Relevant bibliographies by topics / Organisational communication

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

Academic literature on the topic 'Organisational communication'

Author: Grafiati
Published: 4 June 2021
Last updated: 31 January 2023

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Journal articles on the topic "Organisational communication"

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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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Dogus, Yurdagul. "A qualitative research on organizational peace in schools." Cypriot Journal of Educational Sciences 14, no. 4 (December 31, 2019): 661–75. http://dx.doi.org/10.18844/cjes.v11i4.4486.

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The concept of organisational peace is a dynamic situation that can develop through open communication, whose main elements are justice, trust and goodwill, and affect the peace and happiness of individuals. Organisational peace consists of two dimensions such as ‘internal organisational peace’ and ‘external organisational peace’. ‘Internal organisational peace’, which is formed by relations and conditions within the organisation itself, is influenced by four factors such as individual, organisational, managerial and job characteristics. The ‘external organisational peace’, which is formed by the organisation's relations with others, stems from the direct–indirect, optional or obligatory interactions of the organisation. External organisational peace is influenced by five factors such as hierarchical relations, close environment, other organisations, society and global relations. This research is the first study that provides a conceptual framework for the concept of organisational peace and examines the concept of organisational peace empirically. The aim of this study is to determine the views of teachers in the ‘internal organisational peace’ dimension in schools. The research was carried out in the phenomenological design of qualitative research methods. The study group consisted of 10 teachers selected by the criterion sampling method. Teachers explain the concept of organisational peace with happiness, common goals, cooperation, justice, comfort, democratic values, harmony, respect and healthy communication. Factors that promote ‘internal organisational peace’ are positive personality, job satisfaction, fair practices, effective organisational communication, competencies of managers and good physical conditions of the job. Factors that prevent ‘internal organisational peace’ are negative personality, violent behaviour, unfair management, closed communication and bad physical conditions of the job. Keywords: Organisational peace, school, Turkey.
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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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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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Farkas, Johanna, János Sallai, and Ernő Krauzer. "The Organisational Culture of the Police Force." Internal Security 12, no. 1 (July 22, 2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.

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The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational settings, and the factors influencing it. Organisational culture includes communication with clients (in the case of police, citizens) and the relating approach system. The organisational culture cannot be considered basically “good” or “bad”. There are external and internal metrics and requirements that reflect the state of a given organisation: they indicate the quality and quantity of value creation, the organisation’s acceptance in its environment as well as its necessity in the society. The organisational culture is optimal if it serves the organisation’s tasks, objectives, the fulfillment of its duties, an the maintenance of its expedience, as well as if it is supportive, creative and facilitating. In an optimal organisational culture, the interests are enforced between the groups and people in the organisation in a peaceful way, their work is effective and successful, all conditions are ensured, the staff is satisfied, and the organisation’s output is accepted, recognised and required in its external environment. These organisations are acknowledged by the citizens and operate in accordance with their environments.
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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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Dupe, Adesubomi Abolade. "Organisational Communication, The Panacea For Improved Labour Relations." Studies in Business and Economics 10, no. 2 (August 1, 2015): 5–16. http://dx.doi.org/10.1515/sbe-2015-0016.

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Abstract This paper examined the importance of organisational communication to overall effective labour relations. It looked at organisational communication and its role in labour relations between the parties involved in Labour relations for better business procedures and relationships. It explained the importance of organisational communication in enhancing better labour relations within the organisation and with people outside the organisation. It enumerated the various groups that are involved in industrial relations and how they could use organisational communication for better industrial relations. It established the importance of organisational communication to the overall success of any organisation. Communication is vital to all human relations including labour relations but it seems to have been taken for granted or treated as inconsequential. When good organisational communication is not given its pride of place in organisation, it would affect labour relations negatively. This paper looked at the importance of organisational communication to labour relations, its effects on organisational performance, and negative effects of lack of good communication between stakeholders in labour relations and concluded that organisational communication should be properly used by all concerned in industrial relation matters for better performance of the organisation and improved labour relations both within and outside the organisation.
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Mulder, Dalmé. "discovery of Fibonacci in integrated communication." Communicare: Journal for Communication Studies in Africa 28, no. 2 (October 17, 2022): 43–58. http://dx.doi.org/10.36615/jcsa.v28i2.1698.

