of Walmart Inc.: Communications Audit eport
Wal-Mart is the world's largest retailer, and the world's largest company by revenues. A communications audit was conducted to determine the effectiveness of the company's communication strategy. This report presents the findings of that audit. It shows the specific media and channel used to communicate with internal and external stakeholders.
Communications Audit eport: A Case Study of Walmart Inc.
Walmart is an American-based multinational corporation headquartered in Bentonville, Arkansas. The company was founded in 1962 with the aim of providing discount goods to customers to enable them live better. It went public in October 1969 to facilitate the achievement of this vision. Today, the company operates over 11,000 stores in 27 countries, dealing in a wide range of merchandise including foodstuffs, groceries, clothing, furniture, apparel, toys, electronics and clothing. It is home…
Chandler, D. & Munday, R. (2013). A Dictionary of Media and Communication. Oxford, NY: Oxford University Press.
Downs, C. W. & Adrian, A. D. (2012). Assessing Organizational Communication: Strategic Communications Audit.New York, NY: Guilford Publications.
Gray, D. (2012). The Connected Company. Sebastopol, CA: O'Reilly Media Inc.
Newsom, D., Turk, J. & Kruckeberg, D. (2012). This is PR: The Realities of Public Relations (11th ed.). Boston, MA: Cengage Learning.
Insomuch, Angela felt that she was being penalized because she worked from home. Although alph tried to explain that this was not the case, he was unsuccessful in conveying the real issue of missing a deadline. Consequently, the focus shifted to more of a personal nature because Angela felt unappreciated so they decided to reconvene to another meeting two weeks later.
Unfortunately, the meeting started with some hostility from Angela. She was very cold and nonresponsive to alph's questions regarding her well-being. Because Angela did not feel positive about the last exchange, she missed another meeting, plus she failed to submit a report. Her actions are labeled as passive aggressive because her lack of apathy has now transferred into a performance issue. With her constant interruptions and frustrations, Angela refuses to communicate and wants to resign. Clearly, conflict is an issue in which resolution is needed in the form of…
Communication for Organizations. (2010). Communication process: The basics. Retrieved from http://communicationprocess.net/
Jehn, K.A., Greer, L., Levine, S., & Szulanski, G. (2008). The Effects of conflict types, dimensions, and emergent states on group outcomes. Group Decision & Negotiation, 17(6), 465-495. doi:10.1007/s10726-008-9107-0
Mind Tools. (2012). Active listening: Hear what people are really saying. Retrieved from http://www.mindtools.com/CommSkll/ActiveListening.htm
Mind Tools. (2012). Conflict resolution: Resolving conflict rationally and effectively. Retrieved from http://www.mindtools.com/pages/article/newLDR_81.htm
Communication theory is described as any systematic explanations of the nature of the communication process. It's important for businesses and organizations to understand communication theory because they can't accomplish their objectives and goals without effective communication between workers. Since it focuses on analyzing the processes with which information is transmitted from the sender to the receiver, communication theory also focuses on the various ways with which information is transferred from one medium to another.
Generally, communication is regarded as the magical factor that can guarantee a happy long-term relationship and organization success (Dainton, 2004). It's an important factor within the Navy, particularly in the Casualty Assistance Calls section since this section deals with helping sailors who have suffered a casualty. Therefore, it's important for the Casualty Assistance Calls Officer to possess effective communication skills because his/her main duty is to provide information, resources, and assistance in the event of a…
Brown, J.M. (n.d.). How Can Cultural Differences Affect Business Communication? Retrieved
December 20, 2011, from http://smallbusiness.chron.com/can-cultural-differences-affect-business-communication-5093.html
Dainton. (2004, September 16). Introduction to Communication Theory. Retrieved December
20, 2011, from http://www.sagepub.com/upm-data/4983_Dainton_Chapter_1.pdf
Communication and Perception Processes
Communication models simplify the descriptions of complex communication interactions
Transmission- a linear one-way process in which a sender transmits a message to a receiver
Participants- senders and receivers of messages
Messages- the verbal and non-verbal content being shared
Encoding- turning thoughts into communication
Decoding- turning communication into thoughts
Channels- sensory routes through which messages travel
Barriers / Noise
Environmental noise- physical noise
Semantic noise- noise in encoding process
Interaction- participants alternate positions as senders and receivers of messages
Participants- senders and receivers of messages
Messages- the verbal and non-verbal content being shared
Encoding- turning thoughts into communication
Decoding- turning communication into thoughts
Channels- sensory routes through which messages travel
Feedback- messages sent in response to other messages
Physical context- environmental factors
Psychological context- mental and emotional factors
Transaction- a process in which communicators generate social realities within social, relational, and cultural contexts.
