Relevant bibliographies by topics / Communication in organisations

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Communication in organisations'

Author: Grafiati
Published: 4 June 2021
Last updated: 30 January 2023

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Journal articles on the topic "Communication in organisations"

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Howell, Gwyneth V. J., and Rohan Miller. "Maple Leaf Foods: Crisis and Containment Case Study." Public Communication Review 1, no. 1 (February 9, 2010): 47. http://dx.doi.org/10.5130/pcr.v1i1.1297.

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Crises can impact an organisation’s viability, credibility and reputation. Communication can preserve and protect the valuable reputation of an organisation, by demonstrating an acceptance of responsibility for the crisis and addressing victim concerns. The research illustrates that Maple Leaf Food’s crisis communication strategy was effectual and in supported to its purported organisational values as an organisation focused on health and safety. This case highlights why it is crucial for organisations to develop and apply a cohesive crisis communication strategy.
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Sutton, Lucinda Bella-May, Tanya Le Roux, and Lynnette M. Fourie. "Internal communication in a diverse and developing world context: Challenges for corporate South Africa." Communicare: Journal for Communication Studies in Africa 41, no. 2 (December 15, 2022): 90–102. http://dx.doi.org/10.36615/jcsa.v41i2.1452.

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Internal communication plays a pivotal part in an organisation’s survival. It is regarded as an investment in an organisation’s success and underpins organisational effectiveness. However, when organisations face internal communication challenges, these can threaten internal relationships, with dire consequences for the organisation. This is particularly so in the volatile, uncertain, complicated and ambiguous South African corporate context, which presents direct challenges for internal communication management. Internationally there has been an increase in studies exploring challenges for internal communication, with various authors indicating a need for further research. Our study addresses this gap by probing the internal communication challenges experienced in the South African corporate environment as a developing world view, to make recommendations for mitigating action. This exploratory qualitative interview-based study focused on the perceptions of practitioners working in large organisations, as well as consultants with acknowledged expertise in the field of internal communication. The findings confirmed that internal communication is a complex and multifaceted profession full of challenges. We identified 12 challenges, grouped into four clusters, namely access to technology, lack of formal communication training, parameters for inclusion of internal stakeholders, and management styles and structures. Contributions include recommendations for practice, together with suggestions for further research.
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Waititu, Paul. "Adopting Online Internal Communication within Organisations: An Overview." Jurnal Pengajian Media Malaysia 22, no. 2 (December 1, 2020): 61–75. http://dx.doi.org/10.22452/jpmm.vol22no2.5.

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Due to the rapid growth of digital technologies and the dynamics in the global business milieu, organisational communication has experienced complex changes as organisations become knowledge-based, in a bid to enhance their competitive advantage. Consequently, internal communication has metamorphosed to accommodate emerging online communication tools, platforms and linkages. In response to this, online internal communication is being engrained in the organisational culture and employees are now expected to adopt the same for their interactions. Certainly, the extent of online internal communication in the organisation determines the level of employees’ online interactions, their performance and productivity in this digital era. Consequently, effective adoption of online internal communication (OIC) tools enable organisations to operate more efficiently and successfully in the changing business environment. However, the efficiency of OIC depends how well these organisations are able to manage their employees’ online interactions for information and knowledge sharing and managing relationships. This article highlights the adoption of OIC in organisations and the influence of the new media technologies in enhancing internal communication in the Kenyan context.
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Hafis Ahmad, Mohd, Syuhaida Ismail, and Abd Latif Saleh. "Readiness of Organisation and Employees in the Malaysian Public Organisation Towards Change Management." International Journal of Engineering & Technology 7, no. 2.29 (May 22, 2018): 607. http://dx.doi.org/10.14419/ijet.v7i2.29.13984.

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Organisational change refers to the transformation of an organisation from its present condition to some intended conditions in the future in minimising refusal from employees and expenditure of running the organisation while simultaneously boosting the productiveness of the change attempt. This paper aims to appraise the change administration of organisations in Malaysia since limited research have been done to examine whether the employees are ready to accept change in the organisation. This research is materialising its objectives of (1) identifying the attributes of change management in the Malaysian public organisation; (2) investigating the current practice of organisation and employees in the Malaysian public organisation towards change management and (3) assessing the factors influencing readiness of organisation and employees in the Malaysian public organisation towards change management. It is found that change management is an organised way to make sure that changes are completely implemented without any problems to make transitions from the aspects of individuals, groups, and organisations to an intended circumstances in the coming days by focusing on the wider impacts of change, particularly on people, where change takes place thoroughly in the entire organisation. Furthermore, it is found that current practice of organisation and employees in the organisation towards change management involved in three main factors, namely trust in management, communication and organisational commitment; with the positive vision for the future perceived by management team as the factor of trust in management, meanwhile for communication, it is found that there is good communication between supervisors and employees about the organisation’s policy toward the changes. The factor found in organisational commitment is employees enjoy discussing their organisation with outsiders. The findings of this paper provide a positive impact on change management planning, which ultimately help in ensuring more effective change programme implementation in the public organisation in Malaysia.
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Boshoff, A. B. "Organisational phenomena which influence communication and effectiveness." Communicare: Journal for Communication Studies in Africa 3, no. 2 (November 21, 2022): 50–59. http://dx.doi.org/10.36615/jcsa.v3i2.2153.

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An overview is given of the traditional or classical views of organisations and organisational functioning. Empirical findings about how organisations really function are presented. It is shown that the organisational model created by the traditional views about organisations is largely an idealisation. The communication problems which develop in organisations are examined in the light of the empirical findings about organisational functioning. A few guidelines for the improvement of communication are presented in the light of the material covered in the paper.
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Molete, Dr Mantoa C. "Cororate Culture as a Function in Formulating Strategic Communication." 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, no. 1 (October 8, 2021): 135. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(135).