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Fibonacci was a renowned scientific explorer. It is widely documented that the famous Fibonaccinumbering sequence is found in several spheres of life. To date, this phenomenon has not beendiscussed within a communication context. However, a literature review done to explore thedifferent functional fields of organisational communication within an integrated communicationideology, has brought to light that the Fibonacci phenomenon might also have relevance in thefield of communication. In this article communication - as foundation of modern organisations- is explored from a systems perspective. The position of each of the different functional areasof organisational communication in an organisation practising integrated communication isdemonstrated and the resemblance between this demonstration and the Fibonacci swirl ishighlighted.
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Oksiutycz, Anna. "Power, empowerment and organisational communication." Communicare: Journal for Communication Studies in Africa 25, no. 2 (October 20, 2022): 25–41. http://dx.doi.org/10.36615/jcsa.v25i2.1741.

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Power is an integral part of organisational life. Main schools of thought on the subject of powerin an organisational setting consider power to be either a resource held by individuals anddepartments, or an inherent feature of organisational structure and society. While it is relativelyeasy to identify surface manifestations of power, the deep structures of power are much moredifficult to analyse. Public relations literature focuses on power “held” by public relations practitionersand the power of public relations departments in their relations with other departments in anorganisation, as well as the imbalances of power between the organisations and their respectivepublics. In the context of the increasing complexity of the organisational environment, this articlesuggests the application of organisational cybernetics to public relations theory, and it considersthe role that organisational communication plays in releasing the productive power of employeesand in designing effective organisations through the introduction of recursive organisationalstructures.
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Dissertations / Theses on the topic "Organisational communication"

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Lee, Joyce Yi-Hui. "Conflict in inter-organisational virtual communication." Thesis, University of Bath, 2009. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508713.

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This study explores the nature of conflict in virtual communication in the course of inter-organisational collaborations. Conflict appears to exist inherently when organisations cooperate together because each company operates with different goals, norms and values, which are vital considerations for successful business collaborations. Special attention, therefore, needs to be paid to gaining a grounded understanding of conflict in the context of virtual communication in the interorganisational business collaborations of today. This research draws on fieldwork carried out over five months, using a multiple-case study approach, involving four cases of inter-organisational collaborations between a large high-tech corporation in Taiwan and its four supplier companies in Korea. In addition, participant observation was employed as the main method of data collection in this study, which allowed for this researcher to gain rich data in a direct way. The collected data included daily logs based on observations, in addition to interviews and documentation. This resulted in an extensive amount of useful information being gathered, which was analysed, categorised, interpreted, and summarised in relation to theory generalisation. In this inter-organisational research setting, it was found that three patterns of interorganisational conflict, namely: business strategic conflict, cultural conflict and organisational process conflict interact to influence participants’ communication media selection and, in turn, conflict is influenced by the selected media. Moreover, it was found that conflict is expressed in email communication in a stylised way that is significantly different from spoken conversation and it could lead to conflict escalation and the subsequent termination of business collaboration. Based on the research findings, a comprehensive framework was established to describe and explain the interrelations between conflict transformation and computer-mediated communication (CMC) in inter-organisational collaborations.
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Martinek, Patricia Elizabeth. "Communication rules in three organisational configurations." Thesis, Queensland University of Technology, 1991. https://eprints.qut.edu.au/36388/1/36388_Martinek_1991.pdf.

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This study investigated the nature of communicative relationships in three organisational configurations. These configurations were the Machine Bureaucracy, the Professional Bureaucracy and the Adhocracy. The study' s purpose was to ascertain, through an investigation of rule-patterns, the relationship of organisational structure and culture to organisational communication. Its findings support the argument that while organisational structure contributes much to the Means or form by which organisations communicate, organisational culture contributes both to Meaning and Means. The rule patterns, researched through ethnographic methods, were those of thematic rules and tactical rules. The thematic rules were seen to be very important to developing organisational relationships that were balanced between 11 care and connection 11 and between "justice and autonomy''. The thematic rules were also seen to be very important in assisting an organisation's evolution. The Machine Bureaucracy, at this stage of its evolution, was trying to balance growth and integration. The Professional Bureaucracy was trying to balance purification and integration while the Adhocracy was trying to balance underlying elements adaptability and integration. These give meaning and value to the more visible communicating processes and activities. The tactical rules selected by these organisations were important because they showed that communication processes can be designed to develop accuracy of this Meaning. Furthermore, the tactical rules indicate what should be specific characteristics of effective organisational communication; these include the continual goal-seeking of Dialogue with employees and meeting their critical information needs.
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Sanderson, J. B. "Organisational communication in the police : an exploratory investigation into internal communication problems and their relationship to organisational features." Thesis, Lancaster University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.355843.