Carey, J. (Unk). "A cultural approach to communication." Communication as culture.
Retrieved April 11, 2014 from Northern Illinois University website: http://www3.niu.edu/acad/gunkel/coms465/carey.html
"Communication and Perception Processes." (Unk.) In, A primer on communication studies, pp.
1-21. Retrieved April 11, 2014 from Lardbucket website: http://2012books.lardbucket.org/books/a-primer-on-communication-studies/s01-02-the-communication-process.html
Because they ignored those concerns and chose to save a very small amount of money, they ended up costing their organization much more money for placing an entirely new advertisement that reflected the additional wording that the two team members had originally tried to propose.
On a much smaller scale, this is precisely the same thing that happened on the Deepwater Horizon oil drilling platform: namely, junior-level team members expressed specific concerns to management; those concerns were ignored and further contribution of those team members discouraged by management. Ultimately, the organization suffered exactly the type of harm those team members had envisioned and it cost the organization much more than the relatively inexpensive fixes that would have been recommended by the dissenting team members if their opinions had been take more seriously by management.
Barsa, M. And Dana, D.A. "Learning from Disaster: Lessons for the Future from the Gulf…
Barsa, M. And Dana, D.A. "Learning from Disaster: Lessons for the Future from the Gulf
of Mexico." Boston College Environmental Affairs Law Review, 38(2) 2011: 219-
Charvatova, D. And van der Veer, C.G. "Communication and Human Resource
Management and its Compliance with Culture." International Journal of Human
Employees handle a large amount of private documentation and must uphold the law of confidentiality legally and ethically.
Despite the stress on confidentiality of client information, communication flow is still important to the organization's ability to get work done. / Thus confidentiality in the service of customers, not in the service of secrecy is the organizational mantra. Additionally, communication is not simply fostered in the organizational culture's common professional dress. Because communication skills are so integral to the organization's work, when dealing with other nations over the phone, creating better communication styles in its employees' dealings with one another has become an integral part of the organization's standard operating procedures and mission statement. There are regular updates regarding company policy for employees and weekly staff meetings to foster a healthy and open communication flow between staff and management. No one need ever feel out of the loop. The organizational flow…
Every effort should be made at first not to see these differences as right or wrong by suspending judgment. Seek more information that could expand your understanding.
Given these three recommendations, there are several problematic areas with the conversation above. Before looking at the oral aspects, however, it is readily possible to see that problems exist in the written form as well. There are a large number of glaring grammatical and spelling errors. These are highlighted below:
A: everyone wants to go to Prague for new year (3)do you think it would be good to go to Prague? (Everyone wants to go to Prague for the New Year. Do you think it would be good to go to Prague?)
S: who's going? (Who's going?)
A: so farMaddy (.) Eleanor (.)Anna (.)dunno (So far, Maddy, Eleanor and Anna, I think.)
S: do you want to go to Prague? (Do you want…
Strategic Management of Human esources
Human resource is considered as the most precious asset for business organizations. The financial performance and growth in the industry heavily depends upon the way an organization's employees perform at the workplace (Edwards 2003). A dedicated and committed workforce contributes towards a high level of operational excellence and market competitiveness. Therefore, it should be among the top priorities for an organization to manage its human resource in an effective and efficient way (ose 2004).