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Sub Saharan Africa is filled with cultural diversity which creates a multicultural market. These diversities are created by the external and internal stakeholders in an organisation allowing the emerging of a unique organisational culture to describe the identity of a specific organisation. In its broader term culture gives description to units that provides unity amongst people hence its importance in group situation. Organizational culture is viewed as the shared values, beliefs, or perceptions held by employees within an organization. Moreover, an organization's culture tells us a lot about how members of that specific organisation communicate with each other. Even with the above vital role, organisational culture is viewed as an aspect to influence communication rather than a key role player in developing a communication strategy that fits the intended communication objectives of the specific organisation. To many organisations, the direction of their specific communication is more depended on current communication trends rather than the cultural aspect that determines the identity and behaviour of stakeholders of the specific organisation to achieve set objectives specifically in very diverse areas such as Africa. Whilst various authors have written about organisational culture there is still a lack in literature developed to outline in detail the cultural patterns and norms of African cultures, which are important in understanding the communication approaches of Africans even in corporate environments. This lack in literature also deprives African organisations to understand the diversity within its stakeholders. The aim of this paper is to explore how organisational culture and aspects of culture play a vital role in creating a communication strategy that is fit for a specific organisation to outplay the intend communication objective. This paper place focus on organisational culture and the vital function it plays in strategic communication. Keywords: Strategic communication, organizational culture, diversity, culture, communication
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Davies, Sarah R. "University communications as auto-communication: the NTNU ‘Challenge Everything’ campaign." Journal of Communication Management 24, no. 3 (March 19, 2020): 227–43. http://dx.doi.org/10.1108/jcom-08-2019-0120.

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PurposeThis article offers an in-depth exploration of university communications practice by describing and analysing a publicity and recruitment campaign, called ‘Challenge Everything’, carried out by the Norwegian University of Science and Technology (NTNU) in 2018. By providing insight into internal sense-making around the campaign it contributes to literatures in science communication and communication management.Design/methodology/approachThis qualitative research uses semi-structured interviews and informal organisational ethnography, mobilising concepts of sense-making and auto-communication to guide analysis. The focus is on how organisation members made sense of the Challenge Everything campaign.FindingsThe analysis focuses on four key themes within organisational sense-making about the campaign: the openness of the campaign meant that it was readily picked up on and personalised by university staff; its meaning was always contextual, shaped by organisation members' roles, interests, and concerns; its controversy seems to primarily derive from questions of representation, and specifically whether organisation members recognised within it their own experiences of university culture; and its development points to the rise of new forms of expertise within university organisation, and the contestation of these.Research limitations/implicationsThe research offers only a partial snapshot of one instance of university communications. However, in demonstrating how public campaigns also operate as auto-communication it has important implications for strategic communication within complex organisations such as universities.Originality/valueThe research has particular value in offering an in-depth qualitative study of university marketing practices and the effects these have within an organisation.
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Hargie, Owen D. W., and Dennis Tourish. "Assessing the Effectiveness of Communication in Organisations: The Communication Audit Approach." Health Services Management Research 6, no. 4 (November 1993): 276–85. http://dx.doi.org/10.1177/095148489300600406.

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Within the past decade there has been an enormous growth of interest in the field of organisational communication. Numerous books, book chapters and journal articles have been devoted to this topic. However, much of this output has been at the level of common sense exhortation, has tended to be anecdotal, or at best has been based upon the personal experience of the authors. Certainly within the UK there has been little hard empirical research into the nature, flow and functions of communication within organisations. This paper proposes the introduction of a much more systematic methodology for the study of such communication, based upon what is known as the ‘communication audit’ approach. This approach is fully explained and the main methods employed in communication audits outlined, together with their relative advantages and disadvantages. It is also pointed out that audits are now widely employed to measure performance in other spheres of the organisation, such as finance, and it is argued that the implementation of this system to measure communication performance is therefore long overdue. The benefits for organisations of carrying out audits are highlighted and suggestions are made about possible future directions for research in this area.
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Rimkunienė, Dalia, and Virgilija Zinkeviciute. "SOCIAL MEDIA IN COMMUNICATION OF TEMPORARY ORGANISATIONS: ROLE, NEEDS, STRATEGIC PERSPECTIVE." Journal of Business Economics and Management 15, no. 5 (September 2, 2014): 899–914. http://dx.doi.org/10.3846/16111699.2014.938360.

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Expansion of ”projectisation“ culture worldwide, ”internalization“ of projects and the inevitable growth of social media use globally calls for systematic and deeper insights from the strategic management viewpoint. Projects are defined as temporary organisations within various organisational bodies. In terms of the strategic management, temporary organisations are viewed as unique structural networking bodies that are anticipated to have their own strategy and management approach to meet project-based needs. Effective ”project communication“ plays a strategic role and can be an important enabler of social capital gains for organisations. Social media, as a new age phenomenon, are claimed to be the powerful mechanism that opens vast opportunities for collaborative communication. Their application in terms of temporary organisation is still underinvestigated area that lacks a researchers' attention. The aim of this research is to explore the potential of social media use in temporary organisations. The research study indicates that social media have a large potential for enhancing collaborative initiatives and collecting evidence for the strategic planning.
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Rödder, Simone. "Organisation matters: towards an organisational sociology of science communication." Journal of Communication Management 24, no. 3 (March 12, 2020): 169–88. http://dx.doi.org/10.1108/jcom-06-2019-0093.

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PurposeThis paper looks at science communication through an organisational lens with the aim of assessing the relevance of different organisational forms for science communication.Design/methodology/approachThe paper explores science communication in different organisational forms. Based on conceptual considerations and by reviewing existing empirical literature, the paper selects and compares three organisational forms of science communication: the editorial office of a daily newspaper, the press office of a university and the Science Media Centre.FindingsThe paper shows the relevance of organisation for science communication by comparing three organisational forms. The first two, the science news desk and the press office, have the character of a sub-system of an organisation, while the third, the Science Media Centre, forms its own organisation. The paper shows how the respective set-up shapes science-media contacts with a focus on the occurrence and resolution of conflicts.Research limitations/implicationsThe paper proposes a conceptual framework for studying science communication through an organisational lens but leaves comparative empirical studies of all types to future research. Yet, it outlines and compares implications of the formal organisation of science communication from a conceptual point of view.Practical implicationsThe findings provide information on the structural impact of different organisational forms on science communication and point to where conflicting expectations, and thus potential conflicts, are most likely to occur in each case. A reflection of structurally conflicting expectations and how they can be overcome in specific situations is of high practical value for all science communication activities.Originality/valueOrganisational theorists have long argued that organisations are the key to understanding society. Despite their undoubted relevance, however, organisations and their influence on science communication have so far been much less analysed – both conceptually and empirically – than its contents, its practices and its impacts on public understanding, public policy, and on science and scientists. The paper contributes to the emerging field with conceptual considerations towards an organisational sociology of science communication.
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Dissertations / Theses on the topic "Communication in organisations"

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Bergman, Sandra. "The Dynamics of Developing Leadership Communication in Organisations." Licentiate thesis, Mittuniversitetet, Institutionen för medie- och kommunikationsvetenskap, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-40033.