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Lunt, Graeme Arnold. "A software framework for representing organisational communication." Thesis, University of Nottingham, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.258172.

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O'Kane, Paula. "The impact of technology on organisational communication." Thesis, University of Ulster, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.407363.

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Tollstoy, Johanna, and Zara Thornsäter. "A Communicative Identity : A qualitative study of an organisation's creation and communication of their identity." Thesis, Linnéuniversitetet, Institutionen för samhällsvetenskaper, SV, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19092.

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Both as leader and employee you need a perception of the organisational identity. The purpose of this thesis is to identify leaders’ perception of using communication to develop and implement the organisational identity with the employees and also to identify how the internal work with the organisational identity can contribute in making the employees good ambassadors for the organisation. Data has been gathered through qualitative interviews with four leaders at a future large organisation. By connecting and analysing the empirical findings with relevant theories we came to the conclusion that the leaders’ percept the communication as vital and that they consider creating the foundation of the organisational identity as their responsibility. They value co-creation and an open communication with the employees. We make the conclusion that ongoing communication is essential for including employees in the development of the organisational identity and in making these good ambassadors.
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PODLESNY, PAULINE ANNA, and JENNIFER ELZE. "Overcoming intercultural communication barriers : Organisational Culture and Organisational Learning within a Swedish Textile Company." Thesis, Högskolan i Borås, Institutionen Textilhögskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-18004.

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This thesis attempts to discover what actions are necessary to mitigate these problems within textile companies. Theories on organisational culture, organisational learning, and international management, were addressed in relation to intercultural communication. Using an exemplifying case of one single person within Eton AB, a case study research design was conducted. The data was collected through a qualitative research strategy and method, using self-completion/self-administrative questionnaires, and analysed using grounded theory. The general result of the thesis indicates that few communication errors between Eton AB and the participant exist. Therefore this interrelation can be seen as a positive example of intercultural communication within a textile company. In this context, it was the authors’ intention to identify the influence organisational culture and organisational learning have on intercultural communication. Certain aspects within an organisational culture are of importance to create a better integration of employees, hence influence intercultural relations positively. Organisational learning, likewise, has a positive impact, since it contributes to the creation of a better environment for integration. This thesis concludes with generalised measures which can be seen as a guideline and as first steps for textile companies in order to reduce intercultural communication errors.
Program: Textile Management,textile value chain management
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Zikalala, Zuzile. "Strategic selection of communication channels during organisational change." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64832.

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The purpose of this study was to provide a guideline for selection of communication channels during organisational change. The study was conducted across industries in South Africa, with inclusion criteria being the experience of a form organisational in the past three years. The questionnaire for data collection was based on rich media theory (six channels) while for communication satisfaction an instrument of Downs and Hazen (1977) was adapted and utilized. Data was collected online with social media platform such as LinkedIn and Whatsup used for snowball sample as population was unknown. A total of 162 response were obtained, of which ten were excluded as they did not meet the inclusion criteria of experience of organizational change. There were four main findings of the study. First, Emails was the most dominant forms of communication the management which is media poor media. This communication channel by management were similar to employee preference of communication channels. Second, Of the six constructs, superior communication, communication climate, media quality personal feedback, co-worker communication and corporate information. Five of the six variable were found to have both convergent, discriminant validity and reliable using Partial Least Square Structural Equation Modelling (PLS-SEM). Four of the five constructs were found to statistically different from the hypothesis value of Ô3Õindicating that there was high customer satisfaction except for communication climate where participants were undecided. Third, On the media rich, face to face meeting and video conferencing were positively correlated with communication satisfaction with weak to medium strength relationships, while on the media poor showing a weak relationship between emails and posters with some dimensions of communication satisfaction. It can be concluded that the organisations do not use media rich communication channels, but rather a mixture media rich and media poor and there is a relationship between communication channels and communication satisfaction, with media rich channels having a stronger relationship. These findings should be considered with the context of inadequate generalisability due to the use of snowball sampling technique. It is recommended that practitioners, select communication channels with caution to ensure that key issues (uncertainty, successful transfer of information) are addressed adequately For academic community, more research is required as communication channels evolve with technology to ensure that the portfolio of channels used during organisational change.
Mini Dissertation (MBA)--University of Pretoria, 2017.
lt2018
Gordon Institute of Business Science (GIBS)
MBA
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Van, der Rede Liesl. "Sensemaking and organisational storytelling." Thesis, Link to the online version, 2007. https://etd.sun.ac.za/jspui/handle/10019/475.