Strategic Human esource Management deals with formulating policies and procedures for getting the best work from employees, implementing different techniques to motivate them, and assessing the future human resource requirements at the workplace (Saxena 2009). This paper explains the strategic human resource management policies of one of the World's Top software companies -- Adobe Systems Incorporated. These policies are required to meet the current human resource requirements of the…
Ashamalla, M., H., 1998, International Human Resource Management Practices: the Challenge of Expatriation. CR, Vol. 8, Issue 2, pp. 54-63
Adobe, 2012, Adobe Fast Facts 2011, Available from
Adobe, 2012, Commitment to Employees, Available from
Adobe, 2012, Professional Development, Available from [Accessed January 24th, 2012]
Organizational Environment Starbucks
In-depth Analysis of Organizational Environment - Starbucks
Starbucks Organizational Culture and Environment
Global Perspectives of Starbucks
Social esponsibility embraced by Starbucks
Starbucks Planning Process
Decision Making Process of Starbucks
Starbucks Corporate Strategy
Organizational Structure of Starbucks
Starbucks uses a mechanistic structure as a contemporary design
Starbucks Organizational Culture and Environment
Starbucks Corporation is considered as one of the leading coffee house chains that offer best quality coffee to its customers. This retail corporation is based in the United States, initiated in the early years of the decade of 1970. Due to its popularity, the company rapidly expanded to various locations around the globe. The vision, goals and strategies designed clearly indicated the fact that the owners did not believe in having growth that can abate the corporate culture, therefore, the corporate culture was considered to be one of the integral aspects for the company. The mission statement…
Anthony, W.P., Gales, L.M., & Hodge, B.J. (2003). Organization Theory: A Strategic Approach. 6th Edition. Upper Saddle River, NJ: Pearson Education, Inc.
BCG. (2012). Howard Schultz on Global Reach and Local Relevance at Starbucks - An Interview with the CEO. bcg.perspectives. Retrieved from: https://www.bcgperspectives.com/content/videos/leadership_management_two_speed_economy_howard_schultz_global_reach_and_local_relevance/
Behar, H. (2007). It's Not About the Coffee: Leadership Principles from a Life at Starbucks. USA: Portfolio.
SeaZone. (2012). Successful Application of Organizational Behavior: Starbucks - Achieving Success the Starbucks Way. Yahoo Voices. Retrieved from: http://voices.yahoo.com/successful-application-organizational-behavior-2435551.html?cat=3
It might be acknowledged that politics are good at times, but for the company, it is more important to create a sound system of management that would be more in touch with the needs and requirements of employees. The short-term goal would therefore be to determine these needs and goals by means of a number of interviews. Employees will be encouraged to voice their concerns and needs, as well as to provide input for the improvement of the company as a whole. In both the short- and long-term, the most important factor to install would be a sound basis of communication among employers, employees, and everybody in the company. Only by communicating effectively within its internal environment can the company begin to prioritize and reach its goals effectively.
Shuceta's motivation for taking the job might be explained by the incentive theory of motivation (Cherry, 2012), which holds that a person…
Schermerhorn, J.R. (2011). Management and organization behavior. (1 ed.). Danvers, MA: John Wiley & Sons, Inc.
McNabb, D.E. (2007). Knowledge management in the public sector. Armonk, New York: M.E.Sharpe.
Miner, J.B. (2005). Organizational behavior one, essential theories of motivation and leadership. New York: ME Sharpe Inc.