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Leadership development is an area which is a top priority for organisations. While communication has historically been viewed as one of many leadership activities, it has recently been suggested to be more central to, even constitutive of, leadership. It has also been put forth that communication researchers may provide a means to develop new theoretical frameworks from which to develop leadership. The purpose of this thesis is to further the theoretical understanding of communicative leadership development, specifically in the form of training efforts. Furthermore, the goal is to provide a new understanding to practitioners who are working with the development of communicative leadership. This is a compilation thesis that consists of three papers. An initial literature review shows that the development of leadership communication receives interest from fields related to health, for instance, from nursing teams, businesses, the military and construction. On the other hand, the subject doesn’t receive as much attention from the field of communication studies. The results of the thesis are based on interviews with managers and communication professionals in two organisations. The findings show several benefits from having communication professionals take on a role as communication trainers, such as increased visibility of the communication department within the organisation and the opportunity to continue to support the leaders after the trainings. Additionally, a framework of adult learning is used to analyse the interviews, which highlights several points of adult learning that are relevant to the development of leadership communication. Based on the empirical data and the literature review, a model of communicative leadership development is suggested. This model is an amalgamation of what was learned from the three papers and summarises the understanding that was gained. Moreover, the model should provide practitioners with a basis for developing communicative leadership trainings as well as for developing the theory of communicative leadership.
En av de högsta prioriteringarna i organisationer idag är ledarskapsutveckling. Historiskt sett har kommunikation betraktats som en sekundär funktion av ledarskap, men på senare år har forskare argumenterat för att kommunikation är mer centralt än så, möjligen det som konstituerar ledarskap. Det har dessutom föreslagits att kommunikationsfältet kan bidra till nya teoretiska ramverk för ledarskapsutveckling. Syftet med denna avhandling är att utöka den teoretiska kunskapen kring kommunikativ ledarskapsutveckling. Vidare, är målet att bidra med ny kunskap till praktiker som arbetar med att utveckla kommunikativt ledarskap. Avhandlingen är en sammanläggning som består av tre artiklar. Den första artikeln är en litteraturstudie, de andra två är kvalitativa studier som är baserade på intervjuer. I artikel 1 undersöks artiklar som publicerat empiriska studier av ledarskapsprogram som syftar till att förbättra kommunikationen. Resultaten visar att forskare inom hälsorelaterade fält, gällande exempelvis team inom kirurgi och sjukskötersketeam, studerar möjliga sätt att förbättra kommunikationen. Å andra sidan verkar kommunikationsfältet inte studera ämnet i samma utsträckning. Artikel 2 fokuserar på den nya rollen som tränare som kommunikatörer har antagit. Flera fördelar med att använda interna tränare hittas, bland annat att de blir synligare i organisationerna och kan stötta ledarna även efter träningen. I artikel tre undersöks en organisations kommunikationsträningsprogram genom ett ramverk baserat på teorier kring vuxet lärande. Denna teoribildning visar sig kunna bidra till insikter kring träningsprogram i kommunikativt ledarskap, men vissa anpassningar till organisationskontexter behövs. Sammanfattningsvis ger de tre artiklarna en grund för en modell i kommunikativ ledarskapsutveckling. Modellen är ett resultat av lärdomar från alla tre artiklarna och summerar aktuell forskning. Vidare bör modellen kunna användas som en grund för praktiker som vill utveckla kommunikativt ledarskap.
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Comtet, Kouloumdjian Isabelle. "Systèmes collaboratifs et acteurs professionnels en réseau de communication." Paris 2, 1999. http://www.theses.fr/1999PA020085.

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Concu pour accroitre l'efficacite des organisations, mieux utiliser leurs ressources notamment sociales et cognitives, mettre en synergie des equipes geographiquement distantes, le travail cooperatif mediatise par les technologies de l'information et de la communication ou t. I. C (multimedia, reseaux. . . ), vise plus precisement a produire davantage d'informations, a mieux les traiter et si possiblea construire des connaissances communes. Cette mediatisation modifie par la-meme les conditions de realisation de l'activite de groupe. La mise en oeuvre et la realisation du travail ne dependent plus alors du seul groupe, mais egalement, pour partie, du media employe des lors qu'il necessite, a minima, une organisation particuliere. Pourtant, ce qui est ici en jeu n'est pas tant le choix pertinent d'un systeme collaboratif pour effectuer un travail, mais plutot l'adequation reussie entre la volonte des organisations et les voeux des acteurs concernant la mise en place de nouvelles formes d'activite liees a un (ou des) changement(s) technologiques(s). La reflexion porte ici sur les dimensions {sociologiques et communicationnelles du probleme. On se situe au coeur du probleme de l'emergence d'un eventuel changement de mode de travail en lien avec la mise en oeuvre et l'appropriation d'une nouvelle pratique technologique.
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Tourish, Naheed. "The dynamics of upward communication in organisations." Thesis, Robert Gordon University, 2007. http://hdl.handle.net/10059/451.