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Zhou, X. "An investigation into the relationship between organisational communication trust and organisational commitment in Chinese enteprises." Thesis, Coventry University, 2013. http://curve.coventry.ac.uk/open/items/0e740a7a-2c2a-4486-a695-3222ce83bc66/1.

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Drawing on extant literature, a direct relationship between organisational communication and commitment factors has been demonstrated. This study was conducted to examine the trust climate involved in observed relations between organisational communication practices and organisational commitment. A cross-sectional descriptive questionnaire survey approach was adopted to gather data in three State-owned and two Joint-venture organisations located in the city of Nanjing, China. Using non-proportional stratified sampling, 1300 employee participants were chosen, and 757 responded with a usable response rate of 58%. Statistical software Predictive Analytics Software (PASW) and Analysis of Moment Structures (AMOS) were utilised to analyse the data. Structural Equation Modelling (SEM) analyses revealed that relations between employees‟ perspectives on organisational communication and their affective and normative commitment were mediated by trust in the workplace. The results showed that the 77% total effect of supervisory communication to commitment is mediated by the compound effort of trust in supervisor and trust in organisation. Additionally, trust in the organisation has been demonstrated as the mediator of trust in co-workers and organisational communication. The study recommends that Chinese organisations should; train managers to be good communicators, which could enhance employees‟ sense of belonging to the organisation and creating a trusting climate that increases the employees‟ commitment to the organisation. These could lead to more communication channels that would facilitate information sharing. Implications for researchers and managers are discussed and limitations are identified at the end of the research.
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Books on the topic "Organisational communication"

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Brown, Andrew D. Information, communication and organisational culture. Manchester: Manchester Business School, 1991.

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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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M, Mersham G. New insights into business and organisational communication. Sandown, South Africa: Heinemann, 2001.

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O'Kane, Paula. Impa ct of technology on organisational communication. [S.l: The author], 2004.

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Richard, Blundel, ed. Effective organisational communication: Perspectives, principles, and practices. Harlow, England: Financial Times Prentice Hall, 2004.

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Blundel, Richard. Effective organisational communication: Perspectives, principles, and practices. 2nd ed. Harlow: Financial Times Prentice Hall, 2004.

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Kate, Ippolito, ed. Effective organisational communication: Perspectives, principles and practices. 3rd ed. Harlow, England: FT Prentice Hall, 2008.

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Gerard, Fairtlough, and Heinzen Barbara, eds. The power of the tale: Using narratives for organisational success. Chichester: Wiley, 2002.

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1957-, Liu Kecheng, ed. Virtual, distributed, and flexible organisations: Studies in organisational semiotics. Dordrecht: Boston, 2004.

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Cox, Frances. Talking to itself: Personal, team and organisational communication in an ebusiness. Oxford: Oxford Brookes University, 2001.

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Book chapters on the topic "Organisational communication"

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Pettinger, Richard. "Communication." In Introduction to Organisational Behaviour, 168–206. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24683-0_7.

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Byers, Vivienne. "Communication in the workplace." In Organisational Behaviour, 230–56. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1057/978-1-137-42945-2_10.