(January 9, 2012 Monday ). MARCHING WITH MOTIVATION. Heal India, Retrieved from http://www.lexisnexis.com.library.gcu.edu:2048/hottopics/lnacademic
Guidelines on oral and written communication with job applicants
One important guideline is that the human resources department is solely responsible for setting the policies and procedures regarding staffing and management of all aspects of the staffing process. herefore any written or oral communication to job applicants should come from the human resources department except where the management team may need to reply to an item that they are formally delegated for.
he second guideline is that all oral and written communication with job applicants should be clearly stated and in a conspicuous manner in the appropriate document. his is in order to prevent any misunderstandings or misinformation that comes from the job applicant not receiving or comprehending the message. he members of the organization should require the job applicants to acknowledge receipt or the message being passed and they should be given an opportunity to ask for clarification where…
The best way to conduct the criterion-related validity test is to seal the results then review them after a period of between 3 to 6 months after the new hires have been with the company. This way, the staffing manager will be able to assess the work performance of the new hires and correlate the results of the general ability test to their work performance. The general ability test becomes the predictor while the work performance becomes the criterion.
As in the study conducted by Ispas, Iliescu, Ilie, and Johnson (2010)
Job performance can be measured using supervisor ratings of the employees which can be collected as a part of the employees' annual or monthly performance evaluations. The performance appraisal can be based on a 5-point scale with four dimensions being evaluated. The four dimensions to be evaluated are quality of work, professional
Organizational Behavior Case Study
esidential care facility's staff plays an important role in the daily lives of residents; unfortunately these facilities are usually faced with organizational obstacles and lack of information that prevents them from taking proper care of residents (Smith, 1998). This organizational behavioral case study is about a residential care facility which is part of a parent company that runs six different residential care facilities. The management of the company observed, this residential care facility facing serious problems. Turnover rate was high, performance was poor and economic losses were high.
In order to diagnose and solve the problem; parent company conducted a culture survey in all of its residential care facilities in which each member was bound to participate. The results were satisfactory for all residential care facilities except this care facility which showed totally negative results.
Looking at this serious situation; management hired a new…
Atchison, J. (1998). Perceived job satisfaction factors of nursing assistants employed in Midwest Nursing
Homes. Geriatric Nursing.
Cunningham, J.B. & Eberle, T. (1990). A Guide to Job Enrichment and Redesign. Personnel, Feb 1990,
p.57 in Newstrom, J. & Davis, K. (1993). Organization Behavior: Human Behavior at Work.
This report focuses on the study of organizational behaviour in the hotel industry and most especially in the food and beverage department. Focusing on the organization I am attached to, the aspect of groups and group dynamics is widely explored. The paper first introduces with an introduction in which a brief explanation of the discussion is established. Part of the factors addressed in this section includes the aim and scope of the study. Additionally, the methodology of the research, the assumption, the limitations within the organization and the background of the problem are explored within the discussion. The paper then goes ahead to focus on the literature review. Here, definitions of organizational values and individuals values are provided. Also demonstrated is the manner in which organizational and individual values intersect. Further, the relationship between individual values and organizational structure is established. The report goes further to demonstrate how…
Bilsky, W & Jenh, K (1998) Organizational Culture and Individual Values: Evidence for a Common Structure, Personal Communication
Black, Richard J. (2003) Organizational Culture: Creating the Influence Needed For Strategic Success, London UK
Dean, KW (2011) Value-Based Leadership. How Our Personal Values Impact the Works Place, the Journal of Value-Based Leadership, Valaparaiso University College of Business Management
Kimbro, M, (2012) Organizational Behaviour in the Hospitality Industry, Retrieved From: http://voices.yahoo.com/organizational-behavior-hospitality-industry-13137.html
The Walt Disney
The Walt Disney Company
The Walt Disney Company
An organization is any social entity that has a well-designed structure to coordinate its functions, and the organization has to have a specific goal. Most organizations hardly work internally alone, but rather involve the external environments. Some organizations are profit oriented, like the business organizations, while others are non-profit making (Daft et al. 2010). In this context, a contemporary focus is overlooked towards the Walt Disney Company, a profound firm dealing with mass media and affiliated industrial operations.