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This study has researched the dynamics of upward communication within organisations through the rubric of ingratiation theory (Jones, 1964) and impression management (Goffman, 1955). Upward communication was explored via in-depth case studies, in a hundred and five semi-structured interviews across four organisations in Scotland. A qualitative, interpretive methodology was used. The interviews probed how upward communication was transmitted and investigated how ingratiation theory and impression management dynamics could impact on it by exploring the story telling (Gabriel, 200) and sense making approaches (Weick, 1995) employed by interviewees. The data was then tabulated on Excel sheets, using the Framework Analysis (Swallow et al., 2002), thus establishing an easily referenced, perfectly structured database. Finally, the data was sifted, perused, distilled and analysed interpretively. It was found that upward communication was shaped by processes such as downsizing, management and leadership styles, the power dynamics of the organisation, issues of publicness, and the perceived physical and psychological distance of the superior from the subordinate. Finally, the components of opinion conformity (a factor common to ingratiation theory and impression management), employee silence (Morrison and Milliken, 2000, Milliken, 2003), and cynicism (Fleming and Spicer, 2002; Naus, 2004, 2007) were identified as the most significant syndromes that impacted on the levels of upward communication within the four organisations. Hence, a Conformity/Silence/Cynicism model of upward communication (the CSC model) was devised as a means of illustrating the significance of the most important stimuli of upward communication that the study revealed. The issues raised in this study are fundamental to the theory and practice of management. Openness in the search for solutions to organisational problems is central to organisational learning. The creation of an organisational environment in which this is possible is therefore vital. This is the dominant context of this research.
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Labruffe, Alain. "Stratégies de communication sociale dans les organisations." Bordeaux 3, 1987. http://www.theses.fr/1987BOR30050.

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La communication n'est pas une priorite au sein des organisations et, quand elle existe, les strategies de sa mise en oeuvre se revelent partielles ou manipulatoires. La communication est limitee au "fait de se parler" au double plan dialogique et social, ce qui necessite un echange affectif et intellectuel pour converger vers des objectifs communs dans le respect mutuel des acteurs de la communication. Une methode operatoire repondant a cette definition est proposee : c'est "la dynamique de la communication" qui est comparee avec d'autres strategies de communication. Qu'en est-il dans la pratique des organisations? le "modele japonais" fournit un premier exemple paradoxal : accompli a l'interieur grace a la mise en oeuvre conjointe d'un ensemble de mesures de communication, conflictuel a l'exterieur en raison de sa visee hegemonique. En france, ou une serie d'enquetes aupres de quatre cents dirigeants et trois mille employes a ete menee, entre 1977 et 1987, mis a part quelques rares exemples ou la communication a pu etre instauree et developpee comme un moyen efficace et durable de gestion des ressources humaines, les organisations n'utilisent en fait que des strategies quand elles existent partielles, homeopathiques ou manipulatoires de communication. Les experiences recentes de "groupes d'expression" ou de "cercles de qualite" confirment ce point de vue, en revelant les pratiques reelles des cadres & dirigeants. Une typologie de leurs comportements est proposee pour demontrer que les adeptes pratiquants de la communication sociale constituent un pourcentage marginal au benefice d'une frange de la population employee (10% environ). Ce phenomene s'explique par le contexte culturel de notre pays qui exacerbe les rivalites et n'apprend pas les bases de la communication interpersonnelle. Les acteurs de l'organisation sont des lors confines dans un role taylorien qui tend a transformer, si l'on n'y prend garde, l'organisation en "machine totalitaire". Pour inverser cette tendance, l'auteur propose de restaurer la culture generale deficiente, et de donner a tous les acteurs de l'organisation francaise la pleine maitrise des outils et moyens de communication sociale
Communication is not important at all in french organizations. When it exists, the strategies of its carrying out are not fair. We limit and refer communication as the fact of a talk between persons, supposing an emotional and intellectual exchange in order to reach common goals. This definition applies to an operational method : "the dynamics of communication" which is compared to other strategies of communication. How do organizations apply social communication and strategies ? the "japanese model" gives a paradoxal answer because it is at his best inside and through a worldwide struggle outside. In france, a survey about 400 managers and 3000 employees conducted from 1977 to 1987 shows that social communication in organizations is rare but efficient. Most of strategies used by organizations, when they exists, are only incomplete, insignificant or unfair. The recent introduction in french organizations of "expression groups" and "total quality control" sticks to this result. A typology of managers behaviour is proposed to show that adepts using social communication constitute a low percentage for the benefit of a fringe of the working population (about 10%). This lack of social communication can be explained in our cultural background which puts forward every kind of open fight, forgetting in its essence interpersonal communication. The actors of the organization are thus shutting themselves up in the pursuit of a taylorian part which is transforming, if our society does not pay attention to it, this organization in a "totalitarian machine". In order to reverse this tendency, the author suggests to the rehabilitation of a general culture which is lacking, and to give every actor in the french organization the full control of means and methods of social communication
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Labruffe, Alain. "Stratégies de communication sociale dans les organisations." Lille 3 : ANRT, 1989. http://catalogue.bnf.fr/ark:/12148/cb375988455.

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Lombo, Sipho. "E-communication in knowledge management : where e-communication could take organisations." Thesis, University of Zululand, 2004. http://hdl.handle.net/10530/887.

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Submitted to the Faculty of Arts in fulfillment of the requirements for the degree of Doctor of Philosophy (D.Phil) in the Department of Communication Science at the University of Zululand, South Africa, 2004.
This dissertation focuses on the contribution of electronic communication (e-Communication) to knowledge management. It is based on an empirical survey of knowledge management practitioners in the private, public and NGO sectors in KwaZulu-Natal, South Africa. The major findings of this study are (1) that many knowledge management practitioners have not received any formal training in knowledge management, (2) that for most of them their practices are not informed by explicit knowledge management policies, (3) that there is no culture of sharing knowledge established within particular organisations, and finally (4) that knowledge managers are not using e-learning facilities to keep their knowledge of knowledge management current.
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Juslin, Petersen Annastina. "Den viktiga dialogen : En studie om kommunikationens betydelse för lärande i en organisation." Thesis, Linköpings universitet, Pedagogik och vuxnas lärande, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-119752.