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Christopher, Elizabeth, and Ron Goodenow. "Communication Webs: Organisational Networks." In Communication Accross Cultures, 255–85. London: Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-1-137-01097-1_8.

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Wiggins, Mark W. "Communication." In Introduction to Human Factors for Organisational Psychologists, 175–89. New York: CRC Press, 2022. http://dx.doi.org/10.1201/9781003229858-19.

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Collins, Luke Curtis. "Business and organisational communication online." In Corpus Linguistics for Online Communication, 97–121. Milton Park, Abingdon, Oxon; New York, NY: Routledge, 2019. |: Routledge, 2019. http://dx.doi.org/10.4324/9780429057090-6.

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Crossman, Joanna. "Ethical approaches to organisational issues, communication, and relationships." In Workplace Communication, 228–45. London: Routledge, 2022. http://dx.doi.org/10.4324/9780429318948-15.

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Punnett, Betty Jane, and Thomas Anyanje Senaji. "Decision-Making and Communication." In Essentials of Organisational Behaviour in Africa, 64–80. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003036838-5.

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Mahoney, James. "Identifying, analysing, and managing organisational issues." In The Strategic Communication Imperative, 83–113. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003177340-4.

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Idiong, Nsikak Solomon, and Iniobong Courage Nda. "Evolution of organisational communication in Nigeria." In Media and Communication in Nigeria, 110–22. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003208747-10.

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Salgues, Bruno, Olivier Galibert, and Olivier Epinette. "New Mobile Telephony in the Organisational Communication." In Multiaccess, Mobility and Teletraffic in Wireless Communications: Volume 4, 1–10. Boston, MA: Springer US, 1999. http://dx.doi.org/10.1007/978-1-4757-5920-4_1.

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Conference papers on the topic "Organisational communication"

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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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Ahmad, Mohd Hafis, Syuhaida Ismail, Wan Nurul Mardiah Wan Mohd Rani, and Mohammad Hussaini Wahab. "Trust in management, communication and organisational commitment: Factors influencing readiness for change management in organisation." In THE 2ND INTERNATIONAL CONFERENCE ON APPLIED SCIENCE AND TECHNOLOGY 2017 (ICAST’17). AIP Publishing, 2017. http://dx.doi.org/10.1063/1.5005352.

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Panisson, Alison R., Peter McBurney, and Rafael H. Bordini. "Towards an Enthymeme-Based Communication Framework in Multi-Agent Systems." In 19th International Conference on Principles of Knowledge Representation and Reasoning {KR-2022}. California: International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/kr.2022/27.

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Communication is one of the most important aspects of multi-agent systems. Among the different communication techniques applied to multi-agent systems, argumentation-based approaches have received special interest from the community, because allowing agents to exchange arguments provides a rich form of communication. In contrast to the benefits that argumentation-based techniques provide to multi-agent communication, extra weight on the communication infrastructure results from the additional information exchanged by agents, which could restrict the practical use of such techniques. In this work, we propose an argumentation framework whereby agents are able to exchange shorter messages when engaging in dialogues by omitting information that is common knowledge (e.g., information about a shared multi-agent organisation). In particular, we focus on using enthymemes, shared argumentation schemes (i.e., reasoning patterns from which arguments are instantiated), and common organisational knowledge to build an enthymeme-based communication framework. We show that our approach addresses some of Grice's maxims, in particular that agents can be brief in communication, without any loss in the content of the intended arguments.
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Shaharuddin, Wan Yusoff Wan. "Exploratory Factor Analysis: Gossiping As A Medium Of Organisational Communication." In 7th International Conference on Communication and Media. European Publisher, 2021. http://dx.doi.org/10.15405/epsbs.2021.06.02.41.

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Al Ali, Ali Ahmed Abdulla. "Improving Organizational Culture : High Reliability Organization." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210918-ms.