Brief Company Profile
Walt Disney Company was founded in 1923, and has always kept the reputation in providing quality and extremely creative products, which consumers have loved ever since. The organization specializes in providing quality entertainment, services of media communication, broadcasting, television programs and live performances. The company, which is located in California (United States), exemplifies exponential characteristics that…
Barry, L. (2009) Think Like an Iconoclast: The Principles Of Walt Disney's Success: Rotman Magazine, Pg 108-110.
Daft, R.L., Murphy, J. & Willmott, H. (2010) organization Theory and Design: New York, Cengage Learning EMEA.
Forester, M. (2002) Table-Talk Perspective: Chain Store Age, 10870601, Vol.78, Issue 11.
Gershon, R.A. (1996) The Transnational Media Corporation: Global Messages and Free market Competition: New York, Routledge.
The relevance of understanding group behavior as well as group properties cannot be overstated. This is more so the case for those keen on becoming effective managers and/or members of various groups. Managers who happen to be familiar with group behavior within organizations are more likely to fast track the accomplishment of the various goals and objectives of their respective organizations by amongst other things using groups more effectively.
Nature of Groups and Group Behavior within Organizations
A group according to Griffin and Moorhead (2011, p.240) "is two or more people who interact with one another such that each person influences and is influenced by each other person." It is however important to note that apart from this definition, several other definitions of a group have been proposed by various authors.
Types of Groups
In basic terms, groups can be divided into two. On one hand…
Griffin, R.W. And Moorhead, G. 2011. Organizational Behavior: Managing People and Organizations. 10th ed. Mason, OH: Cengage Learning.
Hellriegel, D. And Slocum, J.W. 2007. Organizational Behavior. 11th ed. Mason, OH: Cengage Learning.
Martin, J. 2005. Organizational Behavior and Management. 3rd ed. Bedford Row, London: Thomson Learning.
"Performance Management" and "People Performance"
Performance Management and People
"Performance Management" and "People Performance"
The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.
The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers,…
Armstrong. M, 2012, Armstrong's Handbook of Human Resource Management Practice, 12th edition. U.S.: Kogan Page
Becker, B. & Gerhart, B. 1996, "The impact of human resource management on organisational performance: Progress and prospects," Academy of Management Journal, 39 (4): 779-801.
Becker, B. & Huselid, M. 2006, "Strategic Human Resources Management: Where do we go from here?," Journal of Management, 32 (6): 898-925.
Boselie, P., Dietz, G., & Boon, C. 2005, "Commonalities and contradictions in HRM and performance research," Human Resource Management Journal, 15 (3): 67-94.
Organizational Theory #1
Create a code of ethics for an organization of your choice. For each point in the code of ethics, describe an ethical dilemma that would be resolved using the code of ethics.
All employees will conduct business honestly and ethically. We will constantly improve the quality of our services, products and operations and create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. (Provides a clearly stated, over-arching business philosophy for honesty and fair dealings that every employee can follow).
No illegal or unethical conduct on the part of company employees or affiliates is in the company's best interest. All are expected to adhere to high standards of personal integrity -- not allowing their personal interests to conflict with the interests of the company, its clients or affiliates. We will not compromise our principles for short-term advantage. (Encourages all employees to seek the…
Beauchamp, L., & O'Connor, A. (2012). America's most admired companies: A descriptive analysis of CEO corporate social responsibility statements. Public Relations Review, 38(3), 494-497. doi:10.1016/j.pubrev.2012.03.006
Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Organizational Cultures: Annotated Bibliography and Summary
Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp.
Web. etrieved from: LexisNexis Database. [Accessed on 21 May
This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on the role of the project manager to not only introduce a team to a project, but hone the group's culture in terms of knowledge, communication, and teamwork in order to maximize the team's effectiveness, which is a method that can be utilized in any working environment.