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Sammanfattning Syftet med studien är att beskriva och analysera, samt bidra med ökad kunskap om, hur olika kommunikationsfaktorer inom en organisation kan främja lärande. Mer precist är syftet att studera hur chef och medarbetare uppfattar vilka faktorer som påverkar digital och verbal kommunikation. Samt hur dessa faktorer kan påverka lärandet i organisationen. Studien är kvalitativ med en induktiv ingång och för att få empiri har intervjuer utförts på ett företag, med såväl chefer som medarbetare. Resultatet visar på att följande faktorer visade sig ha betydelse för kommunikation i organisationen; kombination och alternativ av kommunikationskanal; tydlighet; ansvar; riktlinjer och socialt samspel. I studien framkom även att det fanns en del störningsmoment gällande kommunikation. Vidare framkom under analysarbetet att följande kategorier inverkar på lärandet i organisationen; synen på att utvecklas; uppfattningen om att lära sig i arbetet; möjlighet att diskutera alternativa lösningar; att lära sig av sina kollegor; återkoppling; att lösa uppgifter i grupp; att lära av och med sina kollegor och socialt samspel.Studien finner att genom att beakta faktorerna som påverkar kommunikationen, kan många störningsmoment avvärjas och därmed kan tid frigöras. Denna tid är värdefull och kan användas på ett mer kreativt sätt, exempelvis till innovation och lärande. I studien visas också att organisationer behöver fokusera mer på socialt samspel och se till att medarbetarna kan mötas ofta och på ett otvunget sätt. När motiverade medarbetare möts i dialog kan de finna innovativa lösningar på problem, vilket kan leda till ett utvecklingsinriktat lärande i organisationen. Studien föreslår team eller förändringsarbete som lärstrategi.
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BONNELL, HARRY, PING LI, and LINGEN THEKLA VAN. "Nonviolent Communication : a Communication Tool to support the Adaptive Capacity of Organisations?" Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-14864.

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Adaptive capacity is essential for organisations to be able to adapt to the sustainability challenge, and change its course. Nonviolent Communication (NVC) is an interpersonal communication tool that enables a user to move from a language of judgements to a language of needs by using 4 steps: observation, feelings, needs, and request. As communication is essential to the adaptive capacity of a social system, this thesis explores the question: How does Nonviolent Communication support the adaptive capacity of organisations? Through a mixed methods approach (semi-structured interviews and surveys with NVC trainers, organisational representatives and employees), the effects of NVC on communication in 3 sample organisations in the Netherlands (a school, NGO and research institute), is explored. Quantitative survey results show that NVC has a positive to very positive effect on common organisational communication dynamics. Qualitative data supports this finding and shows that NVC brings positive effects of increased understanding, listening, and progress in work related issues through an increased awareness of one’s own and other’s needs and feelings. When linking these results to adaptive capacity of organisations, it is concluded that NVC directly supports the adaptive capacity elements of trust, diversity and learning, and indirectly supports common meaning and self-organisation.
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Hume, Jessica Mary. "Strategic internal communication in international non-governmental organisations." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24843.

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The role and importance of international non-governmental organisations (INGOs) has increased with globalisation and the growth of global institutions. Not only do INGOs play a major role in aid delivery in developing countries, they also serve as the voice of the people in the growing global governance system. Thus they have an increasing impact on the social and economic welfare of people around the world. For this reason, the performance and management of INGOs is vital. However, research on their management is lacking. INGOs possess unique characteristics including complex environments, value-based missions and no financial bottom line. Therefore, management practices, like internal communication, that are generally developed for for-profit organisations need to be evaluated for suitability within the INGO context. Strategic internal communication has been identified as driving organisational performance. Internal communication can be defined as strategic when its purpose is to align internal stakeholders with the organisation’s strategic intent. By facilitating strategic alignment, internal communication can play a critical role in organisational performance. Research on strategic internal communication is limited and virtually non-existent when considered within the INGO context. However, by considering communication management theory, strategic management theory and NGO management theory, it is possible to develop theoretical propositions on the strategic functioning of internal communication in INGOs. In particular, the theory suggests that a postmodern approach to strategic management and strategic internal communication can assist INGOs in addressing many of the challenges they face. This study explores the strategic functioning of internal communication in INGOs through exploratory, qualitative case studies. The evidence shows that internal communication in INGOs does not generally function strategically. However, the function is recognised as having potential to improve the performance of these organisations. In particular, there is support for the suitability of a postmodern approach to strategic internal communication in INGOs.
Dissertation (MPhil)--University of Pretoria, 2010.
Communication Management
MPhil
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Reddy, Mike Megrove. "Communication in Christian groups from movements to organisations." Thesis, University of Zululand, 2004. http://hdl.handle.net/10530/456.

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A dissertation submitted in fulfillment of the requirements for the degree of D. Litt. In Communication Science University of Zululand, 2004.
This dissertation reports the results of a study made of the forms of communication employed by Judaeo-Christian religious groups when they saw themselves as movements, compared to when they had become organisations. Beginning with ancient Israel, the study documents how forms of communication become elaborated during the organisational phase of groups' existence. The forms of communication used in Christian religious groups are documented from the rime of the eady Christian Church, through the Reformation period, through the 17* century to present-day Christian groups. The dissertation also reports as a case study an empirical analysis of the forms of communication used by the Cell Church and churches with cell groups, both of which are inter-denominational and host regular informal gatherings. It is found that these gatherings display the onset phase characteristics of Christian movements. From a theoretical point of view the research reported here provides evidence in support for the following Christian Religious Communications Hypothesis: Christian religious groups will use a limited number offorms of communication when they perceive themselves as movements and they will expand their forms of communication, as they become organisations, which forms special instance of Klopper (2003)'s general Theory of the Optimisation of Human Communication: Humans optimise a variety of forms of communication within a culture, to ensure immediate direct personal survival and to maintain their culture as a fongterm indirect survival strategy. By confirming the validity of the Christian Religious Communications Hypothesis, the research findings also provide indirect validation for Klopper's general Theory of the Optimisation of Human Communication.
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Books on the topic "Communication in organisations"

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Evans, Desmond W. People communication and organisations. 2nd ed. London: Pitman, 1990.

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Evans, Desmond W. People, communication, and organisations. London: Pitman, 1986.

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Taylor, James R. Rethinking the theory of organizational communication: How to read an organization. Norwood, N.J: Ablex Pub. Corp., 1993.