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Abstract Positive safety culture is key in a generative organisation where individuals anticipate what could potentially go wrong and accept bad news as opportunity for improvement. During the last several decades, numerous process safety related events have occurred impacting people's lives and companies' financial integrity. The underlying causes of the poor safety culture that resulted in major incidents is due to organisational and safety management failures, inadequate communication, and lack of cultural leadership responsibility.
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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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Burukina, Olga, and Helmut Woellik. "RECENT UNIVERSITY ORGANISATIONAL COMMUNICATION DEVELOPMENTS: THE (DIS)ADVANTAGES OF THE PANDEMIC." In 13th International Conference on Education and New Learning Technologies. IATED, 2021. http://dx.doi.org/10.21125/edulearn.2021.2561.

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Holti, R. "Corporate changes which involve information and communication technology." In IEE Colloquium on `Human, Organisational and Technical Challenges in the Firm of the Future'. IEE, 1996. http://dx.doi.org/10.1049/ic:19960310.

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Blumberga, Solveiga. "IMPROVEMENT AND ORGANISATIONAL CULTURE AND INTERNAL COMPANY COMMUNICATION DURING TIMES OF CHANGE." In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocial2018/1.5/s05.064.

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Jailani, Sri Fatiany Abdul Kader, Lili Marziana Abdullah, Mira Kartiwi, and Husnayati Hussin. "A Conceptual Model of Green It Practices on Organisational Sustainability." In 2016 6th International Conference on Information and Communication Technology for The Muslim World (ICT4M). IEEE, 2016. http://dx.doi.org/10.1109/ict4m.2016.059.

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Reports on the topic "Organisational communication"

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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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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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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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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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Price, Roz. Climate Adaptation: Lessons and Insights for Governance, Budgeting, and Accountability. Institute of Development Studies (IDS), December 2020. http://dx.doi.org/10.19088/k4d.2022.008.

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This rapid review draws on literature from academic, policy and non-governmental organisation sources. There is a huge literature on climate governance issues in general, but less is known about effective support and the political-economy of adaptation. A large literature base and case studies on climate finance accountability and budgeting in governments is nascent and growing. Section 2 of this report briefly discusses governance of climate change issues, with a focus on the complexity and cross-cutting nature of climate change compared to the often static organisational landscape of government structured along sectoral lines. Section 3 explores green public financial management (PFM). Section 4 then brings together several principles and lessons learned on green PFM highlighted in the guidance notes. Transparency and accountability lessons are then highlighted in Section 5. The Key findings are: 1) Engaging with the governance context and the political economy of climate governance and financing is crucial to climate objectives being realised. 2) More attention is needed on whether and how governments are prioritising adaptation and resilience in their own operations. 3) Countries in Africa further along in the green PFM agenda give accounts of reform approaches that are gradual, iterative and context-specific, building on existing PFM systems and their functionality. 4) A well-functioning “accountability ecosystem” is needed in which state and non-state accountability actors engage with one another. 5) Climate change finance accountability systems and ecosystems in countries are at best emerging. 6) Although case studies from Nepal, the Philippines and Bangladesh are commonly cited in the literature and are seen as some of the most advanced developing country examples of green PFM, none of the countries have had significant examples of collaboration and engagement between actors. 7) Lessons and guiding principles for green PFM reform include: use the existing budget cycle and legal frameworks; ensure that the basic elements of a functional PFM system are in place; strong leadership of the Ministry of Finance (MoF) and clear linkages with the overall PFM reform agenda are needed; smart sequencing of reforms; real political ownership and clearly defined roles and responsibilities; and good communication to stakeholders).
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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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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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Семеріков, Сергій Олексійович, Ростислав Олександрович Тарасенко, and Світлана Миколаївна Амеліна. Conceptual Aspects of Interpreter Training Using Modern Simultaneous Interpretation Technologies. Криворізький державний педагогічний університет, November 2021. http://dx.doi.org/10.31812/123456789/6972.

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The article deals with the implementation in universities of conceptual changes in interpreter training in the context of modern simultaneous interpretation technologies. The idea of human-computer interaction as an alternativeless symbiosis for achieving qualitatively new levels of organisation, implementation and efficiency in the simultaneous interpreting process is substantiated. The implementation of the concept of information technology training of interpreters in the content aspect provides for the expansion of their knowledge and skills in the application of information and communication technologies in the preparation and processing of simultaneous interpretation. The practical implementation of the concept in the form of formation of information and technological competence of a simultaneous interpreter is proposed. The ways of forming this competence are defined.
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