Heeroma, D., Melissen, F., Stierand, M. 2012. "The problem of addressing culture in workplace strategies. Facilities, 30(7-8): pp. 269-277. Web. etrieved from:
LexisNexis Database. [Accessed on 21 May
Tatum, M. 2012. "What is corporate culture." Wise Geek. Web. Retrieved from:
http://www.wisegeek.com/what-is-corporate-culture.htm . [Accessed on 21 May
Organizational Technology Plan
Human esource Management Organizational Technology Plan
Creating an organization capable of responding quickly to turbulent market conditions while continually aligning human resources to the highest priority challenges and opportunities is a critical success factor in the 21st century. Using technologies to accelerate these strategies, while also aggregating and use knowledge effectively as also key. This is where human resource management systems are delivering contributions to enterprises, making them more efficient while staying in compliance to internal and globally-based standards (Charles, Hill, 2004).
Analysis of Human esource Management Systems in Enterprises: Foundation for an Organizational Technology Plan
Starting with adherence to corporate social responsibility, ethical responsibility and the continual development of greater process efficiencies as the cornerstones of an effective Human esources Management (HM) Organizational Technology Plan are discussed in this analysis. Organizations today are facing the daunting challenge of balancing corporate social responsibility, ethical guidelines both internal…
Charles, G., & Hill, T.D. (2004). Towards an ISO for corporate social responsibility. ASQ World Conference on Quality and Improvement Proceedings, 58, 135-145.
De Alwis, A.C. (2010). The impact of electronic Human Resource Management on the role of human resource managers. E+M Ekonomie a Management, (4), 47-60.
Lytras, M.D., Castillo-Merino, D., & Serradell-Lopez, E. (2010). New human resources practices, technology and their impact on SMEs efficiency. Information Systems Management, 27(3), 267.
Analysing Organisation: Using relevant theoretical perspectives frameworks, critically analyse organisation choice.
Analyzing organization is the process of assessing the organizations systems, functionality and capacity so as to increase the organizations performance, efficiency and overall output. This is done by using various theories and models whose aim is to understand the structure of the organization, technology and behavioral relationships Bate, Khan, & Pye, 2000.
This should be a periodic and detailed activity that assists the organizations management to identify any inefficiency or problems that may have risen and have not been dealt with the management will then come up with strategies to deal with them.
Compulyzed Telecommunications is a telecommunications company dealing with telephone, cabling, and internet provision services for both home and corporate clients. Compulyzed Telecommunications had an increase of 1.7% operating profit in the fiscal year 2011 as compared to the previous year this was…
Barney, J.B. (1995). Looking inside for Competitive Advantage. The Academy of Management Executive (1993-2005), 9(4), 49-61.
Bate, P., Khan, R., & Pye, A. (2000). Towards a Culturally Sensitive Approach to Organization Structuring: Where Organization Design Meets Organization Development. Organization Science, 11(2), 197-211.
Becker, I., & Flaxer, E. (2008). Analysing the Hierarchical Organization of Text by Using Biologically-Inspired Statistical Methods. [Article]. Journal of Quantitative Linguistics, 15(4), 318-339. doi: 10.1080/09296170802326657
Bloodgood, J.M., & Bauerschmidt, A. (2002). Competitive Analysis: Do Managers Accurately Compare Their Firms To Competitors? Journal of Managerial Issues, 14(4), 418-434.
Organizational Change in the Public Sector
This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major step in transforming public organizations. This proposal further hypothesis that establishment of long-term and productivity advantages are crucial throughout the organization.
SCOPE AND PURPOSE
Factor 1: Need for change
Factor 2: implement a Plan for change
Factor 3: create political internal environment for Change
Factor 4: Support and Commitment from managers
Factor 5: enhancing External Support
Factor 6: Provide Resources for change
Factor 7: establish Change
Factor 8: ascertain comprehensive Change
Determinants of implementing…
Abramson, Mark A., and Paul R .Lawrence .2001. The Challenge of Transforming
Administration and its influence on organizational change. Management Decision,
50(10), 1843-1860, Review 62: 555-67.
Armenakis, Achilles A ., and Arthur G .Bedeian .1999 .Organizational Change: A Review of Associates.