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Catherine, Loneux, and Parent Bertrand, eds. Communication des organisations: Recherches récentes. Paris: L'Harmattan, 2010.

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More, E. A. Organisations in the communications age: An introduction to organisational communication and communications technology for management. Sidney: Pergamon Press, 1985.

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Bertrand, Yves. Communication et environnements organisationnels. Sainte-Foy, Québec: Télé-Université, 1995.

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Organizational communication. 4th ed. Dubuque, Iowa: Wm.C. Brown, 1986.

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Goldhaber, Gerald M. Organizational communication. 6th ed. Madison, Wis: W.C. Brown, 1993.

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Goldhaber, Gerald M. Organizational communication. 5th ed. Dubuque, IA: W.C. Brown Publishers, 1990.

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Goldhaber, Gerald M. Organizational communication. 6th ed. U.S: W.C. Brown, 1993.

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Book chapters on the topic "Communication in organisations"

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Dawson, Sandra. "Communication and Decision-making." In Analysing Organisations, 182–208. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-22061-8_8.

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Dawson, Sandra. "Communication and Decision-making." In Analysing Organisations, 188–214. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24846-9_8.

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Sallis, Edward, and Kate Sallis. "What is Communication?" In People in Organisations, 25–35. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-11610-2_4.

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Sallis, Edward, and Kate Sallis. "What is Communication?" In People in Organisations, 25–35. London: Macmillan Education UK, 1988. http://dx.doi.org/10.1007/978-1-349-09228-4_4.

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Thompson, Paul, and David McHugh. "Open to Persuasion: Communication and Leadership." In Work Organisations, 260–76. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-4039-0765-3_17.

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Beger, Rudolf. "Communication for Non-profit Organisations." In Present-Day Corporate Communication, 637–59. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0402-6_9.

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Petersen, Nils Braad. "Relationships supporting virtual knowledge communication." In Knowledge Communication in Global Organisations, 173–99. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003015925-11.

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Sebastião, Sónia Pedro. "Introduction: The Rationale for a Communication Perspective." In Diplomacy, Organisations and Citizens, 1–12. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-81877-7_1.

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Francois, Judith. "Communicating Authentically in Organisations." In Communication in Nursing and Healthcare: A Guide for Compassionate Practice, 129–43. 1 Oliver’s Yard, 55 City Road London EC1Y 1SP: SAGE Publications Ltd, 2017. http://dx.doi.org/10.4135/9781529714753.n14.

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Goldkuhl, Göran, Annie Röstlinger, and Ewa Braf. "Organisations as Practice Systems." In IFIP Advances in Information and Communication Technology, 51–70. Boston, MA: Springer US, 2002. http://dx.doi.org/10.1007/978-0-387-35611-2_4.

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Conference papers on the topic "Communication in organisations"

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Ali, Irena, Leoni Warne, Derek Bopping, Dennis Hart, and Celina Pascoe. "Organisational Paradigms and Network Centric Organisations." In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2842.

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Many organizations grapple with uncertainty and vagaries of economic and political climate. A number of companies attained dramatic competitive advantages in their fields by creating comprehensive, complex communication and information networks. These companies, facilitated by the increasing efficiencies and speed of information technology, remained flexible and adaptable to change by working in a network centric way. Much of the network centric (NC) related work done to date has been mainly in the technological domain. This paper focuses on the human and organizational factors that need to be considered to make the most of the future network centric warfare (NCW) and enable future warfighters to deal with war, peace, terrorism and overall uncertainty. Particular focus is placed on the issues that individuals and groups face in the NC environment. Such issues include: organizational culture, cognitive demands, and knowledge mobilization and learning.
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Bulgaru, Ionut. "Managerial Communication In School Organisations." In EduWorld 2018 - 8th International Conference. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.08.03.264.

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"PRAGMATIC IPO MODEL OF MICRO COMMUNICATION PROCESS." In 12th International Conference on Informatics and Semiotics in Organisations. SciTePress - Science and and Technology Publications, 2010. http://dx.doi.org/10.5220/0003270101490156.

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Müller, Wilmuth, Hugo Marques, Luis Pereira, Jonathan Rodriguez, Frank Brouwer, Bert Bouwers, Ilias Politis, et al. "Secure and interoperable communication infrastructures for PPDR organisations." In SPIE Defense + Security, edited by Raja Suresh. SPIE, 2016. http://dx.doi.org/10.1117/12.2222998.

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Müller, Wilmuth. "System architecture of communication infrastructures for PPDR organisations." In SPIE Defense + Security, edited by Raja Suresh. SPIE, 2017. http://dx.doi.org/10.1117/12.2264621.

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Armoniene, Andzela. "One Voice Message as a Super-Destroyer of Cultural Borders." In 2001 Informing Science Conference. Informing Science Institute, 2001. http://dx.doi.org/10.28945/2352.

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What are steps toward a preparing of ”one voice” and consistent message, which may cross cultural borders? Is it so important to start with new technologies or maybe instead of this it would be better firstly to try to be ahead of them and rethink the capacity to change culture, communication management style and implement integrated communication approach? Addressing such questions leads to the main goal of this article: to search and investigate ways of cultural borders crossing having the evident importance of integration ideas incorporation in the field of organisational communication as a reference point. In sum, the derived conclusion is related to the suggestion to think about the new kind of marginalization and two not so strictly bounded cultural types: integrated organisations and their position of winners and not integrated organisations surrounded by isolation at the same time.
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Economou, Daphne, Vassiliki Bouki, Thanos Kounenis, Markos Mentzelopoulos, and Nektarios Georgalas. "Treasure hunt pervasive games in cultural organisations." In 2015 International Conference on Interactive Mobile Communication Technologies and Learning (IMCL). IEEE, 2015. http://dx.doi.org/10.1109/imctl.2015.7359621.

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Bahuguna, Ashutosh, R. K. Bisht, and Jeetendra Pande. "Roadmap Amid Chaos: Cyber Security Management for Organisations." In 2018 9th International Conference on Computing, Communication and Networking Technologies (ICCCNT). IEEE, 2018. http://dx.doi.org/10.1109/icccnt.2018.8493977.

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Nmachi, Wosah Peace, and Thomas Win. "Mitigating Phishing Attack in Organisations: A Literature Review." In 8th International Conference on Artificial Intelligence and Applications (AIAP 2021). AIRCC Publishing Corporation, 2021. http://dx.doi.org/10.5121/csit.2021.110105.

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Email is a channel of communication which is increasingly used by individuals and organisations for exchange of information. It is considered to be a confidential medium of communication but this is no longer the case as attackers send malicious emails to users to deceive them into disclosing their private personal information such as username, password, and bank card details, etc. In search of a solution to combat phishing cybercrime attacks, different approaches have been developed. However, the traditional exiting solutions have been limited in assisting email users to identify phishing emails from legitimate ones. This paper reveals the different email and website phishing solutions in phishing attack detection. It first provides a literature analysis of different existing phishing mitigation approaches. It then provides a discussion on the limitations of the techniques, before concluding with an exploration into how phishing detection can be improved.
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Popescu, Elena, and Tudorel Popescu. "Nonverbal Communication in Job Interviews. A Case Study on Local Organisations." In 2019 11th International Conference on Electronics, Computers and Artificial Intelligence (ECAI). IEEE, 2019. http://dx.doi.org/10.1109/ecai46879.2019.9042010.

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Reports on the topic "Communication in organisations"

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Granda Tandazo, CV, FY Paladines Galarza, and AV Velásquez Benavides. Digital strategic communication in Ecuador’s public organisations. Current state and future projection. Revista Latina de Comunicación Social, February 2016. http://dx.doi.org/10.4185/rlcs-2016-1092en.

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Ayallo, Irene. Thesis Review: Evaluating the Impact of Social Change Catalyst on Urban Community Development: A Case Study of LIN Centre for Community Development in Ho Chi Minh City, Vietnam by Chau Doan-Bao. Unitec ePress, June 2018. http://dx.doi.org/10.34074/thes.revw22018.

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In this thesis, the author evaluates the impact of the Listen – Inspire – Nurture (LIN) Center’s model of participatory urban community development in Ho Chi Minh City (HCMC). It evidences how LIN has supported urban not-for-profit organisations (NPOs) to alter their self-perception from ‘charity organisations’ to being part of community development processes. Using a participatory communication approach, LIN has encouraged dialogue with and among stakeholders and provided robust information to the community. Consequently, NPOs have become more confident in their own capacities and have more stable financial support. In addition, the corporate sector has a better understanding of the not-for-profit sector and is making a stronger contribution to the development of NPOs in HCMC. These outcomes contribute to effective and sustainable community development in HCMC.
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Ayallo, Irene. Thesis Review: Evaluating the Impact of Social Change Catalyst on Urban Community Development: A Case Study of LIN Centre for Community Development in Ho Chi Minh City, Vietnam by Chau Doan-Bao. Unitec ePress, June 2018. http://dx.doi.org/10.34074/thes.revw4300.

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In this thesis, the author evaluates the impact of the Listen – Inspire – Nurture (LIN) Center’s model of participatory urban community development in Ho Chi Minh City (HCMC). It evidences how LIN has supported urban not-for-profit organisations (NPOs) to alter their self-perception from ‘charity organisations’ to being part of community development processes. Using a participatory communication approach, LIN has encouraged dialogue with and among stakeholders and provided robust information to the community. Consequently, NPOs have become more confident in their own capacities and have more stable financial support. In addition, the corporate sector has a better understanding of the not-for-profit sector and is making a stronger contribution to the development of NPOs in HCMC. These outcomes contribute to effective and sustainable community development in HCMC.
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Latané, Annah, Jean-Michel Voisard, and Alice Olive Brower. Les réseaux de producteurs du Sénégal font face à la COVID-19. RTI Press, September 2021. http://dx.doi.org/10.3768/rtipress.2021.rr.0045.2106.fr.

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Cette étude a tiré parti d’une infrastructure d’encadrement et de collecte de données et de relations préalables légué par le projet Feed the Future Sénégal Naatal Mbay (« agriculture florissante »), financé par l’Agence des États-Unis pour le développement international (USAID) et mis en œuvre par RTI International entre 2015 et 2019. Réalisée en 2020, la recherche a intégré des organisations de producteurs pour qu’elles puissent suivre les ménages ruraux membres de leurs réseaux alors qu’ils faisaient face à la pandémie de COVID-19 et tentaient de réagir à ce choc. Les organisations de producteurs, avec le soutien de RTI et de la société-conseil locale STATINFO, ont réalisé une enquête sur un échantillon de 800 ménages agricoles membres de quatre organisations de producteurs soutenus par Naatal Mbay, réalisée en deux passages successifs, en août et octobre 2020. Des groupes de discussion ont été menés avec les responsables des réseaux, ainsi qu’une collecte de données a posteriori ont permis de contextualiser l’expérience face au choc de la COVID-19 et de valider les conclusions. Les conclusions ont montré que les producteurs étaient déjà aux prises des effets des faibles précipitations de la saison de production de 2019 et que la COVID-19 a aggravé ce premier choc du fait des perturbations des communications et des interdictions de déplacements entre les régions, créant ainsi des pénuries alimentaires et exerçant ainsi une pression sur l’utilisation des stocks de semences à des fins alimentaires. Les effets de l’insécurité alimentaire, mesurés par le biais de l’échelle d’accès d’insécurité alimentaire des ménages, se sont avérés être plus importants pour les ménages de Casamance que pour ceux des régions de Kaolack et de Kaffrine. Les conclusions ont également indiqué que les réseaux de producteurs ont déployé une intervention coordonnée incluant aide alimentaire et accès à des équipements de protection individuelle, distribution de semences de légumes et de céréales à cycle court (par exemple, le niébé et le maïs) et des semences adaptées au jardinage, mesures de protection pour les semences de céréales de l’année suivante et innovations financières avec les banques pour sécuriser les crédits. On s’attend à ce que les stocks d’alimentation soient reconstitués au début de la récolte en octobre 2020 et les réseaux prévoient d’accélérer la multiplication des semences, de diversifier les cultures au-delà des céréales, d’améliorer la communication au sein des réseaux et de généraliser l’accès aux instruments financiers au cours de la saison 2021. Les études ont indiqué que le projet antérieur financé par l’USAID est susceptible d'avoir contribué aux capacités de résilience des réseaux en renforçant le capital social et en encourageant le recours à des technologies et outils nouveaux au cours de ses années de fonctionnement.
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Rodríguez-Fernándezr, L. Disinformation and organisational communication: A study of the impact of fake news. Revista Latina de Comunicación Social, November 2019. http://dx.doi.org/10.4185/rlcs-2019-1406en.

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Weyher, Christina, ed. Living Reviews - Innovative Resources for Scholarly Communication briding diverse spheres of disciplines and organisational structures. Vienna: self, 2012. http://dx.doi.org/10.1553/ita-pa-mn_06_2.

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Scialabba, Nadia El-Hage, Sarah Zitterbarth, and Tavseef Mairaj Shah. State of the Debate on Agri-Food Systems Transformation. TMG Research gGmbH, 2023. http://dx.doi.org/10.35435/1.2023.2.

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TMG Research gGmbH aims to help develop a more systematic understanding of how agri-food systems can be transformed as part of a project on the Assessment and Communication of Climate Impacts of Food (CLIF), funded through the International Climate Initiative (IKI) of the German Federal Ministry for the Environment, Nature Conservation, Nuclear Safety and Consumer Protection (BMUV) and jointly implemented with corsus and WWF Germany. This project promotes sustainable consumption patterns and helps companies, policymakers, and consumers choose more sustainable options in relation to food. The main contribution of TMG to this project is in developing a more systematic understanding of how to transform agri-food systems by publishing a series of strategic reports on the current status of agri-food systems and the likely drivers and agents of their transformation. This report is part of the FORESEE (4C) series on The Transformation of Agri-Food Systems in Times of Multiple Crises, which explores the current agri-food system in light of challenges linked to the four crises known as the 4 Cs (Climate, Covid-19, Conflict, and Cost of externalities). This part of the series reviews the state of the debate around agri-food systems transformation from the perspective of different organisations that represent a wide range of actors and stakeholders. Furthermore, this report provides an overview of the different proposed approaches to achieving the goals of agri-food system transformation aligned to the themes of people, planet, and prosperity. The report was drafted by TMG in consultations with an extended group of experts.
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Cuesta-Valiño, Pedro. Happiness Management. A Social Well-being multiplier. Social Marketing and Organizational Communication. Edited by Rafael Ravina-Ripoll. Editorial Universidad de Sevilla, 2022. http://dx.doi.org/10.12795/2022.happiness-management.

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On behalf of the Happiness University Network, we are pleased to present here an extract of the information concerning the universities working to generate the diffusion of this network. Specifically, with the support of the University of Salamanca and the Pontifical University of Salamanca the aim is to create a friendly and working environment for the dissemination and discussion of the latest scientific and practical developments in the fields of happiness economics, corporate wellbeing, happiness management and organisational communication. It also offers an opportunity for productive encounters, the promotion of collaborative projects and the encouragement of international networking. Below you will find papers related to: Economics of happiness, happiness management, organisational communication, welfare state economics, consumer happiness, leadership, social marketing, happiness management and SDGs, happiness management in human resource strategies, learning and competencies in happiness management, learning and competencies in social well-being, measurement and indicators of happiness and well-being and history of welfare economics.
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Noack, Anika. Knowledge and Technology Transfer under Digital Conditions: Transfer Intermediaries in Eastern Germany and the Role of Digital Means, Trust and Face-to-Face Interactions. Technische Hochschule Wildau, 2022. http://dx.doi.org/10.15771/innohub_4.

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Even before the corona pandemic broke out in 2020, the role of digitalisation became more and more apparent within Knowledge and Technology Transfer (KTT) processes. Since the pandemic,intermediary organisations that bridge the distance between academia and the world of business to pave the way for successful university-industry linkages have not primarily been able to build on face-to-face-encounters to create those relations. Based on an ongoing research project, this paper examines how digitally mediated communications potentially enhance or limit knowledge and technology transfer that is primarily based on face-to-face interactions.On the one hand, the use of digitally mediated communications seem to foster the spatial expansion of networks, save travel times and costs and foster a special form of social inclusion. University-industry-relations, on the other hand,still rely on a positive evaluation of face-to-face contacts and geographical proximity for trust to develop between heterogeneous partners. Here, actors with bridging functions like transfer scouts are vital in enabling a regular communicative exchange to create commitment, social cohesion and cooperation in digital contexts. Although the relevance of digitalised transfer processes has been increasing over time, an important set of activities, involving face-to-face contacts and co-location, currently still plays a major role for transfer intermediaries in university-industry-relations.
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Lam, Terence, and Keith Gale. Construction frameworks in the public sector: Do they deliver what they promise? Property Research Trust, November 2021. http://dx.doi.org/10.52915/sbuk7331.

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We demonstrate that the use of Performance Frameworks for the procurement of construction projects by public sector organizations in the UK (specifically, in England) leads to significantly improved outcomes in terms of time, cost, quality, sustainability and closer relationships, than the traditional ‘open tender’ approach of procuring discrete projects, individually. We identify the factors that lead to such improvements. We label these: supplier’s task performance factors (project staff, execution approach, competence of firm and structure of firm); supplier’s contextual performance factors (trust and collaboration, culture and conscious behaviour); and client’s organisational factors (incentives, performance monitoring, procurement approach and communication). And we offer a performance improvement model that will help project managers to select the most appropriate suppliers at the procurement phase, to achieve successful project outcomes. The model can also be used to drive project performance further, by adopting client’s organisational factors during the procurement and construction phases. By applying the research conclusions, suppliers will be able to focus on communicating their strengths in the relevant aspects of task and contextual performance for technical tender proposals, and so increase the value of their services and the probabilities of winning work. And the analysis can be used by policy makers to help in drafting regulations and legislation on formal frameworks, in ways that will improve the delivery of policy objectives.
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